Reviewed 12 September 2026. General guidance; confirm the requirements for your business with the relevant authority.
Emiratisation planning connects recruitment, payroll and regulatory records. Counting employees in an internal spreadsheet is not enough if their work permits, wages or classifications do not meet the applicable requirements. Start with the establishment’s current MoHRE position and the target that applies to it.
Identify the applicable employer group
Private-sector establishments with 50 or more employees are subject to the programme for increasing Emirati employment in skilled jobs. The annual increase is assessed through half-year checkpoints, with a 1% increase required in each half year. The programme’s cumulative target reaches 10% by the end of 2026. Check the establishment’s official calculation, including which roles and employees count.
Selected establishments with 20–49 employees have a separate hiring framework. MoHRE introduced requirements for one Emirati hire in 2024 and another in 2025 in specified economic activities. These should not be replaced by the percentage calculation used for the larger-employer group. Confirm continuing employment and any replacement requirement with MoHRE.
Review the 2026 wage requirement
MoHRE raised the minimum monthly wage for Emiratis in the private sector to AED 6,000 from 1 January 2026 for new, renewed or amended permits. Employers with existing Emirati staff were given until 30 June 2026 to adjust their salaries. The Ministry said non-compliant employees would cease to count toward applicable targets from 1 July, with new work-permit restrictions for affected establishments until correction.
Reconcile the employment contract, payroll and wage payment records. An intended salary increase that has not been reflected in the required records may leave a compliance gap. Review pension and other employment obligations separately with the responsible payroll team.
Use current contributions, not an old annual figure
MoHRE’s June 2026 announcement states that contributions for failure to meet the first-half target begin from 1 July and identifies AED 10,000 monthly per unfilled required position. Do not substitute a historical AED 9,000 figure or apply the larger-company calculation to every 20–49 employee establishment. Use the actual notice and establishment assessment for budgeting and any correction.
Build a hiring and retention plan
- Confirm the current target, counted employees and any outstanding MoHRE notice.
- Define genuine roles, responsibilities and the skills the business needs.
- Start recruitment early enough to complete selection and onboarding before the checkpoint.
- Check contracts, permits, salary payment and required registration records.
- Give new employees a manager, training plan and meaningful work.
- Monitor departures promptly and confirm the applicable replacement process.
Maintain a monthly review shared by HR and finance. A departure, a change in the skilled workforce or an incorrect employee record can alter the position. Retention and accurate administration matter alongside recruitment.
Check jurisdiction and avoid assumptions
Determine whether the establishment is subject to MoHRE’s programme and which employment framework applies. Free zone employers should verify their position with the relevant authority. Do not publish a prediction that future quotas are inevitable or assume that an exemption can never change.
Questions to take into the review
Is hiring a person in name only acceptable?
No. Plan genuine employment with real duties, management and pay. Keep evidence of the working relationship and follow the applicable employment requirements.
Can salary support replace the employer’s obligations?
Do not assume so. Review any Nafis programme conditions separately from the employment contract, wage payments and employer responsibilities.
How can MNK assist?
MNK can help organise the establishment records, identify the authority questions and coordinate the administrative work. Hiring decisions, employment obligations and the authority’s assessment remain with the responsible parties.
Official sources and further reading
- MoHRE: Emiratisation targets
- MoHRE: June 2026 assessment and contributions
- MoHRE: Emirati minimum wage from January 2026
- MoHRE: requirements for selected employers with 20–49 employees
Explore MNK’s related business service or request a consultation with your activity, jurisdiction and the support you need.