What Sharjah's new HR Decree-Law means for government employees
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This law will apply to all employees working in government agencies—even those that currently operate under their own human resources regulations—until new rules are established. These agencies must now share essential employee information, including salary data, with the Department of Human Resources through approved electronic systems.
The goal of the law is to align with evolving HR practices and enhance the overall work environment, ultimately benefiting society. It will serve as the foundation for managing human resources in Sharjah, with more detailed regulations to be introduced in the future.
Creation of a Supreme Human Resources Committee
As part of this initiative, a permanent entity called the 'Supreme Committee for Human Resources' will be established within the Sharjah Executive Council.
The Council will determine the committee's structure, membership, and operations based on recommendations from the Department of Human Resources.
According to the Decree-Law, the responsibilities of the Supreme Committee for Human Resources include:
a. Studying and contributing to the interpretation of HR-related legislation referred by the Council or Department, and presenting findings to the Council.
b. Providing opinions on matters referred by the Ruler, the Council, or the Department.
c. Reviewing and ruling on employee grievances and complaints, and submitting appropriate recommendations to the Council after fulfilling the requirements outlined in the bylaws.
d. Carrying out any other duties assigned by the Council.
Comprehensive employment regulations introduced
The Decree-Law also introduces amendments and legal provisions regarding the organisational structure, job classification system, and eligibility criteria for appointments. Emirati citizens and children of female citizens will be given priority in hiring, while non-citizens may be appointed on a contractual basis in accordance with executive regulations.
It also covers employment systems, training and qualification programs, and performance evaluation.
Additional areas addressed include the formation of specialized committees, bonuses, promotions, employment status adjustments, working hours, leave entitlements, transfers, secondment, loans, and overtime.
Finally, the Decree-Law outlines rules on job discipline and conduct, accountability for administrative violations, procedures for investigations, administrative penalties, grievance mechanisms, end-of-service benefits, delegation of authority, and the enforcement and publication of the law.
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