The Department of Education and Knowledge (ADEK) in Abu Dhabi has introduced a revised employment policy for private schools, setting out mandatory full-time roles, qualification standards, and rules for termination to ensure smooth operations and protect the rights of both staff and students.
Schools are now required to maintain six full-time roles: principal, vice-principal, head of inclusion, health and safety officer, social worker, and nurse. However, new schools with fewer than 500 students can appoint a senior leader as acting vice-principal for the first five years.
In addition to these core roles, ADEK policies may require additional roles, such as career and university guidance counselors for schools with upper-level students. While important, these roles are not mandatory for licensing purposes but add value to student support and development.
All teaching positions across all subjects and grade levels must be filled at all times. Should a vacancy arise, schools are required to appoint substitute teachers to cover these gaps temporarily. This ensures a stable learning environment for students. The updated employment policies took effect in the academic year 2024/25, with all schools expected to be fully compliant by February 1, 2026.
Qualification and Licensing Requirements
ADEK’s revised policy allows current staff members who were hired before the new rules to remain in their positions under specific conditions, with deadlines to complete required qualifications.
For example, leadership staff without previous teaching experience have until the 2026/27 academic year to obtain an educational leadership license. Similarly, teachers without formal teaching credentials are required to earn a QFE 6 (Diploma) qualification or teaching license by the same date. Renewals or transfers to other schools will only be approved if the individual submits proof of the completed qualification or a transcript showing continuous progress in an approved teaching program.
Guidelines for New Staff Hires
All new hires must meet the eligibility standards outlined in ADEK’s staff eligibility policy. However, existing staff who do not meet the qualifications may be temporarily appointed in “acting” positions for up to six months to fill immediate needs. These acting appointments come with specific conditions:
- Only non-teaching roles, such as acting finance director, are eligible under this rule.
- The appointee must be an existing staff member who meets the qualifications but may lack specific experience for the role.
- The title must clearly include the term “acting” for the duration of the appointment.
- Experience in an acting position counts toward the staff member’s overall work experience.
Commitment to Diversity and Inclusion
ADEK’s policy strongly emphasizes inclusivity, with a clear prohibition on discrimination based on race, color, gender, religion, origin, or disability. While some positions have gender-specific requirements, schools must actively support People of Determination (PoD) by offering accommodations to ensure fair employment opportunities. Schools are also encouraged to reach out to PoDs, with consideration given to their needs during the hiring process.
Guidelines for Multiple Roles
Schools are allowed to appoint staff to as many as three roles, provided they have the staff member’s written consent. Additionally, staff members can hold multiple extracurricular roles (e.g., club supervisors), and all appointments should be recorded on the ADEK Pass system. Schools must register all staff on ADEK Pass (the staff licensing portal) and issue an appointment letter or work permit before they start in any role.
Youth Employment Policy
ADEK’s policy provides guidelines for employing minors, ensuring these roles are closely monitored and limited to non-academic hours. Students employed by their own schools may only work during free periods or after school hours, while minors not enrolled in the school must be treated with the same protections as regular students.
Employee Benefits and Leave Policies
ADEK’s policy also clarifies employee benefits, working hours, probation periods, and various leave entitlements. Probationary periods must not exceed six months and should come with full pay, even if this period overlaps with school holidays. Schools are required to provide an annual staff calendar detailing school holidays and required workdays, and these schedules can differ based on job roles (teaching vs. administrative, etc.).
Schools must inform staff of all their leave entitlements, including maternity, sick, bereavement, parental, study, and sabbatical leave (for UAE Nationals). The defined working hours should be outlined in staff agreements and communicated transparently in an employment manual. Teaching contracts must cover at least two years, with provisions for annual leaves.
Termination Policies
To ensure stability, ADEK restricts the termination of leadership and teaching staff during an academic term without prior approval. This applies to both voluntary resignations and involuntary dismissals. Schools are allowed to terminate employment after a documented investigation in cases of serious misconduct.
ADEK’s revised policies aim to create a supportive, professional, and fair working environment, ensuring that schools maintain essential staff roles, encourage inclusivity, and enforce clear labor standards for the benefit of all school community members.
