Image credit: Getty Images
The Dubai Government Human Resources Department (DGHR) formally extended its ‘Our Flexible Summer’ initiative to all Dubai Government entities following the success of a pilot phase conducted in 2024. The initiative, which aimed to enhance work-life balance for government employees, ran from July 1 and will go up to September 12, 2025, with implementation determined at the discretion of each participating entity.
Read more- UAE embeds AI at the heart of new federal government strategy cycle
The full rollout marked a significant shift in the government’s workplace strategy, designed to prioritise employee wellbeing, institutional efficiency, and operational sustainability, especially during the emirate’s hottest months.
“This initiative demonstrated our firm commitment to enhancing the government work environment, making it more adaptable and responsive to the needs of employees and the community,” said Abdullah Ali bin Zayed Al Falasi, Director-General of DGHR.
Strategic alignment with broader national objectives
The 2025 expansion of the initiative coincided with the UAE’s designation of the year as the ‘Year of Community’, reinforcing the government’s commitment to cultivating supportive, family-friendly workplaces. The move also aligned with long-term national visions, including the Dubai Quality of Life Strategy 2033, which aims to position Dubai as a global hub for superior living and sustainable work.
According to DGHR, the initiative formed part of a strategic transformation in public administration, focusing on building people-centric institutions that are capable of adapting to evolving employee needs and future work trends, a Dubai Media Office report said.
“The implementation of this year’s expanded edition built on the successful outcomes of the 2024 pilot phase,” Al Falasi noted. “It reflected a comprehensive vision aimed at developing an advanced government system that balances institutional efficiency with human well-being. This supported Dubai’s aspirations to lead in delivering flexible, sustainable, and people-centric government services.”
Results from the 2024 pilot phase
The initiative’s expansion in 2025 followed positive results from its 2024 pilot phase, which was implemented across 21 government entities from August 12 to September 30, 2024. The pilot was introduced to assess the impact of reduced working hours on productivity, workplace satisfaction, and energy efficiency.
Key findings from the pilot included:
- A 98 per cent satisfaction rate among employees
- Marked improvements in workplace morale and productivity
- Enhanced performance metrics in several entities, as assessed under the Dubai Government Excellence Programme
The pilot also validated the initiative’s alignment with broader sustainability goals by demonstrating potential reductions in energy consumption due to decreased in-office hours during peak summer periods.
Origins: A pilot to test reduced summer hours
The ‘Our Flexible Summer’ initiative was first introduced in 2024 as a pilot program involving 15 government entities. The goal was to assess whether shortened summer working hours could improve employee wellbeing, institutional productivity, and workplace safety, especially under high-temperature conditions.
Participating employees worked seven-hour days from Monday to Thursday, with Fridays off, allowing more time for social activities, rest, and family engagement, a WAM report said.
The pilot was structured to align with Dubai’s vision of becoming a global leader in employee-friendly policies, and formed part of DGHR’s broader agenda to modernise human resources practices across government departments.
“We were thrilled to launch the ‘Our Flexible Summer’ initiative as part of our long-standing efforts to nurture a flexible work environment,” said Al Falasi during the pilot announcement. “This initiative aimed to promote the work-life balance of government employees, in accordance with best international practices. It also supported our vision to empower human resources through smart solutions and innovative policies.”
Two work schedule models in the 2025 edition
The 2025 edition of ‘Our Flexible Summer’ was designed to preserve Dubai’s five-day workweek, while offering flexibility through two distinct scheduling models:
- Model A: Employees worked eight hours from Monday to Thursday and had Fridays off.
- Model B: Employees worked seven hours from Monday to Thursday and 5 hours on Friday.
Each government entity was given the autonomy to adopt the model that best suited their operational needs, ensuring minimal disruption to public services while providing employees with greater flexibility.
DGHR emphasised that the initiative’s discretionary implementation allowed for tailored solutions without compromising institutional productivity or public service delivery.
Employee feedback and government assessment
Ahead of the pilot rollout in 2024, DGHR conducted a survey among government entities to assess their openness to reduced summer hours and gather input on possible implementation models. The responses indicated strong institutional and employee support, particularly in areas related to work-life balance, employee engagement, and mental well-being.
Following the pilot, DGHR enabled participating entities to submit detailed feedback on productivity metrics and employee responses. These insights were compiled into a comprehensive report outlining the initiative’s impact, challenges, and long-term potential.
DGHR also confirmed it would continue to monitor and evaluate the 2025 edition to refine the program further and ensure alignment with Dubai’s evolving public sector goals.
Sustainability and well-being at the core
In addition to its human resource benefits, the ‘Our Flexible Summer’ initiative also aligned with Dubai’s sustainability and energy efficiency objectives. By reducing in-office hours during high-consumption months, government departments saw lower energy usage, contributing to Dubai’s environmental, social, and governance (ESG) goals.
The policy also sought to promote a healthier, more balanced work culture, leading to:
- Better employee retention
- Stronger family and community engagement
- More adaptive and resilient public sector operations
“The initiative aimed to enhance employees’ quality of life and promote sustainable use of government resources,” Al Falasi said. “It helped position Dubai as the ideal city for a superior lifestyle.”
Setting a new standard for government work culture
As governments globally reevaluate the future of work, Dubai’s approach offered a scalable model for public sector flexibility without sacrificing efficiency or service quality. The success of the 2024 pilot and the smooth execution of the 2025 edition positioned Dubai as a regional leader in government workforce innovation.
DGHR confirmed that it would continue to assess the long-term impact of the initiative, with an eye toward expanding similar flexible work policies throughout the year or integrating them into broader HR reforms.
