RAK Department of Human Resources organized a virtual forum on the best practices in workplace wellbeing which was attended by over 260 participants. H.E. Dr. Mohammed Abdullatif Khalifa, the General Manager of the DHR, stressed the importance of holding these forums for the exchange of best practices and experiences in workplace wellbeing and how enhancing workplace wellbeing will reflect on the quality of service and elevate the levels of employee performance, productivity and engagement. He also emphasized the importance of the positive role played by the leadership in creating proper work environment and providing scientifically proven tools and applications to achieve the highest levels of wellbeing. Ms. Mariam Ghanem Al-Taweel, Manager of the Quality of Life Center at the DHR, opened the forum with a presentation explaining the quality of life and wellbeing system applied in RAK Government, which consists of 5 key elements: work conditions (I enjoy my work), employees’ health (I am in good health), work-life balance (My family is happy), work relationships (I have good relationships), relationship with the outside world and the society (My world, My future). The session also included an overview of the supporting policies, programs, and initiatives aiming to enhance employees’ and customers’ happiness and wellbeing which will in turn increase the levels of happiness, positivity, and quality of life and strengthen the ties between wellbeing, productivity, innovation, and loyalty. The opening remarks were followed by the first session of the forum where the first working paper was presented by Ms. Amal Al-Blooshi, Manager of the National Program for Happiness and Wellbeing at MOCD, on the national strategy for workplace wellbeing and quality of life. The paper discussed the connection between one of the national strategy objectives; which is quality of life, and workplace wellbeing, as creating a positive work environment is one of the national strategic objectives. Therefore, the National Program for Happiness and Wellbeing launched a number of initiatives, guidelines, and programs to enhance workplace wellbeing. The second paper discussed MOI best practices and initiatives regarding happiness and wellbeing in the workplace. The paper was presented by Captain Ibrahim Saif Bu Asiba, Head of Studies and Employee Happiness Section. Captain Bu Asiba discussed the MOI commitment towards executing the practices and initiatives supporting the National Program for Happiness and Wellbeing and in cooperation with its partners by providing a motivating and happy work environment to its employees which reflects on their physical and mental health as well as the social wellness and positive attitude of all MOI employees. The third paper was presented by Ms. Shaikha Ahmed Al Ali, Manager of the Support and Follow-up Office, Head of Happiness, Wellbeing, and Tolerance at the Ministry of Climate Change and Environment. Ms. Al Ali told the success story of the Ministry of Climate Change and Environment as it added happiness to its values and took wellbeing as an orientation by launching a number of innovative initiatives in the workplace believing that the Ministry employees are its most valuable assets. The Ministry has instilled this purpose in its strategy and gave importance to creating positive work environment through caring for the physical and mental health of its employees and supporting them by creating sound work-life balance, and strengthening the relationships among the Ministry employees in order to increase their sense of belonging, loyalty, and happiness. The fourth paper, titled “Employee engagement and its impact on wellbeing”, was presented by Ms. Noof Mohammed Al-Junaibi, Manager or Emirates Center for Happiness Research-UAEU. Ms. Al-Junaibi discussed employee engagement techniques and how it can enhance their quality of life. She has also explained Mihaly’s Flow Theory. The sessions were concluded with a presentation by Ms. Asmaa Ahmed Al-Nuaimi, Assistant Professor in Rabdan Academy, about the organizational culture and its impact on workplace wellbeing. Ms. Al-Nuaimi discussed the importance of focusing on and enhancing the organizational culture in order to increase happiness and promote workplace wellbeing. In this respect, she presented a workable model and discussed its key dimensions; the most important of which are the leadership and values adopted by the organization and its behavior and how it reflects on the work systems, internal community (all employees in the organization) and external community which the organization interacts with and contributes to its development. The forum was concluded with a video on proactive services for a higher quality of life. The video showed an imaginative concept of the future of workplace wellbeing in the DHR in 2071.