Abu Dhabi Govt. enacts new HR law to embed meritocracy and attract top global talent

Abu Dhabi Government has enacted a comprehensive new human resources law aimed at modernising public sector employment and positioning the emirate as an employer of choice for high-performing professionals, as competition for skilled talent intensifies globally.

The Human Resources Law No. (08) of 2025, which comes into effect on 1 January 2026, will reshape how the government recruits, develops, and retains its workforce of more than 25,000 employees. 

At its core, the legislation embeds meritocracy across the employee lifecycle, shifting advancement and rewards away from tenure-based systems toward performance, capability, and results. The law introduces merit-based recruitment and promotion frameworks, accelerated career pathways for high performers, and competitive benefits designed to appeal to professionals in critical fields such as artificial intelligence, technology, policy, and specialised services. 

Officials say the reforms reflect a strategic move to build a high-performing, agile workforce capable of delivering modern, future-ready public services.

His Excellency Ahmed Tamim Hisham Al Kuttab, Chairman of the Department of Government Enablement (DGE), said the legislation marks a fundamental shift in how human capital is managed within government.

“This law fundamentally modernises how we approach human resources in government. We’re creating an environment where exceptional talent chooses public service, where merit drives advancement, and where high performers are recognised and rewarded,” he said.

“The best professionals seek organisations that invest in their development, reward excellence, and provide clear career pathways. This legislation ensures we meet those expectations as we progress towards an AI Native Government.”

A key feature of the law is its focus on recognising results. High-performing employees will be eligible for accelerated promotions without being constrained by standard tenure requirements, while performance-based allowances will provide tangible rewards for distinguished contributions. 

Outstanding new graduates will benefit from reduced probation periods, allowing faster progression for those who demonstrate strong capability early on.

To strengthen its appeal to top talent, the law also introduces benefits aligned with modern workforce expectations. These include entrepreneurship leave, enabling employees to pursue business ventures while maintaining government careers, and enhanced parental leave provisions, with doubled paternity leave and extended maternity support. Flexible work arrangements, such as compressed schedules, optimised working hours, and expanded remote work options, are also formalised.

His Excellency Ibrahim Nassir, Undersecretary of DGE, said the reforms acknowledge a practical reality in today’s labour market.

“The most talented professionals have options. They can work anywhere. Government must compete not just on mission, but on how we develop careers and support employees throughout their journey,” he said.

“We’ve introduced accelerated pathways so high performers aren’t held back by rigid timelines, comprehensive learning programmes to stay ahead of technological change, and work-life balance provisions that recognise employees have lives beyond their desks. This is how modern organisations attract and keep exceptional people.”

Beyond performance and benefits, the law modernises core HR systems to reflect contemporary workforce needs. It strengthens learning and development frameworks to support continuous reskilling, updates leave policies to include marriage leave, enhanced bereavement support, and caregiving flexibility, and introduces tailored arrangements to ensure accessibility and inclusion for People of Determination.

Officials say these changes replace outdated employment approaches with systems designed for today’s workforce expectations and the future demands of public service. By embedding meritocracy and modernising employment practices, the government aims to retain high performers and foster a culture where excellence is consistently recognised and developed.

The Department of Government Enablement will work closely with government entities across Abu Dhabi to support implementation of the new law and ensure a smooth transition to the updated systems and processes.

With the new framework set to take effect in 2026, Abu Dhabi is positioning its public sector to compete more effectively for global talent while building a capable, agile, and high-performing government workforce aligned with the emirate’s long-term ambitions.

In a similar move, H.H. Sheikh Hamad bin Mohammed Al Sharqi, Supreme Council Member and Ruler of Fujairah, recently issued Law No. (2) of 2025 amending the Human Resources Law for employees of the Government of Fujairah.

The amendments aim to safeguard the legal and financial stability of government employees, covering job grades, allowances, and benefits, and incorporating salary increases previously approved under Law No. (1) of 2025.

Mohammed Saeed Al Dhanhani, Director of the Fujairah Amiri Diwan, said the changes, issued under the directives of the Ruler of Fujairah, reflect his continued commitment to enhancing job and living stability for employees, achieving balance, and contributing to improved government service delivery.

Mohammed Khalifa Al Zeyoudi, Director of Human Resources at the Government of Fujairah, said the amendments support talent attraction and employee motivation across local departments for both citizens and residents, adding that they underpin the emirate’s development across sectors by ensuring a decent standard of living.

The amended law will come into force on January 1, 2026, and will be published in the Official Gazette.