Government employees in Abu Dhabi will now have access to a structured and expansive leave system, with 15 different types of leave formally approved under a new framework introduced by the Abu Dhabi Government Enablement Department.
The framework, rolled out as part of the executive regulations of Law No. (8) of 2025 on human resources, lays out a detailed system covering leave types, duration, eligibility, and approval processes, aimed at balancing employee wellbeing with operational efficiency across government entities.
At its core, the policy functions as a comprehensive “work-life balance rulebook,” standardising how leave is granted and managed across the public sector.
A structured approach to time off
The new system defines 15 leave categories, spanning everything from annual and sick leave to life-event and study-related absences.
Annual leave remains a key pillar, with employees entitled to 22 to 30 working days per year, depending on grade. Employees in grade five and above receive 30 days, while those in grades six and seven are entitled to 22 days. Leave can be applied for after completing the probation period, with limited exceptions.
What stands out is the administrative clarity. Leave requests must be processed within seven working days, failing which they are automatically approved, a move designed to improve efficiency and reduce bottlenecks.
Employees can also request advance salary payments for extended leave periods, subject to conditions.
Carry-forward, compensation, and added benefits
Unused annual leave does not lapse immediately. Employees can carry forward up to half of their annual entitlement into the next year, while any excess requires special approval based on operational needs.
In certain cases, employees may also receive cash compensation for unused leave, depending on budget availability and managerial approval. Upon exit, unused leave is compensated based on daily salary calculations.
The framework also introduces additional benefits, including five extra days of annual leave for employees with disabilities, and revised entitlements linked to promotions.
Covering life’s key moments
Beyond annual leave, the policy introduces a wide range of provisions addressing major life events:
Marriage leave: 10 working days
Maternity leave: 3 months
Paternity leave: 6 days
Adoption leave: 3 months
Bereavement leave: 10 days
Iddah leave: 4 months and 10 days
Hajj leave: 15 days
Companion leave: 3 months
Additional categories include work-related injury leave (12 days), study leave, and unpaid leave, ensuring coverage across personal, professional, and cultural needs.
Health and medical provisions
Sick leave is capped at 15 working days per year with full pay, with employees allowed short absences of up to two days without a medical certificate, within limits.
For more serious conditions, leave can extend beyond the cap subject to medical approval. The framework also allows for reduced working hours for health reasons and mandates periodic medical reviews in long-term cases.
Continuity and compliance
Importantly, employees remain in active service during approved leave, ensuring continuity of benefits such as pensions and end-of-service calculations.
The regulations also clarify that employees must adhere strictly to approved leave periods, with unauthorised absences subject to disciplinary action.
A balance of flexibility and control
Overall, the framework represents a shift towards a more structured yet flexible HR system—one that acknowledges diverse employee needs while maintaining organisational discipline.
By standardising policies across entities and introducing clearer processes, the government appears to be aligning workforce management with broader goals of efficiency, transparency, and employee wellbeing.