{"kind":"expression","expression":{"expr_id":"230","doc_id":"230","label":"2025 Revision","is_as_enacted":"f","commenced_on":null,"superseded_on":null,"valid_from":null,"valid_to":null,"is_current":"t","incorporating":null,"akn_expr_iri":"\/akn\/ky\/act\/sl\/2006\/7\/eng@2025-01-01","akn_envelope":"{\"_canary\": {\"iri\": {\"work\": \"\/akn\/ky\/act\/sl\/2006\/7\", \"expression\": \"\/akn\/ky\/act\/sl\/2006\/7\/eng@2025-01-01\", \"manifestation\": \"\/akn\/ky\/act\/sl\/2006\/7\/eng@2025-01-01.pdf\"}, \"pdf\": {\"md5\": \"5989adc58f0ada1129dfa9d88d93652b\", \"path\": \"\/Users\/q\/kyleg-data\/working\/SUBORDINATE\/2006\/2006-0007\/2006-0007_2025 Revision.pdf\", \"pages\": 76, \"filename\": \"2006-0007_2025 Revision.pdf\"}, \"errors\": [], \"extraction\": {\"model\": null, \"stats\": {\"word_count\": 25180, \"paragraph_count\": 56, \"text_char_count\": 163352}, \"usage\": null, \"method\": \"pymupdf-text\", \"version\": \"kyleg-akn-1.0\", \"extracted_at\": \"2026-06-22\"}, \"classification\": \"text_layer\", \"validation_flags\": [], \"docai_processor_id\": null}, \"akomaNtoso\": {\"act\": {\"body\": [{\"eId\": \"sec_n1\", \"num\": null, \"text\": \"Public Service Management Act (2018 Revision) (2025 Revision) PUBLISHING DETAILS Revised under the authority of the Law Revision Act (2020 Revision). Personnel Regulations, 2006 made the 19th December, 2006, as amended by the Citation of Acts of Parliament Act, 2020 [Act 56 of 2020]. Consolidated with the \u2014 Personnel (Amendment) Regulations, 2009 made the 13th October, 2009, Personnel (Amendment) Regulations, 2010 made the 30th June, 2010, Personnel (Amendment) Regulations, 2011 made the 14th June, 2011, Personnel (Amendment) (No. 2) Regulations, 2011 made the 9th December, 2011, Personnel (Amendment) Regulations, 2012 made the 24th July, 2012, Personnel (Amendment) (No.2) Regulations, 2012 made the 30th August, 2012, Personnel (Amendment) Regulations, 2016 made the 7th September, 2016, Personnel (Amendment) Regulations, 2018 made the 6th November, 2018, Personnel (Amendment) Regulations, 2020 made the 15th December, 2020, and Personnel (Amendment) Regulations, 2024 made the 21st March, 2024. Consolidated and revised this 31st day of December, 2024. Note (not forming part of these Regulations): This revision replaces the 2022 Revision which should now be discarded. Personnel Regulations (2025 Revision) Arrangement of Regulations Public Service Management Act (2018 Revision) (2025 Revision) Arrangement of Regulations Regulation PART 1 \u2013 Preliminary 1. 2.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_3\", \"num\": \"3.\", \"text\": \"PART 2 - Employment of Official Members Procedures Applying to the Appointment and Reappointment of Official Members 4. 5.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_6\", \"num\": \"6.\", \"text\": \"Terms of Employment of Official Members 7. 8.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_9\", \"num\": \"9.\", \"text\": \"Procedures Applying to the Dismissal and Early Retirement of Official Members 10.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_11\", \"num\": \"11.\", \"text\": \"Dismissing Official Members for serious misconduct or significant inadequate\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_12\", \"num\": \"12.\", \"text\": \"Arrangement of Regulations Personnel Regulations (2025 Revision) PART 3 \u2013Employment of Chief Officers Procedures Applying to the Appointment and Reappointment of Chief Officers 13. 14. 15. 16.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_17\", \"num\": \"17.\", \"text\": \"Terms of Employment of Chief Officers 18. 19.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_20\", \"num\": \"20.\", \"text\": \"Procedures Applying to the Dismissal and Early Retirement of Chief Officers 21. 22. 23.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_24\", \"num\": \"24.\", \"text\": \"PART 4 - Procedures Applying to the Employment of Staff of a Civil Service Entity Procedures Applying to the Appointment and Reappointment of Staff 25. 26. 27. 28. 29. 30. 31. 32.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_33\", \"num\": \"33.\", \"text\": \"Terms of Employment of Staff 34. 35. 36.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_37\", \"num\": \"37.\", \"text\": \"Procedures Applying to the Discipline, Dismissal, Early Retirement and Other Termination of Staff 38. 39.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_40\", \"num\": \"40.\", \"text\": \"Suspending and dismissing staff for gross misconduct involving criminal activity in the\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_41\", \"num\": \"41.\", \"text\": \"Suspending and dismissing staff for gross misconduct involving criminal activity outside 42. 43. 44. 45.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_46\", \"num\": \"46.\", \"text\": \"Personnel Regulations (2025 Revision) Arrangement of Regulations PART 5 - Other Requirements Relating to Chief Officers 47. 48. 49. 50. 51.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_52\", \"num\": \"52.\", \"text\": \"PART 6 \u2013 Miscellaneous 53. 54.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_55\", \"num\": \"55.\", \"text\": \"SCHEDULE 1 Standard Terms and Conditions of Employment 1.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_2\", \"num\": \"2.\", \"text\": \"3. 4.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_5\", \"num\": \"5.\", \"text\": \"6. 7.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_8\", \"num\": \"8.\", \"text\": \"9.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_10\", \"num\": \"10.\", \"text\": \"11. 12. 13. 14. 15.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_16\", \"num\": \"16.\", \"text\": \"17. 18.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_19\", \"num\": \"19.\", \"text\": \"20. SCHEDULE 2 Remuneration Bands\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_1\", \"num\": \"1.\", \"text\": \"2. 3. SCHEDULE 3 Performance-related remuneration Arrangement of Regulations Personnel Regulations (2025 Revision) SCHEDULE 4 Employment Agreements ENDNOTES Personnel Regulations (2025 Revision) Regulation 1 Public Service Management Act (2018 Revision) (2025 Revision) PART 1 \u2013 Preliminary 1. Citation 1. These Regulations may be cited as the Personnel Regulations (2025 Revision). 2. Definitions and Interpretation 2. (1) In these Regulations \u2014 \u201cCaymanian\u201d has the same meaning as in section 2 of the Immigration (Transition) Act (2022 Revision); \u201cChief Medical Officer\u201d means the person appointed to the position of that title in the ministry responsible for health; \u201cchild\u201d means \u2014 (a) the offspring of the employee; (b) a step-child; (c) a child legally adopted; or (d) a foster child; Regulation 2 Personnel Regulations (2025 Revision) \u201ccivil service entity\u201d means a portfolio, ministry, the Audit Office, Cabinet Office, Office of Public Prosecutions, Judicial Administration or the office of the Ombudsman; \u201cdependent child\u201d means the offspring of the employee, a step-child, a child legally adopted or a foster child who is \u2014 (a) under 18 years of age, unmarried and does not earn a living wage; or (b) aged 18 or over but under 23 years of age, unmarried and in full time education at a university or other tertiary education institution; \u201cfixed-term employment agreement\u201d means an employment agreement which has a defined date of cessation; \u201cfoster child\u201d means a child who is cared for, and provided with accommodation by, someone other than \u2014 (a) a parent of the child; (b) a person who is not a parent of the child but who has de facto parental responsibility for the child; or (c) a relative of the child; \u201cfull-time study\u201d means undertaking a full-time course at an approved educational institution either in the Cayman Islands or overseas while being absent from normal employment duties during the period of the course; \u201cimmediate family\u201d means a spouse, child, father, mother, brother or sister; \u201cinterim position\u201d means a position in a civil service entity from which the substantive holder of the position is or is expected to be absent for a period longer than twelve months; \u201cmedical board\u201d means the medical board appointed under regulation 53; \u201cnormal retirement age\u201d means the age referred to in paragraph 18 of Schedule 1; \u201cNotional Public Holidays\u201d, in relation to employees whose hours of work are shift based, means an equivalent number of time-in-lieu days as there are public holidays in any given calendar year; \u201copen-term employment agreement\u201d means an agreement with no fixed date for the end of employment other than the date of retirement; \u201cpart-time study\u201d means the undertaking of a course by way of \u2014 (a) correspondence or distance learning; or (b) attendance at an educational institution in the Cayman Islands, while also undertaking normal employment duties; \u201cphased retirement\u201d means retirement as mentioned in section 23(3) of the Public Service Pensions Act (2021 Revision); \u201cprincipal Act\u201d means the Public Service Management Act (2018 Revision); Personnel Regulations (2025 Revision) Regulation 3 \u201cprincipal employer\u201d means the employer (amongst two or more) who employs a person for more than 15 hours a week, or if no employer does this, the employer who first employed the employee; \u201cregistered medical doctor\u201d means a medical doctor who is a registered practitioner under the Health Practice Act (2021 Revision); \u201cremuneration level\u201d includes all elements of the civil servant\u2019s remuneration; \u201csalaried employee\u201d means an employee whose principal remuneration component is a salary; \u201ctenure\u201d means the period of employment. (2) For purposes of clarification it is declared that where these Regulations require the Head of the Civil Service to consult with the Official Member responsible for a portfolio, no such consultation shall be required where the Head of the Civil Service is also the Official Member responsible for the portfolio concerned. 3. Application 3. (1) These Regulations apply to all civil service entities. (2) These Regulations shall apply from 1 January 2007, except regulation 47 and paragraph 3(3)(b) of Schedule 1, which shall apply from such date as the Cabinet may by Order specify. (3) The decision of the Head of the Civil Service as to the correct interpretation of these Regulations shall not be subject to appeal. PART 2 - Employment of Official Members Procedures Applying to the Appointment and Reappointment of Official Members\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_4\", \"num\": \"4.\", \"text\": \"Actions to finalise appointment of Official Members 4. Before making the appointment of an Official Member under section 9(1) and (2) of the principal Act, the Governor shall agree with the person to be appointed an employment agreement, a specific remuneration level and other terms and conditions of employment in accordance with the requirements of this Part. 5. Reappointment of Official Members at the end of a fixed-term employment agreement 5. Before reappointing an Official Member who has reached the end of a fixed-term employment agreement under section 9(3) of the principal Act, the Governor shall \u2014 Regulation 6 Personnel Regulations (2025 Revision) (a) consider whether to reappoint the Official Member on a fixed-term employment agreement for a further period, taking into account the performance of the Official Member to date, other possible candidates for the position, and any other factors the Governor thinks relevant; and (b) either \u2014 (i) reappoint the Official Member on a fixed-term employment agreement for a further period, in which case the Governor shall agree a new fixed-term employment agreement, a specific remuneration level and other terms and conditions of employment with the reappointed Official Member in accordance with the requirements of this Part; or (ii) declare the position vacant and appoint a new Official Member under section 9(1) and (2) of the principal Act. 6. Reappointment of Official Members who have reached normal retirement age 6. (1) Before reappointing an Official Member who has attained the normal retirement age for civil servants under section 9(4) of the principal Act, the following procedures shall apply \u2014 (a) the Official Member shall obtain a certificate of medical fitness issued by a registered medical doctor. (b) the Governor shall consider the medical report and the reasons why the Official Member should be reappointed, including evidence that the Official Member\u2019s previous performance is adequate and that the Official Member is capable; and (c) the Governor shall decide either to \u2014 (i) reappoint the Official Member, in which case the appointing officer shall agree a new fixed-term employment agreement for a period of no more than two years, a specific remuneration level and other terms and conditions of employment with the reappointed chief officer in accordance with the requirements of this Part; or (ii) declare the position vacant and appoint a new Official Member under section 9(4) of the principal Act. (2) An Official Member who has attained the normal retirement age for civil servants and who has been appointed on a fixed-term employment agreement under paragraph (1)(c)(i), may be reappointed for a further fixed-term period provided that the provisions of paragraph (1) are complied with. Personnel Regulations (2025 Revision) Regulation 7 Terms of Employment of Official Members\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_7\", \"num\": \"7.\", \"text\": \"Official Member\u2019s terms and conditions 7. (1) The terms and conditions of employment under which an Official Member shall be employed under section 10(1) of the principal Act, shall be those specified in Schedule 1. (2) Subject to regulations 5 and 6, the tenure of Official Members shall be as follows \u2014 (a) Caymanians shall be employed on an open-term employment agreement; and (b) Non-Caymanians shall be employed on a fixed-term employment agreement for a period of no more than three years. 8. Official Member\u2019s remuneration 8. (1) The remuneration of an Official Member agreed between the Governor and that Official Member under section 11(2)(a) of the principal Act, shall be calculated in accordance with paragraph 3 of Schedule 1. (2) The performance-related portion of an Official Member\u2019s remuneration required by section 11(2)(b) of the principal Act shall be established in accordance with Schedule 3. 9. Official Member\u2019s employment agreement 9. An Official Member\u2019s employment agreement prepared in accordance with section 10(2) of the principal Act shall comply with Schedule 4. Procedures Applying to the Dismissal and Early Retirement of Official Members 10. Dismissing Official Members for gross misconduct 10. (1) Before determining whether to dismiss an Official Member on the grounds of gross misconduct under section 12(1) of the act, the Governor shall \u2014 (a) collect evidence of the actions or omissions of the Official Member that are the subject of concern; (b) advise the Official Member of the concerns (both orally and in writing), including providing the Official Member with a copy of the evidence collected, and advise the Official Member that the actions or omissions may be grounds for instant dismissal; (c) provide an opportunity for the Official Member to explain their position (both orally and in writing); and (d) reassess the situation in light of the Official Member\u2019s explanation. Regulation 11 Personnel Regulations (2025 Revision) (2) If, after the process specified in paragraph (1) has been completed, the Governor is of the view that the grounds for dismissing the Official Member for gross misconduct under section 12(1) of the principal Act have been proven, the Governor may dismiss the Official Member with immediate effect. (3) Upon deciding to dismiss an Official Member under paragraph (2), the Governor, at the earliest opportunity, shall \u2014 (a) notify the Official Member that the Official Member is being dismissed under the terms of that Official Member\u2019s employment agreement; and (b) arrange for the dismissal to take immediate effect. (4) Notwithstanding paragraphs (1) to (3), where the gross misconduct involves criminal activity either within or outside the workplace, the provisions of regulations 40 and 41 shall apply except that any references in those sections to a staff member shall be replaced with an Official Member. 11. Dismissing Official Members for serious misconduct or significant inadequate performance 11. (1) Before determining whether to dismiss an Official Member on the grounds of serious misconduct or significant inadequate performance under section 12(1) of the principal Act, the Governor shall \u2014 (a) collect evidence of the actions or omissions of the Official Member that are the subject of concern; (b) advise the Official Member of the concerns (both orally and in writing) including providing the Official Member with a copy of the evidence collected, allow the Official Member to provide an explanation, and (if the explanation is not satisfactory) provide a warning that if there is not corrective action dismissal could result; (c) provide a reasonable period of time (being not less than one month), and reasonable amount of support for the Official Member to take corrective action; (d) reassess the actions of the Official Member after the period of time. (2) If, after the process specified in paragraph (1) has been completed, the Governor is of the view that the grounds for dismissing the Official Member for serious misconduct or significant inadequate performance under section 12(1) of the principal Act exist, the Governor may dismiss the Official Member. (3) Upon deciding to dismiss an Official Member under paragraph (2), the Governor, at the earliest opportunity, shall \u2014 (a) notify the Official Member that the Official Member is being dismissed under the terms of the Official Member\u2019s employment agreement; and (b) arrange for the dismissal to take effect at an early opportunity. Personnel Regulations (2025 Revision) Regulation 12 12. Retiring Official Members early on medical grounds 12. (1) Before determining whether to require an Official Member to take early retirement on medical grounds under section 12 of the principal Act, the Governor shall \u2014 (a) collect evidence to show that the Official Member\u2019s disability is preventing the required duties from being performed in a substantial way; (b) advise the Official Member of the concerns (both orally and in writing) including providing the Official Member with a copy of the evidence collected, and provide an opportunity for the Official Member to explain their position; (c) provide a reasonable period of time, and reasonable amount of support for the Official Member to show that the Official Member is able to perform the required duties satisfactorily; (d) if there is insufficient improvement, advise the Official Member that \u2014 (i) the Official Member will be required to appear before a medical board to have their disability assessed; and (ii) if the board confirms the disability is permanent and likely to prevent the Official Member from satisfactorily carrying out their duties, the Official Member will be required to take early retirement on medical grounds; (e) arrange with the Chief Medical Officer to convene a medical board and assess the Official Member; and (f) ensure that the Official Member is advised in writing of the results of the medical board in a timely manner. (2) If after the process specified in paragraph (1) has been completed, the Chief Medical Officer confirms that the disability is permanent and likely to prevent the Official Member from satisfactorily carrying out their duties, the Governor may retire the Official Member early under section 12(2) of the principal Act. (3) Upon deciding to retire an Official Member early under paragraph (2), the Governor shall, at the earliest opportunity \u2014 (a) notify the Official Member that the Official Member is being retired early on medical grounds under the terms of the Official Member\u2019s employment agreement; and (b) provide the Official Member with three months\u2019 notice of the retirement. PART 3 \u2013Employment of Chief Officers Regulation 13 Personnel Regulations (2025 Revision) Procedures Applying to the Appointment and Reappointment of Chief Officers\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_13\", \"num\": \"13.\", \"text\": \"Notification of chief officer vacancies 13. When notifying a vacancy or impending vacancy for the position of a chief officer under sections 26(1)(b), 35 or 36 of the principal Act, the appointing officer shall advertise the vacancy within the civil service and, if the appointing officer considers suitable candidates may not be found from within the existing civil service, in the local and international media as follows \u2014 (a) advertisements shall be placed in whatever medium the appointing officer thinks fit provided that they provide ample opportunity for potentially interested applicants inside the civil service (and, where the appointing officer considers it necessary to advertise externally, outside the civil service) to become aware of the vacancy; (b) advertisements shall include a summary of the duties, the skills and attributes required of applicants, the remuneration range, the information to be provided by applicants, the authority to which applications are to be submitted, and the closing date and time of applications; and (c) the time between the appearing of the advertisement and the closing date for applications shall be no less than fourteen calendar days.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_14\", \"num\": \"14.\", \"text\": \"Actions to finalise appointment of chief officers 14. (1) Before making the appointment of a chief officer under section 26(1)(f), 35 or 36 of the principal Act, the appointing officer shall agree with the preferred candidate an employment agreement, a specific remuneration level and other terms and conditions of employment in accordance with the requirements of this Part. (2) Once the appointment of the chief officer has been made, the appointing officer shall, within seven days, advise all unsuccessful applicants in writing.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_15\", \"num\": \"15.\", \"text\": \"Reappointment of chief officers at the end of a fixed-term employment agreement 15. Before reappointing a chief officer who has reached the end of a fixed-term employment agreement under section 26(2), 35 or 36 of the principal Act, the appointing officer shall apply the following procedures \u2014 (a) the appointing officer shall consider whether to reappoint the chief officer on a fixed-term employment agreement for a further period, taking into account \u2014 (i) the performance of the chief officer to date; (ii) other possible candidates for the position in civil service entities or elsewhere in the Islands; Personnel Regulations (2025 Revision) Regulation 16 (iii) the requirement that where two or more persons rank broadly at the same level in terms of qualifications, skills, knowledge, experience and integrity, Caymanians shall be given preference; and (iv) any other factors the appointing officer thinks relevant; (b) after completing the process in subparagraph (a), the appointing officer may agree either \u2014 (i) to reappoint the chief officer on a fixed-term employment agreement for a further period, in which case the appointing officer shall agree a new fixed-term employment agreement, a specific remuneration level and other terms and conditions of employment with the reappointed chief officer in accordance with the requirements of this Part; or (ii) to declare the position vacant and initiate the appointment of a new chief officer under sections 26(1), 35 or 36 of the principal Act; and (c) where the Head of the Civil Service is the appointing officer, the Head of the Civil Service shall consult with the Governor before taking an action under subparagraph (b). 16. Reappointment of chief officers who have reached normal retirement age 16. (1) Before reappointing a chief officer who has attained the normal retirement age for civil servants under sections 26(3), 35 or 36 of the principal Act, the appointing officer shall apply the following procedures \u2014 (a) the chief officer shall obtain a certificate of medical fitness issued by a registered medical doctor; (b) the appointing officer shall consider \u2014 (i) the medical report; (ii) the reasons why the chief officer should be reappointed, including evidence that the chief officer\u2019s previous performance is adequate and that the chief officer is capable; and (iii) whether the reappointment will unduly impede the promotion of Caymanian staff members; (c) after completing the process in subparagraph (b), the appointing officer may decide either to \u2014 (i) reappoint the chief officer, in which case the appointing officer shall agree a new fixed-term employment agreement for a period of no more than two years, a specific remuneration level and other terms and conditions of employment with the reappointed chief officer in accordance with the requirements of this Part; or Regulation 17 Personnel Regulations (2025 Revision) (ii) declare the position vacant and initiate the appointment of a new chief officer in accordance with sections 26(1), 35 or 36 of the principal Act; (d) where the Head of the Civil Service is the appointing officer, the Head of the Civil Service shall consult with the Governor before taking an action under subparagraph (c). (2) A chief officer who has attained the normal retirement age for civil servants and who has been appointed on a fixed-term employment agreement under paragraph (1)(c)(i), may be reappointed for a further fixed-term period provided that the provisions of paragraph (1) are complied with in making the reappointment. 17. Appointment of acting chief officer 17. (1) An appointing officer appointing a civil servant to act as a chief officer under sections 26(4), 35 or 36 of the principal Act may do so without following the notification, short-listing, interviewing or other processes required by sections 26(1), 35 or 36 of the principal Act, provided that the period during which the civil servant shall act in the position is no more than twelve months. (2) If the period of acting is to be longer than twelve months, or if a civil servant appointed under paragraph (1) has already acted in the position for a period of at least twelve months, the position shall be advertised as an interim position and filled under sections 26(4), 35 or 36 of the principal Act. (3) A civil servant appointed to act as a chief officer under paragraph (1) may continue to hold their substantive position during the period of their acting appointment. (4) If the appointing officer determines that it is necessary for the proper carryingout of the duties of the interim position, a civil servant appointed to be an interim chief officer under paragraph (2) shall take a leave of absence from their substantive position while filling the interim position but shall be entitled to return to their substantive position when their appointment to the interim position comes to an end. Terms of Employment of Chief Officers\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_18\", \"num\": \"18.\", \"text\": \"Chief officer terms and conditions 18. (1) The terms and conditions of employment under which a chief officer is to be employed under section 27(1) of the principal Act, shall be those specified in Schedule 1. (2) Subject to regulations 15 and 16, the tenure of chief officers shall be as follows \u2014 Personnel Regulations (2025 Revision) Regulation 19 (a) Caymanians shall be employed on an open-term employment agreement; and (b) non-Caymanians shall be employed on a fixed-term employment agreement for a period of no more than three years. (3) Notwithstanding paragraph (2), the tenure of the Ombudsman shall be in accordance with the Ombudsman Act (2021 Revision). 19. Chief officer remuneration 19. (1) The remuneration of a chief officer agreed between an appointing officer and that chief officer under section 28(2)(a) of the principal Act, shall be calculated in accordance with paragraph 3 of Schedule 1. (2) The performance-related portion of a chief officer\u2019s remuneration required by section 28(2)(b) of the principal Act shall be established in accordance with Schedule 3. 20. Chief officer employment agreement 20. (1) A chief officer\u2019s employment agreement prepared under section 27(2) of the principal Act, shall comply with Schedule 4. (2) A chief officer who is in office on 29th December, 2006, the commencement date of the Personnel Regulations. 2006, shall not be required to enter into a new employment agreement unless the chief officer is appointed to a different position or the circumstances of that chief officer\u2019s employment change before entering into a new period of service. Procedures Applying to the Dismissal and Early Retirement of Chief Officers\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_21\", \"num\": \"21.\", \"text\": \"Dismissing chief officers for gross misconduct 21. (1) Before determining whether to dismiss a chief officer on the grounds of gross misconduct under sections 29(1) or 38 of the principal Act, an appointing officer, with the assistance of the Portfolio of the Civil Service as required, shall \u2014 (a) collect evidence of the actions or omissions of the chief officer that are the subject of concern; (b) consult with the Official Member or Minister responsible for the ministry or portfolio to which the chief officer is appointed; (c) advise the chief officer of the concerns (both orally and in writing) including providing the chief officer with a copy of the evidence collected, and advise the chief officer that the actions or omissions may be grounds for instant dismissal; Regulation 22 Personnel Regulations (2025 Revision) (d) provide an opportunity for the chief officer to explain their position (both orally and in writing); and (e) reassess the situation in light of the chief officer\u2019s explanation. (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that the grounds for dismissing the chief officer for gross misconduct under sections 29(1) or 38 of the principal Act have been proven, the appointing officer may dismiss the chief officer with immediate effect. (3) Upon deciding to dismiss a chief officer under paragraph (2), the appointing officer, at the earliest opportunity, shall \u2014 (a) notify the chief officer that the chief officer is being dismissed under the terms of that chief officer\u2019s employment agreement; and (b) arrange for the dismissal to take immediate effect. (4) Notwithstanding paragraphs (1) to (3), where the gross misconduct involves criminal activity either within or outside the workplace, regulations 40 and 41 shall apply except that any references in those sections to a staff member shall be replaced with a chief officer.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_22\", \"num\": \"22.\", \"text\": \"Dismissing chief officers for serious misconduct or significant inadequate performance 22. (1) Before determining whether to dismiss a chief officer on the grounds of serious misconduct or significant inadequate performance under sections 29(1) or 38 of the principal Act, the appointing officer, with the assistance of the Portfolio of the Civil Service as required, shall \u2014 (a) collect evidence of the actions or omissions of the chief officer that are the subject of concern; (b) consult with the Official Member or Minister responsible for the ministry or portfolio to which the chief officer is appointed; (c) advise the chief officer of the concerns (both orally and in writing) including providing the chief officer with a copy of the evidence collected, allow the chief officer to provide an explanation, and (if the explanation is not satisfactory) provide a warning that if there is no corrective action dismissal could result; (d) provide a reasonable period of time (being not less than one month), and reasonable amount of support, for the chief officer to take corrective action; (e) if insufficient corrective action is taken, advise the chief officer of the ongoing concern (both orally and in writing) and issue a second warning that if corrective action is not taken dismissal could occur; Personnel Regulations (2025 Revision) Regulation 22 (f) provide a further reasonable period of time, and reasonable amount of support for the chief officer to take corrective action; and (g) reassess the actions of the chief officer after the second period of time. (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that the grounds for dismissing the chief officer for serious misconduct or significant inadequate performance under sections 29(1) or 38 of the principal Act have been proven, the appointing officer may dismiss the chief officer. (3) If, after the process specified in paragraph (1)(d) or (1)(g) has been completed, the appointing officer is of the view that the chief officer has undertaken sufficient corrective action, the appointing officer shall advise the staff member (both orally and in writing) of that fact and either that \u2014 (a) the warning has expired and is being removed from the staff member\u2019s personnel file; or (b) the warning will remain in place for a further period of time (such period to be specified) and that any further instances of serious misconduct or significant inadequate performance during this period will result in dismissal. (4) If, after the process specified in paragraph (3)(b) has been completed, there is no serious misconduct or significant inadequate performance during the further warning period, the appointing officer shall advise the staff member (both orally and in writing) that the further warning period has expired and the warning is being removed from that staff member\u2019s personnel file. (5) If, after the process specified in paragraph 3(b) has been completed, there is a further instance of serious misconduct or significant inadequate performance during the further warning period, the appointing officer may dismiss the chief officer provided that the appointing officer first \u2014 (a) collects evidence of the actions of the chief officer which are the subject of concern; and (b) advises the chief officer of the concerns (both orally and in writing) including providing the chief officer with a copy of the evidence collected, and allows the chief officer to provide an explanation. (6) Upon deciding to dismiss a chief officer under paragraphs (2) and (5), the appointing officer shall, at the earliest opportunity \u2014 (a) notify the chief officer that the chief officer is being dismissed under the terms of that chief officer\u2019s employment agreement; and (b) arrange for the dismissal to take effect at an early opportunity. Regulation 23 Personnel Regulations (2025 Revision)\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_23\", \"num\": \"23.\", \"text\": \"Retiring chief officers early on medical grounds 23. (1) Before determining whether to require a chief officer to take early retirement on medical grounds under sections 29(2) and 38 of the principal Act, the appointing officer, with the assistance of the Portfolio of the Civil Service as required, shall \u2014 (a) collect evidence to show that the chief officer\u2019s disability is preventing the required duties from being performed in a substantial way; (b) consult with the Official Member or Minister responsible for the ministry or portfolio to which the chief officer is appointed; (c) advise the chief officer of the concerns (both orally and in writing) including providing the chief officer with a copy of the evidence collected, and provide an opportunity for the chief officer to explain their position; (d) provide a reasonable period of time, and a reasonable amount of support for the chief officer to show that the chief officer is able to perform the required duties satisfactorily; (e) if there is insufficient improvement, advise the chief officer that \u2014 (i) that chief officer will be required to appear before a medical board to have their disability assessed and; (ii) if the board confirms the disability is permanent and likely to prevent the chief officer from satisfactorily carrying out their duties, the chief officer will be required to take early retirement on medical grounds; (f) arrange with the Chief Medical Officer to convene a medical board and assess the chief officer; and (g) ensure that the chief officer is advised in writing of the results of the medical board in a timely manner. (2) If after the process specified in paragraph (1) has been completed, the Chief Medical Officer confirms that the disability is permanent and likely to prevent the chief officer from satisfactorily carrying out their duties, the appointing officer may effect early retirement of the chief officer under sections 29(2) and 38 of the principal Act. (3) Upon deciding to effect early retirement of a chief officer under paragraph (2), the appointing officer, at the earliest opportunity, shall \u2014 (a) notify the chief officer that the chief officer is being retired early on medical grounds under the terms of the chief officer\u2019s employment agreement; and (b) provide the chief officer with three months\u2019 notice of the retirement. Personnel Regulations (2025 Revision) Regulation 24 24. Retirement of chief officers to improve the organisation 24. (1) Before determining whether to require a chief officer to retire to improve the efficiency of the civil service entity under sections 29(3) and 38 of the principal Act, the appointing officer, with the assistance of the Portfolio of the Civil Service as required, shall \u2014 (a) evaluate the effect that retiring the chief officer will have on the performance of the civil service entity; (b) advise the chief officer (both orally and in writing) of the intention to require the chief officer to retire to improve the organisation, and provide an opportunity for the chief officer to explain their position; and (c) re-evaluate the effect of retiring the chief officer in light of the explanation provided in subparagraph (b), and notify the chief officer (both orally and in writing) of the results of the re-evaluation. (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that retiring the chief officer will improve the efficiency of the civil service entity, the appointing officer may retire the chief officer under sections 29(3) and 38 of the principal Act. (3) Upon deciding to retire a chief officer under paragraph (2), the appointing officer, at the earliest opportunity, shall \u2014 (a) notify the chief officer that the chief officer is being retired to improve the organisation, under the terms of the chief officer\u2019s employment agreement; and (b) provide the chief officer with three months\u2019 notice of the retirement. PART 4 - Procedures Applying to the Employment of Staff of a Civil Service Entity Procedures Applying to the Appointment and Reappointment of Staff\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_25\", \"num\": \"25.\", \"text\": \"Notification of staff vacancies 25. When notifying a vacancy in the chief officer\u2019s civil service entity under section 41(4) of the principal Act, an appointing officer shall advertise the vacancy within the civil service and, if the chief officer considers suitable candidates may not be found from within the civil service, in the local and international media as follows \u2014 (a) advertisements shall be placed in whatever medium the appointing officer thinks fit provided that they provide ample opportunity for potentially interested applicants inside the civil service (and, where the appointing Regulation 26 Personnel Regulations (2025 Revision) authority considers it necessary to advertise externally, outside the civil service) to become aware of the vacancy; (b) advertisements shall include a summary of the duties, the skills and attributes required of applicants, the remuneration range, the information to be provided by applicants, the authority to which applications are to be submitted, and the closing date and time of applications ; and (c) the time between the appearing of the advertisement and the closing date for applications shall be no less than fourteen calendar days.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_26\", \"num\": \"26.\", \"text\": \"Criterion for shortlisting 26. When in compiling the shortlist under section 41(6) of the principal Act a Caymanian and a non-Caymanian are found to rank broadly at the same level, the Caymanian shall be given preference.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_27\", \"num\": \"27.\", \"text\": \"Interview panels 27. (1) When establishing an interview panel under section 41(7) (a) of the principal Act, the appointing officer shall ensure that the panel consists of no fewer than three persons who \u2014 (a) have an understanding of the duties, skills and attributes of the position; (b) have no conflict of interest; and (c) are able to act in an independent and unbiased manner in relation to the appointment concerned. (2) Where required by the Head of the Civil Service, the interview panel shall include a staff member from the Portfolio of the Civil Service.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_28\", \"num\": \"28.\", \"text\": \"Actions to finalise appointment of staff 28. (1) Before making the appointment, promotion or transfer of a staff member under section 41 of the principal Act, the appointing officer, shall \u2014 (a) if the appointing officer thinks it appropriate, undertake a background check on the appointee, such background check being relevant to the duties of the position and being in addition to any references obtained under section 41(9) of the principal Act; (b) obtain from the appointee (if the appointee is not already a civil servant) a medical certificate from a registered medical doctor indicating that the employee\u2019s physical and mental condition is satisfactory for the position; (c) enter into an employment agreement with the employee which shall contain, a specific remuneration level and other terms and conditions of employment in accordance with the requirements of this Part. (2) Once the appointment of the staff member has been finalised, the appointing officer shall, within seven days, advise all unsuccessful applicants in writing. Personnel Regulations (2025 Revision) Regulation 29\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_29\", \"num\": \"29.\", \"text\": \"Reappointment of staff at the end of a fixed-term employment agreement 29. Before reappointing a staff member who has reached the end of a fixed-term employment agreement under section 41(10) of the principal Act, the appointing officer shall apply the following procedures \u2014 (a) the appointing officer shall consider whether to reappoint the staff member on a fixed-term employment agreement for a further period, taking into account \u2014 (i) the performance of the staff member to date; (ii) other possible candidates for the position; (iii) the requirement that where two or more persons rank broadly at the same level in terms of qualifications, skills, knowledge and experience, Caymanians shall be given preference; and (iv) any other factors the appointing officer thinks relevant; and (b) following discussion with the staff member concerned, the appointing officer may agree either to \u2014 (i) reappoint the staff member on a fixed-term employment agreement for a further period, in which case the appointing officer shall agree a new fixed-term employment agreement, a specific remuneration level and other terms and conditions of employment with the reappointed staff member in accordance with the requirements of this Part; or (ii) declare the position vacant and initiate the appointment of a new staff member under section 41 of the principal Act.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_30\", \"num\": \"30.\", \"text\": \"Reappointment of staff who have reached normal retirement age 30. (1) Before reappointing a staff member who has attained the normal retirement age for civil servants under section 41(11) of the principal Act, the appointing officer shall apply the following procedures \u2014 (a) the staff member concerned shall obtain a certificate of medical fitness issued by a registered medical doctor; (b) the appointing officer shall consider \u2014 (i) the medical report; (ii) the reasons why the staff member should be reappointed, including evidence the staff member\u2019s previous performance is adequate and that the staff member is capable; and (iii) whether the reappointment will unduly impede the promotion of Caymanian staff members; (c) following consultation with the staff member concerned, the appointing officer may decide either to \u2014 Regulation 31 Personnel Regulations (2025 Revision) (i) reappoint the staff member, in which case the appointing officer shall agree a new fixed-term employment agreement for a period of no more than two years, a specific remuneration level and other terms and conditions of employment with the reappointed staff member in accordance with the requirements of this Part; or (ii) declare the position vacant and make a new appointment under section 41 of the principal Act. (2) A staff member who has attained the normal retirement age for civil servants and who has been appointed on a fixed-term employment agreement under paragraph (1)(c)(i), may be reappointed for a further fixed-term period provided that the provisions of paragraph (1) are complied with in making the reappointment.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_31\", \"num\": \"31.\", \"text\": \"Appointment of staff to acting positions 31. (1) An appointing officer who is appointing a staff member to act in a position under section 41(12) of the principal Act may, under section 41(13) of the principal Act, do so without following the notification, short-listing, interviewing or other processes required by section 41(2) to (9) of the principal Act, provided that the period the staff member is to act in the position is no more than twelve months. (2) If the period of acting is to be longer than twelve months, or if a staff member appointed under paragraph (1) has already acted in the position for a period of at least twelve months, the position shall be advertised as an interim position and filled under the requirements of section 41(2) to (9) of the principal Act. (3) A civil servant appointed to act in a position under paragraph (1) may continue to hold their substantive position during the period of their acting appointment. (4) If the appointing officer determines it necessary for the proper carrying-out of the duties of the interim position, a civil servant appointed to an interim position under paragraph (2) shall take a leave of absence from their substantive position while filling the interim position but shall return to their substantive position when their appointment to the interim position is completed.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_32\", \"num\": \"32.\", \"text\": \"Appointment of staff without open competition 32. (1) An appointment under section 41(13) of the principal Act shall be made only where \u2014 (a) the person appointed is returning from study and is being appointed to a position in the civil service for the first time; (b) the person appointed is to be appointed to a position lasting three months or less and has not previously been appointed to that position or a similar position; Personnel Regulations (2025 Revision) Regulation 33 (c) the necessity for the appointment is so exceptionally urgent that complying with the processes required by section 41(2) to (9) of the principal Act is neither feasible nor practical; (d) the person appointed has opted to take phased retirement and, following retirement, has been appointed pursuant to section 41(11)(b) of the principal Act, on a lower remuneration band where such a vacancy exists; or (e)  the person appointed is a student intern who is being appointed to a position lasting nine months or less. (2) Before the Head of the Civil Service gives their approval as required by section 41(13) of the principal Act, the Head of the Civil Service shall satisfy themselves that making the appointment will not unreasonably prejudice the ability of other persons to be considered for the position. 33. Transfer of staff in the public interest 33. (1) A transfer made under section 41(14) of the principal Act shall be made only where, in the opinion of the appointing officer, it is in the public interest to make the transfer. (2) Before the Head of the Civil Service gives approval as required by section 41(14) of the principal Act, the Head of the Civil Service shall satisfy themselves that making the appointment will not unreasonably prejudice the ability of other persons to be considered for the position. (3) A transfer made under section 41(14A) of the principal Act shall be made only where the person being transferred is not the subject of an active disciplinary process pursuant to section 44 of the principal Act. Terms of Employment of Staff\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_34\", \"num\": \"34.\", \"text\": \"Staff terms and conditions 34. (1) The minimum terms and conditions of employment to be agreed between an appointing officer and a staff member under section 43(3) of the principal Act, shall be those specified in Schedule 1. (2) Subject to regulations 29, 30 and 35, the tenure of staff shall be as follows \u2014 (a) Caymanians shall be employed on an open-term employment agreement, except where \u2014 (i) the staff member is past the normal retirement age, in which case the appointment shall be on a fixed-term employment agreement for a period of no more than two years; Regulation 35 Personnel Regulations (2025 Revision) (ii) the duties of the position to which the appointment relates have a finite life, in which case the appointment shall be on a fixed-term employment agreement for a period equal to the life of the duties; (iii) the appointing officer determines that there are good reasons why the staff member should be appointed on a fixed-term employment agreement; (iv) the staff member is being reemployed as a result of taking phased retirement; and (b) non-Caymanians shall be employed on a fixed-term employment agreement for a period of no more than three years.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_35\", \"num\": \"35.\", \"text\": \"Probationary appointments 35. (1) A new staff member may, by written employment agreement, contract with the appointing officer to be employed on probationary terms and if probation is agreed upon, the initial period shall not exceed six months. (2) At the end of the initial probationary period the appointing officer and the staff member may, by further written contract, extend that period for one additional term not exceeding six months and such further agreement shall be appended to the initial employment agreement. (3) At any time during the probationary period the appointing officer may terminate the staff member\u2019s employment but may do so only on the basis of gross misconduct, serious misconduct or significant inadequate performance and in doing so shall comply with regulations 39 to 42. (4) At the end of the initial probationary period, or where relevant the second probationary period, the appointing officer shall either \u2014 (a) confirm the appointment, in which case a new employment agreement shall be entered into with the staff member in accordance with the requirements of this Part and the staff member\u2019s term of employment shall be determined in accordance with regulation 34; or (b) dismiss the staff member under the requirements of paragraph (3).\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_36\", \"num\": \"36.\", \"text\": \"Staff remuneration 36. (1) The remuneration of a staff member agreed between an appointing officer and that staff member under section 43(1) of the principal Act, shall be calculated in accordance with paragraph 3 of Schedule 1. (2) Where the remuneration of a staff member includes a performance-related portion under section 43(2) of the principal Act, that performance-related portion shall be established in accordance with Schedule 3. Personnel Regulations (2025 Revision) Regulation 37 37. Staff employment agreements 37. (1) A staff member\u2019s employment agreement prepared under section 42(1) of the principal Act, shall comply with Schedule 4. (2) A civil servant who is in office on the coming into force of these Regulations shall not be required to enter into a new employment agreement unless the civil servant is appointed to a different position or the circumstances of their employment change before entering into a new period of service. Procedures Applying to the Discipline, Dismissal, Early Retirement and Other Termination of Staff\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_38\", \"num\": \"38.\", \"text\": \"Disciplining staff 38. (1) Before determining whether to discipline a staff member for minor misconduct (including criminal activity in the workplace that does not fall within the definition of gross misconduct) or inadequate performance over a reasonable period of time under section 44(3) of the principal Act, an appointing officer \u2014 (a) shall \u2014 (i) collect evidence of the actions or omissions of the staff member that are the subject of concern; and (ii) advise the staff member of the concerns (both orally and in writing) including providing the staff member with a copy of the evidence collected, and allow the staff member to provide an explanation, and; (b) shall, if the explanation is not satisfactory \u2014 (i) provide the staff member with a warning that, if there is not corrective action, disciplinary action could be taken; (ii) advise the staff member of the likely nature of that disciplinary action; and (iii) provide a reasonable period of time (being not less than one month), and a reasonable amount of support for the staff member to take corrective action; (c) shall, if insufficient corrective action is taken \u2014 (i) advise the staff member of the ongoing concern (both orally and in writing) and issue a second warning that if corrective action is not taken immediately disciplinary action will be taken; and (ii) provide a further reasonable period of time, and reasonable amount of support for the staff member to take corrective action; and (d) shall assess the actions of the staff member after the second period of time to determine whether sufficient corrective action has been taken, and Regulation 38 Personnel Regulations (2025 Revision) notify the staff member (both orally and in writing) of the results of the assessment. (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that the grounds for disciplinary action specified in section 44(3) of the principal Act exist, the appointing officer may take one of the following disciplinary actions \u2014 (a) issue a written reprimand; (b) re-assign the staff member to alternative duties; (c) suspend the staff member either without pay, or up to half-pay, for a period of no more than one month; or (d) such other disciplinary actions as are provided for under Regulations or Rules issued under a Law applying to the civil service entity. (3) If, after the process specified in paragraph (1)(b) or (1)(d) has been completed, the appointing officer is of the view that the staff member has undertaken sufficient corrective action, the appointing officer shall advise the staff member (both orally and in writing) of that fact and either that \u2014 (a) the warning has expired and is being removed from the staff member\u2019s personnel file; or (b) the warning will remain in place for a further period of time (such period to be specified) and that any further instances of minor misconduct or inadequate performance during this period will result in disciplinary action. (4) If, after the process specified in paragraph (3)(b) has been completed, there is no minor misconduct or inadequate performance during the further warning period, the appointing officer shall advise the staff member (both orally and in writing) that the further warning period has expired and the warning is being removed from the staff member\u2019s personnel file. (5) If, after the process specified in paragraph (3)(b) has been completed, there is a further instance of minor misconduct or inadequate performance during the further warning period, the appointing officer may discipline the staff member using one of the disciplinary actions or omissions specified in paragraph (2) provided that the appointing officer first \u2014 (a) collects evidence of the actions or omissions of the staff member which are the subject of concern; and (b) advises the staff member of the concerns (both orally and in writing) including providing the staff member with a copy of the evidence collected, and allows the staff member to provide an explanation. Personnel Regulations (2025 Revision) Regulation 39\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_39\", \"num\": \"39.\", \"text\": \"Dismissing staff for gross misconduct not involving criminal activity 39. (1) Before determining whether to dismiss a staff member on the grounds of gross misconduct (other than gross misconduct involving criminal activity where regulations 40 and 41 apply) under section 44(4) of the principal Act, an appointing officer shall \u2014 (a) collect evidence of the actions or omissions of the staff member that are the subject of concern; (b) advise the staff member of the concerns (both orally and in writing) including providing the staff member with a copy of the evidence collected, and advise the staff member that the actions or omissions may be grounds for instant dismissal; (c) provide an opportunity for the staff member to explain their position (both orally and in writing); and (d) reassess the situation in light of the staff member\u2019s explanation and notify the staff member (both orally and in writing), of the results of the reassessment. (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that the grounds for dismissing the staff member for gross misconduct under section 44(4) of the principal Act have been proven, the appointing officer may dismiss the staff member with immediate effect. (3) Upon deciding to dismiss a staff member under paragraph (2), the appointing officer, at the earliest opportunity, shall \u2014 (a) notify the staff member that the staff member is being dismissed under the terms of the the staff member\u2019s employment agreement; and (b) arrange for the dismissal to take immediate effect. (4) Upon dismissing a staff member on the grounds of gross misconduct, the appointing officer shall notify the Head of the Civil Service in writing of the dismissal, the grounds, and the process followed. 40. Suspending and dismissing staff for gross misconduct involving criminal activity in the workplace 40. (1) Before determining whether to dismiss a staff member on the grounds of gross misconduct, and that gross misconduct involves alleged criminal activity in the work place, an appointing officer shall \u2014 (a) collect evidence of the staff member\u2019s alleged criminal activity and satisfy themselves that such activity is significant enough to fall within the definition of gross misconduct; (b) advise the staff member of the concerns (both orally and in writing) including providing the staff member with a copy of the evidence Regulation 41 Personnel Regulations (2025 Revision) collected, and allow the staff member an opportunity to provide an explanation (both orally and in writing). (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that there are reasonable grounds to believe that the staff member has been involved in criminal activity in the workplace, and that activity is significant enough to fall within the definition of gross misconduct, the appointing officer shall advise the police at an early opportunity and \u2014 (a) advise the staff member of this fact orally and in writing; and (b) arrange for the suspension on full-pay to take immediate effect. (3) Repealed by regulation 6 of the Personnel (Amendment) Regulations, 2009. (4) If the staff member is subsequently convicted of a criminal offence, and that offence is significant enough to fall within the definition of gross misconduct, the appointing officer may dismiss the staff member from the date of conviction in which case, at the earliest opportunity, the appointing officer shall \u2014 (a) notify the staff member that the staff member is being dismissed under the terms of that staff member\u2019s employment agreement; and (b) arrange for the dismissal to take immediate effect. (5) If \u2014 (a) after the process specified in paragraph (2) has been completed the staff member is subsequently not charged; or (b) after the process specified in paragraph (4) has been completed the staff member is subsequently not convicted or if convicted the conviction is set aside wholly and the period of any appeal has expired, the staff member shall be reinstated to their position, or to a similar position within the civil service entity. (6) Where a staff member has been suspended in accordance with paragraph (2), an appointing officer shall provide the Head of the Civil Service with a summary of the status of the criminal case and suspension, and such summaries shall be provided every twelve months until the matter is resolved in accordance with paragraph (4) or (5). 41. Suspending and dismissing staff for gross misconduct involving criminal activity outside the workplace 41. (1) Before determining whether to dismiss a staff member on the grounds of gross misconduct, and that gross misconduct involves alleged criminal activity outside the work place, an appointing officer shall \u2014 (a) establish that the staff member has been charged with a criminal offence by the police; Personnel Regulations (2025 Revision) Regulation 42 (b) establish whether the criminal offence \u2014 (i) involves such disrepute as is referred to in section 5(2)(e) of the principal Act; and (ii) is significant enough to fall within the definition of gross misconduct; and (c) advise the staff member of the concerns (both orally and in writing) and allow the staff member an opportunity to provide an explanation. (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that the conditions specified in paragraph (1)(b) have been proven, the appointing officer may suspend the staff member with pay, in which case the appointing officer shall \u2014 (a) advise the staff member of this fact in writing; and (b) arrange for the suspension with pay to take immediate effect. (3) If the staff member is subsequently convicted of a criminal offence, and that offence is significant enough to fall within the definition of gross misconduct, the appointing officer may dismiss the staff member from the date of conviction in which case, at the earliest opportunity, the appointing officer shall \u2014 (a) notify the staff member that the staff member is being dismissed under the terms of the staff member\u2019s employment agreement; and (b) arrange for the dismissal to take immediate effect. (4) If after the process specified in paragraph (2) has been completed the staff member is subsequently not convicted or if convicted the conviction is set aside wholly and the period of any appeal against acquittal has expired, the staff member shall be reinstated to their position, or to a similar position within the civil service entity. (5) Where a staff member has been suspended in accordance with paragraph (2), an appointing officer shall provide the Head of the Civil Service with a summary of the status of the criminal case and suspension, and such summaries shall be provided every twelve months until the matter is resolved in accordance with paragraph (3) or (4).\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_42\", \"num\": \"42.\", \"text\": \"Dismissing staff for serious misconduct or significant inadequate performance 42. (1) Before determining whether to dismiss a staff member on the grounds of serious misconduct or significant inadequate performance under section 44(4) of the principal Act, an appointing officer shall \u2014 (a) collect evidence of the actions or omissions of the staff member which are the subject of concern; Regulation 42 Personnel Regulations (2025 Revision) (b) advise the staff member of the concerns (both orally and in writing) including providing the staff member with a copy of the evidence collected, allow the staff member to provide an explanation, and (if the explanation is not satisfactory) provide a warning that if there is not corrective action dismissal could result; (c) provide a reasonable period of time (being not less than one month), and a reasonable amount of support for the staff member to take corrective action; (d) if insufficient corrective action is taken, advise the staff member of the ongoing concern (both orally and in writing) and issue a second warning that if corrective action is not taken dismissal could occur; (e) provide a further reasonable period of time (being not less than one month) and a reasonable amount of support for the staff member to take corrective action; and (f) assess the actions of the staff member after the second period of time to determine whether sufficient corrective action has been taken, and notify the staff member (both orally and in writing) of the results of the assessment. (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that the grounds for dismissing the staff member on the basis of serious misconduct or significant inadequate performance under section 44(4) of the principal Act have been proven, the appointing officer may dismiss the staff member. (3) If, after the process specified in paragraph (1) (c) or (1)(f) has been completed, the appointing officer is of the view that the staff member has undertaken sufficient corrective action, the appointing officer shall advise the staff member (both orally and in writing) of that fact and either that \u2014 (a) the warning has expired and is being removed from the staff member\u2019s personnel file; or (b) the warning will remain in place for a further period of time (such period to be specified) and that any further instances of serious misconduct or significant inadequate performance during this period will result in dismissal. (4) If, after the process specified in paragraph (3)(b) has been completed, there is no serious misconduct or significant inadequate performance during the further warning period, the appointing officer shall advise the staff member (both orally and in writing) that the further warning period has expired and the warning is being removed from the staff member\u2019s personnel file. (5) If, after the process specified in paragraph (3)(b) has been completed, there is a further instance of serious misconduct or significant inadequate performance Personnel Regulations (2025 Revision) Regulation 43 during the further warning period, the appointing officer may dismiss the staff member provided that the appointing officer first \u2014 (a) collects evidence of the actions or omissions of the staff member which are the subject of concern; and (b) advises the staff member of the concerns (both orally and in writing) including providing the staff member with a copy of the evidence collected, and allows the staff member to provide an explanation. (6) Upon deciding to dismiss a staff member under paragraph (2) or (5), the appointing officer, at the earliest opportunity, shall \u2014 (a) notify the staff member that the staff member is being dismissed under the terms of the staff member\u2019s employment agreement; and (b) arrange for the dismissal to take effect at an early opportunity.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_43\", \"num\": \"43.\", \"text\": \"Retiring staff early on medical grounds 43. (1) Before determining whether to require a staff member to take early retirement on medical grounds under section 44(5) of the principal Act, the appointing officer shall \u2014 (a) collect evidence to show that the staff member\u2019s disability is preventing the required duties from being performed in a substantial way; (b) advise the staff member of the concerns (both orally and in writing) including providing the staff member with a copy of the evidence collected, and provide an opportunity for the staff member to explain their position; (c) provide a reasonable period of time, and a reasonable amount of support for the staff member to show that the staff member is able to perform the required duties satisfactorily; (d) if insufficient improvement occurs, advise the staff member that (i) the staff member will be required to appear before a medical board to have their disability assessed; and (ii) if the board confirms the disability is permanent and likely to prevent the staff member from satisfactorily carrying out their duties, the staff member will be required to take early retirement on medical grounds; (e) arrange with the Chief Medical Officer to convene a medical board and assess the staff member; (f) ensure that the staff member is advised in writing of the results of the medical board in a timely manner; and (g) identify vacant positions within the civil service entity and establish whether any of those positions are suitable for the staff member, taking into account the nature of their disability. Regulation 44 Personnel Regulations (2025 Revision) (2) If after the process specified in paragraph (1) has been completed \u2014 (a) the Chief Medical Officer has confirmed that the disability is permanent and likely to prevent the staff member from satisfactorily carrying out their duties; and (b) the appointing officer has established that there are no vacant positions in the appointing officer\u2019s civil service entity suitable for the staff member, taking into account the nature of the disability, the appointing officer may effect early retirement of the staff member under section 44 (5) of the principal Act. (3) Upon deciding to retire a staff member under paragraph (2), the appointing officer, at the earliest opportunity, shall \u2014 (a) notify the staff member that the staff member is being retired early on medical grounds under the terms of the staff member\u2019s employment agreement; and (b) provide the staff member with three months\u2019 notice of the retirement.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_44\", \"num\": \"44.\", \"text\": \"Retiring staff to improve the organisation 44. (1) Before determining whether to require a staff member to retire to improve the efficiency of the civil service entity under section 44 (6) of the principal Act, the appointing officer shall \u2014 (a) evaluate the effect that retiring the staff member will have on the performance of the civil service entity; (b) advise the staff member (both orally and in writing) of the intention to require the staff member to retire to improve the organisation, and provide an opportunity for the staff member to explain their position; and (c) re-evaluate the effect of retiring the staff member in light of the explanation provided in subparagraph (b), and notify the staff member (both orally and in writing) of the results of the re-evaluation. (2) If, after the process specified in paragraph (1) has been completed, the appointing officer is of the view that retiring the staff member will improve the efficiency of the civil service entity, the appointing officer may retire the staff member under section 44(6) of the principal Act. (3) Upon deciding to retire a staff member under paragraph (2), the appointing officer, at the earliest opportunity, shall \u2014 (a) notify the staff member that the staff member is being retired to improve the organisation under the terms of the staff member\u2019s employment agreement; and (b) provide the staff member with three months\u2019 notice of the retirement. Personnel Regulations (2025 Revision) Regulation 45\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_45\", \"num\": \"45.\", \"text\": \"Making staff redundant 45. (1) Before determining whether to make a staff member redundant under section 44 (7) of the principal Act, the appointing officer shall \u2014 (a) establish, under section 44(7) of the principal Act, that the duties and functions assigned to the staff member are no longer required and that those duties and functions will not be substantively transferred to another person or position; (b) where two or more staff members hold similar positions and only some of those positions are no longer required, identify which positions are no longer required under paragraph (2); (c) identify vacant positions within the civil service entity and establish whether any of those positions is suitable for the staff member, taking into account their skills and experience; (d) consult with other civil service entities as to whether they have any vacant positions suitable for the staff member, taking into account the staff member\u2019s skills and experience; (e) advise the staff member (both orally and in writing) that the staff member\u2019s position is no longer required and of the other positions (if any) that the staff member could be transferred to, and allow that staff member adequate opportunity to state that staff member\u2019s position; (f) provide a reasonable period of time, and a reasonable amount of support for the staff member to consider whether that staff member wishes to be transferred to a suitable vacant position (if available); and (g) if the staff member agrees to be transferred to a suitable vacant post (if available), arrange the transfer. (2) Where two or more staff members hold similar positions and only some of those positions are no longer required, the staff members whose positions are determined as no longer required shall be selected in the following order \u2014 (a) first, those staff members who volunteer to have their position abolished; (b) second, on the basis of the staff members\u2019 performance as determined by their performance assessments undertaken under section 50 of the principal Act over the preceding 24 months, with the positions of the persons with the lower performance ratings being abolished; (c) third, the positions of staff members who are over the age of retirement; and (d) fourth, the positions of staff members, who in the opinion of the appointing officer, have the lesser potential to contribute to the performance of the civil service entity in the future, Regulation 46 Personnel Regulations (2025 Revision) subject to a requirement that where two or more persons are rated broadly equally on the basis of subparagraphs (a) to (d), Caymanians shall be given preference in retaining their position. (3) If, after the process specified in paragraph (1) has been completed, the staff member declines to be transferred to a suitable vacant post or there is no suitable vacant post in the civil service, the appointing officer may make the staff member redundant under section 44(7) of the principal Act. (4) Upon deciding to make a staff member redundant under paragraph (3), the appointing officer at the earliest opportunity shall \u2014 (a) notify the staff member that the staff member is being made redundant under the terms of the staff member\u2019s employment agreement; and (b) provide the staff member with three months\u2019 notice of the redundancy. 46. Terminating staff who lose their qualification, licence or certification 46. (1) An appointing officer may terminate the employment of a staff member under section 44(1)(e) of the principal Act where the staff member was employed on the basis of a qualification, licence or certification required for the staff member\u2019s position and during the course of employment ceases to hold that qualification, licence or certification. (2) Before determining whether to terminate a staff member under paragraph (1), an appointing officer shall \u2014 (a) collect evidence of the staff member\u2019s loss of qualification, licence or certification; (b) advise the staff member (both orally and in writing) including providing the staff member with a copy of the evidence collected, that the qualification, licence or certification is a condition of employment and that the loss of the qualification, licence or certification is a ground for termination of employment; (c) allow the staff member an opportunity to explain why that staff member ceases to hold the qualification, licence or certification and what action (if any) the staff member intends to take to re-obtain the qualification, licence or certification; (d) if the staff member wishes to re-obtain the qualification, licence or certification, provide a reasonable period of time and a reasonable amount of support for the staff member to do so; and (e) if the staff member advises that the staff member does not intend to reobtain the qualification, licence or certification, or after a reasonable period of time does not do so, notify the staff member (both orally and in writing) that the staff member\u2019s failure to re-obtain the qualification, Personnel Regulations (2025 Revision) Regulation 47 licence or certification will result in that staff member\u2019s employment being terminated. (3) If, after the process specified in paragraph (2) has been completed, the staff member does not re-obtain the qualification, licence or certification after a reasonable period of time, the appointing officer may terminate the staff member\u2019s employment. (4) Upon deciding to terminate a staff member\u2019s employment under paragraph (3), the appointing officer, at the earliest opportunity, shall \u2014 (a) notify the staff member that the staff member\u2019s employment is being terminated under the terms of that staff member\u2019s employment agreement; and (b) arrange for the termination to take effect at an early opportunity. PART 5 - Other Requirements Relating to Chief Officers\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_47\", \"num\": \"47.\", \"text\": \"Performance incentive arrangements1 47. (1) Performance incentive arrangements operated by a chief officer under section 51(1) of the principal Act shall comply with the requirements of this regulation. (2) Performance incentive arrangements may be \u2014 (a) directly related to remuneration, that is, form part of a staff member\u2019s standard remuneration, for example, performance-related pay or additional time-off-in-lieu; (b) non-remuneration related, such as extra training opportunities; or (c) some combination of the two. (3) Performance incentive arrangements may be applied either to all staff in the civil service entity, or to a particular group or category of staff and a different set of arrangements may be applied to different groups of civil service entity staff. (4) Performance incentive arrangements shall comply with the following criteria \u2014 (a) the arrangements shall be designed to encourage and reward good performance; (b) the same set of arrangements shall apply in an equal manner to all staff in the civil service entity, or, where the incentives apply to a particular category of staff in the civil service entity, the same set of arrangements must apply in an equal manner to all staff in that category; Regulation 48 Personnel Regulations (2025 Revision) (c) the performance required of a staff member in order to be awarded the incentive shall be clearly specified in the performance agreement for the period; (d) the extent to which performance has been achieved shall be determined as part of the regular performance assessment process; (e) only those persons achieving the desired performance level (as determined in performance assessments) shall be awarded the performance incentive; and (f) the incentive arrangements shall be operated in a fair and unbiased manner. (5) The total dollar-value of any performance incentive applying to an individual staff member (both remuneration-related and non-remuneration related) shall be no more than 10% of that staff member\u2019s wages or salary.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_48\", \"num\": \"48.\", \"text\": \"Workplace conditions and safety 48. The work place safety procedures established under section 55(2) of the principal Act shall ensure that \u2014 (a) in relation to workplace conditions, the workplace \u2014 (i) is clean; (ii) is not overcrowded; (iii) has reasonable temperatures, if the workplace is indoors; (iv) has adequate ventilation and lighting; (v) has adequate drainage and sanitary conveniences; (vi) has adequate electrical infrastructure; (vii) has sanitary drinking facilities with an adequate supply of drinking water; (viii) implements hurricane rules and procedures as may be instituted from time to time; (ix) implements fire hazard rules and procedures as may be instituted from time to time; (x) has, in the event of emergencies, adequate means and avenues of escape; (xi) has adequate and well-maintained facilities for employees to sit, when appropriate, during their work day; (xii) has adequate and well-maintained on-site first aid equipment; (xiii) has adequate restrooms; (xiv) has appropriate waste disposal procedures and storage facilities for hazardous materials; and Personnel Regulations (2025 Revision) Regulation 49 (xv) has such other facilities as are reasonably necessary for the health, safety and welfare of employees in that civil service entity\u2019s line of business; (b) in relation to workplace safety \u2014 (i) machinery used in the workplace is operated and maintained in a manner consistent with safety and in compliance with the standards and guidelines recommended by the manufacturer; (ii) staff members are protected from poisonous, noxious or toxic substances used or present in the workplace, including \u2014 (A) that food and drink are not consumed in areas where such substances are used or are present; and (B) ensuring that there are emergency wash-down facilities; (iii) suitable safety gear is provided when staff members are using or are around machines or processes in relation to which the use of such gear is recommended; (iv) suitable goggles or other protective gear is provided when there is a risk of eye injury; (v) suitable protective equipment is provided when there is a reasonable risk of bodily injury from any process or equipment used; (vi) where staff members are involved in a process involving injurious or offensive substances or in conditions exposing them to wet or cold conditions, suitable protective gear and clothing are provided; (vii) where a process involves exposure to heat or steam, facilities to protect staff members appropriately are provided and maintained; (viii) warning signs prohibit the misuse of equipment or space within the workplace; and (ix) readily accessible first aid equipment is provided and maintained; and (c) in relation to personal safety, reasonable measures are taken to ensure that staff members are protected from physical attack, harassment or abuse from other staff members or customers of the civil service entity.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_49\", \"num\": \"49.\", \"text\": \"Personnel records 49. (1) A chief officer shall ensure that complete and accurate employment and performance management records relating to staff members are maintained by that chief officer\u2019s civil service entity including \u2014 (a) a personnel file for each staff member containing employment agreements, correspondence with the staff member over personnel and employment matters, relevant remuneration and payroll documentation, the staff Regulation 49 Personnel Regulations (2025 Revision) member\u2019s annual performance agreements and assessments, and any other personnel-related matters relating to the staff member; (b) leave records for each staff member including leave entitlements, leave taken and leave available for each type of leave the staff member is entitled to; (c) a record of hiring dates for each staff member; and (d) general records relating to employment arrangements, recruitment, appointment, remuneration and terms and conditions, performance assessment, discipline and dismissal, and appeal processes. (2) The records (regardless of the form or media in which they are held) shall be held in a manner that such records can be readily accessed for \u2014 (a) operational purposes; (b) audit by the Portfolio of the Civil Service under section 24(f) of the principal Act; (c) audit by the Audit Office under its powers under the Public Management and Finance Act (2020 Revision); and (d) submission to the Civil Service Appeals Commission under sections 33, 34 and 54 of the principal Act. (3) The records required by paragraph (1) shall comply with any Acts or practices for the time being in force relating to the keeping of records in civil service entities. (4) A chief officer shall ensure that information relating to staff members\u2019 pension rights are provided to the Portfolio of the Civil Service on a regular, and timely basis including \u2014 (a) date of birth; (b) date of first employment in the civil service; (c) employment agreements and any amendments thereto; (d) any breaks in service; (e) any non-pensionable remuneration; (f) letters of resignation, termination or retirement; (g) date of retirement; and (h) salary or wages at the date of resignation, termination or retirement. (5) Unless exempted in writing by the Head of the Civil Service, civil service entities shall use a centralised human resource information system approved by the Head of the Civil Service for \u2014 (a) recording all payroll data and for paying all wages, salary and other dollar based remuneration components to the employees in their entity; and Personnel Regulations (2025 Revision) Regulation 50 (b) recording such other employment-related information about employees in their entity as is required from time to time by the Portfolio of the Civil Service.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_50\", \"num\": \"50.\", \"text\": \"Instructions and workplace rules 50. (1) A chief officer may from time to time issue reasonable instructions and these shall be observed by all staff members in the civil service entity. (2) A chief officer may from time to time issue reasonable rules governing the conduct of staff members in the work place and these workplace rules shall be observed by all staff members in the civil service entity and, without limiting the generality of this power, the rules shall \u2014 (a) designate all Government premises and vehicles as \u201cNo Smoking Areas\u201d and smoking shall be prohibited in those areas; (b) prohibit the consumption of alcohol in the workplace (other than at official functions); (c) prohibit the taking of illegal substances in the workplace; (d) prohibit a staff member from reporting for duty \u2014 (i) under the influence of an illegal substance; or (ii) under the influence of alcohol, such that it has a deleterious effect on the staff member\u2019s ability to carry out the staff member\u2019s duties; and (e) mandate that a staff member participate in performance management, including signing and executing performance agreements and performance assessments within fourteen calendar days of receiving such document. (3) A chief officer shall ensure that workplace rules (and any amendments thereof) are promulgated to staff in that chief officer\u2019s civil service entity in such a manner that all staff can be reasonably expected to be aware of the rules.\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_51\", \"num\": \"51.\", \"text\": \"Grievance procedures 51. (1) A chief officer shall establish and publish procedures for addressing grievances of staff in that chief officer\u2019s civil service entity, and those procedures shall be based on the following \u2014 (a) in the first instance the grievance should be communicated to the staff member\u2019s immediate supervisor, who shall then discuss the matter with the staff member and then address the issue in such manner as the supervisor considers appropriate; (b) if, after the process in subparagraph (a) has been completed, the staff member is not satisfied that the grievance has been satisfactorily resolved, the staff member may then communicate the grievance to that staff member\u2019s appointing officer (where the appointing officer is not also the staff member\u2019s immediate supervisor), who shall then discuss the matter Regulation 52 Personnel Regulations (2025 Revision) with the staff member and then address the issue in such manner as the appointing officer considers appropriate; (c) if, after the process in subparagraph (b) has been completed, the staff member is still not satisfied that the grievance has been satisfactorily resolved, the staff member may then communicate the grievance to that staff member\u2019s chief officer (where the chief officer is not also the staff member\u2019s appointing officer), who shall then discuss the matter with the staff member and then address the issue in such manner as the chief officer considers appropriate and the decision of the chief officer shall not be subject to appeal; and (d) if the grievance relates to the behaviour of the staff member\u2019s \u2014 (i) immediate supervisor, the grievance should be communicated in the first instance to the appointing officer; (ii) appointing officer, the grievance should be communicated in the first instance to the chief officer; and (iii) chief officer, the grievance should be communicated in the first instance to the Head of the Civil Service rather than following the procedures specified in subparagraphs (a) to (c), and the Head of the Civil Service (or their delegant) shall then discuss the matter with the staff member and then address the issue in such manner as the Head of the Civil Service (or their delegant) considers appropriate. (2) For the purposes of this regulation, a grievance is \u2014 (a) a matter of concern to a staff member which \u2014 (i) relates to workplace conditions or safety, the behaviour of another staff member in the workplace, or the compliance of other staff members with the Public Servant\u2019s Code of Conduct; and (ii) the staff member wishes to be addressed through a formal grievance process rather than through normal informal interaction with the staff member\u2019s immediate supervisor; and (b) not a matter which is the subject of the appeal process specified in sections 53 and 54 of the principal Act. 52. Succession planning 52. (1) In accordance with the requirement of section 55(1)(c) of the principal Act (to recognise the need for the advancement of Caymanians in all parts of the civil service), a chief officer shall establish and regularly review and update a staff succession plan for that chief officer\u2019s civil service entity. (2) The purpose of the succession plan shall be to develop a pool of Caymanians within the civil service entity with the skills and experience that would make them realistic candidates for key managerial and technical positions in the civil Personnel Regulations (2025 Revision) Regulation 53 service entity should they choose to apply for those positions when they became vacant. (3) The succession plan shall identify \u2014 (a) the key managerial and technical positions in the civil service entity for which developing or maintaining capability for that position is important to the operation of the civil service entity; (b) the current and future skill sets required to develop that capability; (c) sources or means to develop those skill sets; (d) at least two Caymanian staff members for each key managerial and technical position whose skills can be developed to the required level; and (e) the process and timeline for developing those staff members. (4) In selecting Caymanian staff members to be developed in accordance with paragraph (3)(d) the chief officer shall \u2014 (a) select those staff members on the basis of their existing skills, experience and abilities and their potential to carry out the duties of the managerial or technical position they shall be developed for; and (b) take into account the requirements of section 55(1)(d), (e) and (f) of the principal Act to provide opportunities for the enhancement of the abilities of all individual employees and to recognise the employment requirements of women and persons with disabilities. (5) Where, due to the technical skills required, it is not practical or feasible to identify at least two Caymanians to be developed for a technical position under paragraph (3)(d) and (e), the succession plan shall identify the alternative means and process by which Caymanians will be developed so that they have the necessary skills for the technical position over the long-term. PART 6 \u2013 Miscellaneous\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_53\", \"num\": \"53.\", \"text\": \"Medical board 53. (1) The Chief Medical Officer shall appoint a medical board for the purpose of advising relevant authorities with respect to retirement on medical grounds under these Regulations. (2) The medical board shall comprise the Chief Medical Officer and at least two other registered medical doctors who have knowledge and experience relevant to the assessment of the extent of disability. Regulation 54 Personnel Regulations (2025 Revision)\", \"element\": \"section\", \"heading\": null}, {\"eId\": \"sec_54\", \"num\": \"54.\", \"text\": \"Retention of government property 54. A public officer who ceases to hold office shall forthwith deliver up to that public officer\u2019s supervising officer \u2014 (a) all documents and other government property to which that public officer has had access, or issued or entrusted to that public officer, including an identity card; and (b) any dye, seal or stamp of, or belonging to, or used, made or provided by government, but a head of department, chief officer or Head of the Civil Service may, in that person\u2019s discretion, permit a long serving officer to retain any article of equipment, clothing or appointment, by way of a memento of that public officer\u2019s service. 55. Transitional provision 55. An employee who, on 22nd March, 2024, the date of the commencement of the Personnel (Amendment) Regulations, 2024 [SL 6 of 2024], is on maternity or paternity leave for the adoption of a child over 5 years of age shall continue to be entitled to the maternity or paternity leave in relation to that child as if the Personnel (Amendment) Regulations, 2024 [SL 6 of 2024] had not come into force. Personnel Regulations (2025 Revision) SCHEDULE 1 SCHEDULE 1 (regulations 7, 8, 18, 19, 34 and 36, paragraph 1 of Schedule 2) Standard Terms and Conditions of Employment 1. Standard terms and conditions 1. (1) Except as otherwise provided in subparagraph (2), the standard terms and conditions of employment for civil servants shall be those specified in this Schedule. (2) An appointing officer and the employee concerned may agree, in the employee\u2019s employment agreement, terms and conditions that are additional to the standard terms and conditions (other than in relation to remuneration which must conform with paragraph 3 of this Schedule), provided that all terms and conditions shall comply with these minimum standards. 2. Attendance 2. (1) The normal hours of work for \u2014 (a) full-time wage workers shall be between 37\u00bd and 40 hours per week as agreed between the appointing officer and the employee concerned; (b) full-time employees whose hours of attendance are shift-based shall be between 37\u00bd and 45 hours per week as agreed between the appointing officer and the employee concerned, provided that the normal hours of work in a particular week may be less than 37\u00bd hours or more than 45 hours as long as the total hours over the shift cycle average to the number of hours agreed per week; (c) other full-time employees shall be 37\u00bd hours per week; and (d) part-time employees shall be such proportion of the normal hours for fulltime employees as is agreed between the appointing officer and the employee concerned. (2) An employee may take a reasonable amount of time for medical, optical or dental visits if these occur during normal working hours but shall provide evidence of such visits, if required by the appointing officer to do so, provided that prior notification is provided to the appointing officer. (3) If an employee is a member of the Cayman Islands Civil Service Association, the employee may attend meetings of the Executive held during normal working hours, provided that \u2014 (a) prior notification is provided to the appointing officer; and SCHEDULE 1 Personnel Regulations  (2025 Revision) (b) the normal requirement of service to the public is not adversely affected. (4) An employee is entitled to two rest breaks of at least fifteen minutes and a meal break of 60 minutes in every working day of 7.5 hours or longer, provided that no remuneration is payable during a meal break. (5) An employee who is absent from work without approval from that employee\u2019s appointing officer will not receive remuneration for the period of absence and, in the case of staff members of a civil service entity, may also be subject to disciplinary action. 3. Remuneration 3. (1) An employee\u2019s remuneration shall be an amount agreed between the appointing officer and the employee and that amount shall be made up of \u2014 (a) Wages or salary within the remuneration band assigned by the Portfolio of the Civil Service, and at a point within that band agreed between the appointing officer and the employee; (b) Such of the following standard allowances as are agreed between the appointing officer and the employee, at the following rates \u2014 (i) Standby and call-out allowance if the employee is required to standby in case of emergency or is subject to call-out in normal off duty hours. The amount of the allowance is to be determined by the appointing officer (in conjunction with the chief officer) but is to be reflective of the extent of standby or call-out expected of the employee. (ii) Repealed by paragraph 3(a) of the Personnel (Amendment) Regulations, 2010. (iii) Motorcar upkeep allowance if the employee regularly uses that employee\u2019s personal motor vehicle as part of that employee\u2019s official duties.  The amount of the allowance shall be determined by the appointing officer but shall not exceed $1,500 per year. (iv) Police allowances for Police Officers as follows \u2014 (A) Allowances as specified in the Schedule to the Police Regulations; and (B) Beat officers\u2019 allowance of $150 per month. (v) a Fire Service allowance for firefighters as follows \u2014 Little Cayman allowance: $400 per month. (vi) a Prison Service allowance for Prison Officers as follows \u2014 Housing allowance: $125 per month. (vii) Sleep-in allowance of $20 per night for community care and child care workers who are required to sleep-in at a client\u2019s house to provide relevant care to the client; Personnel Regulations (2025 Revision) SCHEDULE 1 (c) for part-time employees, the pro-rated portion of the items specified in sub subparagraphs (a) to (b) for the equivalent full-time position; and (d)  where the person appointed is returning from overseas study and is being appointed to a permanent position in the civil service, a settlement allowance equal to one month\u2019s salary payable during the first week of service; which the employee shall repay in instalments over a period not exceeding six months by way of deduction from salary, or where the employee leaves the service before the settlement allowance is fully repaid, by way of deduction from any other payments due to the employee. (2) An employee shall be entitled to the following items of remuneration in addition to the remuneration established in accordance with paragraph 1 \u2014 (a) pension contributions for employees who are members of the Public Service Pension Scheme and required to contribute to it in accordance with the provisions of the Public Service Pensions Act (2021 Revision) as follows \u2014 (i) an employee pension contribution at the rate of 6% of wages or salary plus an employee pension contribution at the rate of 6% of any acting allowance or duty allowance paid under subparagraph (2)(f) or (g); and (ii) an equivalent employer contribution of 6% of wages or salary plus an equivalent employer contribution of 6% of any acting allowance or duty allowance; Note: In relation to any employment agreement, paragraph 3(2) shall expire on 30th June, 2015 and shall be replaced on 1st July, 2015 by the corresponding paragraph 3(2)(a) of the Personnel Regulations that were in force immediately prior to the commencement of the Personnel (Amendment) (No.2) Regulations, 2012 (i.e. immediately prior to 31st August, 2012). (b) medical, dental and optical benefits in accordance with paragraph 9 of this Schedule; (c) where the employee was already entitled to it on 30 June 2005, a five-year cash grant paid at the end of every five years of employment for an employee, that employee\u2019s spouse and one additional person at the following rates \u2014 Salary Grade on 1 October 1980 Amount of Five Year Grant M 11 and above $1,250 M 30 - 12 $350 M 31 and below $160 SCHEDULE 1 Personnel Regulations  (2025 Revision) (d) in respect of any hours worked in a week in excess of the normal hours, which excess hours are authorised by the appointing officer, overtime or time-in-lieu as follows \u2014 (i) for employees on bands H and above, no overtime but time-off-inlieu on a one-to-one basis may be granted at the discretion of the appointing officer; (ii) for employees on bands I or below whose normal working hours are not shift based \u2014 (A) overtime at time-and-a-half for normal working days and Saturdays, and double time for Sundays, which in the case of salaried employees shall be calculated under subparagraph (3); or (B) time-off-in-lieu on a one-to-one basis taken at the discretion of the appointing officer; (iii) for employees on bands I or below whose normal working hours are shift based, overtime at time-and-a-half for any hours worked in excess of the normal hours worked over the shift cycle, regardless of the days of the week on which those hours were worked; (e) public holiday overtime pay as follows \u2014 (i) for employees on bands I or below whose normal working hours are not shift based and who are required to work on a public holiday, that pay being \u2014 (A) double time for any hours worked; or (B) time-off-in-lieu on a one-to-one basis taken at the discretion of the appointing officer; (ii) for employees on bands I or below whose normal working hours are shift based \u2014 (A) no holiday pay for hours worked on a public holiday where that work is part of the normal shift pattern; and (B) double time for any hours worked on a public holiday that are in excess of the normal shift hours for that day; and (C) an equivalent number of Notional Public Holidays as there are public holidays in the relevant calendar year; (f) where the employee is acting in another position, at the discretion of the appointing officer the employee shall be entitled to an acting allowance at the first point of the remuneration band of the substantive post; and, if the first point of the remuneration band of the substantive post is less than the remuneration level received by the individual to act in the substantive post, the employee shall be entitled to an acting allowance at such other point on the remuneration band of the substantive post as the appointing officer Personnel Regulations (2025 Revision) SCHEDULE 1 will determine but this point shall not exceed the remuneration received by the substantive post holder; (g) where, for a period of at least fifteen consecutive calendar days the employee undertakes duties that are substantially in excess of, or substantially more onerous than, those of that employee\u2019s normal position, the employee shall be entitled to an extra duty allowance and the amount of the allowance shall be determined by the appointing officer but shall be reflective of the scope and magnitude of the extra duties; (h) a performance-related payment of up to 10% of the wages or salary of the employee, with the performance-related payment calculated in accordance with Schedule 3 as follows \u2014 (i) for Official Members, and ministry and portfolio chief officers: from such date as Cabinet may by Order specify; (ii) for staff: from or after such date as Cabinet may by Order specify, where operated by the chief officer under regulation 47, and the operation of which is advised in writing to the employee before its commencement; (i) other performance incentive remuneration as follows \u2014 (i) for Official Members and chief officers: nil; (ii) for staff: from such date as Cabinet may by Order specify, such arrangements as are operated by the chief officer under regulation 47 and agreed in writing with the employee; and (j)  at the discretion of the Deputy Governor, a nonpensionable, one-time honorarium payment. (3) (a) Overtime to be paid to salaried employees under subparagraph (2)(d)(ii) shall be calculated by dividing the employee\u2019s normal monthly salary by the standard hours worked per month; (b)2 The standard hours worked per month shall be calculated using the formula: 21.75 (the average number of working days in a month) times Y; where Y is the number of normal work hours per day. For \u2014 (i) employees whose normal hours of work are 37\u00bd hours per week, Y is 7.5 (37\u00bd divided by 5), and the standard hours worked per month is therefore 163.13 (21.75 times 7.5); (ii) other employees, Y is the normal hours of work (calculated on a daily basis) agreed with the appointing officer in accordance with paragraph 2 of this Schedule; for example, if the agreed normal hours of work are 40 hours per week then Y is 8 (40 divided by 5), and the standard hours worked per month is therefore 174 (21.75 times 8). SCHEDULE 1 Personnel Regulations  (2025 Revision) (4) (a) The period and method of payment of remuneration shall, unless the nature of the remuneration component requires otherwise, be as follows \u2014 (i) wages, salary and other dollar-based remuneration components will be paid \u2014 (A) in arrears on a monthly basis, or in exceptional circumstances and where agreed by the appointing officer on a fortnightly basis; and (B) by direct deposit into the employee\u2019s bank account; (ii) performance-related pay by lump sum payment via direct deposit at the next payday after the amount of the payment is agreed; and (iii) pension contributions will be remitted each pay period to the Public Service Pensions Board in the name of the employee; (b) where the employee has, for whatever reason, only worked part of a pay period, the remuneration for that period will be calculated and paid on a pro-rated basis; and (c) remuneration will be payable from the date on which the employee takes up the position or duties to which the remuneration relates. (5)  Where an employee dies in service, for salaried staff a payment equivalent to three months\u2019 salary and for wage workers a payment equivalent to six biweekly wage payments. 4. Paid holiday entitlements 4. An employee shall be entitled to public holidays observed under the Public Holidays Act (2007 Revision) on full pay (or in the case of part-time employees and wage workers), the basic wage that employee would have received if that employee had normally worked on that day. 5. Annual leave entitlement 5. (1) An employee is entitled to annual leave at the following rates \u2014 (a) for full-time employees, other than staff whose attendance is shift-based, police officers and teachers \u2014 (b) for employees whose hours of attendance are shift based, the number of days specified in sub-subparagraph (a) but calculated as the number of hours and reflecting the average normal hours of work over the shift cycle; (c) for full-time Police Officers \u2014 Band < 7 years 7 years and above A, B, C, D, E, F, G, H, I, J, K 25 work days 28 work days L, M, N, O, P, Q, R, GAA, GBB, GCC, GDD, GEE, GFF 18 work days 23 work days Personnel Regulations (2025 Revision) SCHEDULE 1 (i) Constable: 165 hours; (ii) Sergeant: 187.5 hours; (iii) Assistant\/Inspector: 210 hours; (iv) Chief Inspector and above: 232.5 hours; (d) (i) for school principals, teachers, and other school staff so designated by the Director of Education Services and for the Sunrise Adult Training Centre teachers and other programme staff so designated by the Director of the Sunrise Adult Training Centre, no annual leave, but they shall be entitled to paid leave at their current rate of pay during school or centre holidays, subject to the Director of Education Services or the Director of the Sunrise Adult Training Centre requiring them to stay as required after their school or centre closes or to return before it re-opens in order to complete closing or opening formalities; (ii) a temporary teacher shall be paid for any school holiday following the terms which that teacher has worked provided that teacher worked a full term otherwise that teacher will not be entitled to be paid for any part of the school holiday save that in order to receive full pay for the school holiday at the end of the academic year a teacher must have worked continuously throughout the preceding academic year; (iii) school principals, teachers, and other school staff so designated by the Director of Education Services, and teachers and other programme staff employed at the Sunrise Adult Training Centre, so designated by the Director of the Sunrise Adult Training Centre, who commence work after the start of the academic year, shall receive pro-rated summer leave pay where their contract of employment is less than an academic year in duration; (e) for part-time employees, the full-time employee entitlement pro-rated for the proportion of a full-time position worked; (f) for employees on full-time study, no annual leave entitlement but the employee may take normal course vacations while undertaking the course; and (g)  for employees on suspension, no annual leave entitlement during the period of suspension. (2) The following conditions apply to annual leave entitlements \u2014 (a) the annual leave year is the calendar year and the annual entitlement accrues to the employee at the beginning of the year, provided that on first appointment or on leaving the employment of the government, the SCHEDULE 1 Personnel Regulations  (2025 Revision) employee\u2019s annual leave entitlement shall be pro-rated to the completed months of service; (b) the employee may take annual leave at times agreed with that employee\u2019s appointing officer; (c) annual leave must be taken by the end of the annual leave year, except that the appointing officer may approve the carrying forward of leave to the following leave period in such amount as the appointing officer may determine; in making such approvals an appointing officer will not unreasonably deny a request for a carry forward of leave if the employee has been prevented from taking leave during the year; (d) if the employee becomes ill during that employee\u2019s annual leave, that employee will be regarded as being on sick leave during the period of illness in accordance with paragraph 6 of this Schedule; and (e) on leaving the employment of the government, the employee is entitled to a payment equal to the amount of any annual leave due but not taken on the date employment ceases, and if that employee has taken annual leave in excess of the entitlement that employee will refund, by deduction from final salary or wages, the excess number of days\u2019 pay. 6. Sick leave entitlement 6. (1) An employee is entitled to sick leave as follows \u2014 (a) for full-time employees \u2014 (i) in the event of illness or injury to the employee, the employee is entitled to 10 working days paid sick leave per leave year, together with sufficient additional unpaid sick days as necessary; and (ii) in the event of serious illness or injury to the employee, the treatment of which would normally occur over a period of 10 calendar days or more, the employee, upon providing a medical certificate from a registered medical doctor, is during the period of that illness or injury entitled to additional sick leave (as required) up to a maximum of 125 working days sick leave on full pay and a further 135 working days on half pay; and (b) for part-time employees, the full-time employee entitlement pro-rated for the proportion of a full-time position worked. (2) Regardless of subparagraph (1), if the employee suffers an injury or contracts an illness as a result of that employee\u2019s duties, that employee is entitled to sick leave on normal pay for the period of the injury or illness or until that employee\u2019s employment is terminated. Personnel Regulations (2025 Revision) SCHEDULE 1 (3) If required to do so by the appointing officer, an employee shall provide a medical certificate from a registered medical doctor to support any period of sick leave. 7. Other leave entitlements 7. An employee is entitled to other leave as follows \u2014 (a) maternity and paternity leave calculated on the following basis \u2014 (i) a female employee who has completed at least twelve months continuous service is entitled to 110 working days maternity leave surrounding the birth or adoption of a child and this shall be made up of 60 working days on normal pay and the remainder without pay; (ii) a male employee who has completed at least twelve months continuous service is entitled to paternity leave of 20 working days surrounding the birth or adoption of a child and this shall be made up of 10 working days on normal pay and the remainder without pay; or (iii) an employee who has completed less than twelve months continuous service shall be entitled to maternity or paternity leave calculated on a pro-rated basis for the time that employee has worked; (iv) in the case of the birth of a child, an employee is entitled to maternity or paternity leave once in a 12 month period; and (v) in the case of the adoption of a child 5 years of age or under, an employee is entitled to maternity or paternity leave once in a 36 month period; and (b) jury leave where the employee receives a summons to serve on a jury, the leave consisting of paid leave of absence for the time involved in jury selection or jury service, provided that the employee pays over to that employee\u2019s civil service entity any juror allowance received. 8. Discretionary leave 8. (1) An employee is entitled to the following types of leave at the discretion of the appointing officer \u2014 (a) part-time study leave where the employee is undertaking a course of parttime study that is related to that employee\u2019s employment, that leave consisting of a reasonable amount of paid leave (as determined by the appointing officer) to attend classes and prepare for and sit examinations; (b) full-time study leave where the employee is undertaking a course of fulltime study, that leave consisting of paid leave, leave without pay, or a combination thereof during the period of study, provided that paid study leave will only be granted if the course of study directly relates to the SCHEDULE 1 Personnel Regulations  (2025 Revision) employee\u2019s duties and the course of study is necessary to advance the civil service career of the employee; (c) bereavement and compassionate leave on the following basis \u2014 (i) upon the death of a member of the employee\u2019s immediate family, (guardian, grandmother, grandfather, grandchild, spouse, child, father, mother, brother, sister) paid bereavement leave of up to 10 working days per year; (ii) in the event of a calamitous occurrence to the employee, or a serious illness or other calamitous occurrence to a member of the employee\u2019s immediate family, compassionate leave on full pay of up to 7 working days per year; (d) special leave where the employee is selected to represent the Cayman Islands as a manager or member of a sporting or cultural body at a national meet, that leave being up to 10 working days per year with pay to attend the meet, provided that only employees who have six months\u2019 continuous service are entitled to paid special leave; (e) leave without pay where the employee applies to take unpaid leave but it will only be granted in exceptional circumstances at the discretion of the appointing officer; and (f) leave for a school principal, teacher, school staff or programme staff so designated under paragraph 5(1)(d)(i), where that school principal, teacher, school staff or programme staff is affected by a significant life event, that leave being up to three working days per year with pay; (2) The appointing officer (with the approval of the Head of the Civil Service if the period of leave is to be more than 30 days) may require an employee to go on Required Leave where the appointing officer deems it to be in the public interest for the employee to do so, and that leave shall be leave on full pay for such period as the appointing officer deems necessary. 9. Medical, dental and optical benefits 9. (1) An employee, and their spouse and dependent children resident in the Cayman Islands, are entitled to the following medical, dental and optical benefits, provided that the Cayman Islands Government is the employee\u2019s principal employer \u2014 (a) medical treatment as follows \u2014 (i) free non-elective medical treatment in accordance with the health insurance coverage provided by the insurance company for the time being providing medical coverage for the Government of the Islands but not restricted by any lifetime monetary limit; in all other circumstances the responsibility for the cost of medical treatment rests with the employee; Personnel Regulations (2025 Revision) SCHEDULE 1 (ii) where the employee or family member is referred to an overseas hospital the patient is also entitled to free transportation to and from the overseas hospital, and, if being treated as an outpatient, to the reimbursement of any accommodation costs incurred during treatment, in accordance with the health insurance coverage provided by the company for the time being providing medical coverage for the Government of the Islands; and (iii) if the employee, or family member who is normally resident in the Cayman Islands, dies while being treated overseas, the Government will meet the transportation costs of returning the body to the Cayman Islands or, if the employee was recruited overseas, the country of residence; (b) free dental treatment other than cosmetic dentistry (as determined by the Chief Dental Officer), in accordance with the health insurance coverage provided by the company for the time being providing medical coverage for the Government of the Islands; (c) an optical benefit consisting of the testing of eyes once every two years (or six months in the case of pilots and twelve months for Scenes of Crime staff) and the cost of lenses once every two years, in accordance with the health insurance coverage provided by the company for the time being providing medical coverage for the Government of the Islands; and (d)  in the case of an employee who dies in service, the employee\u2019s eligible dependants shall continue to receive dependant medical benefits for three months following the employee\u2019s death. (2) For the purposes of subparagraph (1) a Caymanian employee\u2019s dependent child shall be considered to be resident in the Cayman Islands where the child \u2014 (a) is in full-time education at an education institution outside the Cayman Islands; and (b) would be resident in the Cayman Islands if it were not for the attendance at the overseas education institution. 10. Reimbursement of costs for employees recruited from overseas 10. An employee domiciled overseas at the time of the employee\u2019s recruitment is entitled to the payment or reimbursement of the following costs \u2014 (a) expenses incurred in relocating the employee (and the employee\u2019s spouse and dependent children if they are also relocating to the Cayman Islands with the employee) to the Cayman Islands as follows \u2014 (i) the costs of return air travel from the country of residence to the Cayman Islands; SCHEDULE 1 Personnel Regulations  (2025 Revision) (ia) at the discretion of the appointing officer, 10 kilos per person of excess baggage, or such other reasonable amount as the appointing officer may determine; (ii) at the discretion of the appointing officer, the cost of packing, transporting by sea, and insuring in transit 120 cubic feet or 1,000 pounds (whichever is the greater) of personal effects from the country of residence to the Cayman Islands and return, or such other reasonable amount as the appointing officer may determine; (iii) up to 7 days\u2019 hotel accommodation upon arrival in the Cayman Islands and 2 days\u2019 hotel accommodation prior to departure from the Cayman Islands at the end of employment; (iv) a settlement allowance equal to one month\u2019s salary payable during the first week of resident service; but the employee shall repay the settlement advance in instalments over a period not exceeding six months by way of deduction from salary or, where the employee leaves the service before the advance is fully repaid, by way of deduction from any other payments due to the employee; and (v)  return travel; and other repatriation activities to be finalised by the employee no later than ninety days after the end of the employment; which period may be extended at the discretion of the appointing officer. (b) in the case of the death of the employee\u2019s spouse, child or parent who is not domiciled in the Cayman Islands, return air travel from the Cayman Islands to the country of residence for the purposes of arranging and attending the funeral; and (c) other reasonable costs relating to the employee\u2019s relocation to, or employment in, the Cayman Islands as agreed by the appointing officer. 11. Reimbursement of costs incurred in course of duties 11. (1) An employee is entitled to the reimbursement of the following reasonable employment-related costs incurred in the course of the employee\u2019s duties \u2014 (a) the following costs of travel undertaken for official business (including business within the Islands) \u2014 (i) air travel in a class approved by the appointing officer; (ii) reasonable accommodation costs as approved by the appointing officer; (iii) reasonable meal (but not bar), communication, laundry, taxi and other miscellaneous costs as approved by the appointing officer; alternatively the appointing officer may agree to pay the employee a flat daily per diem allowance to cover these costs at a rate determined by the appointing officer but reflective of the cost of meals and other Personnel Regulations (2025 Revision) SCHEDULE 1 reasonable living expenses in the city the employee is to visit; none of these allowances to exceed $100 per day within the Islands and $200 overseas; (b) the following course or conference costs (or the topping up to this level when these costs are covered in part by another organisation or sponsor) when attending a course or conference as part of official duties \u2014 (i) course or conference fees; (ii) air travel (where relevant) in a class approved by the appointing officer; (iii) reasonable accommodation costs as approved by the appointing officer; (iv) reasonable meal (but not bar), communication, laundry, taxi and other miscellaneous costs as approved by the appointing officer; alternatively the appointing officer may agree to pay the employee a flat daily per diem allowance to cover these costs at a rate determined by the appointing officer but reflective of the cost of meals etc. in the city (or cities) the employee is to visit; none of these allowances to exceed $100 per day within the Islands and $200 overseas; (c) the following costs incurred as a result of a transfer between the Islands \u2014 (i) transportation costs for the employee and their family; (ii) transportation costs for the employee and their family\u2019s personal effects and motor vehicles; (iii) other reasonable miscellaneous relocation costs as approved by the appointing officer; and (iv) the rental cost of a house (of reasonable standard) on the Island transferred to, for a period of three years from the date of transfer; and (d) for employees not receiving any vehicle-use compensation as part of their remuneration, a mileage reimbursement for the pre-approved use of personal vehicles for official purposes, paid at a per mile rate of 50 cents on Grand Cayman and 53 cents on Cayman Brac and Little Cayman. (2) Claims for reimbursement shall be made to the appointing officer and include receipts or other evidence to support the claim. (3) Repealed by regulation 7(e) of the Personnel (Amendment) Regulations, 2016. 12. Reimbursement of study costs 12. (1) An employee undertaking part-time or full-time study with the approval of their appointing officer is entitled to the reimbursement of study costs or a financial advance at the discretion of the appointing officer as follows \u2014 SCHEDULE 1 Personnel Regulations  (2025 Revision) (a) in the case of an employee undertaking part-time study that is related to their employment, the tuition and examination fees for courses approved by the appointing officer; and (b) in the case of an employee undertaking full-time study, such portion of the following costs as the appointing officer considers to be a reasonable contribution by the employer (provided that these costs are incurred by the employee and not covered by another organisation or sponsor); (i) tuition fees, book allowances and other expenses directly related to the course of study; (ii) accommodation costs, including the cost of food, up to an amount equal to the cost of staying in the institution\u2019s halls of residence; (iii) return airfares at the cheapest rate for the employee and their spouse and dependent children (if they are accompanying the employee during their study), together with reasonable taxi charges to and from the airport and the employee\u2019s accommodation; (iv) the cost of up to 20 kilos of excess airline baggage going to the course and of up to 60 kilos by sea on returning from the course; (v) a personal allowance for day-to-day necessities; and (vi) a hardship supplement where the employee can show financial hardship will occur (applies to courses over one year only). (2) Claims for reimbursement shall be made to the appointing officer and include receipts or other evidence to support the claim. (3) Notwithstanding subparagraph (2), an Official Member or chief officer may approve the reimbursement for themselves rather than referring it to their appointing officer. 13. Other conditions of employment 13. (1) An employee, as a condition of employment, is required to \u2014 (a) comply with the Public Servant\u2019s Code of Conduct, any workplace rules, and any reasonable instructions issued by that employee\u2019s appointing officer; (b) provide the name and address of that employee\u2019s next-of-kin and dependants to their appointing officer at the time of appointment and to update that information if it changes; and (c) submit to a medical examination if required to do so by their appointing officer to establish that employee\u2019s fitness for duty or to test for excessive blood alcohol or use of illicit drugs. (2) Failure to comply with these conditions of employment is a ground for discipline or dismissal. Personnel Regulations (2025 Revision) SCHEDULE 1 14. Terms and conditions if transferred to a public authority 14. (1) If a civil servant becomes an employee of a statutory authority or government company as a result of a restructuring under section 20 of the principal Act, the employee shall be entitled to remuneration and other terms and conditions of employment that are not less favourable than those to which the employee was entitled immediately before ceasing to be a civil servant. (2) Subparagraph (1) will cease to have effect on the next occasion when there is a variation in remuneration and conditions in the statutory authority or government-company. 14A. Terms and conditions if transferred within the civil service 14A. If a civil servant is transferred to another position in the civil service under section 20A of the principal Act, the civil servant shall be entitled to remuneration and other terms and conditions of employment that are not less favourable than those to which the civil servant was entitled immediately before the transfer. 15. Re-employment for a fixed-term 15. Where an employee who was employed on a fixed-term  employment agreement is re-employed on a fixed-term employment agreement  for a further period in accordance with sections 9(3), 26(2) and 41(10) of the principal Act and regulations 5, 15 and 29, the re-employment shall be a separate employment relationship from the initial employment and the terms and conditions of the first employment agreement shall not automatically roll-over to the second or subsequent employment agreements; except that years of service under previous open-term or fixed-term employment agreements shall be taken into account when establishing the leave entitlement of the employee. 16. Re-employment of an employee who becomes a Caymanian 16. Where a non-Caymanian employee becomes a Caymanian (by virtue of gaining Caymanian status) \u2014 (a) the employee will be re-employed in the same position but with the terms and conditions applying to a resident Caymanian; and (b) any entitlements applying to the employee prior to becoming a Caymanian that are in excess of those applying to a resident Caymanian (including reimbursement of travel costs at the end of that employee\u2019s period of employment) will be forfeited from the date that employee becomes a Caymanian. 17. Discipline of an employee 17. Employees who are civil service entity staff members may be disciplined by an appointing officer for minor misconduct or inadequate performance over a reasonable period of time under section 44(3) of the principal Act and regulation 38. SCHEDULE 1 Personnel Regulations  (2025 Revision) 17A. Disclosure of information 17A. In accordance with section 5(2)(h) of the principal Act, a public servant shall not disclose to an unauthorised person information obtained in the course of employment unless authorised to do so \u2014 (a) under the terms of that public servant\u2019s employment; or (b) by or under the Freedom of Information Act (2021 Revision). 18. Normal retirement age and benefits 18. (1) The compulsory normal retirement age is 65 years but a civil servant may be reemployed on a fixed-term employment agreement after reaching this age in accordance with section 9(4), 26(3) and 41(11) of the principal Act and regulations 6, 16 and 30. (1A) The compulsory normal retirement age for police officers is determined in accordance with section 21 of the Police Act (2021 Revision). (2) An employee, together with their spouse and dependent children, are entitled to medical, dental and optical benefits as specified in paragraph 9 of this Schedule for the period from the employee\u2019s retirement to the employee\u2019s death, or in the case of the employee\u2019s spouse from the time of the employee\u2019s retirement to the death of the spouse, or in the case of dependent children from the time of the employee\u2019s retirement to the end of eligibility as a dependent child, provided that \u2014 (a) at the time the employee retired from government employment \u2014 (i) the employee was entitled to a pension under the Public Service Pensions Act (2021 Revision); or (ii) if the employee was not a member of the Public Service Pension Scheme, the employee retired at an age where the employee would have been eligible for a pension under that scheme; and (b) the government was the employee\u2019s principal employer for 10 consecutive years. 19. Termination of employment by employee 19. (1) The following employees may terminate their employment by giving three months\u2019 written notice of their resignation, or in the case of their retirement, by giving six months\u2019 written notice of their retirement date, to their appointing officer \u2014 (a) an Official Member; (b) a chief officer; or (c) a school principal, teacher, school staff or programme staff so designated under paragraph 5(1)(d)(i). Personnel Regulations (2025 Revision) SCHEDULE 1 (2) Other employees on open-ended employment agreements may terminate their employment by giving one month\u2019s written notice of their resignation, or in the case of retirement by giving six months\u2019 written notice of their retirement date, to their appointing officer. (3) Other employees on fixed-term employment agreements may terminate their employment by giving one month\u2019s written notice to their appointing officer. (4) If the employee fails to give adequate notice, the employee shall make a payment in lieu of notice of an amount equal to the normal wage or salary for the period of short notice. 20. Termination of employment by employer 20. (1) The Governor may terminate an Official Member\u2019s employment on the basis of \u2014 (a) dismissal for gross misconduct under sections 12(1) of the principal Act and regulation 10; (b) serious misconduct or significant inadequate performance under section 12(1) of the principal Act and regulation 11; or (c) early retirement on medical grounds under section 12(2) of the principal Act and regulation 12. (2) An appointing officer may terminate a chief officer\u2019s employment on the basis of \u2014 (a) dismissal for gross misconduct under sections 29(1) and 38 of the principal Act and regulation 21; (b) serious misconduct or significant inadequate performance under sections 29(1) and 38 of the principal Act and regulation 22; (c) early retirement on medical grounds under sections 29(2) and 38 of the principal Act and regulation 23; or (d) retirement to improve the organisation under sections 29(3) and 38 of the principal Act and regulation 24. (3) An appointing officer may terminate a staff member\u2019s employment on the basis of \u2014 (a) dismissal for gross misconduct under section 44(4) of the principal Act and regulations 35, 39, 40 and 41; (b) serious misconduct or significant inadequate performance under section 44(4) of the principal Act and regulations 35 and 42; (c) early retirement on medical grounds under section 44(5) of the principal Act and regulation 43; (d) retirement to improve the organisation under section 44 (6) of the principal Act and regulation 44; or SCHEDULE 1 Personnel Regulations  (2025 Revision) (e) redundancy under section 44 (7) of the principal Act and regulation 45; or (f) loss of qualification, licence or certification under section 44(1)(e) of the principal Act and regulation 46. (4) The period of notice to be given by the appointing officer to the employee on termination of employment is as follows \u2014 (a) dismissal for gross misconduct, no notice; (b) dismissal for serious misconduct or significant inadequate performance, no notice; (c) early retirement on medical grounds, three months; (d) retirement to improve the organisation, three months; (e) redundancy, three months; (f) loss of qualification, licence or certification, no notice. (5) An appointing officer may terminate an employee prior to the end of the period of notice established by subparagraph (4) by paying the employee the sum that the employee would have earned had the employee worked up to the end of the period of notice. (6) (a) An employee is entitled to severance pay if the employee\u2019s  employment is terminated on the basis of early retirement on medical grounds, retirement to improve the organisation or redundancy; (b) Severance pay will be calculated in accordance with the following \u2014 (i) for salaried employees, two weeks\u2019 salary for each completed twelve-month period of employment with the government up to a maximum of 10 years; or (ii) for wage workers, ten working days pay at their current rate of pay for each completed year (221 working days) of employment up to a maximum of 10 years; and (iii) for part-time employees, the pro-rated amount of the relevant fulltime entitlement; (c) For the avoidance of doubt an employee is not entitled to severance pay if the employee has been employed on a fixed-term employment agreement and that agreement comes to a natural end as the result of an effluxion of time. Personnel Regulations (2025 Revision) SCHEDULE 2 SCHEDULE 2 (paragraph 3 of Schedule 1) Remuneration Bands 1. Remuneration bands 1. The remuneration bands referred to in paragraph 3(1)(a) of Schedule 1 are such as may be approved from time to time by the Deputy Governor. 2. Process for allocating positions to remuneration bands 2. (1) All civil service positions shall be allocated to a remuneration band by the Portfolio of the Civil Service using an objective methodology and having regard to \u2014 (a) the duties, responsibilities and accountabilities of the position; (b) the qualification, knowledge, skills and experience required; and (c) the relevant internal and external market rates for similar positions. (2) In allocating a position to a band the Portfolio of the Civil Service shall \u2014 (a) focus solely on the factors in subparagraph (1) and shall take no account of the persons likely to be applying for the position; and (b) not be subject to the direction or control of any person. 3. Request for allocation to a remuneration band 3. An appointing officer may submit a position to the Portfolio of the Civil Service for allocation to a remuneration band, or request that an existing allocation be reviewed by the Portfolio of the Civil Service, whenever an appointing officer feels that any of the factors in paragraph 2(1) of this Schedule have changed. SCHEDULE 3 Personnel Regulations  (2025 Revision) SCHEDULE 3 (regulations 8, 19, 36 and paragraph 3 of Schedule 1) Performance-related remuneration Performance-related remuneration shall be calculated as follows \u2014 (a) performance shall be assessed in accordance with a five point rating scale as follows \u2014 (i) Rating 5: Achieved the agreed performance in all respects and achieved substantially better than agreed performance in most respects; (ii) Rating 4: Achieved the agreed performance in all respects and achieved better than agreed performance in some respects; (iii) Rating 3: Achieved the agreed performance in all respects; (iv) Rating 2: Achieved the agreed performance in some but not all respects; and (v) Rating 1: Failed to achieve the agreed performance in a substantial way; (b) where a staff member is assessed with a rating of 5, the staff member shall be entitled to a performance-related remuneration payment equal to 10% of the staff member\u2019s wages or salary, and this shall be paid as soon as is practical after the performance assessment has been completed; (c) where a staff member is assessed with a rating of 4, the staff member shall be entitled to a performance related-remuneration payment equal to 5% of the staff member\u2019s wages or salary, and this shall be paid as soon as is practical after the performance assessment has been completed; (d) where a staff member is assessed with a rating of 3, the staff member shall be entitled to a performance related-remuneration payment equal to 2.5% of the staff member\u2019s wages or salary, and this shall be paid as soon as is practical after the performance assessment has been completed; (e) where a staff member is assessed with a rating of 2, the staff member shall not be entitled to any performance-related remuneration payment; (f) where a staff member is assessed with a rating of 1, the staff member shall not be entitled to any performance-related remuneration payment, and shall be advised in writing that this level of performance is not acceptable and if performance does not improve within a reasonable period of time dismissal action will be taken on the grounds of significant inadequate performance in accordance with the provisions of section 44 (4) of the principal Act and regulation 42. Personnel Regulations (2025 Revision) SCHEDULE 4 SCHEDULE 4 (regulations 9, 20 and 37) Employment Agreements 1. An employment agreement shall be agreed with each civil servant following that civil servant\u2019s appointment but prior to that civil servant\u2019s commencement of duties. 2. As the employment agreement is specific to a civil servant\u2019s position, a new agreement shall be prepared and agreed whenever a person is appointed, transferred or promoted to a new or different position. 3. Whenever there is a change in circumstances that render an employment agreement at variance with those circumstances, for example a change in terms and conditions, a new employment agreement shall be prepared and agreed with the civil servant. 4. Employment agreements shall be in the form shown in the Annex to this Schedule and shall contain the following information \u2014 (a) the name of the employee; (b) the name of the employer as the Cayman Islands Government; (c) the position appointed to; (d) the period of employment; (e) the place of work; (f) the start date; (g) the employee\u2019s remuneration; (h) the terms and conditions of employment (a copy of the standard terms and conditions current at the time the employment agreement is entered into shall be attached to the agreement); (i) a requirement to comply with the Public Servant\u2019s Code of Conduct and workplace rules; (j) a requirement to participate in the performance management system including the preparation of annual performance agreements and assessments; (k) a requirement that the employee must not engage in any private gainful activity that conflicts with the employee\u2019s duties (or might be reasonably perceived to conflict with those duties) or impinges upon the employee\u2019s ability to complete his\/her duties diligently and conscientiously, and without the written agreement of the chief officer; (l) an outline of disciplinary and termination processes; and (m) such other information as may be agreed. 5. Employment agreements shall be signed by the employee and the appointing officer. SCHEDULE 4 Personnel Regulations  (2025 Revision) ANNEX TO SCHEDULE 4 TEMPLATE FOR EMPLOYMENT AGREEMENTS FOR CIVIL SERVANTS ******************* CAYMAN ISLANDS GOVERNMENT EMPLOYMENT AGREEMENT AGREEMENT made on Insert date BETWEEN [Insert name, title and entity of appointing officer] on behalf of the Government of the Cayman Islands (hereafter referred to as \u201cthe employer\u201d) And [Insert name of employee] of [Insert address of employee] (hereafter referred to as \u201cthe employee\u201d). Appointment 1. The employer agrees to employ the employee in the position of [Insert name of position] in [Insert name of Civil Service entity] and the employee agrees to undertake the duties of the position diligently and faithfully. Employee\u2019s Duties 2. The general duties of the position are specified in the Job Description attached to this Agreement, together with such other reasonable duties as may be specified by the employee\u2019s supervisor, and may be modified from time to time at the discretion of the employer.  [Attach Job Description to back of employment agreement] Duration of Employment 3. The employee\u2019s employment will commence on [Insert day, month and year] and is for [select relevant period] an indefinite period of time (open-term) [or]a fixed period ending on [Insert last day, month and year] (fixed-term employment agreement) [or]a six month probationary period ending on [Insert day, month and year]. Place of Work 4. The employee\u2019s normal place of work will be [Insert name and address of place of work] but may be varied at the discretion of the employer. Terms and Conditions of Employment 5. The terms and conditions of employment are as specified in Schedule 1 to the Personnel Regulations (as amended from time to time), and that Schedule shall be read and construed as part of this Agreement. A copy of Schedule 1 to the Personnel Regulations, current at the date this Agreement was entered into, is attached to this Agreement.  [Attach a copy of Schedule 1 to the Personnel Regulations to the back of employment agreement] Personnel Regulations (2025 Revision) SCHEDULE 4 6. The employee\u2019s normal hours worked per week shall be [Insert number of hours e.g. 37.5]), and the employee\u2019s hours of attendance [shall\/shall not] be shift-based. Dependents 7. For avoidance of doubt, the employee\u2019s spouse and dependent children named below will be eligible for medical, optical and dental benefits as set out in Schedule 1. [Insert Full Names of Spouse] [Insert full Names(s) of Dependant Children] As set out in Schedule 1 to the Personnel Regulations, paragraph 13(1)(b), the employee is required to notify the employer immediately of any change in dependent status affecting eligibility for medical benefits. Remuneration and Benefits 8. The employee\u2019s remuneration will consist of: (a) Salary\/Wages of CI$ [Insert $ amount e.g. $ per annum or $ per hour], on Salary\/Wage Grade [insert grade] Point [insert point]; [OR] Personal to Holder Salary\/Wages of CI$ [Insert amount e.g. $per annum or $ per hour], in accordance with section 43 of the Public Service Management Act (2018 Revision) and as specified in paragraph 3 of Schedule 1 to the Personnel Regulations (2025 Revision) (a copy of which is attached to this Agreement); (b) Standard Allowances as follows: [Insert list of relevant standard allowances, as appropriate, and relevant amounts]; (c) Where a performance related remuneration scheme has been applied to the employee, a performance-related payment of up to 10% of the salary or wages of the employee, as specified in paragraph 3 of Schedule 1 to the Personnel Regulations (a copy of which is attached to this Agreement); (d) Where a performance related remuneration scheme has been applied to the employee, other performance incentive remuneration, as specified in paragraph 3 of Schedule 1 to the Personnel Regulations (a copy of which is attached to this Agreement); (e) [Where the employee is under age 65 and is not currently receiving payments from the Public Service Pensions Plan, employer and employee pension contributions as specified in paragraph 3 of Schedule 1 to the Personnel Regulations]; [OR] [Where the employee is under age 65 and is currently receiving payments from the Public Service Pensions Plan and such employee, by virtue of entering into this employment agreement, elects to suspend payments being received from the Public Service Pensions Plan pursuant to section 23(1) or (2) of the Public Service Pensions Act (2021 Revision), employer and employee pension contributions as specified in paragraph 3 of Schedule 1 to the Personnel Regulations]; [OR] [Where the employee has attained early retirement age SCHEDULE 4 Personnel Regulations  (2025 Revision) as defined in section 3 of the Public Service Pensions Act (2021 Revision) and elects, by virtue of entering into this employment agreement, to take phased retirement pursuant to section 23(3) of the Public Service Pensions Act (2021 Revision), by being employed on a lower salary grade or in a part time capacity, a pension without interruption and the employee will be ineligible to receive or make employer and employee pension contributions.] [OR] [Where the employee is at or above age 65 and is therefore ineligible to participate in the Public Service Pensions Plan, the employee will be ineligible to receive or make employer and employee pension contributions] [Delete as appropriate] (f) Medical, dental and optical benefits as specified in paragraph 3 of Schedule 1 to the Personnel Regulations, (a copy of which is attached to this Agreement); (g) Where the employee falls in the category of employees entitled to overtime, overtime pay or time-in-lieu, as specified in paragraph 3 of Schedule 1 to the Personnel Regulations (a copy of which is attached to this Agreement); (h) Public holiday pay, where the employee is entitled to it, as specified in paragraph 4 of Schedule 1 to the Personnel Regulations (2022 Revision), (a copy of which is attached to this Agreement); (i) A five-year cash grant, as specified in paragraph 3 of Schedule 1 to the Personnel Regulations; [if not applicable, exclude this sub-paragraph] (j) An acting allowance, where applicable, as specified in paragraph 3 of Schedule 1 to the Personnel Regulations (a copy of which is attached to this Agreement); (k) An extra duties allowance, where applicable, as specified in paragraph 3 of Schedule 1 to the Personnel Regulations (a copy of which is attached to this Agreement); (l) Annual Leave in accordance with paragraph 5 of Schedule 1 to the Personnel Regulations (a copy of which is attached to this Agreement). Under or Overpayment of Remuneration 9. (a) The employer agrees that any erroneous underpayment of remuneration will be paid to the employee at the next practical pay period. (b) The employee agrees that any erroneous overpayment of remuneration will be repaid to the employer and that to this end the employer may recover the overpayment from the employee by way of deduction from the employee\u2019s wages or salaries over a reasonable period. Personnel Regulations (2025 Revision) SCHEDULE 4 Limited Engagement in Private Gainful Activity by the Employee 10. The employee agrees not to, without the written agreement of the Chief Officer, engage in any private gainful activity that conflicts with the employee\u2019s duties or might be reasonably perceived to conflict with those duties or that impinges upon the employee\u2019s ability to complete duties diligently and conscientiously in a manner that would normally be expected by a principal employer. Additional Undertakings by the Employee 11. The employee agrees to \u2014 (a) comply with the Public Servant\u2019s Code of Conduct specified in section 5 of the Public Service Management Act (2018 Revision), and workplace rules, as amended from time to time.  A copy of these documents, current at the date this Agreement was entered into, is attached to this Agreement; [Attach a copy of the Public Servant\u2019s Code of Conduct, and workplace rules for the civil service entity concerned, to the back of the Agreement] (b) participate in the employer\u2019s performance management system including the signing, completion and execution of annual performance agreements and annual performance assessments; and (c) warranty that the information contained in this Agreement is accurate to the best of the employee\u2019s knowledge and, without limiting the generality of this provision, in particular, that the terms set out in paragraph 8(e) of this Agreement are correct. Disciplinary and Termination Agreements 12. The employer may discipline the employee or terminate [his\/her] employment under the terms and conditions of employment as specified in Schedule 1 to the Personnel Regulations (2025 Revision) (a copy of which is attached to this Agreement). No Presumption of Further Employment 13. The parties expressly agree that the employment of the employee establishes no presumption or expectation on the part of either party that the employee will be offered further employment at the end of the employment period. Termination of Employment 14. The employee and employer shall provide periods of notice for the termination of employment as specified in paragraph 19 of Schedule 1 to the Personnel Regulations (2025 Revision) (employee) and in paragraph 20 of Schedule 1 to the Personnel Regulations (2025 Revision) (employer). No Liability of Governor 15. Nothing in this Agreement imposes any liability on the Governor of the Cayman Islands acting in the Governor\u2019s personal capacity. SCHEDULE 4 Personnel Regulations  (2025 Revision) Interpretation 16. This Agreement shall be interpreted in accordance with the principal Acts of the Cayman Islands, and in the event of a dispute the principal Acts of the Cayman Islands will apply. Agreement Contains All Terms 17. Except for any provision that applies by virtue of law, this document constitutes the entire Agreement between the employer and the employee and replaces all previous Employment Agreements between the employer and the employee. Amendments 18. No amendments or modifications to this Agreement will be valid or binding unless made in writing, signed by both the employer and the employee and specifying the date on which they shall come into operation. SIGNED (on behalf of the employer) \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 [Signature of Appointing Officer] \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 Date SIGNED (Insert Name of Employee) \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 [Signature of Employee] \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 Date Attachments: Job Description Schedule 1 to the Personnel Regulations Public Servant\u2019s Code of Conduct Relevant work place rules CC: HOD Treasury Department Portfolio of the Civil Service Public Service Pensions Board Immigration Department (if applicable). Publication in consolidated and revised form authorised by the Cabinet this 21st day of January, 2025. Kim Bullings Clerk of Cabinet Personnel Regulations (2025 Revision) SCHEDULE 4 Personnel Regulations (2025 Revision) ENDNOTES ENDNOTES Table of Legislation history: SL # Act # Legislation Commencement Gazette 6\/2024 Personnel (Amendment) Regulations, 2024 22-Mar-2024 LG14\/2024\/s1 Personnel Regulations (2022 Revision) 27-Jan-2022 LG6\/2024\/s7 164\/2020 Personnel (Amendment) Regulations, 2020 1-Jan-2021 LG92\/2020\/s1 56\/2020 Citation of Acts of Parliament Act, 2020 3-Dec-2020 LG89\/2020\/s1 Personnel Regulations (2019 Revision) 19-Feb-2019 LG2\/2019\/s10 45\/2018 Personnel (Amendment) Regulations, 2018 19-Nov-2018 G24\/2018\/s1 Personnel Regulations (2017 Revision) 31-May-2017 GE45\/2017\/s23 52\/2016 Personnel (Amendment) Regulations, 2016 1-Jan-2017  & 9-Sep-2016 GE71\/2016\/s3 Personnel Regulations (2013 Revision) 21-Oct-2013 G21\/2013\/s11 30\/2012 Personnel (Amendment) (No.2) Regulations, 2012 31-Aug-2012 GE84\/2012\/s10 29\/2012 Personnel (Amendment) Regulations, 2012 31-Aug-2012 GE84\/2012\/s9 Personnel Regulations (2012 Revision) 22-Oct-2012 G22\/2012\/s6 28\/2011 Personnel (Amendment) (No. 2) Regulations, 2011 12-Dec-2011 GE108\/2011\/s5 Personnel Regulations (2011 Revision) 21-Nov-2011 G24\/2011\/s6 15\/2011 Personnel (Amendment) Regulations, 2011 21-Jun-11 GE47\/2011\/s1 19\/2010 Personnel (Amendment) Regulations, 2010 30-Jun-2011 GE37\/2010\/s2 26\/2009 Cayman Islands Proclamation 4 of 2009 \u2013 (Commencement of Cayman Islands Constitution Order 2009, UKSI 1379\/2009) 6-Nov-2009 GE69\/2009\/p7 32\/2009 Personnel (Amendment) Regulations, 2009 6-Nov-2009 GE68\/2009\/s1 7\/2006 29-Dec-2006 GE28\/2006\/s2 ENDNOTES Personnel Regulations  (2025 Revision) Personnel Regulations (2025 Revision) ENDNOTES ENDNOTES Personnel Regulations  (2025 Revision) (Price: $15.20) 1 Reg 47 Not in force \u2013 see Regulation 3(2) of Personnel Regulations (2025 Revision) 2 Para 3(3)(b) of Sch 1 Not in force \u2013 see Regulation 3(2) of Personnel Regulations (2025 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{\"FRBRuri\": \"\/akn\/ky\/act\/sl\/2006\/7\/eng@2025-01-01.xml\", \"FRBRdate\": [{\"date\": \"2026-06-22\", \"name\": \"generation\"}], \"FRBRthis\": \"\/akn\/ky\/act\/sl\/2006\/7\/eng@2025-01-01.xml\", \"FRBRauthor\": [{\"as\": \"#editor\", \"href\": \"\/akn\/ontology\/canary\/organization\/editor\/cilegis\"}], \"FRBRformat\": \"application\/xml\"}}}, \"name\": \"act\", \"header\": {\"title\": \"Personnel Regulations\", \"actNumber\": \"7 of 2006\", \"longTitle\": null}}, \"doc\": null, \"bill\": null, \"judgment\": null}}","akn_full_text":"CAYMAN ISLANDS\n\nPublic Service Management Act\n(2018 Revision)\nPERSONNEL REGULATIONS\n(2025 Revision)\n\nSupplement No. 1 published with Legislation Gazette No. 12 of 11th February, 2025.\n\nPage 2\nRevised as at 31st December, 2024\nc\n\nPUBLISHING DETAILS\nRevised under the authority of the Law Revision Act (2020 Revision).\n\nPersonnel Regulations, 2006 made the 19th December, 2006, as amended by the Citation\nof Acts of Parliament Act, 2020 [Act 56 of 2020].\n\nConsolidated with the \u2014\nPersonnel (Amendment) Regulations, 2009 made the 13th October, 2009,\nPersonnel (Amendment) Regulations, 2010 made the 30th June, 2010,\nPersonnel (Amendment) Regulations, 2011 made the 14th June, 2011,\nPersonnel (Amendment) (No. 2) Regulations, 2011 made the 9th December, 2011,\nPersonnel (Amendment) Regulations, 2012 made the 24th July, 2012,\nPersonnel (Amendment) (No.2) Regulations, 2012 made the 30th August, 2012,\nPersonnel (Amendment) Regulations, 2016 made the 7th September, 2016,\nPersonnel (Amendment) Regulations, 2018 made the 6th November, 2018,\nPersonnel (Amendment) Regulations, 2020 made the 15th December, 2020, and\nPersonnel (Amendment) Regulations, 2024 made the 21st March, 2024.\n\nConsolidated and revised this 31st day of December, 2024.\n\nNote (not forming part of these Regulations): This revision replaces the 2022 Revision\nwhich should now be discarded.\n\nPersonnel Regulations (2025 Revision)\nArrangement of Regulations\n\nc\nRevised as at 31st December, 2024\nPage 3\n\nCAYMAN ISLANDS\n\nPublic Service Management Act\n(2018 Revision)\nPERSONNEL REGULATIONS\n(2025 Revision)\nArrangement of Regulations\nRegulation\nPage\nPART 1 \u2013 Preliminary\n1.\nCitation ......................................................................................................................................7\n2.\nDefinitions and Interpretation .................................................................................................7\n3.\nApplication .................................................................................................................................9\nPART 2 - Employment of Official Members\nProcedures Applying to the Appointment and Reappointment of Official Members\n9\n4.\nActions to finalise appointment of Official Members ...................................................................9\n5.\nReappointment of Official Members at the end of a fixed-term employment agreement .............9\n6.\nReappointment of Official Members who have reached normal retirement age ........................ 10\nTerms of Employment of Official Members\n11\n7.\nOfficial Member\u2019s terms and conditions.................................................................................... 11\n8.\nOfficial Member\u2019s remuneration ............................................................................................... 11\n9.\nOfficial Member\u2019s employment agreement ............................................................................... 11\nProcedures Applying to the Dismissal and Early Retirement of Official Members\n11\n10.\nDismissing Official Members for gross misconduct .................................................................. 11\n11.\nDismissing Official Members for serious misconduct or significant inadequate\nperformance ............................................................................................................................ 12\n12.\nRetiring Official Members early on medical grounds ................................................................ 13\n\nArrangement of Regulations\nPersonnel Regulations (2025 Revision)\n\nPage 4\nRevised as at 31st December, 2024\nc\n\nPART 3 \u2013Employment of Chief Officers\nProcedures Applying to the Appointment and Reappointment of Chief Officers\n14\n13.\nNotification of chief officer vacancies ....................................................................................... 14\n14.\nActions to finalise appointment of chief officers ........................................................................ 14\n15.\nReappointment of chief officers at the end of a fixed-term employment agreement .................. 14\n16.\nReappointment of chief officers who have reached normal retirement age ............................... 15\n17.\nAppointment of acting chief officer ........................................................................................... 16\nTerms of Employment of Chief Officers\n16\n18.\nChief officer terms and conditions ............................................................................................ 16\n19.\nChief officer remuneration ........................................................................................................ 17\n20.\nChief officer employment agreement ....................................................................................... 17\nProcedures Applying to the Dismissal and Early Retirement of Chief Officers\n17\n21.\nDismissing chief officers for gross misconduct ......................................................................... 17\n22.\nDismissing chief officers for serious misconduct or significant inadequate performance .......... 18\n23.\nRetiring chief officers early on medical grounds ....................................................................... 20\n24.\nRetirement of chief officers to improve the organisation ........................................................... 21\nPART 4 - Procedures Applying to the Employment of Staff of\na Civil Service Entity\nProcedures Applying to the Appointment and Reappointment of Staff\n21\n25.\nNotification of staff vacancies................................................................................................... 21\n26.\nCriterion for shortlisting ............................................................................................................ 22\n27.\nInterview panels ....................................................................................................................... 22\n28.\nActions to finalise appointment of staff ..................................................................................... 22\n29.\nReappointment of staff at the end of a fixed-term employment agreement ............................... 23\n30.\nReappointment of staff who have reached normal retirement age ............................................ 23\n31.\nAppointment of staff to acting positions .................................................................................... 24\n32.\nAppointment of staff without open competition ......................................................................... 24\n33.\nTransfer of staff in the public interest ....................................................................................... 25\nTerms of Employment of Staff\n25\n34.\nStaff terms and conditions ....................................................................................................... 25\n35.\nProbationary appointments ...................................................................................................... 26\n36.\nStaff remuneration ................................................................................................................... 26\n37.\nStaff employment agreements ................................................................................................. 27\nProcedures Applying to the Discipline, Dismissal, Early Retirement and Other\nTermination of Staff\n27\n38.\nDisciplining staff ....................................................................................................................... 27\n39.\nDismissing staff for gross misconduct not involving criminal activity ......................................... 29\n40.\nSuspending and dismissing staff for gross misconduct involving criminal activity in the\nworkplace ................................................................................................................................ 29\n41.\nSuspending and dismissing staff for gross misconduct involving criminal activity outside\nthe workplace .......................................................................................................................... 30\n42.\nDismissing staff for serious misconduct or significant inadequate performance ........................ 31\n43.\nRetiring staff early on medical grounds .................................................................................... 33\n44.\nRetiring staff to improve the organisation ................................................................................. 34\n45.\nMaking staff redundant ............................................................................................................ 35\n46.\nTerminating staff who lose their qualification, licence or certification ........................................ 36\n\nPersonnel Regulations (2025 Revision)\nArrangement of Regulations\n\nc\nRevised as at 31st December, 2024\nPage 5\n\nPART 5 - Other Requirements Relating to Chief Officers\n47.\nPerformance incentive arrangements ...................................................................................... 37\n48.\nWorkplace conditions and safety ............................................................................................. 38\n49.\nPersonnel records.................................................................................................................... 39\n50.\nInstructions and workplace rules .............................................................................................. 41\n51.\nGrievance procedures ............................................................................................................. 41\n52.\nSuccession planning ................................................................................................................ 42\nPART 6 \u2013 Miscellaneous\n53.\nMedical board .......................................................................................................................... 43\n54.\nRetention of government property ............................................................................................ 44\n55.\nTransitional provision ............................................................................................................... 44\nSCHEDULE 1\n45\nStandard Terms and Conditions of Employment\n45\n1.\nStandard terms and conditions ................................................................................................ 45\n2.\nAttendance .............................................................................................................................. 45\n3.\nRemuneration .......................................................................................................................... 46\n4.\nPaid holiday entitlements ......................................................................................................... 50\n5.\nAnnual leave entitlement .......................................................................................................... 50\n6.\nSick leave entitlement .............................................................................................................. 52\n7.\nOther leave entitlements .......................................................................................................... 53\n8.\nDiscretionary leave .................................................................................................................. 53\n9.\nMedical, dental and optical benefits ......................................................................................... 54\n10.\nReimbursement of costs for employees recruited from overseas ............................................. 55\n11.\nReimbursement of costs incurred in course of duties ............................................................... 56\n12.\nReimbursement of study costs ................................................................................................. 57\n13.\nOther conditions of employment .............................................................................................. 58\n14.\nTerms and conditions if transferred to a public authority .......................................................... 59\n14A. Terms and conditions if transferred within the civil service ....................................................... 59\n15.\nRe-employment for a fixed-term ............................................................................................... 59\n16.\nRe-employment of an employee who becomes a Caymanian .................................................. 59\n17.\nDiscipline of an employee ........................................................................................................ 59\n17A. Disclosure of information ......................................................................................................... 60\n18.\nNormal retirement age and benefits ......................................................................................... 60\n19.\nTermination of employment by employee ................................................................................. 60\n20.\nTermination of employment by employer ................................................................................. 61\nSCHEDULE 2\n63\nRemuneration Bands\n63\n1.\nRemuneration bands ............................................................................................................... 63\n2.\nProcess for allocating positions to remuneration bands............................................................ 63\n3.\nRequest for allocation to a remuneration band ......................................................................... 63\nSCHEDULE 3\n64\nPerformance-related remuneration\n64\n\nArrangement of Regulations\nPersonnel Regulations (2025 Revision)\n\nPage 6\nRevised as at 31st December, 2024\nc\n\nSCHEDULE 4\n65\nEmployment Agreements\n65\nENDNOTES\n73\nTable of Legislation history: ............................................................................................................... 73\n\nPersonnel Regulations (2025 Revision)\nRegulation 1\n\nc\nRevised as at 31st December, 2024\nPage 7\n\nCAYMAN ISLANDS\n\nPublic Service Management Act\n(2018 Revision)\nPERSONNEL REGULATIONS\n(2025 Revision)\n\nPART 1 \u2013 Preliminary\n\n1.\nCitation\n1.\nThese Regulations may be cited as the Personnel Regulations (2025 Revision).\n2.\nDefinitions and Interpretation\n2.\n(1) In these Regulations \u2014\n\u201cCaymanian\u201d has the same meaning as in section 2 of the Immigration\n(Transition) Act (2022 Revision);\n \u201cChief Medical Officer\u201d means the person appointed to the position of that\ntitle in the ministry responsible for health;\n\u201cchild\u201d means \u2014\n(a)\nthe offspring of the employee;\n(b) a step-child;\n(c)\na child legally adopted; or\n(d) a foster child;\n\nRegulation 2\nPersonnel Regulations (2025 Revision)\n\nPage 8\nRevised as at 31st December, 2024\nc\n\n\u201ccivil service entity\u201d means a portfolio, ministry, the Audit Office, Cabinet\nOffice, Office of Public Prosecutions, Judicial Administration or the office of\nthe Ombudsman;\n\u201cdependent child\u201d means the offspring of the employee, a step-child, a child\nlegally adopted or a foster child who is \u2014\n(a)\nunder 18 years of age, unmarried and does not earn a living wage; or\n(b) aged 18 or over but under 23 years of age, unmarried and in full time\neducation at a university or other tertiary education institution;\n\u201cfixed-term employment agreement\u201d means an employment agreement which\nhas a defined date of cessation;\n\u201cfoster child\u201d means a child who is cared for, and provided with\naccommodation by, someone other than \u2014\n(a)\na parent of the child;\n(b) a person who is not a parent of the child but who has de facto parental\nresponsibility for the child; or\n(c)\na relative of the child;\n\u201cfull-time study\u201d means undertaking a full-time course at an approved\neducational institution either in the Cayman Islands or overseas while being\nabsent from normal employment duties during the period of the course;\n\u201cimmediate family\u201d means a spouse, child, father, mother, brother or sister;\n\u201cinterim position\u201d means a position in a civil service entity from which the\nsubstantive holder of the position is or is expected to be absent for a period\nlonger than twelve months;\n\u201cmedical board\u201d means the medical board appointed under regulation 53;\n\u201cnormal retirement age\u201d means the age referred to in paragraph 18 of\nSchedule 1;\n\u201cNotional Public Holidays\u201d, in relation to employees whose hours of work are\nshift based, means an equivalent number of time-in-lieu days as there are public\nholidays in any given calendar year;\n\u201copen-term employment agreement\u201d means an agreement with no fixed date\nfor the end of employment other than the date of retirement;\n\u201cpart-time study\u201d means the undertaking of a course by way of \u2014\n(a)\ncorrespondence or distance learning; or\n(b) attendance at an educational institution in the Cayman Islands,\nwhile also undertaking normal employment duties;\n\u201cphased retirement\u201d means retirement as mentioned in section 23(3) of the\nPublic Service Pensions Act (2021 Revision);\n\u201cprincipal Act\u201d means the Public Service Management Act (2018 Revision);\n\nPersonnel Regulations (2025 Revision)\nRegulation 3\n\nc\nRevised as at 31st December, 2024\nPage 9\n\n\u201cprincipal employer\u201d means the employer (amongst two or more) who\nemploys a person for more than 15 hours a week, or if no employer does this,\nthe employer who first employed the employee;\n\u201cregistered medical doctor\u201d means a medical doctor who is a registered\npractitioner under the Health Practice Act (2021 Revision);\n\u201cremuneration level\u201d includes all elements of the civil servant\u2019s remuneration;\n\u201csalaried employee\u201d means an employee whose principal remuneration\ncomponent is a salary;\n\u201ctenure\u201d means the period of employment.\n(2) For purposes of clarification it is declared that where these Regulations require\nthe Head of the Civil Service to consult with the Official Member responsible\nfor a portfolio, no such consultation shall be required where the Head of the\nCivil Service is also the Official Member responsible for the portfolio\nconcerned.\n3.\nApplication\n3.\n(1) These Regulations apply to all civil service entities.\n(2) These Regulations shall apply from 1 January 2007, except regulation 47 and\nparagraph 3(3)(b) of Schedule 1, which shall apply from such date as the\nCabinet may by Order specify.\n(3) The decision of the Head of the Civil Service as to the correct interpretation of\nthese Regulations shall not be subject to appeal.\nPART 2 - Employment of Official Members\n\nProcedures Applying to the Appointment and Reappointment of Official\nMembers\n4.\nActions to finalise appointment of Official Members\n4.\nBefore making the appointment of an Official Member under section 9(1) and (2) of\nthe principal Act, the Governor shall agree with the person to be appointed an\nemployment agreement, a specific remuneration level and other terms and conditions\nof employment in accordance with the requirements of this Part.\n5.\nReappointment of Official Members at the end of a fixed-term employment\nagreement\n5.\nBefore reappointing an Official Member who has reached the end of a fixed-term\nemployment agreement under section 9(3) of the principal Act, the Governor shall \u2014\n\nRegulation 6\nPersonnel Regulations (2025 Revision)\n\nPage 10\nRevised as at 31st December, 2024\nc\n\n(a)\nconsider whether to reappoint the Official Member on a fixed-term\nemployment agreement for a further period, taking into account the\nperformance of the Official Member to date, other possible candidates for\nthe position, and any other factors the Governor thinks relevant; and\n(b) either \u2014\n(i)\nreappoint the Official Member on a fixed-term employment\nagreement for a further period, in which case the Governor shall\nagree a new fixed-term employment agreement, a specific\nremuneration level and other terms and conditions of employment\nwith the reappointed Official Member in accordance with the\nrequirements of this Part; or\n(ii) declare the position vacant and appoint a new Official Member under\nsection 9(1) and (2) of the principal Act.\n6.\nReappointment\nof\nOfficial\nMembers\nwho\nhave\nreached\nnormal\nretirement age\n6.\n(1) Before reappointing an Official Member who has attained the normal retirement\nage for civil servants under section 9(4) of the principal Act, the following\nprocedures shall apply \u2014\n(a)\nthe Official Member shall obtain a certificate of medical fitness issued by\na registered medical doctor.\n(b) the Governor shall consider the medical report and the reasons why the\nOfficial Member should be reappointed, including evidence that the\nOfficial Member\u2019s previous performance is adequate and that the Official\nMember is capable; and\n(c)\nthe Governor shall decide either to \u2014\n(i)\nreappoint the Official Member, in which case the appointing officer\nshall agree a new fixed-term employment agreement for a period of\nno more than two years, a specific remuneration level and other terms\nand conditions of employment with the reappointed chief officer in\naccordance with the requirements of this Part; or\n(ii) declare the position vacant and appoint a new Official Member under\nsection 9(4) of the principal Act.\n(2) An Official Member who has attained the normal retirement age for civil\nservants and who has been appointed on a fixed-term employment agreement\nunder paragraph (1)(c)(i), may be reappointed for a further fixed-term period\nprovided that the provisions of paragraph (1) are complied with.\n\nPersonnel Regulations (2025 Revision)\nRegulation 7\n\nc\nRevised as at 31st December, 2024\nPage 11\n\nTerms of Employment of Official Members\n7.\nOfficial Member\u2019s terms and conditions\n7.\n(1) The terms and conditions of employment under which an Official Member shall\nbe employed under section 10(1) of the principal Act, shall be those specified\nin Schedule 1.\n(2) Subject to regulations 5 and 6, the tenure of Official Members shall be as\nfollows \u2014\n(a)\nCaymanians shall be employed on an open-term employment\nagreement; and\n(b) Non-Caymanians shall be employed on a fixed-term employment\nagreement for a period of no more than three years.\n8.\nOfficial Member\u2019s remuneration\n8.\n(1) The remuneration of an Official Member agreed between the Governor and that\nOfficial Member under section 11(2)(a) of the principal Act, shall be calculated\nin accordance with paragraph 3 of Schedule 1.\n(2) The performance-related portion of an Official Member\u2019s remuneration\nrequired by section 11(2)(b) of the principal Act shall be established in\naccordance with Schedule 3.\n9.\nOfficial Member\u2019s employment agreement\n9.\nAn Official Member\u2019s employment agreement prepared in accordance with\nsection 10(2) of the principal Act shall comply with Schedule 4.\n\nProcedures Applying to the Dismissal and Early Retirement of Official\nMembers\n10.\nDismissing Official Members for gross misconduct\n10. (1) Before determining whether to dismiss an Official Member on the grounds of\ngross misconduct under section 12(1) of the act, the Governor shall \u2014\n(a)\ncollect evidence of the actions or omissions of the Official Member that\nare the subject of concern;\n(b) advise the Official Member of the concerns (both orally and in writing),\nincluding providing the Official Member with a copy of the evidence\ncollected, and advise the Official Member that the actions or omissions\nmay be grounds for instant dismissal;\n(c)\nprovide an opportunity for the Official Member to explain their position\n(both orally and in writing); and\n(d) reassess the situation in light of the Official Member\u2019s explanation.\n\nRegulation 11\nPersonnel Regulations (2025 Revision)\n\nPage 12\nRevised as at 31st December, 2024\nc\n\n(2) If, after the process specified in paragraph (1) has been completed, the Governor\nis of the view that the grounds for dismissing the Official Member for gross\nmisconduct under section 12(1) of the principal Act have been proven, the\nGovernor may dismiss the Official Member with immediate effect.\n(3) Upon deciding to dismiss an Official Member under paragraph (2), the\nGovernor, at the earliest opportunity, shall \u2014\n(a)\nnotify the Official Member that the Official Member is being dismissed\nunder the terms of that Official Member\u2019s employment agreement; and\n(b) arrange for the dismissal to take immediate effect.\n(4) Notwithstanding paragraphs (1) to (3), where the gross misconduct involves\ncriminal activity either within or outside the workplace, the provisions of\nregulations 40 and 41 shall apply except that any references in those sections to\na staff member shall be replaced with an Official Member.\n11.\nDismissing Official Members for serious misconduct or significant\ninadequate performance\n11. (1) Before determining whether to dismiss an Official Member on the grounds of\nserious misconduct or significant inadequate performance under section 12(1)\nof the principal Act, the Governor shall \u2014\n(a)\ncollect evidence of the actions or omissions of the Official Member that\nare the subject of concern;\n(b) advise the Official Member of the concerns (both orally and in writing)\nincluding providing the Official Member with a copy of the evidence\ncollected, allow the Official Member to provide an explanation, and (if the\nexplanation is not satisfactory) provide a warning that if there is not\ncorrective action dismissal could result;\n(c)\nprovide a reasonable period of time (being not less than one month), and\nreasonable amount of support for the Official Member to take corrective\naction;\n(d) reassess the actions of the Official Member after the period of time.\n(2) If, after the process specified in paragraph (1) has been completed, the Governor\nis of the view that the grounds for dismissing the Official Member for serious\nmisconduct or significant inadequate performance under section 12(1) of the\nprincipal Act exist, the Governor may dismiss the Official Member.\n(3) Upon deciding to dismiss an Official Member under paragraph (2), the\nGovernor, at the earliest opportunity, shall \u2014\n(a)\nnotify the Official Member that the Official Member is being dismissed\nunder the terms of the Official Member\u2019s employment agreement; and\n(b) arrange for the dismissal to take effect at an early opportunity.\n\nPersonnel Regulations (2025 Revision)\nRegulation 12\n\nc\nRevised as at 31st December, 2024\nPage 13\n\n12.\nRetiring Official Members early on medical grounds\n12. (1) Before determining whether to require an Official Member to take early\nretirement on medical grounds under section 12 of the principal Act, the\nGovernor shall \u2014\n(a)\ncollect evidence to show that the Official Member\u2019s disability is\npreventing the required duties from being performed in a substantial way;\n(b) advise the Official Member of the concerns (both orally and in writing)\nincluding providing the Official Member with a copy of the evidence\ncollected, and provide an opportunity for the Official Member to explain\ntheir position;\n(c)\nprovide a reasonable period of time, and reasonable amount of support for\nthe Official Member to show that the Official Member is able to perform\nthe required duties satisfactorily;\n(d) if there is insufficient improvement, advise the Official Member that \u2014\n(i)\nthe Official Member will be required to appear before a medical\nboard to have their disability assessed; and\n(ii) if the board confirms the disability is permanent and likely to prevent\nthe Official Member from satisfactorily carrying out their duties, the\nOfficial Member will be required to take early retirement on medical\ngrounds;\n(e)\narrange with the Chief Medical Officer to convene a medical board and\nassess the Official Member; and\n(f)\nensure that the Official Member is advised in writing of the results of the\nmedical board in a timely manner.\n(2) If after the process specified in paragraph (1) has been completed, the Chief\nMedical Officer confirms that the disability is permanent and likely to prevent\nthe Official Member from satisfactorily carrying out their duties, the Governor\nmay retire the Official Member early under section 12(2) of the principal Act.\n(3) Upon deciding to retire an Official Member early under paragraph (2), the\nGovernor shall, at the earliest opportunity \u2014\n(a)\nnotify the Official Member that the Official Member is being retired early\non medical grounds under the terms of the Official Member\u2019s employment\nagreement; and\n(b) provide the Official Member with three months\u2019 notice of the retirement.\nPART 3 \u2013Employment of Chief Officers\n\nRegulation 13\nPersonnel Regulations (2025 Revision)\n\nPage 14\nRevised as at 31st December, 2024\nc\n\nProcedures Applying to the Appointment and Reappointment of Chief\nOfficers\n13.\nNotification of chief officer vacancies\n13. When notifying a vacancy or impending vacancy for the position of a chief officer\nunder sections 26(1)(b), 35 or 36 of the principal Act, the appointing officer shall\nadvertise the vacancy within the civil service and, if the appointing officer considers\nsuitable candidates may not be found from within the existing civil service, in the\nlocal and international media as follows \u2014\n(a)\nadvertisements shall be placed in whatever medium the appointing officer\nthinks fit provided that they provide ample opportunity for potentially\ninterested applicants inside the civil service (and, where the appointing\nofficer considers it necessary to advertise externally, outside the civil\nservice) to become aware of the vacancy;\n(b) advertisements shall include a summary of the duties, the skills and\nattributes required of applicants, the remuneration range, the information\nto be provided by applicants, the authority to which applications are to be\nsubmitted, and the closing date and time of applications; and\n(c)\nthe time between the appearing of the advertisement and the closing date\nfor applications shall be no less than fourteen calendar days.\n14.\nActions to finalise appointment of chief officers\n14. (1) Before making the appointment of a chief officer under section 26(1)(f), 35 or\n36 of the principal Act, the appointing officer shall agree with the preferred\ncandidate an employment agreement, a specific remuneration level and other\nterms and conditions of employment in accordance with the requirements of this\nPart.\n(2) Once the appointment of the chief officer has been made, the appointing officer\nshall, within seven days, advise all unsuccessful applicants in writing.\n15.\nReappointment of chief officers at the end of a fixed-term employment\nagreement\n15. Before reappointing a chief officer who has reached the end of a fixed-term\nemployment agreement under section 26(2), 35 or 36 of the principal Act, the\nappointing officer shall apply the following procedures \u2014\n(a)\nthe appointing officer shall consider whether to reappoint the chief officer\non a fixed-term employment agreement for a further period, taking into\naccount \u2014\n(i)\nthe performance of the chief officer to date;\n(ii) other possible candidates for the position in civil service entities or\nelsewhere in the Islands;\n\nPersonnel Regulations (2025 Revision)\nRegulation 16\n\nc\nRevised as at 31st December, 2024\nPage 15\n\n(iii) the requirement that where two or more persons rank broadly at the\nsame level in terms of qualifications, skills, knowledge, experience\nand integrity, Caymanians shall be given preference; and\n(iv) any other factors the appointing officer thinks relevant;\n(b) after completing the process in subparagraph (a), the appointing officer\nmay agree either \u2014\n(i)\nto reappoint the chief officer on a fixed-term employment agreement\nfor a further period, in which case the appointing officer shall agree\na new fixed-term employment agreement, a specific remuneration\nlevel and other terms and conditions of employment with the\nreappointed chief officer in accordance with the requirements of this\nPart; or\n(ii) to declare the position vacant and initiate the appointment of a new\nchief officer under sections 26(1), 35 or 36 of the principal Act; and\n(c)\nwhere the Head of the Civil Service is the appointing officer, the Head of\nthe Civil Service shall consult with the Governor before taking an action\nunder subparagraph (b).\n16.\nReappointment of chief officers who have reached normal retirement age\n16. (1) Before reappointing a chief officer who has attained the normal retirement age\nfor civil servants under sections 26(3), 35 or 36 of the principal Act, the\nappointing officer shall apply the following procedures \u2014\n(a)\nthe chief officer shall obtain a certificate of medical fitness issued by a\nregistered medical doctor;\n(b) the appointing officer shall consider \u2014\n(i)\nthe medical report;\n(ii) the reasons why the chief officer should be reappointed, including\nevidence that the chief officer\u2019s previous performance is adequate\nand that the chief officer is capable; and\n(iii) whether the reappointment will unduly impede the promotion of\nCaymanian staff members;\n(c)\nafter completing the process in subparagraph (b), the appointing officer\nmay decide either to \u2014\n(i)\nreappoint the chief officer, in which case the appointing officer shall\nagree a new fixed-term employment agreement for a period of no\nmore than two years, a specific remuneration level and other terms\nand conditions of employment with the reappointed chief officer in\naccordance with the requirements of this Part; or\n\nRegulation 17\nPersonnel Regulations (2025 Revision)\n\nPage 16\nRevised as at 31st December, 2024\nc\n\n(ii) declare the position vacant and initiate the appointment of a new\nchief officer in accordance with sections 26(1), 35 or 36 of the\nprincipal Act;\n(d) where the Head of the Civil Service is the appointing officer, the Head of\nthe Civil Service shall consult with the Governor before taking an action\nunder subparagraph (c).\n(2) A chief officer who has attained the normal retirement age for civil servants and\nwho has been appointed on a fixed-term employment agreement under\nparagraph (1)(c)(i), may be reappointed for a further fixed-term period provided\nthat the provisions of paragraph (1) are complied with in making the\nreappointment.\n17.\nAppointment of acting chief officer\n17. (1) An appointing officer appointing a civil servant to act as a chief officer under\nsections 26(4), 35 or 36 of the principal Act may do so without following the\nnotification, short-listing, interviewing or other processes required by\nsections 26(1), 35 or 36 of the principal Act, provided that the period during\nwhich the civil servant shall act in the position is no more than twelve months.\n(2) If the period of acting is to be longer than twelve months, or if a civil servant\nappointed under paragraph (1) has already acted in the position for a period of\nat least twelve months, the position shall be advertised as an interim position\nand filled under sections 26(4), 35 or 36 of the principal Act.\n(3) A civil servant appointed to act as a chief officer under paragraph (1) may\ncontinue to hold their substantive position during the period of their acting\nappointment.\n(4) If the appointing officer determines that it is necessary for the proper carryingout of the duties of the interim position, a civil servant appointed to be an interim\nchief officer under paragraph (2) shall take a leave of absence from their\nsubstantive position while filling the interim position but shall be entitled to\nreturn to their substantive position when their appointment to the interim\nposition comes to an end.\n\nTerms of Employment of Chief Officers\n18.\nChief officer terms and conditions\n18. (1) The terms and conditions of employment under which a chief officer is to be\nemployed under section 27(1) of the principal Act, shall be those specified in\nSchedule 1.\n(2) Subject to regulations 15 and 16, the tenure of chief officers shall be as\nfollows \u2014\n\nPersonnel Regulations (2025 Revision)\nRegulation 19\n\nc\nRevised as at 31st December, 2024\nPage 17\n\n(a)\nCaymanians shall be employed on an open-term employment\nagreement; and\n(b) non-Caymanians shall be employed on a fixed-term employment\nagreement for a period of no more than three years.\n(3) Notwithstanding paragraph (2), the tenure of the Ombudsman shall be in\naccordance with the Ombudsman Act (2021 Revision).\n19.\nChief officer remuneration\n19. (1) The remuneration of a chief officer agreed between an appointing officer and\nthat chief officer under section 28(2)(a) of the principal Act, shall be calculated\nin accordance with paragraph 3 of Schedule 1.\n(2) The performance-related portion of a chief officer\u2019s remuneration required by\nsection 28(2)(b) of the principal Act shall be established in accordance with\nSchedule 3.\n20.\nChief officer employment agreement\n20. (1) A chief officer\u2019s employment agreement prepared under section 27(2) of the\nprincipal Act, shall comply with Schedule 4.\n(2) A chief officer who is in office on 29th December, 2006, the commencement\ndate of the Personnel Regulations. 2006, shall not be required to enter into a\nnew employment agreement unless the chief officer is appointed to a different\nposition or the circumstances of that chief officer\u2019s employment change before\nentering into a new period of service.\n\nProcedures Applying to the Dismissal and Early Retirement of Chief\nOfficers\n21.\nDismissing chief officers for gross misconduct\n21. (1) Before determining whether to dismiss a chief officer on the grounds of gross\nmisconduct under sections 29(1) or 38 of the principal Act, an appointing\nofficer, with the assistance of the Portfolio of the Civil Service as required,\nshall \u2014\n(a)\ncollect evidence of the actions or omissions of the chief officer that are the\nsubject of concern;\n(b) consult with the Official Member or Minister responsible for the ministry\nor portfolio to which the chief officer is appointed;\n(c)\nadvise the chief officer of the concerns (both orally and in writing)\nincluding providing the chief officer with a copy of the evidence collected,\nand advise the chief officer that the actions or omissions may be grounds\nfor instant dismissal;\n\nRegulation 22\nPersonnel Regulations (2025 Revision)\n\nPage 18\nRevised as at 31st December, 2024\nc\n\n(d) provide an opportunity for the chief officer to explain their position (both\norally and in writing); and\n(e)\nreassess the situation in light of the chief officer\u2019s explanation.\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that the grounds for dismissing the chief officer\nfor gross misconduct under sections 29(1) or 38 of the principal Act have been\nproven, the appointing officer may dismiss the chief officer with immediate\neffect.\n(3) Upon deciding to dismiss a chief officer under paragraph (2), the appointing\nofficer, at the earliest opportunity, shall \u2014\n(a)\nnotify the chief officer that the chief officer is being dismissed under the\nterms of that chief officer\u2019s employment agreement; and\n(b) arrange for the dismissal to take immediate effect.\n(4) Notwithstanding paragraphs (1) to (3), where the gross misconduct involves\ncriminal activity either within or outside the workplace, regulations 40 and 41\nshall apply except that any references in those sections to a staff member shall\nbe replaced with a chief officer.\n22.\nDismissing chief officers for serious misconduct or significant inadequate\nperformance\n22. (1) Before determining whether to dismiss a chief officer on the grounds of serious\nmisconduct or significant inadequate performance under sections 29(1) or 38 of\nthe principal Act, the appointing officer, with the assistance of the Portfolio of\nthe Civil Service as required, shall \u2014\n(a)\ncollect evidence of the actions or omissions of the chief officer that are the\nsubject of concern;\n(b) consult with the Official Member or Minister responsible for the ministry\nor portfolio to which the chief officer is appointed;\n(c)\nadvise the chief officer of the concerns (both orally and in writing)\nincluding providing the chief officer with a copy of the evidence collected,\nallow the chief officer to provide an explanation, and (if the explanation is\nnot satisfactory) provide a warning that if there is no corrective action\ndismissal could result;\n(d) provide a reasonable period of time (being not less than one month), and\nreasonable amount of support, for the chief officer to take corrective\naction;\n(e)\nif insufficient corrective action is taken, advise the chief officer of the\nongoing concern (both orally and in writing) and issue a second warning\nthat if corrective action is not taken dismissal could occur;\n\nPersonnel Regulations (2025 Revision)\nRegulation 22\n\nc\nRevised as at 31st December, 2024\nPage 19\n\n(f)\nprovide a further reasonable period of time, and reasonable amount of\nsupport for the chief officer to take corrective action; and\n(g) reassess the actions of the chief officer after the second period of time.\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that the grounds for dismissing the chief officer\nfor serious misconduct or significant inadequate performance under\nsections 29(1) or 38 of the principal Act have been proven, the appointing\nofficer may dismiss the chief officer.\n(3) If, after the process specified in paragraph (1)(d) or (1)(g) has been completed,\nthe appointing officer is of the view that the chief officer has undertaken\nsufficient corrective action, the appointing officer shall advise the staff member\n(both orally and in writing) of that fact and either that \u2014\n(a)\nthe warning has expired and is being removed from the staff member\u2019s\npersonnel file; or\n(b) the warning will remain in place for a further period of time (such period\nto be specified) and that any further instances of serious misconduct or\nsignificant inadequate performance during this period will result in\ndismissal.\n(4) If, after the process specified in paragraph (3)(b) has been completed, there is\nno serious misconduct or significant inadequate performance during the further\nwarning period, the appointing officer shall advise the staff member (both orally\nand in writing) that the further warning period has expired and the warning is\nbeing removed from that staff member\u2019s personnel file.\n(5) If, after the process specified in paragraph 3(b) has been completed, there is a\nfurther instance of serious misconduct or significant inadequate performance\nduring the further warning period, the appointing officer may dismiss the chief\nofficer provided that the appointing officer first \u2014\n(a)\ncollects evidence of the actions of the chief officer which are the subject\nof concern; and\n(b) advises the chief officer of the concerns (both orally and in writing)\nincluding providing the chief officer with a copy of the evidence collected,\nand allows the chief officer to provide an explanation.\n(6) Upon deciding to dismiss a chief officer under paragraphs (2) and (5), the\nappointing officer shall, at the earliest opportunity \u2014\n(a)\nnotify the chief officer that the chief officer is being dismissed under the\nterms of that chief officer\u2019s employment agreement; and\n(b) arrange for the dismissal to take effect at an early opportunity.\n\nRegulation 23\nPersonnel Regulations (2025 Revision)\n\nPage 20\nRevised as at 31st December, 2024\nc\n\n23.\nRetiring chief officers early on medical grounds\n23. (1) Before determining whether to require a chief officer to take early retirement on\nmedical grounds under sections 29(2) and 38 of the principal Act, the appointing\nofficer, with the assistance of the Portfolio of the Civil Service as required,\nshall \u2014\n(a)\ncollect evidence to show that the chief officer\u2019s disability is preventing the\nrequired duties from being performed in a substantial way;\n(b) consult with the Official Member or Minister responsible for the ministry\nor portfolio to which the chief officer is appointed;\n(c)\nadvise the chief officer of the concerns (both orally and in writing)\nincluding providing the chief officer with a copy of the evidence collected,\nand provide an opportunity for the chief officer to explain their position;\n(d) provide a reasonable period of time, and a reasonable amount of support\nfor the chief officer to show that the chief officer is able to perform the\nrequired duties satisfactorily;\n(e)\nif there is insufficient improvement, advise the chief officer that \u2014\n(i)\nthat chief officer will be required to appear before a medical board to\nhave their disability assessed and;\n(ii) if the board confirms the disability is permanent and likely to prevent\nthe chief officer from satisfactorily carrying out their duties, the chief\nofficer will be required to take early retirement on medical grounds;\n(f)\narrange with the Chief Medical Officer to convene a medical board and\nassess the chief officer; and\n(g) ensure that the chief officer is advised in writing of the results of the\nmedical board in a timely manner.\n(2) If after the process specified in paragraph (1) has been completed, the Chief\nMedical Officer confirms that the disability is permanent and likely to prevent\nthe chief officer from satisfactorily carrying out their duties, the appointing\nofficer may effect early retirement of the chief officer under sections 29(2) and\n38 of the principal Act.\n(3) Upon deciding to effect early retirement of a chief officer under paragraph (2),\nthe appointing officer, at the earliest opportunity, shall \u2014\n(a)\nnotify the chief officer that the chief officer is being retired early on\nmedical grounds under the terms of the chief officer\u2019s employment\nagreement; and\n(b) provide the chief officer with three months\u2019 notice of the retirement.\n\nPersonnel Regulations (2025 Revision)\nRegulation 24\n\nc\nRevised as at 31st December, 2024\nPage 21\n\n24.\nRetirement of chief officers to improve the organisation\n24. (1) Before determining whether to require a chief officer to retire to improve the\nefficiency of the civil service entity under sections 29(3) and 38 of the principal\nAct, the appointing officer, with the assistance of the Portfolio of the Civil\nService as required, shall \u2014\n(a)\nevaluate the effect that retiring the chief officer will have on the\nperformance of the civil service entity;\n(b) advise the chief officer (both orally and in writing) of the intention to\nrequire the chief officer to retire to improve the organisation, and provide\nan opportunity for the chief officer to explain their position; and\n(c)\nre-evaluate the effect of retiring the chief officer in light of the explanation\nprovided in subparagraph (b), and notify the chief officer (both orally and\nin writing) of the results of the re-evaluation.\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that retiring the chief officer will improve the\nefficiency of the civil service entity, the appointing officer may retire the chief\nofficer under sections 29(3) and 38 of the principal Act.\n(3) Upon deciding to retire a chief officer under paragraph (2), the appointing\nofficer, at the earliest opportunity, shall \u2014\n(a)\nnotify the chief officer that the chief officer is being retired to improve the\norganisation, under the terms of the chief officer\u2019s employment agreement;\nand\n(b) provide the chief officer with three months\u2019 notice of the retirement.\nPART 4 - Procedures Applying to the Employment of Staff of a\nCivil Service Entity\n\nProcedures Applying to the Appointment and Reappointment of Staff\n25.\nNotification of staff vacancies\n25. When notifying a vacancy in the chief officer\u2019s civil service entity under section 41(4)\nof the principal Act, an appointing officer shall advertise the vacancy within the civil\nservice and, if the chief officer considers suitable candidates may not be found from\nwithin the civil service, in the local and international media as follows \u2014\n(a)\nadvertisements shall be placed in whatever medium the appointing officer\nthinks fit provided that they provide ample opportunity for potentially\ninterested applicants inside the civil service (and, where the appointing\n\nRegulation 26\nPersonnel Regulations (2025 Revision)\n\nPage 22\nRevised as at 31st December, 2024\nc\n\nauthority considers it necessary to advertise externally, outside the civil\nservice) to become aware of the vacancy;\n(b) advertisements shall include a summary of the duties, the skills and\nattributes required of applicants, the remuneration range, the information\nto be provided by applicants, the authority to which applications are to be\nsubmitted, and the closing date and time of applications ; and\n(c)\nthe time between the appearing of the advertisement and the closing date\nfor applications shall be no less than fourteen calendar days.\n26.\nCriterion for shortlisting\n26. When in compiling the shortlist under section 41(6) of the principal Act a Caymanian\nand a non-Caymanian are found to rank broadly at the same level, the Caymanian\nshall be given preference.\n27.\nInterview panels\n27. (1) When establishing an interview panel under section 41(7) (a) of the principal\nAct, the appointing officer shall ensure that the panel consists of no fewer than\nthree persons who \u2014\n(a)\nhave an understanding of the duties, skills and attributes of the position;\n(b) have no conflict of interest; and\n(c)\nare able to act in an independent and unbiased manner in relation to the\nappointment concerned.\n(2) Where required by the Head of the Civil Service, the interview panel shall\ninclude a staff member from the Portfolio of the Civil Service.\n28.\nActions to finalise appointment of staff\n28. (1) Before making the appointment, promotion or transfer of a staff member under\nsection 41 of the principal Act, the appointing officer, shall \u2014\n(a)\nif the appointing officer thinks it appropriate, undertake a background\ncheck on the appointee, such background check being relevant to the duties\nof the position and being in addition to any references obtained under\nsection 41(9) of the principal Act;\n(b) obtain from the appointee (if the appointee is not already a civil servant) a\nmedical certificate from a registered medical doctor indicating that the\nemployee\u2019s physical and mental condition is satisfactory for the position;\n(c)\nenter into an employment agreement with the employee which shall\ncontain, a specific remuneration level and other terms and conditions of\nemployment in accordance with the requirements of this Part.\n(2) Once the appointment of the staff member has been finalised, the appointing\nofficer shall, within seven days, advise all unsuccessful applicants in writing.\n\nPersonnel Regulations (2025 Revision)\nRegulation 29\n\nc\nRevised as at 31st December, 2024\nPage 23\n\n29.\nReappointment of staff at the end of a fixed-term employment agreement\n29. Before reappointing a staff member who has reached the end of a fixed-term\nemployment agreement under section 41(10) of the principal Act, the appointing\nofficer shall apply the following procedures \u2014\n(a)\nthe appointing officer shall consider whether to reappoint the staff member\non a fixed-term employment agreement for a further period, taking into\naccount \u2014\n(i)\nthe performance of the staff member to date;\n(ii) other possible candidates for the position;\n(iii) the requirement that where two or more persons rank broadly at the\nsame level in terms of qualifications, skills, knowledge and\nexperience, Caymanians shall be given preference; and\n(iv) any other factors the appointing officer thinks relevant; and\n(b) following discussion with the staff member concerned, the appointing\nofficer may agree either to \u2014\n(i)\nreappoint the staff member on a fixed-term employment agreement\nfor a further period, in which case the appointing officer shall agree\na new fixed-term employment agreement, a specific remuneration\nlevel and other terms and conditions of employment with the\nreappointed staff member in accordance with the requirements of this\nPart; or\n(ii) declare the position vacant and initiate the appointment of a new staff\nmember under section 41 of the principal Act.\n30.\nReappointment of staff who have reached normal retirement age\n30. (1) Before reappointing a staff member who has attained the normal retirement age\nfor civil servants under section 41(11) of the principal Act, the appointing\nofficer shall apply the following procedures \u2014\n(a)\nthe staff member concerned shall obtain a certificate of medical fitness\nissued by a registered medical doctor;\n(b) the appointing officer shall consider \u2014\n(i)\nthe medical report;\n(ii) the reasons why the staff member should be reappointed, including\nevidence the staff member\u2019s previous performance is adequate and\nthat the staff member is capable; and\n(iii) whether the reappointment will unduly impede the promotion of\nCaymanian staff members;\n(c)\nfollowing consultation with the staff member concerned, the appointing\nofficer may decide either to \u2014\n\nRegulation 31\nPersonnel Regulations (2025 Revision)\n\nPage 24\nRevised as at 31st December, 2024\nc\n\n(i)\nreappoint the staff member, in which case the appointing officer shall\nagree a new fixed-term employment agreement for a period of no\nmore than two years, a specific remuneration level and other terms\nand conditions of employment with the reappointed staff member in\naccordance with the requirements of this Part; or\n(ii) declare the position vacant and make a new appointment under\nsection 41 of the principal Act.\n(2) A staff member who has attained the normal retirement age for civil servants\nand who has been appointed on a fixed-term employment agreement under\nparagraph (1)(c)(i), may be reappointed for a further fixed-term period provided\nthat the provisions of paragraph (1) are complied with in making the\nreappointment.\n31.\nAppointment of staff to acting positions\n31. (1) An appointing officer who is appointing a staff member to act in a position under\nsection 41(12) of the principal Act may, under section 41(13) of the principal\nAct, do so without following the notification, short-listing, interviewing or other\nprocesses required by section 41(2) to (9) of the principal Act, provided that the\nperiod the staff member is to act in the position is no more than twelve months.\n(2) If the period of acting is to be longer than twelve months, or if a staff member\nappointed under paragraph (1) has already acted in the position for a period of\nat least twelve months, the position shall be advertised as an interim position\nand filled under the requirements of section 41(2) to (9) of the principal Act.\n(3) A civil servant appointed to act in a position under paragraph (1) may continue\nto hold their substantive position during the period of their acting appointment.\n(4) If the appointing officer determines it necessary for the proper carrying-out of\nthe duties of the interim position, a civil servant appointed to an interim position\nunder paragraph (2) shall take a leave of absence from their substantive position\nwhile filling the interim position but shall return to their substantive position\nwhen their appointment to the interim position is completed.\n32.\nAppointment of staff without open competition\n32. (1) An appointment under section 41(13) of the principal Act shall be made only\nwhere \u2014\n(a)\nthe person appointed is returning from study and is being appointed to a\nposition in the civil service for the first time;\n(b) the person appointed is to be appointed to a position lasting three months\nor less and has not previously been appointed to that position or a similar\nposition;\n\nPersonnel Regulations (2025 Revision)\nRegulation 33\n\nc\nRevised as at 31st December, 2024\nPage 25\n\n(c)\nthe necessity for the appointment is so exceptionally urgent that complying\nwith the processes required by section 41(2) to (9) of the principal Act is\nneither feasible nor practical;\n(d) the person appointed has opted to take phased retirement and, following\nretirement, has been appointed pursuant to section 41(11)(b) of the\nprincipal Act, on a lower remuneration band where such a vacancy exists;\nor\n(e)  the person appointed is a student intern who is being appointed to a\nposition lasting nine months or less.\n(2) Before the Head of the Civil Service gives their approval as required by\nsection 41(13) of the principal Act, the Head of the Civil Service shall satisfy\nthemselves that making the appointment will not unreasonably prejudice the\nability of other persons to be considered for the position.\n33.\nTransfer of staff in the public interest\n33. (1) A transfer made under section 41(14) of the principal Act shall be made only\nwhere, in the opinion of the appointing officer, it is in the public interest to make\nthe transfer.\n(2) Before the Head of the Civil Service gives approval as required by\nsection 41(14) of the principal Act, the Head of the Civil Service shall satisfy\nthemselves that making the appointment will not unreasonably prejudice the\nability of other persons to be considered for the position.\n(3) A transfer made under section 41(14A) of the principal Act shall be made only\nwhere the person being transferred is not the subject of an active disciplinary\nprocess pursuant to section 44 of the principal Act.\n\nTerms of Employment of Staff\n34.\nStaff terms and conditions\n34. (1) The minimum terms and conditions of employment to be agreed between an\nappointing officer and a staff member under section 43(3) of the principal Act,\nshall be those specified in Schedule 1.\n(2) Subject to regulations 29, 30 and 35, the tenure of staff shall be as follows \u2014\n(a)\nCaymanians shall be employed on an open-term employment agreement,\nexcept where \u2014\n(i)\nthe staff member is past the normal retirement age, in which case the\nappointment shall be on a fixed-term employment agreement for a\nperiod of no more than two years;\n\nRegulation 35\nPersonnel Regulations (2025 Revision)\n\nPage 26\nRevised as at 31st December, 2024\nc\n\n(ii) the duties of the position to which the appointment relates have a\nfinite life, in which case the appointment shall be on a fixed-term\nemployment agreement for a period equal to the life of the duties;\n(iii) the appointing officer determines that there are good reasons why the\nstaff member should be appointed on a fixed-term employment\nagreement;\n(iv) the staff member is being reemployed as a result of taking phased\nretirement; and\n(b) non-Caymanians shall be employed on a fixed-term employment\nagreement for a period of no more than three years.\n35.\nProbationary appointments\n35. (1) A new staff member may, by written employment agreement, contract with the\nappointing officer to be employed on probationary terms and if probation is\nagreed upon, the initial period shall not exceed six months.\n(2) At the end of the initial probationary period the appointing officer and the staff\nmember may, by further written contract, extend that period for one additional\nterm not exceeding six months and such further agreement shall be appended to\nthe initial employment agreement.\n(3) At any time during the probationary period the appointing officer may terminate\nthe staff member\u2019s employment but may do so only on the basis of gross\nmisconduct, serious misconduct or significant inadequate performance and in\ndoing so shall comply with regulations 39 to 42.\n(4) At the end of the initial probationary period, or where relevant the second\nprobationary period, the appointing officer shall either \u2014\n(a)\nconfirm the appointment, in which case a new employment agreement\nshall be entered into with the staff member in accordance with the\nrequirements of this Part and the staff member\u2019s term of employment shall\nbe determined in accordance with regulation 34; or\n(b) dismiss the staff member under the requirements of paragraph (3).\n36.\nStaff remuneration\n36. (1) The remuneration of a staff member agreed between an appointing officer and\nthat staff member under section 43(1) of the principal Act, shall be calculated\nin accordance with paragraph 3 of Schedule 1.\n(2) Where the remuneration of a staff member includes a performance-related\nportion under section 43(2) of the principal Act, that performance-related\nportion shall be established in accordance with Schedule 3.\n\nPersonnel Regulations (2025 Revision)\nRegulation 37\n\nc\nRevised as at 31st December, 2024\nPage 27\n\n37.\nStaff employment agreements\n37. (1) A staff member\u2019s employment agreement prepared under section 42(1) of the\nprincipal Act, shall comply with Schedule 4.\n(2) A civil servant who is in office on the coming into force of these Regulations\nshall not be required to enter into a new employment agreement unless the civil\nservant is appointed to a different position or the circumstances of their\nemployment change before entering into a new period of service.\n\nProcedures Applying to the Discipline, Dismissal, Early Retirement and\nOther Termination of Staff\n38.\nDisciplining staff\n38. (1) Before determining whether to discipline a staff member for minor misconduct\n(including criminal activity in the workplace that does not fall within the\ndefinition of gross misconduct) or inadequate performance over a reasonable\nperiod of time under section 44(3) of the principal Act, an appointing officer \u2014\n(a)\nshall \u2014\n(i)\ncollect evidence of the actions or omissions of the staff member that\nare the subject of concern; and\n(ii) advise the staff member of the concerns (both orally and in writing)\nincluding providing the staff member with a copy of the evidence\ncollected, and allow the staff member to provide an explanation, and;\n(b) shall, if the explanation is not satisfactory \u2014\n(i)\nprovide the staff member with a warning that, if there is not\ncorrective action, disciplinary action could be taken;\n(ii) advise the staff member of the likely nature of that disciplinary\naction; and\n(iii) provide a reasonable period of time (being not less than one month),\nand a reasonable amount of support for the staff member to take\ncorrective action;\n(c)\nshall, if insufficient corrective action is taken \u2014\n(i)\nadvise the staff member of the ongoing concern (both orally and in\nwriting) and issue a second warning that if corrective action is not\ntaken immediately disciplinary action will be taken; and\n(ii) provide a further reasonable period of time, and reasonable amount\nof support for the staff member to take corrective action; and\n(d) shall assess the actions of the staff member after the second period of time\nto determine whether sufficient corrective action has been taken, and\n\nRegulation 38\nPersonnel Regulations (2025 Revision)\n\nPage 28\nRevised as at 31st December, 2024\nc\n\nnotify the staff member (both orally and in writing) of the results of the\nassessment.\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that the grounds for disciplinary action\nspecified in section 44(3) of the principal Act exist, the appointing officer may\ntake one of the following disciplinary actions \u2014\n(a)\nissue a written reprimand;\n(b) re-assign the staff member to alternative duties;\n(c)\nsuspend the staff member either without pay, or up to half-pay, for a period\nof no more than one month; or\n(d) such other disciplinary actions as are provided for under Regulations or\nRules issued under a Law applying to the civil service entity.\n(3) If, after the process specified in paragraph (1)(b) or (1)(d) has been completed,\nthe appointing officer is of the view that the staff member has undertaken\nsufficient corrective action, the appointing officer shall advise the staff member\n(both orally and in writing) of that fact and either that \u2014\n(a)\nthe warning has expired and is being removed from the staff member\u2019s\npersonnel file; or\n(b) the warning will remain in place for a further period of time (such period\nto be specified) and that any further instances of minor misconduct or\ninadequate performance during this period will result in disciplinary\naction.\n(4) If, after the process specified in paragraph (3)(b) has been completed, there is\nno minor misconduct or inadequate performance during the further warning\nperiod, the appointing officer shall advise the staff member (both orally and in\nwriting) that the further warning period has expired and the warning is being\nremoved from the staff member\u2019s personnel file.\n(5) If, after the process specified in paragraph (3)(b) has been completed, there is a\nfurther instance of minor misconduct or inadequate performance during the\nfurther warning period, the appointing officer may discipline the staff member\nusing one of the disciplinary actions or omissions specified in paragraph (2)\nprovided that the appointing officer first \u2014\n(a)\ncollects evidence of the actions or omissions of the staff member which\nare the subject of concern; and\n(b) advises the staff member of the concerns (both orally and in writing)\nincluding providing the staff member with a copy of the evidence\ncollected, and allows the staff member to provide an explanation.\n\nPersonnel Regulations (2025 Revision)\nRegulation 39\n\nc\nRevised as at 31st December, 2024\nPage 29\n\n39.\nDismissing staff for gross misconduct not involving criminal activity\n39. (1) Before determining whether to dismiss a staff member on the grounds of gross\nmisconduct (other than gross misconduct involving criminal activity where\nregulations 40 and 41 apply) under section 44(4) of the principal Act, an\nappointing officer shall \u2014\n(a)\ncollect evidence of the actions or omissions of the staff member that are\nthe subject of concern;\n(b) advise the staff member of the concerns (both orally and in writing)\nincluding providing the staff member with a copy of the evidence\ncollected, and advise the staff member that the actions or omissions may\nbe grounds for instant dismissal;\n(c)\nprovide an opportunity for the staff member to explain their position (both\norally and in writing); and\n(d) reassess the situation in light of the staff member\u2019s explanation and notify\nthe staff member (both orally and in writing), of the results of the\nreassessment.\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that the grounds for dismissing the staff\nmember for gross misconduct under section 44(4) of the principal Act have been\nproven, the appointing officer may dismiss the staff member with immediate\neffect.\n(3) Upon deciding to dismiss a staff member under paragraph (2), the appointing\nofficer, at the earliest opportunity, shall \u2014\n(a)\nnotify the staff member that the staff member is being dismissed under the\nterms of the the staff member\u2019s employment agreement; and\n(b) arrange for the dismissal to take immediate effect.\n(4) Upon dismissing a staff member on the grounds of gross misconduct, the\nappointing officer shall notify the Head of the Civil Service in writing of the\ndismissal, the grounds, and the process followed.\n40.\nSuspending and dismissing staff for gross misconduct involving criminal\nactivity in the workplace\n40. (1) Before determining whether to dismiss a staff member on the grounds of gross\nmisconduct, and that gross misconduct involves alleged criminal activity in the\nwork place, an appointing officer shall \u2014\n(a)\ncollect evidence of the staff member\u2019s alleged criminal activity and satisfy\nthemselves that such activity is significant enough to fall within the\ndefinition of gross misconduct;\n(b) advise the staff member of the concerns (both orally and in writing)\nincluding providing the staff member with a copy of the evidence\n\nRegulation 41\nPersonnel Regulations (2025 Revision)\n\nPage 30\nRevised as at 31st December, 2024\nc\n\ncollected, and allow the staff member an opportunity to provide an\nexplanation (both orally and in writing).\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that there are reasonable grounds to believe that\nthe staff member has been involved in criminal activity in the workplace, and\nthat activity is significant enough to fall within the definition of gross\nmisconduct, the appointing officer shall advise the police at an early opportunity\nand \u2014\n(a)\nadvise the staff member of this fact orally and in writing; and\n(b) arrange for the suspension on full-pay to take immediate effect.\n(3) Repealed by regulation 6 of the Personnel (Amendment) Regulations, 2009.\n(4) If the staff member is subsequently convicted of a criminal offence, and that\noffence is significant enough to fall within the definition of gross misconduct,\nthe appointing officer may dismiss the staff member from the date of conviction\nin which case, at the earliest opportunity, the appointing officer shall \u2014\n(a)\nnotify the staff member that the staff member is being dismissed under the\nterms of that staff member\u2019s employment agreement; and\n(b) arrange for the dismissal to take immediate effect.\n(5) If \u2014\n(a)\nafter the process specified in paragraph (2) has been completed the staff\nmember is subsequently not charged; or\n(b) after the process specified in paragraph (4) has been completed the staff\nmember is subsequently not convicted or if convicted the conviction is set\naside wholly and the period of any appeal has expired,\nthe staff member shall be reinstated to their position, or to a similar position\nwithin the civil service entity.\n(6) Where a staff member has been suspended in accordance with paragraph (2), an\nappointing officer shall provide the Head of the Civil Service with a summary\nof the status of the criminal case and suspension, and such summaries shall be\nprovided every twelve months until the matter is resolved in accordance with\nparagraph (4) or (5).\n41.\nSuspending and dismissing staff for gross misconduct involving criminal\nactivity outside the workplace\n41. (1) Before determining whether to dismiss a staff member on the grounds of gross\nmisconduct, and that gross misconduct involves alleged criminal activity\noutside the work place, an appointing officer shall \u2014\n(a)\nestablish that the staff member has been charged with a criminal offence\nby the police;\n\nPersonnel Regulations (2025 Revision)\nRegulation 42\n\nc\nRevised as at 31st December, 2024\nPage 31\n\n(b) establish whether the criminal offence \u2014\n(i)\ninvolves such disrepute as is referred to in section 5(2)(e) of the\nprincipal Act; and\n(ii) is significant enough to fall within the definition of gross misconduct;\nand\n(c)\nadvise the staff member of the concerns (both orally and in writing) and\nallow the staff member an opportunity to provide an explanation.\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that the conditions specified in paragraph (1)(b)\nhave been proven, the appointing officer may suspend the staff member with\npay, in which case the appointing officer shall \u2014\n(a)\nadvise the staff member of this fact in writing; and\n(b) arrange for the suspension with pay to take immediate effect.\n(3) If the staff member is subsequently convicted of a criminal offence, and that\noffence is significant enough to fall within the definition of gross misconduct,\nthe appointing officer may dismiss the staff member from the date of conviction\nin which case, at the earliest opportunity, the appointing officer shall \u2014\n(a)\nnotify the staff member that the staff member is being dismissed under the\nterms of the staff member\u2019s employment agreement; and\n(b) arrange for the dismissal to take immediate effect.\n(4) If after the process specified in paragraph (2) has been completed the staff\nmember is subsequently not convicted or if convicted the conviction is set aside\nwholly and the period of any appeal against acquittal has expired, the staff\nmember shall be reinstated to their position, or to a similar position within the\ncivil service entity.\n(5) Where a staff member has been suspended in accordance with paragraph (2), an\nappointing officer shall provide the Head of the Civil Service with a summary\nof the status of the criminal case and suspension, and such summaries shall be\nprovided every twelve months until the matter is resolved in accordance with\nparagraph (3) or (4).\n42.\nDismissing staff for serious misconduct or significant inadequate\nperformance\n42. (1) Before determining whether to dismiss a staff member on the grounds of serious\nmisconduct or significant inadequate performance under section 44(4) of the\nprincipal Act, an appointing officer shall \u2014\n(a)\ncollect evidence of the actions or omissions of the staff member which are\nthe subject of concern;\n\nRegulation 42\nPersonnel Regulations (2025 Revision)\n\nPage 32\nRevised as at 31st December, 2024\nc\n\n(b) advise the staff member of the concerns (both orally and in writing)\nincluding providing the staff member with a copy of the evidence\ncollected, allow the staff member to provide an explanation, and (if the\nexplanation is not satisfactory) provide a warning that if there is not\ncorrective action dismissal could result;\n(c)\nprovide a reasonable period of time (being not less than one month), and a\nreasonable amount of support for the staff member to take corrective\naction;\n(d) if insufficient corrective action is taken, advise the staff member of the\nongoing concern (both orally and in writing) and issue a second warning\nthat if corrective action is not taken dismissal could occur;\n(e)\nprovide a further reasonable period of time (being not less than one month)\nand a reasonable amount of support for the staff member to take corrective\naction; and\n(f)\nassess the actions of the staff member after the second period of time to\ndetermine whether sufficient corrective action has been taken, and notify\nthe staff member (both orally and in writing) of the results of the\nassessment.\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that the grounds for dismissing the staff\nmember on the basis of serious misconduct or significant inadequate\nperformance under section 44(4) of the principal Act have been proven, the\nappointing officer may dismiss the staff member.\n(3) If, after the process specified in paragraph (1) (c) or (1)(f) has been completed,\nthe appointing officer is of the view that the staff member has undertaken\nsufficient corrective action, the appointing officer shall advise the staff member\n(both orally and in writing) of that fact and either that \u2014\n(a)\nthe warning has expired and is being removed from the staff member\u2019s\npersonnel file; or\n(b) the warning will remain in place for a further period of time (such period\nto be specified) and that any further instances of serious misconduct or\nsignificant inadequate performance during this period will result in\ndismissal.\n(4) If, after the process specified in paragraph (3)(b) has been completed, there is\nno serious misconduct or significant inadequate performance during the further\nwarning period, the appointing officer shall advise the staff member (both orally\nand in writing) that the further warning period has expired and the warning is\nbeing removed from the staff member\u2019s personnel file.\n(5) If, after the process specified in paragraph (3)(b) has been completed, there is a\nfurther instance of serious misconduct or significant inadequate performance\n\nPersonnel Regulations (2025 Revision)\nRegulation 43\n\nc\nRevised as at 31st December, 2024\nPage 33\n\nduring the further warning period, the appointing officer may dismiss the staff\nmember provided that the appointing officer first \u2014\n(a)\ncollects evidence of the actions or omissions of the staff member which\nare the subject of concern; and\n(b) advises the staff member of the concerns (both orally and in writing)\nincluding providing the staff member with a copy of the evidence\ncollected, and allows the staff member to provide an explanation.\n(6) Upon deciding to dismiss a staff member under paragraph (2) or (5), the\nappointing officer, at the earliest opportunity, shall \u2014\n(a)\nnotify the staff member that the staff member is being dismissed under the\nterms of the staff member\u2019s employment agreement; and\n(b) arrange for the dismissal to take effect at an early opportunity.\n43.\nRetiring staff early on medical grounds\n43. (1) Before determining whether to require a staff member to take early retirement\non medical grounds under section 44(5) of the principal Act, the appointing\nofficer shall \u2014\n(a)\ncollect evidence to show that the staff member\u2019s disability is preventing\nthe required duties from being performed in a substantial way;\n(b) advise the staff member of the concerns (both orally and in writing)\nincluding providing the staff member with a copy of the evidence\ncollected, and provide an opportunity for the staff member to explain their\nposition;\n(c)\nprovide a reasonable period of time, and a reasonable amount of support\nfor the staff member to show that the staff member is able to perform the\nrequired duties satisfactorily;\n(d) if insufficient improvement occurs, advise the staff member that\n(i)\nthe staff member will be required to appear before a medical board\nto have their disability assessed; and\n(ii) if the board confirms the disability is permanent and likely to prevent\nthe staff member from satisfactorily carrying out their duties, the staff\nmember will be required to take early retirement on medical grounds;\n(e)\narrange with the Chief Medical Officer to convene a medical board and\nassess the staff member;\n(f)\nensure that the staff member is advised in writing of the results of the\nmedical board in a timely manner; and\n(g) identify vacant positions within the civil service entity and establish\nwhether any of those positions are suitable for the staff member, taking\ninto account the nature of their disability.\n\nRegulation 44\nPersonnel Regulations (2025 Revision)\n\nPage 34\nRevised as at 31st December, 2024\nc\n\n(2) If after the process specified in paragraph (1) has been completed \u2014\n(a)\nthe Chief Medical Officer has confirmed that the disability is permanent\nand likely to prevent the staff member from satisfactorily carrying out their\nduties; and\n(b) the appointing officer has established that there are no vacant positions in\nthe appointing officer\u2019s civil service entity suitable for the staff member,\ntaking into account the nature of the disability,\nthe appointing officer may effect early retirement of the staff member under\nsection 44 (5) of the principal Act.\n(3) Upon deciding to retire a staff member under paragraph (2), the appointing\nofficer, at the earliest opportunity, shall \u2014\n(a)\nnotify the staff member that the staff member is being retired early on\nmedical grounds under the terms of the staff member\u2019s employment\nagreement; and\n(b) provide the staff member with three months\u2019 notice of the retirement.\n44.\nRetiring staff to improve the organisation\n44. (1) Before determining whether to require a staff member to retire to improve the\nefficiency of the civil service entity under section 44 (6) of the principal Act,\nthe appointing officer shall \u2014\n(a)\nevaluate the effect that retiring the staff member will have on the\nperformance of the civil service entity;\n(b) advise the staff member (both orally and in writing) of the intention to\nrequire the staff member to retire to improve the organisation, and provide\nan opportunity for the staff member to explain their position; and\n(c)\nre-evaluate the effect of retiring the staff member in light of the\nexplanation provided in subparagraph (b), and notify the staff member\n(both orally and in writing) of the results of the re-evaluation.\n(2) If, after the process specified in paragraph (1) has been completed, the\nappointing officer is of the view that retiring the staff member will improve the\nefficiency of the civil service entity, the appointing officer may retire the staff\nmember under section 44(6) of the principal Act.\n(3) Upon deciding to retire a staff member under paragraph (2), the appointing\nofficer, at the earliest opportunity, shall \u2014\n(a)\nnotify the staff member that the staff member is being retired to improve\nthe organisation under the terms of the staff member\u2019s employment\nagreement; and\n(b) provide the staff member with three months\u2019 notice of the retirement.\n\nPersonnel Regulations (2025 Revision)\nRegulation 45\n\nc\nRevised as at 31st December, 2024\nPage 35\n\n45.\nMaking staff redundant\n45. (1) Before determining whether to make a staff member redundant under section 44\n(7) of the principal Act, the appointing officer shall \u2014\n(a)\nestablish, under section 44(7) of the principal Act, that the duties and\nfunctions assigned to the staff member are no longer required and that\nthose duties and functions will not be substantively transferred to another\nperson or position;\n(b) where two or more staff members hold similar positions and only some of\nthose positions are no longer required, identify which positions are no\nlonger required under paragraph (2);\n(c)\nidentify vacant positions within the civil service entity and establish\nwhether any of those positions is suitable for the staff member, taking into\naccount their skills and experience;\n(d) consult with other civil service entities as to whether they have any vacant\npositions suitable for the staff member, taking into account the staff\nmember\u2019s skills and experience;\n(e)\nadvise the staff member (both orally and in writing) that the staff member\u2019s\nposition is no longer required and of the other positions (if any) that the\nstaff member could be transferred to, and allow that staff member adequate\nopportunity to state that staff member\u2019s position;\n(f)\nprovide a reasonable period of time, and a reasonable amount of support\nfor the staff member to consider whether that staff member wishes to be\ntransferred to a suitable vacant position (if available); and\n(g) if the staff member agrees to be transferred to a suitable vacant post (if\navailable), arrange the transfer.\n(2) Where two or more staff members hold similar positions and only some of those\npositions are no longer required, the staff members whose positions are\ndetermined as no longer required shall be selected in the following order \u2014\n(a)\nfirst, those staff members who volunteer to have their position abolished;\n(b) second, on the basis of the staff members\u2019 performance as determined by\ntheir performance assessments undertaken under section 50 of the\nprincipal Act over the preceding 24 months, with the positions of the\npersons with the lower performance ratings being abolished;\n(c)\nthird, the positions of staff members who are over the age of\nretirement; and\n(d) fourth, the positions of staff members, who in the opinion of the appointing\nofficer, have the lesser potential to contribute to the performance of the\ncivil service entity in the future,\n\nRegulation 46\nPersonnel Regulations (2025 Revision)\n\nPage 36\nRevised as at 31st December, 2024\nc\n\nsubject to a requirement that where two or more persons are rated broadly\nequally on the basis of subparagraphs (a) to (d), Caymanians shall be given\npreference in retaining their position.\n(3) If, after the process specified in paragraph (1) has been completed, the staff\nmember declines to be transferred to a suitable vacant post or there is no suitable\nvacant post in the civil service, the appointing officer may make the staff\nmember redundant under section 44(7) of the principal Act.\n(4) Upon deciding to make a staff member redundant under paragraph (3), the\nappointing officer at the earliest opportunity shall \u2014\n(a)\nnotify the staff member that the staff member is being made redundant\nunder the terms of the staff member\u2019s employment agreement; and\n(b) provide the staff member with three months\u2019 notice of the redundancy.\n46.\nTerminating staff who lose their qualification, licence or certification\n46. (1) An appointing officer may terminate the employment of a staff member under\nsection 44(1)(e) of the principal Act where the staff member was employed on\nthe basis of a qualification, licence or certification required for the staff\nmember\u2019s position and during the course of employment ceases to hold that\nqualification, licence or certification.\n(2) Before determining whether to terminate a staff member under paragraph (1),\nan appointing officer shall \u2014\n(a)\ncollect evidence of the staff member\u2019s loss of qualification, licence or\ncertification;\n(b) advise the staff member (both orally and in writing) including providing\nthe staff member with a copy of the evidence collected, that the\nqualification, licence or certification is a condition of employment and that\nthe loss of the qualification, licence or certification is a ground for\ntermination of employment;\n(c)\nallow the staff member an opportunity to explain why that staff member\nceases to hold the qualification, licence or certification and what action (if\nany) the staff member intends to take to re-obtain the qualification, licence\nor certification;\n(d) if the staff member wishes to re-obtain the qualification, licence or\ncertification, provide a reasonable period of time and a reasonable amount\nof support for the staff member to do so; and\n(e)\nif the staff member advises that the staff member does not intend to reobtain the qualification, licence or certification, or after a reasonable\nperiod of time does not do so, notify the staff member (both orally and in\nwriting) that the staff member\u2019s failure to re-obtain the qualification,\n\nPersonnel Regulations (2025 Revision)\nRegulation 47\n\nc\nRevised as at 31st December, 2024\nPage 37\n\nlicence or certification will result in that staff member\u2019s employment being\nterminated.\n(3) If, after the process specified in paragraph (2) has been completed, the staff\nmember does not re-obtain the qualification, licence or certification after a\nreasonable period of time, the appointing officer may terminate the staff\nmember\u2019s employment.\n(4) Upon deciding to terminate a staff member\u2019s employment under paragraph (3),\nthe appointing officer, at the earliest opportunity, shall \u2014\n(a)\nnotify the staff member that the staff member\u2019s employment is being\nterminated under the terms of that staff member\u2019s employment agreement;\nand\n(b) arrange for the termination to take effect at an early opportunity.\nPART 5 - Other Requirements Relating to Chief Officers\n\n47.\nPerformance incentive arrangements1\n47. (1) Performance incentive arrangements operated by a chief officer under\nsection 51(1) of the principal Act shall comply with the requirements of this\nregulation.\n(2) Performance incentive arrangements may be \u2014\n(a)\ndirectly related to remuneration, that is, form part of a staff member\u2019s\nstandard remuneration, for example, performance-related pay or additional\ntime-off-in-lieu;\n(b) non-remuneration related, such as extra training opportunities; or\n(c)\nsome combination of the two.\n(3) Performance incentive arrangements may be applied either to all staff in the civil\nservice entity, or to a particular group or category of staff and a different set of\narrangements may be applied to different groups of civil service entity staff.\n(4) Performance incentive arrangements shall comply with the following criteria \u2014\n(a)\nthe arrangements shall be designed to encourage and reward good\nperformance;\n(b) the same set of arrangements shall apply in an equal manner to all staff in\nthe civil service entity, or, where the incentives apply to a particular\ncategory of staff in the civil service entity, the same set of arrangements\nmust apply in an equal manner to all staff in that category;\n\nRegulation 48\nPersonnel Regulations (2025 Revision)\n\nPage 38\nRevised as at 31st December, 2024\nc\n\n(c)\nthe performance required of a staff member in order to be awarded the\nincentive shall be clearly specified in the performance agreement for the\nperiod;\n(d) the extent to which performance has been achieved shall be determined as\npart of the regular performance assessment process;\n(e)\nonly those persons achieving the desired performance level (as determined\nin performance assessments) shall be awarded the performance incentive;\nand\n(f)\nthe incentive arrangements shall be operated in a fair and unbiased manner.\n(5) The total dollar-value of any performance incentive applying to an individual\nstaff member (both remuneration-related and non-remuneration related) shall be\nno more than 10% of that staff member\u2019s wages or salary.\n48.\nWorkplace conditions and safety\n48. The work place safety procedures established under section 55(2) of the principal Act\nshall ensure that \u2014\n(a)\nin relation to workplace conditions, the workplace \u2014\n(i)\nis clean;\n(ii) is not overcrowded;\n(iii) has reasonable temperatures, if the workplace is indoors;\n(iv) has adequate ventilation and lighting;\n(v) has adequate drainage and sanitary conveniences;\n(vi) has adequate electrical infrastructure;\n(vii) has sanitary drinking facilities with an adequate supply of drinking\nwater;\n(viii) implements hurricane rules and procedures as may be instituted from\ntime to time;\n(ix) implements fire hazard rules and procedures as may be instituted\nfrom time to time;\n(x) has, in the event of emergencies, adequate means and avenues of\nescape;\n(xi) has adequate and well-maintained facilities for employees to sit,\nwhen appropriate, during their work day;\n(xii) has adequate and well-maintained on-site first aid equipment;\n(xiii) has adequate restrooms;\n(xiv) has appropriate waste disposal procedures and storage facilities for\nhazardous materials; and\n\nPersonnel Regulations (2025 Revision)\nRegulation 49\n\nc\nRevised as at 31st December, 2024\nPage 39\n\n(xv) has such other facilities as are reasonably necessary for the health,\nsafety and welfare of employees in that civil service entity\u2019s line of\nbusiness;\n(b) in relation to workplace safety \u2014\n(i)\nmachinery used in the workplace is operated and maintained in a\nmanner consistent with safety and in compliance with the standards\nand guidelines recommended by the manufacturer;\n(ii) staff members are protected from poisonous, noxious or toxic\nsubstances used or present in the workplace, including \u2014\n(A) that food and drink are not consumed in areas where such\nsubstances are used or are present; and\n(B) ensuring that there are emergency wash-down facilities;\n(iii) suitable safety gear is provided when staff members are using or are\naround machines or processes in relation to which the use of such\ngear is recommended;\n(iv) suitable goggles or other protective gear is provided when there is a\nrisk of eye injury;\n(v) suitable protective equipment is provided when there is a reasonable\nrisk of bodily injury from any process or equipment used;\n(vi) where staff members are involved in a process involving injurious or\noffensive substances or in conditions exposing them to wet or cold\nconditions, suitable protective gear and clothing are provided;\n(vii) where a process involves exposure to heat or steam, facilities to\nprotect staff members appropriately are provided and maintained;\n(viii) warning signs prohibit the misuse of equipment or space within the\nworkplace; and\n(ix) readily\naccessible\nfirst\naid\nequipment\nis\nprovided\nand\nmaintained; and\n(c)\nin relation to personal safety, reasonable measures are taken to ensure that\nstaff members are protected from physical attack, harassment or abuse\nfrom other staff members or customers of the civil service entity.\n49.\nPersonnel records\n49. (1) A chief officer shall ensure that complete and accurate employment and\nperformance management records relating to staff members are maintained by\nthat chief officer\u2019s civil service entity including \u2014\n(a)\na personnel file for each staff member containing employment agreements,\ncorrespondence with the staff member over personnel and employment\nmatters, relevant remuneration and payroll documentation, the staff\n\nRegulation 49\nPersonnel Regulations (2025 Revision)\n\nPage 40\nRevised as at 31st December, 2024\nc\n\nmember\u2019s annual performance agreements and assessments, and any other\npersonnel-related matters relating to the staff member;\n(b) leave records for each staff member including leave entitlements, leave\ntaken and leave available for each type of leave the staff member is entitled\nto;\n(c)\na record of hiring dates for each staff member; and\n(d) general records relating to employment arrangements, recruitment,\nappointment, remuneration and terms and conditions, performance\nassessment, discipline and dismissal, and appeal processes.\n(2) The records (regardless of the form or media in which they are held) shall be\nheld in a manner that such records can be readily accessed for \u2014\n(a)\noperational purposes;\n(b) audit by the Portfolio of the Civil Service under section 24(f) of the\nprincipal Act;\n(c)\naudit by the Audit Office under its powers under the Public Management\nand Finance Act (2020 Revision); and\n(d) submission to the Civil Service Appeals Commission under sections 33,\n34 and 54 of the principal Act.\n(3) The records required by paragraph (1) shall comply with any Acts or practices\nfor the time being in force relating to the keeping of records in civil service\nentities.\n(4) A chief officer shall ensure that information relating to staff members\u2019 pension\nrights are provided to the Portfolio of the Civil Service on a regular, and timely\nbasis including \u2014\n(a)\ndate of birth;\n(b) date of first employment in the civil service;\n(c)\nemployment agreements and any amendments thereto;\n(d) any breaks in service;\n(e)\nany non-pensionable remuneration;\n(f)\nletters of resignation, termination or retirement;\n(g) date of retirement; and\n(h) salary or wages at the date of resignation, termination or retirement.\n(5) Unless exempted in writing by the Head of the Civil Service, civil service\nentities shall use a centralised human resource information system approved by\nthe Head of the Civil Service for \u2014\n(a)\nrecording all payroll data and for paying all wages, salary and other dollar\nbased remuneration components to the employees in their entity; and\n\nPersonnel Regulations (2025 Revision)\nRegulation 50\n\nc\nRevised as at 31st December, 2024\nPage 41\n\n(b) recording such other employment-related information about employees in\ntheir entity as is required from time to time by the Portfolio of the Civil\nService.\n50.\nInstructions and workplace rules\n50. (1) A chief officer may from time to time issue reasonable instructions and these\nshall be observed by all staff members in the civil service entity.\n(2) A chief officer may from time to time issue reasonable rules governing the\nconduct of staff members in the work place and these workplace rules shall be\nobserved by all staff members in the civil service entity and, without limiting\nthe generality of this power, the rules shall \u2014\n(a)\ndesignate all Government premises and vehicles as \u201cNo Smoking Areas\u201d\nand smoking shall be prohibited in those areas;\n(b) prohibit the consumption of alcohol in the workplace (other than at official\nfunctions);\n(c)\nprohibit the taking of illegal substances in the workplace;\n(d) prohibit a staff member from reporting for duty \u2014\n(i)\nunder the influence of an illegal substance; or\n(ii) under the influence of alcohol, such that it has a deleterious effect on\nthe staff member\u2019s ability to carry out the staff member\u2019s duties; and\n(e)\nmandate that a staff member participate in performance management,\nincluding signing and executing performance agreements and performance\nassessments within fourteen calendar days of receiving such document.\n(3) A chief officer shall ensure that workplace rules (and any amendments thereof)\nare promulgated to staff in that chief officer\u2019s civil service entity in such a\nmanner that all staff can be reasonably expected to be aware of the rules.\n51.\nGrievance procedures\n51. (1) A chief officer shall establish and publish procedures for addressing grievances\nof staff in that chief officer\u2019s civil service entity, and those procedures shall be\nbased on the following \u2014\n(a)\nin the first instance the grievance should be communicated to the staff\nmember\u2019s immediate supervisor, who shall then discuss the matter with\nthe staff member and then address the issue in such manner as the\nsupervisor considers appropriate;\n(b) if, after the process in subparagraph (a) has been completed, the staff\nmember is not satisfied that the grievance has been satisfactorily resolved,\nthe staff member may then communicate the grievance to that staff\nmember\u2019s appointing officer (where the appointing officer is not also the\nstaff member\u2019s immediate supervisor), who shall then discuss the matter\n\nRegulation 52\nPersonnel Regulations (2025 Revision)\n\nPage 42\nRevised as at 31st December, 2024\nc\n\nwith the staff member and then address the issue in such manner as the\nappointing officer considers appropriate;\n(c)\nif, after the process in subparagraph (b) has been completed, the staff\nmember is still not satisfied that the grievance has been satisfactorily\nresolved, the staff member may then communicate the grievance to that\nstaff member\u2019s chief officer (where the chief officer is not also the staff\nmember\u2019s appointing officer), who shall then discuss the matter with the\nstaff member and then address the issue in such manner as the chief officer\nconsiders appropriate and the decision of the chief officer shall not be\nsubject to appeal; and\n(d) if the grievance relates to the behaviour of the staff member\u2019s \u2014\n(i)\nimmediate supervisor, the grievance should be communicated in the\nfirst instance to the appointing officer;\n(ii) appointing officer, the grievance should be communicated in the first\ninstance to the chief officer; and\n(iii) chief officer, the grievance should be communicated in the first\ninstance to the Head of the Civil Service rather than following the\nprocedures specified in subparagraphs (a) to (c), and the Head of the\nCivil Service (or their delegant) shall then discuss the matter with the\nstaff member and then address the issue in such manner as the Head\nof the Civil Service (or their delegant) considers appropriate.\n(2) For the purposes of this regulation, a grievance is \u2014\n(a)\na matter of concern to a staff member which \u2014\n(i)\nrelates to workplace conditions or safety, the behaviour of another\nstaff member in the workplace, or the compliance of other staff\nmembers with the Public Servant\u2019s Code of Conduct; and\n(ii) the staff member wishes to be addressed through a formal grievance\nprocess rather than through normal informal interaction with the staff\nmember\u2019s immediate supervisor; and\n(b) not a matter which is the subject of the appeal process specified in\nsections 53 and 54 of the principal Act.\n52.\nSuccession planning\n52. (1) In accordance with the requirement of section 55(1)(c) of the principal Act (to\nrecognise the need for the advancement of Caymanians in all parts of the civil\nservice), a chief officer shall establish and regularly review and update a staff\nsuccession plan for that chief officer\u2019s civil service entity.\n(2) The purpose of the succession plan shall be to develop a pool of Caymanians\nwithin the civil service entity with the skills and experience that would make\nthem realistic candidates for key managerial and technical positions in the civil\n\nPersonnel Regulations (2025 Revision)\nRegulation 53\n\nc\nRevised as at 31st December, 2024\nPage 43\n\nservice entity should they choose to apply for those positions when they became\nvacant.\n(3) The succession plan shall identify \u2014\n(a)\nthe key managerial and technical positions in the civil service entity for\nwhich developing or maintaining capability for that position is important\nto the operation of the civil service entity;\n(b) the current and future skill sets required to develop that capability;\n(c)\nsources or means to develop those skill sets;\n(d) at least two Caymanian staff members for each key managerial and\ntechnical position whose skills can be developed to the required level; and\n(e)\nthe process and timeline for developing those staff members.\n(4) In selecting Caymanian staff members to be developed in accordance with\nparagraph (3)(d) the chief officer shall \u2014\n(a)\nselect those staff members on the basis of their existing skills, experience\nand abilities and their potential to carry out the duties of the managerial or\ntechnical position they shall be developed for; and\n(b) take into account the requirements of section 55(1)(d), (e) and (f) of the\nprincipal Act to provide opportunities for the enhancement of the abilities\nof all individual employees and to recognise the employment requirements\nof women and persons with disabilities.\n(5) Where, due to the technical skills required, it is not practical or feasible to\nidentify at least two Caymanians to be developed for a technical position under\nparagraph (3)(d) and (e), the succession plan shall identify the alternative means\nand process by which Caymanians will be developed so that they have the\nnecessary skills for the technical position over the long-term.\nPART 6 \u2013 Miscellaneous\n\n53.\nMedical board\n53. (1) The Chief Medical Officer shall appoint a medical board for the purpose of\nadvising relevant authorities with respect to retirement on medical grounds\nunder these Regulations.\n(2) The medical board shall comprise the Chief Medical Officer and at least two\nother registered medical doctors who have knowledge and experience relevant\nto the assessment of the extent of disability.\n\nRegulation 54\nPersonnel Regulations (2025 Revision)\n\nPage 44\nRevised as at 31st December, 2024\nc\n\n54.\nRetention of government property\n54. A public officer who ceases to hold office shall forthwith deliver up to that public\nofficer\u2019s supervising officer \u2014\n(a)\nall documents and other government property to which that public officer\nhas had access, or issued or entrusted to that public officer, including an\nidentity card; and\n(b) any dye, seal or stamp of, or belonging to, or used, made or provided by\ngovernment,\nbut a head of department, chief officer or Head of the Civil Service may, in that\nperson\u2019s discretion, permit a long serving officer to retain any article of\nequipment, clothing or appointment, by way of a memento of that public\nofficer\u2019s service.\n55.\nTransitional provision\n55. An employee who, on 22nd March, 2024, the date of the commencement of the\nPersonnel (Amendment) Regulations, 2024 [SL 6 of 2024], is on maternity or\npaternity leave for the adoption of a child over 5 years of age shall continue to be\nentitled to the maternity or paternity leave in relation to that child as if the Personnel\n(Amendment) Regulations, 2024 [SL 6 of 2024] had not come into force.\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 45\n\n SCHEDULE 1\n(regulations 7, 8, 18, 19, 34 and 36, paragraph 1 of Schedule 2)\nStandard Terms and Conditions of Employment\n\n1.\nStandard terms and conditions\n1.\n(1) Except as otherwise provided in subparagraph (2), the standard terms and\nconditions of employment for civil servants shall be those specified in this\nSchedule.\n (2) An appointing officer and the employee concerned may agree, in the employee\u2019s\nemployment agreement, terms and conditions that are additional to the standard\nterms and conditions (other than in relation to remuneration which must\nconform with paragraph 3 of this Schedule), provided that all terms and\nconditions shall comply with these minimum standards.\n2.\nAttendance\n2.\n(1) The normal hours of work for \u2014\n(a)\nfull-time wage workers shall be between 37\u00bd and 40 hours per week as\nagreed between the appointing officer and the employee concerned;\n(b) full-time employees whose hours of attendance are shift-based shall be\nbetween 37\u00bd and 45 hours per week as agreed between the appointing\nofficer and the employee concerned, provided that the normal hours of\nwork in a particular week may be less than 37\u00bd hours or more than 45\nhours as long as the total hours over the shift cycle average to the number\nof hours agreed per week;\n(c)\nother full-time employees shall be 37\u00bd hours per week; and\n(d) part-time employees shall be such proportion of the normal hours for fulltime employees as is agreed between the appointing officer and the\nemployee concerned.\n(2) An employee may take a reasonable amount of time for medical, optical or\ndental visits if these occur during normal working hours but shall provide\nevidence of such visits, if required by the appointing officer to do so, provided\nthat prior notification is provided to the appointing officer.\n(3) If an employee is a member of the Cayman Islands Civil Service Association,\nthe employee may attend meetings of the Executive held during normal working\nhours, provided that \u2014\n(a)\nprior notification is provided to the appointing officer; and\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 46\nRevised as at 31st December, 2024\nc\n\n(b) the normal requirement of service to the public is not adversely affected.\n(4) An employee is entitled to two rest breaks of at least fifteen minutes and a meal\nbreak of 60 minutes in every working day of 7.5 hours or longer, provided that\nno remuneration is payable during a meal break.\n(5) An employee who is absent from work without approval from that employee\u2019s\nappointing officer will not receive remuneration for the period of absence and,\nin the case of staff members of a civil service entity, may also be subject to\ndisciplinary action.\n3.\nRemuneration\n3.\n(1) An employee\u2019s remuneration shall be an amount agreed between the appointing\nofficer and the employee and that amount shall be made up of \u2014\n(a)\nWages or salary within the remuneration band assigned by the Portfolio of\nthe Civil Service, and at a point within that band agreed between the\nappointing officer and the employee;\n(b) Such of the following standard allowances as are agreed between the\nappointing officer and the employee, at the following rates \u2014\n(i)\nStandby and call-out allowance if the employee is required to standby\nin case of emergency or is subject to call-out in normal off duty hours.\nThe amount of the allowance is to be determined by the appointing\nofficer (in conjunction with the chief officer) but is to be reflective\nof the extent of standby or call-out expected of the employee.\n(ii) Repealed by paragraph 3(a) of the Personnel (Amendment)\nRegulations, 2010.\n(iii) Motorcar upkeep allowance if the employee regularly uses that\nemployee\u2019s personal motor vehicle as part of that employee\u2019s official\nduties.  The amount of the allowance shall be determined by the\nappointing officer but shall not exceed $1,500 per year.\n(iv) Police allowances for Police Officers as follows \u2014\n(A) Allowances as specified in the Schedule to the Police\nRegulations; and\n(B) Beat officers\u2019 allowance of $150 per month.\n(v) a Fire Service allowance for firefighters as follows \u2014\n\nLittle Cayman allowance: $400 per month.\n(vi) a Prison Service allowance for Prison Officers as follows \u2014\n\nHousing allowance: $125 per month.\n(vii) Sleep-in allowance of $20 per night for community care and child\ncare workers who are required to sleep-in at a client\u2019s house to\nprovide relevant care to the client;\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 47\n\n(c)\nfor part-time employees, the pro-rated portion of the items specified in sub\nsubparagraphs (a) to (b) for the equivalent full-time position; and\n(d)  where the person appointed is returning from overseas study and is being\nappointed to a permanent position in the civil service, a settlement\nallowance equal to one month\u2019s salary payable during the first week of\nservice; which the employee shall repay in instalments over a period not\nexceeding six months by way of deduction from salary, or where the\nemployee leaves the service before the settlement allowance is fully\nrepaid, by way of deduction from any other payments due to the employee.\n(2) An employee shall be entitled to the following items of remuneration in addition\nto the remuneration established in accordance with paragraph 1 \u2014\n(a)\npension contributions for employees who are members of the Public\nService Pension Scheme and required to contribute to it in accordance with\nthe provisions of the Public Service Pensions Act (2021 Revision) as\nfollows \u2014\n(i)\nan employee pension contribution at the rate of 6% of wages or\nsalary plus an employee pension contribution at the rate of 6% of any\nacting allowance or duty allowance paid under subparagraph (2)(f)\nor (g); and\n(ii) an equivalent employer contribution of 6% of wages or salary plus\nan equivalent employer contribution of 6% of any acting allowance\nor duty allowance;\nNote: In relation to any employment agreement, paragraph 3(2) shall\nexpire on 30th June, 2015 and shall be replaced on 1st July, 2015 by the\ncorresponding paragraph 3(2)(a) of the Personnel Regulations that were\nin force immediately prior to the commencement of the Personnel\n(Amendment) (No.2) Regulations, 2012 (i.e. immediately prior to 31st\nAugust, 2012).\n(b) medical, dental and optical benefits in accordance with paragraph 9 of this\nSchedule;\n(c)\nwhere the employee was already entitled to it on 30 June 2005, a five-year\ncash grant paid at the end of every five years of employment for an\nemployee, that employee\u2019s spouse and one additional person at the\nfollowing rates \u2014\n\nSalary Grade on 1 October 1980\nAmount of Five Year\nGrant\nM 11 and above\n$1,250\nM 30 - 12\n$350\nM 31 and below\n$160\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 48\nRevised as at 31st December, 2024\nc\n\n(d) in respect of any hours worked in a week in excess of the normal hours,\nwhich excess hours are authorised by the appointing officer, overtime or\ntime-in-lieu as follows \u2014\n(i)\nfor employees on bands H and above, no overtime but time-off-inlieu on a one-to-one basis may be granted at the discretion of the\nappointing officer;\n(ii) for employees on bands I or below whose normal working hours are\nnot shift based \u2014\n(A) overtime at time-and-a-half for normal working days and\nSaturdays, and double time for Sundays, which in the case of\nsalaried employees shall be calculated under subparagraph (3);\nor\n(B) time-off-in-lieu on a one-to-one basis taken at the discretion of\nthe appointing officer;\n(iii) for employees on bands I or below whose normal working hours are\nshift based, overtime at time-and-a-half for any hours worked in\nexcess of the normal hours worked over the shift cycle, regardless of\nthe days of the week on which those hours were worked;\n(e)\npublic holiday overtime pay as follows \u2014\n(i)\nfor employees on bands I or below whose normal working hours are\nnot shift based and who are required to work on a public holiday, that\npay being \u2014\n(A) double time for any hours worked; or\n(B) time-off-in-lieu on a one-to-one basis taken at the discretion of\nthe appointing officer;\n(ii) for employees on bands I or below whose normal working hours are\nshift based \u2014\n(A) no holiday pay for hours worked on a public holiday where that\nwork is part of the normal shift pattern; and\n(B) double time for any hours worked on a public holiday that are\nin excess of the normal shift hours for that day; and\n(C) an equivalent number of Notional Public Holidays as there are\npublic holidays in the relevant calendar year;\n(f)\nwhere the employee is acting in another position, at the discretion of the\nappointing officer the employee shall be entitled to an acting allowance at\nthe first point of the remuneration band of the substantive post; and, if the\nfirst point of the remuneration band of the substantive post is less than the\nremuneration level received by the individual to act in the substantive post,\nthe employee shall be entitled to an acting allowance at such other point\non the remuneration band of the substantive post as the appointing officer\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 49\n\nwill determine but this point shall not exceed the remuneration received by\nthe substantive post holder;\n(g) where, for a period of at least fifteen consecutive calendar days the\nemployee undertakes duties that are substantially in excess of, or\nsubstantially more onerous than, those of that employee\u2019s normal position,\nthe employee shall be entitled to an extra duty allowance and the amount\nof the allowance shall be determined by the appointing officer but shall be\nreflective of the scope and magnitude of the extra duties;\n(h) a performance-related payment of up to 10% of the wages or salary of the\nemployee, with the performance-related payment calculated in accordance\nwith Schedule 3 as follows \u2014\n(i)\nfor Official Members, and ministry and portfolio chief officers: from\nsuch date as Cabinet may by Order specify;\n(ii) for staff: from or after such date as Cabinet may by Order specify,\nwhere operated by the chief officer under regulation 47, and the\noperation of which is advised in writing to the employee before its\ncommencement;\n(i)\nother performance incentive remuneration as follows \u2014\n(i)\nfor Official Members and chief officers: nil;\n(ii) for staff: from such date as Cabinet may by Order specify, such\narrangements as are operated by the chief officer under regulation 47\nand agreed in writing with the employee; and\n(j)  at the discretion of the Deputy Governor, a nonpensionable, one-time\nhonorarium payment.\n(3) (a)\nOvertime to be paid to salaried employees under subparagraph (2)(d)(ii) shall\nbe calculated by dividing the employee\u2019s normal monthly salary by the standard\nhours worked per month;\n(b)2 The standard hours worked per month shall be calculated using the formula:\n21.75 (the average number of working days in a month) times Y; where Y is the\nnumber of normal work hours per day. For \u2014\n(i)\nemployees whose normal hours of work are 37\u00bd hours per week, Y\nis 7.5 (37\u00bd divided by 5), and the standard hours worked per month\nis therefore 163.13 (21.75 times 7.5);\n(ii) other employees, Y is the normal hours of work (calculated on a daily\nbasis) agreed with the appointing officer in accordance with\nparagraph 2 of this Schedule; for example, if the agreed normal hours\nof work are 40 hours per week then Y is 8 (40 divided by 5), and the\nstandard hours worked per month is therefore 174 (21.75 times 8).\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 50\nRevised as at 31st December, 2024\nc\n\n(4) (a)\nThe period and method of payment of remuneration shall, unless the nature of\nthe remuneration component requires otherwise, be as follows \u2014\n(i)\nwages, salary and other dollar-based remuneration components will\nbe paid \u2014\n(A) in arrears on a monthly basis, or in exceptional circumstances\nand where agreed by the appointing officer on a fortnightly\nbasis; and\n(B) by direct deposit into the employee\u2019s bank account;\n(ii) performance-related pay by lump sum payment via direct deposit at\nthe next payday after the amount of the payment is agreed; and\n(iii) pension contributions will be remitted each pay period to the Public\nService Pensions Board in the name of the employee;\n(b) where the employee has, for whatever reason, only worked part of a pay\nperiod, the remuneration for that period will be calculated and paid on a\npro-rated basis; and\n(c)\nremuneration will be payable from the date on which the employee takes\nup the position or duties to which the remuneration relates.\n(5)  Where an employee dies in service, for salaried staff a payment equivalent to\nthree months\u2019 salary and for wage workers a payment equivalent to six biweekly wage payments.\n4.\nPaid holiday entitlements\n4.\nAn employee shall be entitled to public holidays observed under the Public Holidays\nAct (2007 Revision) on full pay (or in the case of part-time employees and wage\nworkers), the basic wage that employee would have received if that employee had\nnormally worked on that day.\n5.\nAnnual leave entitlement\n5.\n(1) An employee is entitled to annual leave at the following rates \u2014\n(a)\nfor full-time employees, other than staff whose attendance is shift-based,\npolice officers and teachers \u2014\n\n (b) for employees whose hours of attendance are shift based, the number of\ndays specified in sub-subparagraph (a) but calculated as the number of\nhours and reflecting the average normal hours of work over the shift cycle;\n(c)\nfor full-time Police Officers \u2014\nBand\n< 7 years\n7 years and above\nA, B, C, D, E, F, G, H, I, J, K\n25 work days\n28 work days\nL, M, N, O, P, Q, R, GAA, GBB, GCC,\nGDD, GEE, GFF\n18 work days\n23 work days\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 51\n\n(i)\nConstable: 165 hours;\n(ii) Sergeant: 187.5 hours;\n(iii) Assistant\/Inspector: 210 hours;\n(iv) Chief Inspector and above: 232.5 hours;\n(d)\n(i)\nfor school principals, teachers, and other school staff so designated\nby the Director of Education Services and for the Sunrise Adult\nTraining Centre teachers and other programme staff so designated by\nthe Director of the Sunrise Adult Training Centre, no annual leave,\nbut they shall be entitled to paid leave at their current rate of pay\nduring school or centre holidays, subject to the Director of Education\nServices or the Director of the Sunrise Adult Training Centre\nrequiring them to stay as required after their school or centre closes\nor to return before it re-opens in order to complete closing or opening\nformalities;\n(ii) a temporary teacher shall be paid for any school holiday following\nthe terms which that teacher has worked provided that teacher\nworked a full term otherwise that teacher will not be entitled to be\npaid for any part of the school holiday save that in order to receive\nfull pay for the school holiday at the end of the academic year a\nteacher must have worked continuously throughout the preceding\nacademic year;\n(iii) school principals, teachers, and other school staff so designated by\nthe Director of Education Services, and teachers and other\nprogramme staff employed at the Sunrise Adult Training Centre, so\ndesignated by the Director of the Sunrise Adult Training Centre, who\ncommence work after the start of the academic year, shall receive\npro-rated summer leave pay where their contract of employment is\nless than an academic year in duration;\n(e)\nfor part-time employees, the full-time employee entitlement pro-rated for\nthe proportion of a full-time position worked;\n(f)\nfor employees on full-time study, no annual leave entitlement but the\nemployee may take normal course vacations while undertaking the course;\nand\n(g)  for employees on suspension, no annual leave entitlement during the\nperiod of suspension.\n(2) The following conditions apply to annual leave entitlements \u2014\n(a)\nthe annual leave year is the calendar year and the annual entitlement\naccrues to the employee at the beginning of the year, provided that on first\nappointment or on leaving the employment of the government, the\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 52\nRevised as at 31st December, 2024\nc\n\nemployee\u2019s annual leave entitlement shall be pro-rated to the completed\nmonths of service;\n(b) the employee may take annual leave at times agreed with that employee\u2019s\nappointing officer;\n(c)\nannual leave must be taken by the end of the annual leave year, except that\nthe appointing officer may approve the carrying forward of leave to the\nfollowing leave period in such amount as the appointing officer may\ndetermine; in making such approvals an appointing officer will not\nunreasonably deny a request for a carry forward of leave if the employee\nhas been prevented from taking leave during the year;\n(d) if the employee becomes ill during that employee\u2019s annual leave, that\nemployee will be regarded as being on sick leave during the period of\nillness in accordance with paragraph 6 of this Schedule; and\n(e)\non leaving the employment of the government, the employee is entitled to\na payment equal to the amount of any annual leave due but not taken on\nthe date employment ceases, and if that employee has taken annual leave\nin excess of the entitlement that employee will refund, by deduction from\nfinal salary or wages, the excess number of days\u2019 pay.\n6.\nSick leave entitlement\n6.\n(1) An employee is entitled to sick leave as follows \u2014\n(a)\nfor full-time employees \u2014\n(i)\nin the event of illness or injury to the employee, the employee is\nentitled to 10 working days paid sick leave per leave year, together\nwith sufficient additional unpaid sick days as necessary; and\n(ii) in the event of serious illness or injury to the employee, the treatment\nof which would normally occur over a period of 10 calendar days or\nmore, the employee, upon providing a medical certificate from a\nregistered medical doctor, is during the period of that illness or injury\nentitled to additional sick leave (as required) up to a maximum of 125\nworking days sick leave on full pay and a further 135 working days\non half pay; and\n(b) for part-time employees, the full-time employee entitlement pro-rated for\nthe proportion of a full-time position worked.\n(2) Regardless of subparagraph (1), if the employee suffers an injury or contracts\nan illness as a result of that employee\u2019s duties, that employee is entitled to sick\nleave on normal pay for the period of the injury or illness or until that\nemployee\u2019s employment is terminated.\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 53\n\n(3) If required to do so by the appointing officer, an employee shall provide a\nmedical certificate from a registered medical doctor to support any period of\nsick leave.\n\n7.\nOther leave entitlements\n7.\nAn employee is entitled to other leave as follows \u2014\n(a)\nmaternity and paternity leave calculated on the following basis \u2014\n(i)\na female employee who has completed at least twelve months\ncontinuous service is entitled to 110 working days maternity leave\nsurrounding the birth or adoption of a child and this shall be made up\nof 60 working days on normal pay and the remainder without pay;\n(ii) a male employee who has completed at least twelve months\ncontinuous service is entitled to paternity leave of 20 working days\nsurrounding the birth or adoption of a child and this shall be made up\nof 10 working days on normal pay and the remainder without pay; or\n(iii) an employee who has completed less than twelve months continuous\nservice shall be entitled to maternity or paternity leave calculated on\na pro-rated basis for the time that employee has worked;\n(iv) in the case of the birth of a child, an employee is entitled to maternity\nor paternity leave once in a 12 month period; and\n(v) in the case of the adoption of a child 5 years of age or under, an\nemployee is entitled to maternity or paternity leave once in a 36\nmonth period; and\n(b) jury leave where the employee receives a summons to serve on a jury, the\nleave consisting of paid leave of absence for the time involved in jury\nselection or jury service, provided that the employee pays over to that\nemployee\u2019s civil service entity any juror allowance received.\n8.\nDiscretionary leave\n8.\n(1) An employee is entitled to the following types of leave at the discretion of the\nappointing officer \u2014\n(a)\npart-time study leave where the employee is undertaking a course of parttime study that is related to that employee\u2019s employment, that leave\nconsisting of a reasonable amount of paid leave (as determined by the\nappointing officer) to attend classes and prepare for and sit examinations;\n(b) full-time study leave where the employee is undertaking a course of fulltime study, that leave consisting of paid leave, leave without pay, or a\ncombination thereof during the period of study, provided that paid study\nleave will only be granted if the course of study directly relates to the\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 54\nRevised as at 31st December, 2024\nc\n\nemployee\u2019s duties and the course of study is necessary to advance the civil\nservice career of the employee;\n(c)\nbereavement and compassionate leave on the following basis \u2014\n(i)\nupon the death of a member of the employee\u2019s immediate family,\n(guardian, grandmother, grandfather, grandchild, spouse, child,\nfather, mother, brother, sister) paid bereavement leave of up to 10\nworking days per year;\n(ii) in the event of a calamitous occurrence to the employee, or a serious\nillness or other calamitous occurrence to a member of the employee\u2019s\nimmediate family, compassionate leave on full pay of up to 7\nworking days per year;\n(d) special leave where the employee is selected to represent the Cayman\nIslands as a manager or member of a sporting or cultural body at a national\nmeet, that leave being up to 10 working days per year with pay to attend\nthe meet, provided that only employees who have six months\u2019 continuous\nservice are entitled to paid special leave;\n(e)\nleave without pay where the employee applies to take unpaid leave but it\nwill only be granted in exceptional circumstances at the discretion of the\nappointing officer; and\n(f)\nleave for a school principal, teacher, school staff or programme staff so\ndesignated under paragraph 5(1)(d)(i), where that school principal,\nteacher, school staff or programme staff is affected by a significant life\nevent, that leave being up to three working days per year with pay;\n(2) The appointing officer (with the approval of the Head of the Civil Service if the\nperiod of leave is to be more than 30 days) may require an employee to go on\nRequired Leave where the appointing officer deems it to be in the public interest\nfor the employee to do so, and that leave shall be leave on full pay for such\nperiod as the appointing officer deems necessary.\n9.\nMedical, dental and optical benefits\n9.\n(1) An employee, and their spouse and dependent children resident in the Cayman\nIslands, are entitled to the following medical, dental and optical benefits,\nprovided that the Cayman Islands Government is the employee\u2019s principal\nemployer \u2014\n (a) medical treatment as follows \u2014\n(i)\nfree non-elective medical treatment in accordance with the health\ninsurance coverage provided by the insurance company for the time\nbeing providing medical coverage for the Government of the Islands\nbut not restricted by any lifetime monetary limit; in all other\ncircumstances the responsibility for the cost of medical treatment\nrests with the employee;\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 55\n\n(ii) where the employee or family member is referred to an overseas\nhospital the patient is also entitled to free transportation to and from\nthe overseas hospital, and, if being treated as an outpatient, to the\nreimbursement of any accommodation costs incurred during\ntreatment, in accordance with the health insurance coverage provided\nby the company for the time being providing medical coverage for\nthe Government of the Islands; and\n(iii) if the employee, or family member who is normally resident in the\nCayman Islands, dies while being treated overseas, the Government\nwill meet the transportation costs of returning the body to the\nCayman Islands or, if the employee was recruited overseas, the\ncountry of residence;\n(b) free dental treatment other than cosmetic dentistry (as determined by the\nChief Dental Officer), in accordance with the health insurance coverage\nprovided by the company for the time being providing medical coverage\nfor the Government of the Islands;\n(c)\nan optical benefit consisting of the testing of eyes once every two years (or\nsix months in the case of pilots and twelve months for Scenes of Crime\nstaff) and the cost of lenses once every two years, in accordance with the\nhealth insurance coverage provided by the company for the time being\nproviding medical coverage for the Government of the Islands; and\n(d)  in the case of an employee who dies in service, the employee\u2019s eligible\ndependants shall continue to receive dependant medical benefits for three\nmonths following the employee\u2019s death.\n(2) For the purposes of subparagraph (1) a Caymanian employee\u2019s dependent child\nshall be considered to be resident in the Cayman Islands where the child \u2014\n(a)\nis in full-time education at an education institution outside the Cayman\nIslands; and\n(b) would be resident in the Cayman Islands if it were not for the attendance\nat the overseas education institution.\n10.\nReimbursement of costs for employees recruited from overseas\n10. An employee domiciled overseas at the time of the employee\u2019s recruitment is entitled\nto the payment or reimbursement of the following costs \u2014\n(a)\nexpenses incurred in relocating the employee (and the employee\u2019s spouse\nand dependent children if they are also relocating to the Cayman Islands\nwith the employee) to the Cayman Islands as follows \u2014\n(i)\nthe costs of return air travel from the country of residence to the\nCayman Islands;\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 56\nRevised as at 31st December, 2024\nc\n\n(ia) at the discretion of the appointing officer, 10 kilos per person of\nexcess baggage, or such other reasonable amount as the appointing\nofficer may determine;\n(ii) at the discretion of the appointing officer, the cost of packing,\ntransporting by sea, and insuring in transit 120 cubic feet or 1,000\npounds (whichever is the greater) of personal effects from the\ncountry of residence to the Cayman Islands and return, or such other\nreasonable amount as the appointing officer may determine;\n(iii) up to 7 days\u2019 hotel accommodation upon arrival in the Cayman\nIslands and 2 days\u2019 hotel accommodation prior to departure from the\nCayman Islands at the end of employment;\n(iv) a settlement allowance equal to one month\u2019s salary payable during\nthe first week of resident service; but the employee shall repay the\nsettlement advance in instalments over a period not exceeding six\nmonths by way of deduction from salary or, where the employee\nleaves the service before the advance is fully repaid, by way of\ndeduction from any other payments due to the employee; and\n(v)  return travel; and other repatriation activities to be finalised by the\nemployee no later than ninety days after the end of the employment;\nwhich period may be extended at the discretion of the appointing\nofficer.\n(b) in the case of the death of the employee\u2019s spouse, child or parent who is\nnot domiciled in the Cayman Islands, return air travel from the Cayman\nIslands to the country of residence for the purposes of arranging and\nattending the funeral; and\n(c)\nother reasonable costs relating to the employee\u2019s relocation to, or\nemployment in, the Cayman Islands as agreed by the appointing officer.\n11.\nReimbursement of costs incurred in course of duties\n11. (1) An employee is entitled to the reimbursement of the following reasonable\nemployment-related costs incurred in the course of the employee\u2019s duties \u2014\n(a)\nthe following costs of travel undertaken for official business (including\nbusiness within the Islands) \u2014\n(i)\nair travel in a class approved by the appointing officer;\n(ii) reasonable accommodation costs as approved by the appointing\nofficer;\n(iii) reasonable meal (but not bar), communication, laundry, taxi and\nother miscellaneous costs as approved by the appointing officer;\nalternatively the appointing officer may agree to pay the employee a\nflat daily per diem allowance to cover these costs at a rate determined\nby the appointing officer but reflective of the cost of meals and other\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 57\n\nreasonable living expenses in the city the employee is to visit; none\nof these allowances to exceed $100 per day within the Islands and\n$200 overseas;\n(b) the following course or conference costs (or the topping up to this level\nwhen these costs are covered in part by another organisation or sponsor)\nwhen attending a course or conference as part of official duties \u2014\n(i)\ncourse or conference fees;\n(ii) air travel (where relevant) in a class approved by the appointing\nofficer;\n(iii) reasonable accommodation costs as approved by the appointing\nofficer;\n(iv) reasonable meal (but not bar), communication, laundry, taxi and\nother miscellaneous costs as approved by the appointing officer;\nalternatively the appointing officer may agree to pay the employee a\nflat daily per diem allowance to cover these costs at a rate determined\nby the appointing officer but reflective of the cost of meals etc. in the\ncity (or cities) the employee is to visit; none of these allowances to\nexceed $100 per day within the Islands and $200 overseas;\n(c)\nthe following costs incurred as a result of a transfer between the Islands \u2014\n(i)\ntransportation costs for the employee and their family;\n(ii) transportation costs for the employee and their family\u2019s personal\neffects and motor vehicles;\n(iii) other reasonable miscellaneous relocation costs as approved by the\nappointing officer; and\n(iv) the rental cost of a house (of reasonable standard) on the Island\ntransferred to, for a period of three years from the date of transfer;\nand\n(d) for employees not receiving any vehicle-use compensation as part of their\nremuneration, a mileage reimbursement for the pre-approved use of\npersonal vehicles for official purposes, paid at a per mile rate of 50 cents\non Grand Cayman and 53 cents on Cayman Brac and Little Cayman.\n(2) Claims for reimbursement shall be made to the appointing officer and include\nreceipts or other evidence to support the claim.\n(3) Repealed by regulation 7(e) of the Personnel (Amendment) Regulations, 2016.\n12.\nReimbursement of study costs\n12. (1) An employee undertaking part-time or full-time study with the approval of their\nappointing officer is entitled to the reimbursement of study costs or a financial\nadvance at the discretion of the appointing officer as follows \u2014\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 58\nRevised as at 31st December, 2024\nc\n\n(a)\nin the case of an employee undertaking part-time study that is related to\ntheir employment, the tuition and examination fees for courses approved\nby the appointing officer; and\n(b) in the case of an employee undertaking full-time study, such portion of the\nfollowing costs as the appointing officer considers to be a reasonable\ncontribution by the employer (provided that these costs are incurred by the\nemployee and not covered by another organisation or sponsor);\n(i)\ntuition fees, book allowances and other expenses directly related to\nthe course of study;\n(ii) accommodation costs, including the cost of food, up to an amount\nequal to the cost of staying in the institution\u2019s halls of residence;\n(iii) return airfares at the cheapest rate for the employee and their spouse\nand dependent children (if they are accompanying the employee\nduring their study), together with reasonable taxi charges to and from\nthe airport and the employee\u2019s accommodation;\n(iv) the cost of up to 20 kilos of excess airline baggage going to the course\nand of up to 60 kilos by sea on returning from the course;\n(v) a personal allowance for day-to-day necessities; and\n(vi) a hardship supplement where the employee can show financial\nhardship will occur (applies to courses over one year only).\n(2) Claims for reimbursement shall be made to the appointing officer and include\nreceipts or other evidence to support the claim.\n(3) Notwithstanding subparagraph (2), an Official Member or chief officer may\napprove the reimbursement for themselves rather than referring it to their\nappointing officer.\n13.\nOther conditions of employment\n13. (1) An employee, as a condition of employment, is required to \u2014\n(a)\ncomply with the Public Servant\u2019s Code of Conduct, any workplace rules,\nand any reasonable instructions issued by that employee\u2019s appointing\nofficer;\n(b) provide the name and address of that employee\u2019s next-of-kin and\ndependants to their appointing officer at the time of appointment and to\nupdate that information if it changes; and\n(c)\nsubmit to a medical examination if required to do so by their appointing\nofficer to establish that employee\u2019s fitness for duty or to test for excessive\nblood alcohol or use of illicit drugs.\n(2) Failure to comply with these conditions of employment is a ground for\ndiscipline or dismissal.\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 59\n\n14.\nTerms and conditions if transferred to a public authority\n14. (1) If a civil servant becomes an employee of a statutory authority or government\ncompany as a result of a restructuring under section 20 of the principal Act, the\nemployee shall be entitled to remuneration and other terms and conditions of\nemployment that are not less favourable than those to which the employee was\nentitled immediately before ceasing to be a civil servant.\n(2) Subparagraph (1) will cease to have effect on the next occasion when there is a\nvariation in remuneration and conditions in the statutory authority or\ngovernment-company.\n14A. Terms and conditions if transferred within the civil service\n14A. If a civil servant is transferred to another position in the civil service under\nsection 20A of the principal Act, the civil servant shall be entitled to remuneration\nand other terms and conditions of employment that are not less favourable than those\nto which the civil servant was entitled immediately before the transfer.\n15.\nRe-employment for a fixed-term\n15. Where an employee who was employed on a fixed-term  employment agreement is\nre-employed on a fixed-term employment agreement  for a further period in\naccordance with sections 9(3), 26(2) and 41(10) of the principal Act and regulations\n5, 15 and 29, the re-employment shall be a separate employment relationship from\nthe initial employment and the terms and conditions of the first employment\nagreement shall not automatically roll-over to the second or subsequent employment\nagreements; except that years of service under previous open-term or fixed-term\nemployment agreements shall be taken into account when establishing the leave\nentitlement of the employee.\n16.\nRe-employment of an employee who becomes a Caymanian\n16. Where a non-Caymanian employee becomes a Caymanian (by virtue of gaining\nCaymanian status) \u2014\n(a)\nthe employee will be re-employed in the same position but with the terms\nand conditions applying to a resident Caymanian; and\n(b) any entitlements applying to the employee prior to becoming a Caymanian\nthat are in excess of those applying to a resident Caymanian (including\nreimbursement of travel costs at the end of that employee\u2019s period of\nemployment) will be forfeited from the date that employee becomes a\nCaymanian.\n17.\nDiscipline of an employee\n17. Employees who are civil service entity staff members may be disciplined by an\nappointing officer for minor misconduct or inadequate performance over a reasonable\nperiod of time under section 44(3) of the principal Act and regulation 38.\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 60\nRevised as at 31st December, 2024\nc\n\n17A. Disclosure of information\n17A. In accordance with section 5(2)(h) of the principal Act, a public servant shall not\ndisclose to an unauthorised person information obtained in the course of employment\nunless authorised to do so \u2014\n(a)\nunder the terms of that public servant\u2019s employment; or\n(b) by or under the Freedom of Information Act (2021 Revision).\n18.\nNormal retirement age and benefits\n18. (1) The compulsory normal retirement age is 65 years but a civil servant may be reemployed on a fixed-term employment agreement after reaching this age in\naccordance with section 9(4), 26(3) and 41(11) of the principal Act and\nregulations 6, 16 and 30.\n(1A) The compulsory normal retirement age for police officers is determined in\naccordance with section 21 of the Police Act (2021 Revision).\n(2) An employee, together with their spouse and dependent children, are entitled to\nmedical, dental and optical benefits as specified in paragraph 9 of this Schedule\nfor the period from the employee\u2019s retirement to the employee\u2019s death, or in the\ncase of the employee\u2019s spouse from the time of the employee\u2019s retirement to the\ndeath of the spouse, or in the case of dependent children from the time of the\nemployee\u2019s retirement to the end of eligibility as a dependent child, provided\nthat \u2014\n(a)\nat the time the employee retired from government employment \u2014\n(i)\nthe employee was entitled to a pension under the Public Service\nPensions Act (2021 Revision); or\n(ii) if the employee was not a member of the Public Service Pension\nScheme, the employee retired at an age where the employee would\nhave been eligible for a pension under that scheme; and\n(b) the government was the employee\u2019s principal employer for 10 consecutive\nyears.\n19.\nTermination of employment by employee\n19. (1) The following employees may terminate their employment by giving three\nmonths\u2019 written notice of their resignation, or in the case of their retirement, by\ngiving six months\u2019 written notice of their retirement date, to their appointing\nofficer \u2014\n(a)\nan Official Member;\n(b) a chief officer; or\n(c)\na school principal, teacher, school staff or programme staff so designated\nunder paragraph 5(1)(d)(i).\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 1\n\nc\nRevised as at 31st December, 2024\nPage 61\n\n(2) Other employees on open-ended employment agreements may terminate their\nemployment by giving one month\u2019s written notice of their resignation, or in the\ncase of retirement by giving six months\u2019 written notice of their retirement date,\nto their appointing officer.\n(3) Other employees on fixed-term employment agreements may terminate their\nemployment by giving one month\u2019s written notice to their appointing officer.\n(4) If the employee fails to give adequate notice, the employee shall make a\npayment in lieu of notice of an amount equal to the normal wage or salary for\nthe period of short notice.\n20.\nTermination of employment by employer\n20. (1) The Governor may terminate an Official Member\u2019s employment on the basis\nof \u2014\n(a)\ndismissal for gross misconduct under sections 12(1) of the principal Act\nand regulation 10;\n(b) serious misconduct or significant inadequate performance under\nsection 12(1) of the principal Act and regulation 11; or\n(c)\nearly retirement on medical grounds under section 12(2) of the principal\nAct and regulation 12.\n(2) An appointing officer may terminate a chief officer\u2019s employment on the basis\nof \u2014\n(a)\ndismissal for gross misconduct under sections 29(1) and 38 of the principal\nAct and regulation 21;\n(b) serious misconduct or significant inadequate performance under\nsections 29(1) and 38 of the principal Act and regulation 22;\n(c)\nearly retirement on medical grounds under sections 29(2) and 38 of the\nprincipal Act and regulation 23; or\n(d) retirement to improve the organisation under sections 29(3) and 38 of the\nprincipal Act and regulation 24.\n(3) An appointing officer may terminate a staff member\u2019s employment on the basis\nof \u2014\n(a)\ndismissal for gross misconduct under section 44(4) of the principal Act\nand regulations 35, 39, 40 and 41;\n(b) serious misconduct or significant inadequate performance under\nsection 44(4) of the principal Act and regulations 35 and 42;\n(c)\nearly retirement on medical grounds under section 44(5) of the principal\nAct and regulation 43;\n(d) retirement to improve the organisation under section 44 (6) of the principal\nAct and regulation 44; or\n\nSCHEDULE 1\nPersonnel Regulations  (2025 Revision)\n\nPage 62\nRevised as at 31st December, 2024\nc\n\n(e)\nredundancy under section 44 (7) of the principal Act and regulation 45; or\n(f)\nloss of qualification, licence or certification under section 44(1)(e) of the\nprincipal Act and regulation 46.\n(4) The period of notice to be given by the appointing officer to the employee on\ntermination of employment is as follows \u2014\n(a)\ndismissal for gross misconduct, no notice;\n(b) dismissal for serious misconduct or significant inadequate performance,\nno notice;\n(c)\nearly retirement on medical grounds, three months;\n(d) retirement to improve the organisation, three months;\n(e)\nredundancy, three months;\n(f)\nloss of qualification, licence or certification, no notice.\n(5) An appointing officer may terminate an employee prior to the end of the period\nof notice established by subparagraph (4) by paying the employee the sum that\nthe employee would have earned had the employee worked up to the end of the\nperiod of notice.\n  (6)\n(a) An employee is entitled to severance pay if the employee\u2019s  employment\nis terminated on the basis of early retirement on medical grounds,\nretirement to improve the organisation or redundancy;\n(b) Severance pay will be calculated in accordance with the following \u2014\n(i)\nfor salaried employees, two weeks\u2019 salary for each completed\ntwelve-month period of employment with the government up to a\nmaximum of 10 years; or\n(ii) for wage workers, ten working days pay at their current rate of pay\nfor each completed year (221 working days) of employment up to a\nmaximum of 10 years; and\n(iii) for part-time employees, the pro-rated amount of the relevant fulltime entitlement;\n(c)\nFor the avoidance of doubt an employee is not entitled to severance pay if\nthe employee has been employed on a fixed-term employment agreement\nand that agreement comes to a natural end as the result of an effluxion of\ntime.\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 2\n\nc\nRevised as at 31st December, 2024\nPage 63\n\nSCHEDULE 2\n (paragraph 3 of Schedule 1)\nRemuneration Bands\n\n1.\nRemuneration bands\n1.\nThe remuneration bands referred to in paragraph 3(1)(a) of Schedule 1 are such as\nmay be approved from time to time by the Deputy Governor.\n2.\nProcess for allocating positions to remuneration bands\n2.\n(1) All civil service positions shall be allocated to a remuneration band by the\nPortfolio of the Civil Service using an objective methodology and having regard\nto \u2014\n(a)\nthe duties, responsibilities and accountabilities of the position;\n(b) the qualification, knowledge, skills and experience required; and\n(c)\nthe relevant internal and external market rates for similar positions.\n(2) In allocating a position to a band the Portfolio of the Civil Service shall \u2014\n(a)\nfocus solely on the factors in subparagraph (1) and shall take no account\nof the persons likely to be applying for the position; and\n(b) not be subject to the direction or control of any person.\n3.\nRequest for allocation to a remuneration band\n3.\nAn appointing officer may submit a position to the Portfolio of the Civil Service for\nallocation to a remuneration band, or request that an existing allocation be reviewed\nby the Portfolio of the Civil Service, whenever an appointing officer feels that any of\nthe factors in paragraph 2(1) of this Schedule have changed.\n\nSCHEDULE 3\nPersonnel Regulations  (2025 Revision)\n\nPage 64\nRevised as at 31st December, 2024\nc\n\nSCHEDULE 3\n (regulations 8, 19, 36 and paragraph 3 of Schedule 1)\nPerformance-related remuneration\n\nPerformance-related remuneration shall be calculated as follows \u2014\n(a)\nperformance shall be assessed in accordance with a five point rating scale\nas follows \u2014\n(i)\nRating 5: Achieved the agreed performance in all respects and\nachieved substantially better than agreed performance in most\nrespects;\n(ii) Rating 4: Achieved the agreed performance in all respects and\nachieved better than agreed performance in some respects;\n(iii) Rating 3: Achieved the agreed performance in all respects;\n(iv) Rating 2: Achieved the agreed performance in some but not all\nrespects; and\n(v) Rating 1: Failed to achieve the agreed performance in a substantial\nway;\n(b) where a staff member is assessed with a rating of 5, the staff member shall\nbe entitled to a performance-related remuneration payment equal to 10%\nof the staff member\u2019s wages or salary, and this shall be paid as soon as is\npractical after the performance assessment has been completed;\n(c)\nwhere a staff member is assessed with a rating of 4, the staff member shall\nbe entitled to a performance related-remuneration payment equal to 5% of\nthe staff member\u2019s wages or salary, and this shall be paid as soon as is\npractical after the performance assessment has been completed;\n(d) where a staff member is assessed with a rating of 3, the staff member shall\nbe entitled to a performance related-remuneration payment equal to 2.5%\nof the staff member\u2019s wages or salary, and this shall be paid as soon as is\npractical after the performance assessment has been completed;\n(e)\nwhere a staff member is assessed with a rating of 2, the staff member shall\nnot be entitled to any performance-related remuneration payment;\n(f)\nwhere a staff member is assessed with a rating of 1, the staff member shall\nnot be entitled to any performance-related remuneration payment, and\nshall be advised in writing that this level of performance is not acceptable\nand if performance does not improve within a reasonable period of time\ndismissal action will be taken on the grounds of significant inadequate\nperformance in accordance with the provisions of section 44 (4) of the\nprincipal Act and regulation 42.\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 4\n\nc\nRevised as at 31st December, 2024\nPage 65\n\nSCHEDULE 4\n(regulations 9, 20 and 37)\nEmployment Agreements\n1.\nAn employment agreement shall be agreed with each civil servant following that civil\nservant\u2019s appointment but prior to that civil servant\u2019s commencement of duties.\n2.\nAs the employment agreement is specific to a civil servant\u2019s position, a new\nagreement shall be prepared and agreed whenever a person is appointed, transferred\nor promoted to a new or different position.\n3.\nWhenever there is a change in circumstances that render an employment agreement\nat variance with those circumstances, for example a change in terms and conditions,\na new employment agreement shall be prepared and agreed with the civil servant.\n4.\nEmployment agreements shall be in the form shown in the Annex to this Schedule\nand shall contain the following information \u2014\n(a)\nthe name of the employee;\n(b) the name of the employer as the Cayman Islands Government;\n(c)\nthe position appointed to;\n(d) the period of employment;\n(e)\nthe place of work;\n(f)\nthe start date;\n(g) the employee\u2019s remuneration;\n(h) the terms and conditions of employment (a copy of the standard terms and\nconditions current at the time the employment agreement is entered into\nshall be attached to the agreement);\n(i)\na requirement to comply with the Public Servant\u2019s Code of Conduct and\nworkplace rules;\n(j)\na requirement to participate in the performance management system\nincluding the preparation of annual performance agreements and\nassessments;\n(k) a requirement that the employee must not engage in any private gainful\nactivity that conflicts with the employee\u2019s duties (or might be reasonably\nperceived to conflict with those duties) or impinges upon the employee\u2019s\nability to complete his\/her duties diligently and conscientiously, and\nwithout the written agreement of the chief officer;\n(l)\nan outline of disciplinary and termination processes; and\n(m) such other information as may be agreed.\n5.\nEmployment agreements shall be signed by the employee and the appointing officer.\n\nSCHEDULE 4\nPersonnel Regulations  (2025 Revision)\n\nPage 66\nRevised as at 31st December, 2024\nc\n\nANNEX TO SCHEDULE 4\nTEMPLATE FOR EMPLOYMENT AGREEMENTS FOR CIVIL SERVANTS\n*******************\nCAYMAN ISLANDS GOVERNMENT\nEMPLOYMENT AGREEMENT\nAGREEMENT made on Insert date\nBETWEEN [Insert name, title and entity of appointing officer] on behalf of the\nGovernment of the Cayman Islands (hereafter referred to as \u201cthe employer\u201d)\nAnd\n[Insert name of employee] of [Insert address of employee] (hereafter referred to as \u201cthe\nemployee\u201d).\nAppointment\n1.\nThe employer agrees to employ the employee in the position of [Insert name of\nposition] in [Insert name of Civil Service entity] and the employee agrees to\nundertake the duties of the position diligently and faithfully.\nEmployee\u2019s Duties\n2.\nThe general duties of the position are specified in the Job Description attached to this\nAgreement, together with such other reasonable duties as may be specified by the\nemployee\u2019s supervisor, and may be modified from time to time at the discretion of\nthe employer.  [Attach Job Description to back of employment agreement]\nDuration of Employment\n3.\nThe employee\u2019s employment will commence on [Insert day, month and year] and is\nfor [select relevant period] an indefinite period of time (open-term) [or]a fixed period\nending on [Insert last day, month and year] (fixed-term employment agreement)\n[or]a six month probationary period ending on [Insert day, month and year].\nPlace of Work\n4.\nThe employee\u2019s normal place of work will be [Insert name and address of place of\nwork] but may be varied at the discretion of the employer.\nTerms and Conditions of Employment\n5.\nThe terms and conditions of employment are as specified in Schedule 1 to the\nPersonnel Regulations (as amended from time to time), and that Schedule shall be\nread and construed as part of this Agreement. A copy of Schedule 1 to the Personnel\nRegulations, current at the date this Agreement was entered into, is attached to this\nAgreement.  [Attach a copy of Schedule 1 to the Personnel Regulations to the back\nof employment agreement]\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 4\n\nc\nRevised as at 31st December, 2024\nPage 67\n\n6.\nThe employee\u2019s normal hours worked per week shall be [Insert number of hours e.g.\n37.5]), and the employee\u2019s hours of attendance [shall\/shall not] be shift-based.\nDependents\n7.\nFor avoidance of doubt, the employee\u2019s spouse and dependent children named below\nwill be eligible for medical, optical and dental benefits as set out in Schedule 1.\n\n[Insert Full Names of Spouse]\n\n[Insert full Names(s) of Dependant Children]\n\nAs set out in Schedule 1 to the Personnel Regulations, paragraph 13(1)(b), the\nemployee is required to notify the employer immediately of any change in dependent\nstatus affecting eligibility for medical benefits.\nRemuneration and Benefits\n8.\nThe employee\u2019s remuneration will consist of:\n(a)\nSalary\/Wages of CI$ [Insert $ amount e.g. $ per annum or $ per hour],\non Salary\/Wage Grade [insert grade] Point [insert point]; [OR] Personal\nto Holder Salary\/Wages of CI$ [Insert amount e.g. $per annum or $ per\nhour], in accordance with section 43 of the Public Service Management\nAct (2018 Revision) and as specified in paragraph 3 of Schedule 1 to the\nPersonnel Regulations (2025 Revision) (a copy of which is attached to this\nAgreement);\n(b) Standard Allowances as follows: [Insert list of relevant standard\nallowances, as appropriate, and relevant amounts];\n(c)\nWhere a performance related remuneration scheme has been applied to the\nemployee, a performance-related payment of up to 10% of the salary or\nwages of the employee, as specified in paragraph 3 of Schedule 1 to the\nPersonnel Regulations (a copy of which is attached to this Agreement);\n(d) Where a performance related remuneration scheme has been applied to the\nemployee, other performance incentive remuneration, as specified in\nparagraph 3 of Schedule 1 to the Personnel Regulations (a copy of which\nis attached to this Agreement);\n(e)\n[Where the employee is under age 65 and is not currently receiving\npayments from the Public Service Pensions Plan, employer and employee\npension contributions as specified in paragraph 3 of Schedule 1 to the\nPersonnel Regulations]; [OR] [Where the employee is under age 65 and is\ncurrently receiving payments from the Public Service Pensions Plan and\nsuch employee, by virtue of entering into this employment agreement,\nelects to suspend payments being received from the Public Service\nPensions Plan pursuant to section 23(1) or (2) of the Public Service\nPensions Act (2021 Revision), employer and employee pension\ncontributions as specified in paragraph 3 of Schedule 1 to the Personnel\nRegulations]; [OR] [Where the employee has attained early retirement age\n\nSCHEDULE 4\nPersonnel Regulations  (2025 Revision)\n\nPage 68\nRevised as at 31st December, 2024\nc\n\nas defined in section 3 of the Public Service Pensions Act (2021 Revision)\nand elects, by virtue of entering into this employment agreement, to take\nphased retirement pursuant to section 23(3) of the Public Service Pensions\nAct (2021 Revision), by being employed on a lower salary grade or in a\npart time capacity, a pension without interruption and the employee will\nbe ineligible to receive or make employer and employee pension\ncontributions.] [OR] [Where the employee is at or above age 65 and is\ntherefore ineligible to participate in the Public Service Pensions Plan, the\nemployee will be ineligible to receive or make employer and employee\npension contributions] [Delete as appropriate]\n(f)\nMedical, dental and optical benefits as specified in paragraph 3 of\nSchedule 1 to the Personnel Regulations, (a copy of which is attached to\nthis Agreement);\n(g) Where the employee falls in the category of employees entitled to\novertime, overtime pay or time-in-lieu, as specified in paragraph 3 of\nSchedule 1 to the Personnel Regulations (a copy of which is attached to\nthis Agreement);\n(h) Public holiday pay, where the employee is entitled to it, as specified in\nparagraph 4 of Schedule 1 to the Personnel Regulations (2022 Revision),\n(a copy of which is attached to this Agreement);\n(i)\nA five-year cash grant, as specified in paragraph 3 of Schedule 1 to the\nPersonnel Regulations; [if not applicable, exclude this sub-paragraph]\n(j)\nAn acting allowance, where applicable, as specified in paragraph 3 of\nSchedule 1 to the Personnel Regulations (a copy of which is attached to\nthis Agreement);\n(k) An extra duties allowance, where applicable, as specified in paragraph 3\nof Schedule 1 to the Personnel Regulations (a copy of which is attached to\nthis Agreement);\n(l)\nAnnual Leave in accordance with paragraph 5 of Schedule 1 to the\nPersonnel Regulations (a copy of which is attached to this Agreement).\nUnder or Overpayment of Remuneration\n9.\n(a)\nThe employer agrees that any erroneous underpayment of remuneration\n        will be paid to the employee at the next practical pay period.\n(b) The employee agrees that any erroneous overpayment of remuneration will\nbe repaid to the employer and that to this end the employer may recover\nthe overpayment from the employee by way of deduction from the\nemployee\u2019s wages or salaries over a reasonable period.\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 4\n\nc\nRevised as at 31st December, 2024\nPage 69\n\nLimited Engagement in Private Gainful Activity by the Employee\n10. The employee agrees not to, without the written agreement of the Chief Officer,\nengage in any private gainful activity that conflicts with the employee\u2019s duties or\nmight be reasonably perceived to conflict with those duties or that impinges upon the\nemployee\u2019s ability to complete duties diligently and conscientiously in a manner that\nwould normally be expected by a principal employer.\nAdditional Undertakings by the Employee\n11. The employee agrees to \u2014\n(a)\ncomply with the Public Servant\u2019s Code of Conduct specified in section 5\nof the Public Service Management Act (2018 Revision), and workplace\nrules, as amended from time to time.  A copy of these documents, current\nat the date this Agreement was entered into, is attached to this Agreement;\n[Attach a copy of the Public Servant\u2019s Code of Conduct, and workplace\nrules for the civil service entity concerned, to the back of the Agreement]\n(b) participate in the employer\u2019s performance management system including\nthe signing, completion and execution of annual performance agreements\nand annual performance assessments; and\n(c)\nwarranty that the information contained in this Agreement is accurate to\nthe best of the employee\u2019s knowledge and, without limiting the generality\nof this provision, in particular, that the terms set out in paragraph 8(e) of\nthis Agreement are correct.\nDisciplinary and Termination Agreements\n12. The employer may discipline the employee or terminate [his\/her] employment under\nthe terms and conditions of employment as specified in Schedule 1 to the Personnel\nRegulations (2025 Revision) (a copy of which is attached to this Agreement).\nNo Presumption of Further Employment\n13. The parties expressly agree that the employment of the employee establishes no\npresumption or expectation on the part of either party that the employee will be\noffered further employment at the end of the employment period.\nTermination of Employment\n14. The employee and employer shall provide periods of notice for the termination of\nemployment as specified in paragraph 19 of Schedule 1 to the Personnel Regulations\n(2025 Revision) (employee) and in paragraph 20 of Schedule 1 to the Personnel\nRegulations (2025 Revision) (employer).\nNo Liability of Governor\n15. Nothing in this Agreement imposes any liability on the Governor of the Cayman\nIslands acting in the Governor\u2019s personal capacity.\n\nSCHEDULE 4\nPersonnel Regulations  (2025 Revision)\n\nPage 70\nRevised as at 31st December, 2024\nc\n\nInterpretation\n16. This Agreement shall be interpreted in accordance with the principal Acts of the\nCayman Islands, and in the event of a dispute the principal Acts of the Cayman Islands\nwill apply.\nAgreement Contains All Terms\n17. Except for any provision that applies by virtue of law, this document constitutes the\nentire Agreement between the employer and the employee and replaces all previous\nEmployment Agreements between the employer and the employee.\nAmendments\n18. No amendments or modifications to this Agreement will be valid or binding unless\nmade in writing, signed by both the employer and the employee and specifying the\ndate on which they shall come into operation.\nSIGNED (on behalf of the employer)\n\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\n[Signature of Appointing Officer]\n\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\nDate\nSIGNED (Insert Name of Employee)\n\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\n[Signature of Employee]\n\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\nDate\nAttachments:\nJob Description\nSchedule 1 to the Personnel Regulations\nPublic Servant\u2019s Code of Conduct\nRelevant work place rules\nCC:\nHOD\nTreasury Department\nPortfolio of the Civil Service\nPublic Service Pensions Board\nImmigration Department (if applicable).\nPublication in consolidated and revised form authorised by the Cabinet this 21st\nday of January, 2025.\nKim Bullings\nClerk of Cabinet\n\nPersonnel Regulations (2025 Revision)\n\nSCHEDULE 4\n\nc\nRevised as at 31st December, 2024\nPage 71\n\nPersonnel Regulations (2025 Revision)\n\nENDNOTES\n\nc\nRevised as at 31st December, 2024\nPage 73\n\nENDNOTES\nTable of Legislation history:\nSL #\nAct #\nLegislation\nCommencement\nGazette\n6\/2024\nPersonnel (Amendment) Regulations, 2024\n22-Mar-2024\nLG14\/2024\/s1\n\nPersonnel Regulations (2022 Revision)\n27-Jan-2022\nLG6\/2024\/s7\n164\/2020\nPersonnel (Amendment) Regulations, 2020\n1-Jan-2021\nLG92\/2020\/s1\n 56\/2020\nCitation of Acts of Parliament Act, 2020\n3-Dec-2020\nLG89\/2020\/s1\n\nPersonnel Regulations (2019 Revision)\n19-Feb-2019\nLG2\/2019\/s10\n45\/2018\nPersonnel (Amendment) Regulations, 2018\n19-Nov-2018\nG24\/2018\/s1\n\nPersonnel Regulations (2017 Revision)\n31-May-2017\nGE45\/2017\/s23\n52\/2016\n\nPersonnel (Amendment) Regulations, 2016\n1-Jan-2017  &\n 9-Sep-2016\nGE71\/2016\/s3\n\nPersonnel Regulations (2013 Revision)\n21-Oct-2013\nG21\/2013\/s11\n30\/2012\nPersonnel (Amendment) (No.2) Regulations, 2012\n31-Aug-2012\nGE84\/2012\/s10\n29\/2012\nPersonnel (Amendment) Regulations, 2012\n31-Aug-2012\nGE84\/2012\/s9\n\nPersonnel Regulations (2012 Revision)\n22-Oct-2012\nG22\/2012\/s6\n28\/2011\nPersonnel (Amendment) (No. 2) Regulations, 2011\n12-Dec-2011\nGE108\/2011\/s5\n\nPersonnel Regulations (2011 Revision)\n21-Nov-2011\nG24\/2011\/s6\n15\/2011\nPersonnel (Amendment) Regulations, 2011\n21-Jun-11\nGE47\/2011\/s1\n19\/2010\nPersonnel (Amendment) Regulations, 2010\n30-Jun-2011\nGE37\/2010\/s2\n26\/2009\n\nCayman Islands Proclamation 4 of 2009 \u2013\n(Commencement of Cayman Islands Constitution Order\n2009, UKSI 1379\/2009)\n6-Nov-2009\nGE69\/2009\/p7\n32\/2009\nPersonnel (Amendment) Regulations, 2009\n6-Nov-2009\nGE68\/2009\/s1\n7\/2006\nPersonnel Regulations, 2006\n29-Dec-2006\nGE28\/2006\/s2\n\nENDNOTES\nPersonnel Regulations  (2025 Revision)\n\nPage 74\nRevised as at 31st December, 2024\nc\n\nPersonnel Regulations (2025 Revision)\n\nENDNOTES\n\nc\nRevised as at 31st December, 2024\nPage 75\n\nENDNOTES\nPersonnel Regulations  (2025 Revision)\n\nPage 76\nRevised as at 31st December, 2024\nc\n\n(Price: $15.20)\n\n1 Reg 47\n\nNot in force \u2013 see Regulation 3(2) of Personnel Regulations (2025 Revision)\n2 Para 3(3)(b) of Sch 1\n\nNot in force \u2013 see Regulation 3(2) of Personnel Regulations (2025 Revision)","akn_extracted_at":"2026-06-22 15:39:29.713554+00","cms_id":"2006-0007","law_type":"subordinate","year":"2006","number":"7","title":"Personnel Regulations","status":"in_force"},"provenance":{"files":[{"file_id":"5077","expr_id":"230","kind":"akn_xml","filename":"2006-0007_2025 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