The UAE's Ministry of Human Resources and Emiratisation (MoHRE) sets targets for the share of skilled jobs in private companies held by Emirati nationals. The rules have been tightened in stages since 2022. This briefing summarises what has been published. It is not legal advice, and employers should check the current position with MoHRE before acting.
Companies with 50 or more employees
- The target is to increase the share of Emiratis in skilled roles by 1% every six months, or 2% a year, reaching 10% by the end of 2026.
- Targets are checked twice a year. For the first half of 2026, MoHRE set a deadline of 30 June, with financial contributions applied from 1 July to companies that missed their rate.
- When MoHRE announced the rules in May 2023, the contribution was AED 42,000 for each Emirati not hired against the six-monthly target.
- Avoiding the targets, for example by cutting headcount or reclassifying jobs, is prohibited. The published fines for doing so start at AED 100,000 and rise to AED 500,000 for repeat offences. A company found doing this must still meet its target as it stood beforehand.
Companies with 20 to 49 employees
- In July 2023, MoHRE extended the rules to companies with 20 to 49 employees in 14 economic sectors.
- These companies had to hire at least one Emirati in 2024 and another in 2025.
- The published contribution was AED 96,000 for each Emirati not hired in 2024, and AED 108,000 in 2025 for companies still not compliant.
- A company that loses an Emirati employee has two months to hire a replacement before the contribution applies.
What this means for workforce planning
The rules reward planning ahead. Hiring to hit a deadline tends to produce rushed appointments into roles with little development attached, and the people hired are more likely to leave. Each departure then has to be replaced to stay compliant.
A steadier approach starts from the workforce plan. Which skilled roles will open over the next two to three years through growth and turnover? Which of those can be filled by Emirati candidates now, and which need a development path first? That turns a compliance number into a hiring and training plan with dates and owners.
It also means treating retention as part of compliance. The cost of a missed target is published. The cost of repeatedly replacing people who leave is usually higher, and less visible.
Questions for leadership
- Do we know our current rate, the target for each six-monthly check, and the gap?
- Which roles in our plan will Emirati hires fill, and what development do they need?
- Who in the business, not only in human resources, is accountable for the target?
- What is our retention rate for Emirati employees, and why do people leave?
Sources
- MoHRE, "Up to AED500,000 fines on companies that circumvent Emiratisation targets", 4 May 2023
- Hadef & Partners, "Private establishments subject to Emiratisation targets to be expanded in 2024 and 2025", 12 July 2023
- Gulf Today, "June 30 is the final deadline for private sector to achieve Emiratisation targets for first half of 2026", 7 May 2026
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Published by Midvale Consulting. Views are general in nature and are not advice for any specific situation.
