Abu Dhabi’s Department of Government Enablement has introduced a comprehensive regulatory framework defining leave policies for government employees under Executive Regulation of Law No 8 of 2025 marking a major shift toward a more structured and performance driven human resources system with 15 distinct leave types now officially recognized including annual sick and work injury leave reinforcing institutional efficiency and employee rights governance.

The new regulation outlines seven eligibility conditions for annual leave alongside seven disqualification scenarios in addition to three cases where unused leave can be carried forward and two cases where it can be monetized establishing a precise legal structure that balances operational requirements with employee entitlements in a transparent and accountable manner across all government entities.

Detailed leave durations were also clarified with annual leave ranging between 22 and 30 working days depending on job grade while work injury leave is set at 12 days exam leave is three days domestically and 15 days abroad sabbatical leave is 30 days marriage leave is 10 days maternity and adoption leave extend to three months paternity leave is six days bereavement leave is 10 days waiting period leave reaches four months and 10 days Hajj leave is 15 days and companion leave is three months reflecting a comprehensive framework covering diverse personal and professional circumstances.

The regulation confirms that all leave is calculated based on the Gregorian calendar and includes official holidays within its duration while ensuring continuity of service end of service benefits and pension contributions during leave periods and emphasizes strict compliance with return to work requirements as unauthorized absence after leave expiration is treated as work abandonment with provisions allowing consecutive leave approvals under regulated conditions to maintain operational continuity.

Regarding sick leave the framework caps entitlement at 15 working days per year with full pay allowing short absences without medical reports within defined limits while longer durations require certified medical documentation from the Department of Health with exceptions for critical medical cases and establishes clear escalation procedures for extended illness including medical fitness assessments or termination if necessary ensuring both employee protection and sustained government performance.