Dubai adopts a unified Workforce Productivity Measurement System under Executive Council Resolution No. (67) of 2025. Learn about its scope, objectives, data requirements, AI use and impact on Dubai Government entities.
25 August 2026
Dubai Adopts Unified Workforce Productivity Measurement System: What Government Entities and Employees Need to Know
The Government of Dubai has announced the adoption of the Workforce Productivity Measurement System as a unified government-wide system under Executive Council Resolution No. (67) of 2025.
The Dubai Government Human Resources Department (DGHR) announced on 23 August 2026 that the system has now expanded to 32 Dubai Government entities. The system uses data, advanced analytics, machine learning and artificial intelligence to measure workforce productivity and analyse the relationship between human resources, financial resources and government service outputs.
The system is intended to improve resource allocation, support government decision-making, improve institutional performance and enhance the quality of government services.
For businesses and employees, the important point is that this is primarily a Dubai Government system. It should not be confused with a new UAE-wide private-sector employment rule.
What Is the Workforce Productivity Measurement System?
The system was established through Executive Council Resolution No. (67) of 2025 concerning the Workforce Productivity Measurement System in the Government of Dubai.
The Resolution provides a system for measuring workforce productivity using recognised methodologies and indicators. The assessment considers government services in relation to factors including:
The number of workers assigned to provide the services
Total salaries
Actual working hours
Government service outputs
Other relevant data required to develop productivity indicators
The Resolution defines "workforce" broadly to include government employees across different jobs, grades, titles and methods of appointment. It also includes workers employed by private companies and institutions contracted by a government entity to provide government services on its behalf, whether wholly or partially.
Who Does the Resolution Apply To?
Under Article 2 of Executive Council Resolution No. (67) of 2025, the system applies to Dubai Government entities according to implementation phases determined by the Dubai Government Human Resources Department, in coordination with the General Secretariat of the Executive Council.
The Resolution also allows security and military entities in Dubai to request application of the system, subject to approval by DGHR and the applicable requirements.
This means the Resolution is directed at the Dubai Government sector and does not introduce a general productivity measurement requirement for all private-sector employers in the UAE.
What Are the Main Objectives?
Article 3 sets out the main objectives of the system.
These include providing clear and accurate indicators on the development of government workforce productivity, improving workforce performance, increasing the efficiency of government entities in delivering services and improving service quality.
The system also aims to support sustainable use of government resources and assess the effectiveness of financial costs allocated to human resources in the approved budgets of government entities.
In practical terms, Dubai is seeking to connect workforce resources, financial resources and government service results so that government entities can make better decisions based on measurable information.
How Will the System Be Implemented?
Article 5 of the Resolution establishes four main stages:
1. Building and Measuring Productivity
The relevant government entity establishes productivity measurements using the approved methodologies, standards and data.
2. Analysing the Results
The productivity results are reviewed and analysed to identify performance patterns and areas requiring improvement.
3. Developing Improvement Initiatives
Government entities can design and implement initiatives aimed at improving workforce efficiency and effectiveness and developing government services. The impact of these initiatives is also measured.
4. Evaluating the System
The final stage involves evaluating the system itself and its implementation.
The detailed procedures, responsibilities and requirements for each stage are to be set out in the procedural guide approved by DGHR.
What Data Will Government Entities Need to Provide?
The Resolution places specific obligations on government entities.
Under Article 9, government entities must, in accordance with the approved procedures and timelines:
Identify, classify and list the government services they provide.
Provide data concerning their government services.
Provide information about their available workforce.
Provide information concerning financial resources allocated to those services.
Work towards improving service quality and the efficient use of government resources.
Design and implement productivity improvement initiatives.
Submit relevant reports to DGHR.
Implement recommendations and decisions concerning financial efficiency and the effective use of workforce resources based on productivity results.
This makes accurate workforce, financial and service-related data an important part of the system.
What Role Does DGHR Have?
The Dubai Government Human Resources Department is responsible for managing and supervising the system.
Under Article 7, DGHR is responsible for developing and validating workforce productivity indicators, preparing and updating the procedural guide, reviewing productivity results and preparing relevant reports.
DGHR also coordinates with the Dubai Government Finance Department concerning government budgets and with the General Secretariat concerning government services and performance indicators.
The Dubai Digital Authority also has a technical role in supporting the development and updating of the system's digital platform, data-analysis tools and database integrations.
The Role of AI and Advanced Analytics
The latest announcement from the Dubai Government Human Resources Department confirms that the system has developed beyond a basic productivity measurement exercise.
The system includes analytical tools and digital platforms supported by machine learning and advanced artificial intelligence. Government entities can use these tools to regularly monitor productivity indicators and examine the relationship between resources and government outputs.
According to the Dubai Government, the system's development has involved the analysis of millions of data points and has now expanded to 32 government entities.
This reflects the increasing use of data and AI in government administration, particularly for planning, resource allocation and performance management.
What Does This Mean for Government Employees?
For employees working within Dubai Government entities, the system introduces a more structured method of measuring workforce productivity.
However, the Resolution does not state that an employee's individual performance will be determined solely by an AI system. The system is designed to measure workforce productivity and analyse the relationship between resources and government services.
The specific procedures, indicators and responsibilities are governed by the Resolution and the procedural guide issued by DGHR.
Employees should therefore distinguish between workforce productivity measurement at the government-entity level and individual employment rights under the applicable Dubai Government human resources legislation.
What Should Government Entities Do?
Dubai Government entities covered by the system should ensure that they are prepared to comply with the approved procedures and timelines.
This includes maintaining accurate information relating to:
Workforce → Working hours → Salaries → Government services → Service outputs → Financial resources
Entities must also be prepared to develop productivity improvement initiatives and act on recommendations arising from productivity analysis.
For entities using private companies to provide government services, it is also important to understand how workforce and service data relating to those outsourced services may fall within the system's definition of workforce.
Key Takeaways
Dubai's Workforce Productivity Measurement System represents a significant development in the way government productivity and resource use are assessed.
The key points are:
Executive Council Resolution No. (67) of 2025 establishes the Workforce Productivity Measurement System for the Government of Dubai.
The system applies to Dubai Government entities, with specific provisions for security and military entities that request its application.
The system measures productivity by connecting workforce, financial resources and government service outputs.
Government entities have specific obligations to provide data, measure productivity, improve services and implement productivity initiatives.
Machine learning, AI and advanced analytics are being used to support productivity measurement and government decision-making.
As of the Dubai Government's 23 August 2026 announcement, the system covers 32 government entities.
The Resolution should not be treated as a new private-sector UAE Labour Law requirement. Its primary application is within the Dubai Government sector.
Conclusion
The adoption of the Workforce Productivity Measurement System marks another step in Dubai's use of data and technology in government administration.
By connecting workforce information, financial resources and government service outputs, the system is intended to provide government entities with clearer productivity indicators and support more informed decisions concerning resources and service delivery.
For Dubai Government entities, understanding their responsibilities under Executive Council Resolution No. (67) of 2025 and the applicable DGHR procedural requirements will be important as implementation continues.
