A new Human Resources law, identified as Law No. 4 of 2026, took effect in Ajman, UAE, on September 1, 2026. The legislation introduces significant revisions to employment regulations, including provisions for working hours, leave policies, flexible work arrangements, promotions, health insurance, professional training, and workplace grievance procedures. According to the Ajman Government Media Office, the law applies to all civilian employees working within Ajman government entities, as well as senior management in instances where specific provisions for their roles are not otherwise defined. This mandate does not apply to the private sector.
The framework introduces reduced working hours for specific groups. Employees caring for five or more children under the age of 18 may be eligible for a one-hour reduction in daily working hours. Pregnant employees, upon submission of an approved medical report, may receive up to two hours of daily reduction to manage fatigue. Similarly, employees with disabilities are eligible for reduced hours and tailored work environment accommodations, with a maximum reduction of two hours daily.
The law establishes a framework of 19 categories of leave. These include annual, sick, maternity, paternity, bereavement, Hajj, patient-accompaniment, unpaid, spouse-accompaniment, and national or reserve service leave. The expanded list also incorporates family-care leave, leave for self-employment or entrepreneurship, leave for persons with disabilities, and marriage leave. Specific operational details regarding duration and documentation requirements are subject to internal HR circulars and institutional regulations. Under the new HR framework, government entities are granted flexibility to implement office-based, remote, or flexible work arrangements, including potential remote work options from inside or outside the UAE, contingent upon role requirements and departmental approval.
The law also restructures the promotion system, introducing job promotions, financial promotions, and exceptional promotions. High-performing employees may be eligible for an exceptional promotion of up to three job grades, subject to specific performance criteria and institutional recommendations. Furthermore, a Good Service Award has been introduced, specifically for Emirati employees with at least 10 years of service upon retirement. The legislation further mandates provisions for health insurance, occupational health and safety, and continuous professional development. It also sets standards for employee conduct, conflict of interest, the disclosure of confidential information, and the prevention of the misuse of public office. Formal disciplinary committees and internal grievance processes have been established to address workplace disputes and regulatory violations.
