This policy sets out the annual leave entitlement for all employees of the Ministry of Investment and the procedures for requesting, approving, and managing leave.
Grade 1 to 4 employees: 30 working days of paid annual leave per calendar year.
Grade 5 and above: 45 working days of paid annual leave per calendar year.
Probationary employees (first six months of service) are not entitled to paid annual leave but may request unpaid leave in exceptional circumstances, subject to line manager approval.
Annual leave accrues on a monthly pro rata basis from the date of joining. Employees joining mid-year will be entitled to leave proportionate to the remaining months of the calendar year.
Employees may carry forward a maximum of 15 working days of unused annual leave into the following calendar year. Any balance above 15 days will be forfeited unless a written exception is granted by the Human Resources Director.
All annual leave requests must be submitted through the Employee Self Service portal at least seven working days in advance for leave of five days or less, and at least fifteen working days in advance for leave exceeding five days. Emergency leave requests are handled separately under the Emergency Leave Policy.
Line managers are responsible for approving leave requests within three working days of submission. Approval is subject to operational requirements and may be declined where adequate cover is not available.
Employees leaving the Ministry of Investment are entitled to payment in lieu of any accrued but unused annual leave, calculated on the basis of the basic monthly salary divided by 30.
[DESK KB CATEGORY: HR Policies]
This policy outlines the provisions for sick leave for employees who are unable to attend work due to illness or injury.
Employees are entitled to sick leave of up to 90 calendar days per year, structured as follows:
First 15 days: full pay.
Next 30 days: half pay.
Remaining 45 days: without pay.
Sick leave of two or more consecutive working days requires a medical certificate from a licensed healthcare provider. The certificate must be submitted to HR within three working days of return to work. Sick leave of a single day does not require a medical certificate but is subject to review if the pattern indicates abuse.
Employees must notify their line manager before the start of the working day on each day of absence, unless this is not reasonably possible. Notification may be by phone, email, or through a designated colleague.
Employees whose illness extends beyond 90 days may apply for unpaid medical leave or, where applicable, be referred to the Medical Fitness Committee for a formal assessment. The Committee may recommend reassignment, temporary relief of duties, or medical separation as appropriate.
Employees returning from extended sick leave of more than 15 consecutive days must present a fitness-to-work certificate. HR may arrange a return-to-work interview to assess any reasonable adjustments required.
[DESK KB CATEGORY: HR Policies]
Female employees are entitled to 90 calendar days of paid maternity leave. The first 60 days are paid at full salary. The remaining 30 days are paid at half salary.
Maternity leave may commence up to 30 days before the expected date of delivery. Employees are encouraged to consult with HR at least three months before the expected delivery date to plan handover arrangements.
An employee who gives birth to a child with a disability or a serious health condition requiring continuous care is entitled to an additional 30 calendar days of paid leave, extendable by a further 30 unpaid days. A medical report must be provided to substantiate the request.
Male employees are entitled to five working days of paid paternity leave, to be taken within six months of the child's date of birth.
Female employees returning from maternity leave are entitled to two paid breastfeeding breaks of one hour each per working day, for a period of six months from the date of return.
Submit a maternity leave request through the Employee Self Service portal along with a medical certificate confirming the expected delivery date. Paternity leave is requested through the same portal, accompanied by a copy of the child's birth certificate.
[DESK KB CATEGORY: HR Policies]
Muslim employees are entitled to special paid leave of up to 30 calendar days for the purpose of performing Hajj. This leave is granted only once during the entire period of service with the Ministry of Investment.
The employee must have completed at least one full year of continuous service.
The employee must not have previously availed Hajj leave while in service with any federal or local government entity.
Requests must be accompanied by a copy of the Hajj visa or confirmed pilgrimage booking. HR will verify eligibility before approval.
Applications should be submitted at least 60 days in advance to allow for operational planning.
[DESK KB CATEGORY: HR Policies]
The standard working week is Monday to Friday. Standard hours are 07:30 to 15:30, with a 30-minute break between 12:00 and 12:30.
During the holy month of Ramadan, working hours are reduced by two hours per day for all employees. The reduced hours are 09:00 to 14:00.
Eligible employees may apply for flexible working arrangements, including staggered start times within a core-hours window of 09:00 to 14:00. Flexibility is subject to role suitability and line manager approval.
Employees in eligible roles may work remotely for up to two days per week, subject to the Remote Work Policy. All remote work must be pre-approved and recorded through the Employee Self Service portal.
Attendance is recorded through the biometric access control system at Ministry premises. Remote workdays are logged via the Employee Self Service portal. Three instances of unexplained absence within a calendar month will trigger a formal review.
Overtime must be pre-authorised in writing by the line manager. Approved overtime is compensated at 1.25 times the hourly rate on weekdays and 1.5 times on weekends and public holidays.
[DESK KB CATEGORY: HR Policies]
The Code of Conduct establishes the professional standards expected of every employee in the performance of their duties and in representing the Ministry of Investment.
Integrity: act honestly and ethically in all professional dealings.
Confidentiality: safeguard sensitive information encountered in the course of duty.
Impartiality: make decisions free from personal bias, favouritism, or external influence.
Professionalism: maintain standards of dress, language, and conduct appropriate to a government workplace.
Respect: treat colleagues, members of the public, and stakeholders with courtesy and dignity regardless of nationality, religion, gender, or background.
Employees must disclose any personal, financial, or family interest that could reasonably be seen to influence their official duties. Disclosures are made through the Conflict of Interest form on the Employee Self Service portal.
Employees may not accept gifts, favours, or hospitality from vendors, contractors, or members of the public that could be perceived as influencing their decisions. Gifts of nominal value (under AED 200) during official functions may be accepted and declared to HR within five working days.
Employees must not use their official position or access to information for personal gain or to benefit family members or associates.
Breaches of the Code of Conduct will be investigated in accordance with the Disciplinary Policy and may result in sanctions ranging from a written warning to termination of employment.
[DESK KB CATEGORY: HR Policies]
The Ministry reimburses reasonable and necessary expenses incurred by employees in the performance of official duties. Eligible categories include:
Official travel: flights, accommodation, ground transport, and per diem.
Official meals: meals with external stakeholders, subject to pre-approval.
Training and professional development: registration fees, materials, and related travel.
Official mobile and communication expenses, within approved allowances.
Claims must be submitted through the Expense Claim form on the Employee Self Service portal within 30 days of the expense being incurred. Claims older than 30 days require Finance Director approval before processing.
All claims must be supported by original receipts or, where not available, a written explanation. Claims over AED 500 require line manager approval before Finance processes them.
Approved claims are processed in the next payroll cycle. Urgent reimbursements (over AED 5,000) may be paid by bank transfer within seven working days of final approval.
The following are not reimbursable: personal expenses, alcohol, entertainment unrelated to official duty, fines and penalties, and any expenses not supported by documentation.
[DESK KB CATEGORY: HR Policies]
This policy applies to all non-national employees of the Ministry of Investment employed on fixed-term or unlimited contracts. National employees are covered under the General Pension and Social Security Authority scheme and are not subject to end-of-service gratuity.
End-of-service gratuity is calculated on the basis of the last basic monthly salary as follows:
First five years of service: 21 days' basic salary for each year of service.
Service exceeding five years: 30 days' basic salary for each additional year.
Total gratuity may not exceed two years' basic salary.
Employees are eligible for gratuity upon completion of at least one year of continuous service. Employees dismissed for gross misconduct under the Disciplinary Policy are not eligible.
The final settlement includes: gratuity, cash in lieu of unused annual leave, any pending expense reimbursements, and repatriation allowance where applicable. Settlement is processed within 14 working days of the last working day.
Employees must complete the exit clearance process, including return of all Ministry property, IT access handover, and final interview with HR, before final settlement is released.