Sheikh Dr Sultan bin Mohammed Al Qasimi, the Supreme Council Member and Ruler of Sharjah, has announced a new law that impacts all employees working within government agencies in Sharjah. This law will extend to agencies that currently have their own human resources regulations until new rules are implemented. Under this law, these agencies are required to share vital employee information, including salary data, with the Sharjah Department of Human Resources using approved electronic systems.

The primary aim of this Decree-Law is to align with modern human resources practices and to improve the overall work environment, which will ultimately benefit society. It is set to establish a framework for managing human resources in Sharjah, with plans for more detailed regulations to follow in the future.

In conjunction with this initiative, a permanent body known as the “Supreme Committee for Human Resources” will be formed within the Sharjah Executive Council. The structure, membership, and operations of this committee will be determined based on recommendations from the Department of Human Resources.

The responsibilities of the Supreme Committee for Human Resources, as outlined in the Decree-Law, include studying and interpreting HR-related legislation, providing opinions on matters referred to them, and reviewing employee grievances and complaints. They will also be tasked with making appropriate recommendations to the Council after fulfilling the requirements set out in the governing bylaws.

Additionally, the Decree-Law introduces significant amendments and legal provisions regarding the organizational structure, job classification systems, and eligibility criteria for appointments. Emirati citizens and children of female citizens will be prioritized for hiring, while non-citizens may be appointed on a contractual basis as per executive regulations.

Furthermore, the law addresses various aspects of employment, including training and qualification programs, performance evaluations, bonuses, promotions, and adjustments to employment status. It also outlines protocols for working hours, leave entitlements, transfers, secondments, loans, overtime, job discipline, and administrative penalties. The comprehensive regulations aim to enhance accountability for administrative violations and establish clear grievance mechanisms and end-of-service benefits.