Executive Council Resolution No. (17)
of 2026
Amending
Executive Council Resolution No. (6)
of 2020
Approving the
Financial Benefits of the Government
of Dubai Employees[1]
ـــــــــــــــــــــــــــــــــــــــــــــــــــــــــ
We, Hamdan bin Mohammed bin Rashid Al
Maktoum, Crown Prince of Dubai, Chairman of the Executive Council,
After perusal of:
Law No. (31) of 2009 Establishing the
Dubai Government Human Resources Department and its amendments;
Law No. (8) of 2018 Concerning
Management of the Government of Dubai Human Resources and its amendments;
Law No. (26) of 2023 Concerning the
Executive Council of the Emirate of Dubai; and
Executive Council Resolution No. (6)
of 2020 Approving the Financial Benefits of the Government of Dubai Employees
(the “Original Resolution”),
Do hereby issue this Resolution.
Articles (18) and (19) of the Original
Resolution are hereby superseded by the following:
a. Where an Employee is promoted to a
higher Grade under the Law, he will be granted either the Total Salary of the
first point of the pay scale of the Band to which he is promoted, or an
increment of ten percent (10%) of his Total Salary prior to the promotion,
whichever is higher.
b. For an Employee to be exceptionally
promoted up to two (2) Grades higher, his performance rating for the past Year
must not be less than "Exceeds Expectations”.
c. Notwithstanding the provisions of
paragraphs (a) and (b) of this Article, an Employee who holds a Post in Grade
12 or higher and is promoted by one (1) or two (2) Grades may be granted either
the Total Salary of the first point of the pay scale of the Band assigned to
the new Grade, or an increment to his Total Salary prior to promotion,
whichever is higher. The increment may not be less than eleven percent (11%)
and not more than twenty percent (20%), and will be determined subject to the
following conditions:
1.
The Post must be a Pivotal Post or a Specialised
Post.
2.
The Employee must have the academic
qualifications, professional experience, technical competencies, and
specialised skills that are required for holding the Post; and must add value
to the Department.
3.
The performance rating of the Employee
for the previous two (2) Years must not be less than "Exceeds
Expectations”.
4.
The Post to which the Employee will be
promoted must have been evaluated and approved by the DGHR.
5.
The Employee’s service with his
Department must not be less than three (3) Years.
6.
The Employee to be promoted must not have
been subject to any disciplinary penalty, unless the penalty has been expunged
in accordance with the Law and the resolutions issued in pursuance thereof.
7.
The necessary financial appropriations
must be available within the approved annual budget of the Department.
8.
At least five (5) Years must have
elapsed since the Employee's previous promotion, in respect of which he was
granted an increment in accordance with paragraph (c) of this Article.
9.
Any other conditions prescribed by the
DGHR pursuant to any resolutions issued by the Director General in this respect
must be met.
d. Where the Total Salary of an Employee
promoted under this Article exceeds the highest point of the pay scale of the
Band or Grade to which he is promoted, the amount in excess of that highest
point will be granted in the form of a bonus payable on a monthly basis, and
will, for all purposes, be deemed an integral part of the Total Salary.
e. Where the Grade or Band of the
Employee is changed for any reason whatsoever, the monthly bonus referred to in
paragraph (d) of this Article will be added to his Total Salary.
a. An Employee may be granted a salary
upgrade as follows:
1.
an ordinary salary upgrade of five
percent (5%) of his Total Salary prior to the upgrade; or
2.
a special salary upgrade of ten
percent (10%) of his Total Salary prior to the upgrade.
b. Notwithstanding the provisions of
sub-paragraph (a)(2) of this Article, an Employee who holds a Post in Grade 12
or higher may be granted a special salary upgrade of not less than eleven
percent (11%) and not more than twenty percent (20%) of his Total Salary prior
to the upgrade, subject to the following conditions:
1.
The Post must be a Pivotal Post or a Specialised
Post.
2.
The Employee must have competencies,
professional skills, academic qualifications, and work experience that exceed
those required for holding the Post.
3.
The performance rating of the Employee
for the previous two (2) Years must not be less than "Exceeds
Expectations”.
4.
The Employee’s service with his
Department must not be less than three (3) Years.
5.
The Employee to be granted the salary
upgrade must not have been subject to any disciplinary penalty, unless the
penalty has been expunged in accordance with the Law and the resolutions issued
in pursuance thereof.
6.
The necessary financial appropriations
must be available within the approved annual budget of the Department.
7.
At least three (3) Years must have
elapsed since the Employee's previous salary upgrade in accordance with paragraph
(b) of this Article.
8.
Any other conditions prescribed by the
DGHR pursuant to any resolutions issued by the Director General in this respect
must be met.
c. Where the Total Salary of an Employee
who is granted a salary upgrade under this Article exceeds the highest point of
the pay scale of his Band or Grade, the amount in excess of that highest point
will be granted in the form of a bonus payable on a monthly basis, and will,
for all purposes, be deemed an integral part of the Total Salary.
d. Where the Grade or Band of the
Employee is changed for any reason whatsoever, the monthly bonus referred to in
paragraph (c) of this Article will be added to his Total Salary.
This Resolution comes into force on
the day on which it is issued, and will be published in the Official Gazette.
Hamdan bin Mohammed bin Rashid Al Maktoum
Crown Prince of Dubai
Chairman of the Executive Council
Issued in Dubai on 12 May
2026
Corresponding
to 25 Thu al-Qidah 1447 A.H.
©2026 The Supreme Legislation Committee in the
Emirate of Dubai
[1]Every effort has been made to produce an
accurate and complete English version of this legislation. However, for the
purpose of its interpretation and application, reference must be made to the
original Arabic text. In case of conflict, the Arabic text will prevail.