2026 is a milestone year for Emiratisation. Private sector companies in the UAE with 50 or more employees have been working towards an overall 10% increase in Emiratis in skilled roles by 2026, and the second-half target is now in focus. For HR and talent teams, the question is no longer whether to hire Emirati talent, but how to attract and keep the right people in a competitive market.

What the Emiratisation rules require in 2026

Private sector companies with 50 or more employees must achieve 2% annual growth of Emirati employees in skilled positions (Source: MoHRE, Emiratisation targets). The UAE Cabinet set this rate to achieve an overall increase of 10% by 2026 (Source: UAE Government portal, Employing Emiratis in the private sector). In 2026 this is split into a 1% increase for the first six months and an additional 1% for the second half of the year (Source: WAM, 7 May 2026).

Missing the target is costly. MoHRE confirmed that financial contributions would apply from 1 July 2026 to companies that did not achieve their first-half target, charged for each position they fail to fill with an Emirati citizen (Source: WAM, 22 June 2026). Repeated non-payment can also lead to further measures, including restrictions on work permits or changes to a company’s compliance classification (Source: Dubai.ae, Emiratization).

Smaller companies are covered too. Companies with 20 to 49 employees in 14 specified sectors, including information and communications, financial services, real estate, professional services, education, healthcare and construction, were required to hire one Emirati by the end of 2024 and a second by the end of 2025. Those that did not hire the second Emirati face an annual contribution of AED 108,000 from January 2026. If an Emirati employee leaves, the company must recruit a replacement within two months (Source: Dubai.ae, Emiratization).

The minimum monthly wage for Emiratis working in the private sector has been set at AED 6,000, effective 1 January 2026 (Source: UAE Government portal).

A growing, competitive talent market

Momentum is strong. According to WAM, 95% of companies subject to Emiratisation policies met their targets in the first half of 2026, the number of Emiratis working in the private sector has exceeded 190,000, and nearly 32,000 companies now employ UAE citizens. The Nafis programme, which supports Emiratis into private sector careers, has been extended until 2040 (Source: WAM, 20 July 2026).

That progress means more employers are competing for the same talented candidates. Meeting a target is one thing. Becoming an employer that Emirati professionals actively choose, and stay with, is what makes Emiratisation sustainable.

How to attract and retain Emirati talent

  • Advertise real, skilled roles. The UAE Government says companies must avoid posting unskilled jobs or misleading adverts that do not represent real vacancies or skilled roles.
  • Check your messaging. Job adverts must not refer to government Emiratisation policies and their benefits without prior approval from MoHRE, or give information on government incentives for nationals (Source: UAE Government portal).
  • Use the Nafis platform, which MoHRE encourages companies to use to reach qualified Emirati talent (Source: WAM, 1 October 2026).
  • Build an employer brand and EVP that speaks to Emirati candidates, with clear career paths, development and leadership opportunities.
  • Create content in Arabic and English, and show Emirati colleagues in your careers content where they are happy to take part.
  • Invest in onboarding and training. Employers must provide a suitable workplace, the necessary tools and the minimum required training for Emirati hires to carry out their roles.
  • Focus on retention, not just hiring, with mentoring, progression and regular conversations about career goals.

Frequently asked questions

What is the Emiratisation target for 2026?

Private sector companies with 50 or more employees must increase Emiratis in skilled roles by 2% a year, split into 1% in the first half and 1% in the second half of 2026. This forms part of an overall 10% increase targeted by 2026.

Do companies with fewer than 50 employees need to hire Emiratis?

Companies with 20 to 49 employees in 14 specified sectors were required to hire one Emirati by the end of 2024 and a second by the end of 2025, and must keep those roles filled.

What happens if a company misses its Emiratisation target?

Companies with 50 or more employees that miss their target pay a financial contribution for each position not filled with an Emirati, and repeated non-payment can lead to further measures such as work permit restrictions. Companies with 20 to 49 employees that did not hire their second Emirati in 2025 face an annual contribution of AED 108,000 from January 2026.

Conclusion

Emiratisation in 2026 is both a compliance deadline and a talent attraction opportunity. Employers who treat it as a long-term part of their employer brand, with genuine roles, clear career paths and strong retention, will find it easier to meet their targets and to build teams that last.

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Planning your Emiratisation hiring for 2026 and beyond? Get in touch with RMG to talk to our Dubai team about employer branding, EVP and talent attraction in the UAE.