Listen to the article
The Ajman Chamber has approved comprehensive updates to its human resources system and executive regulations in alignment with the “Year of the Family 2026” initiative, according to a decision by its board of directors. The updated HR policies introduce a special allowance for employees’ children with special needs and extensive modifications to leave and promotion systems, aimed at strengthening family stability and supporting work-life balance for chamber staff.
Kaltham Al Mazrouei, Director of Human Resources, confirmed that the new system is part of the chamber’s ongoing initiatives to reinforce social responsibility. The modifications encompass maternity leave, paternity leave, bereavement leave, study leave, Hajj leave, and emergency leave provisions, the chamber announced.
Enhanced Support for Employees with Special Needs Children
One of the most significant additions to the Ajman Chamber HR policies is the introduction of a dedicated allowance for employees who have children with special needs. This financial support mechanism represents a progressive step in addressing the unique challenges faced by working parents caring for children requiring additional assistance. However, specific details regarding the allowance amount and eligibility criteria have not been disclosed by the chamber.
The special needs allowance reflects broader efforts across the United Arab Emirates to integrate people of determination into society and support their families. Additionally, this initiative aligns with national strategies promoting inclusive workplace environments that acknowledge diverse family circumstances.
Comprehensive Leave System Overhaul
The updated regulations feature substantial revisions to the chamber’s leave framework, according to Al Mazrouei. The modifications address multiple categories of employee absences, ensuring that staff members can fulfill both professional obligations and personal responsibilities without undue conflict. Meanwhile, the specific duration and conditions for each leave type remain subject to the detailed executive regulations.
Maternity and paternity leave provisions have received particular attention in the updated system, recognizing the importance of parental presence during crucial early childhood periods. The chamber’s approach demonstrates acknowledgment that supporting new parents contributes directly to employee retention and workplace satisfaction.
Modernized Promotion and Grievance Mechanisms
Beyond leave policies, the Ajman Chamber HR system updates include revised promotion frameworks designed to ensure transparency and merit-based career advancement. The new regulations establish clearer pathways for professional development within the organization, fostering an environment where employee contributions receive appropriate recognition. In contrast to previous systems, these mechanisms aim to reduce ambiguity in advancement criteria.
The grievance procedures have also undergone refinement to guarantee fair treatment and responsive resolution of employee concerns. Al Mazrouei emphasized that these updates create a flexible and equitable work environment that elevates job satisfaction and employee happiness levels throughout the organization.
Alignment with Year of the Family 2026
The timing of these human resources policy revisions coincides deliberately with the UAE’s designation of 2026 as the Year of the Family. This national initiative places emphasis on strengthening family bonds and ensuring that institutional policies support rather than hinder family cohesion. Consequently, organizations across the Emirates are reassessing their workforce policies through a family-centered lens.
The Ajman Chamber’s proactive approach positions it among forward-thinking institutions prioritizing work-life balance as a strategic objective. Furthermore, the chamber’s updates to official assignment procedures demonstrate comprehensive thinking about how various HR functions intersect with employee wellbeing and family commitments.
Implementation and Future Outlook
According to the chamber’s announcement, the updated Ajman Chamber HR policies have received formal approval from the board of directors, marking the conclusion of the authorization phase. The regulations represent a holistic reimagining of workplace support systems rather than incremental adjustments to existing frameworks.
The chamber has not announced a specific implementation timeline for the new human resources system and executive regulations. Details regarding the rollout schedule and any transitional arrangements for current employees are expected to be communicated in subsequent announcements from the organization’s human resources department.
