⚖️ Update on Performance-Based Salary Increments for Dubai Government Employees
This rewrite addresses the historical details of a specific, performance-based salary increment structure implemented under the now-obsolete Dubai Government Human Resources Law No. 27 of 2006.
I. Evolution of the Legal Framework
The primary takeaway is that the governing law has been updated:
Superseded Law (Historical): Dubai Government Human Resources Law No. 27 of 2006.
Current Law (In Force): Dubai Government Human Resources Management Law No. (8) of 2018.
The 2018 Law and subsequent regulations formally mandate the Performance Management System as the required basis for determining promotions, salary increments, and incentives, confirming the original article's core principle.
II. Current Increment Framework (2018 Law)
The current strategy maintains a direct link between an employee's annual performance rating and their financial rewards:
Performance as Basis: The annual performance review grade is the primary factor determining eligibility for financial incentives, bonuses, and annual salary increments.
Basic Salary Focus: Any approved increment is typically applied to the Basic Salary.
Eligibility: Employees must generally meet minimum service requirements (e.g., six months to one year) to qualify for the performance review cycle and subsequent rewards.
Variable Rates: The specific percentages (like the 7\% and 5\% mentioned previously) are not fixed annual policy. Actual increment percentages and bonus amounts are determined annually by the Executive Council of Dubai based on the government's financial performance and budgetary constraints.
The implementation and oversight of this performance management system remain under the authority of the Dubai Government Human Resources Department (DGHR).
