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Understanding Emiratisation and the NAFIS programme is vital for businesses looking to employ in the UAE. In this guide, we’ll explain what the initiative is, and how it will affect your hiring, training and retention strategies.
In 2019, the Ministry of Human Resources and Emiratisation announced plans to activate Article 14 of the UAE Labour Law, which mandates the prioritising of Emiratis over expats in the hiring process. This effort was bolstered in 2021 with the advent of the NAFIS (National Program for Emirati Human Resources Development) initiative. This renewed emphasis on hiring locally aims to increase the number of Emiratis in the workforce and hence, their contribution to the economy. So what does this mean for your hiring efforts?
What inspired Emiratisation?
The concept of Emiratisation was introduced in response to a consistently high unemployment rate amongst locals – official statistics from 2011, placed overall unemployment at 13%, with this figure rising to 23% for 15-24 year olds.
A report by the Federal National Council (FNC) identified 3.8 million jobs in the private sector, of which 800,000 could be filled by citizens. At the time of the report, only 20,000 to 30,000 Emiratis were employed in private businesses.
Since the activation of Article 14, the number of Emiratis employed in the private sector has massively increased, with statistics from June 2025 showing over 152,000 employed across 29,000 companies.
What does it involve?
There are a number of policies that fall under the Emiratisation umbrella. The most prevalent is a quota, which dictates that every private-sector company with 50 or more employees must progressively increase the number of Emiratis employed in skilled roles each year, in line with MoHRE targets leading up to and beyond 2026. As of 2025, businesses with 20 to 49 employees operating in designated sectors are required to employ at least one UAE citizen and retain existing Emirati hires. From January 2026, non-compliant employers are required to make financial contributions for each unfilled Emiratisation role, with compliance actively monitored by the Ministry of Human Resources and Emiratisation.
There are a number of benefits to hiring locally – companies that satisfy certain requirements can save on fees from the Ministry, as well as residency costs, airline tickets and health insurance.
What does this mean for hiring in the UAE?
For those looking to hire in 2026 and beyond, Emiratisation should be high on their agenda. The UAE government has announced that hiring for the sake of meeting quotas will be frowned upon, so hiring managers will need to make a concerted effort to recruit local talent that can contribute and grow in their organisation. As the private sector can offer significant potential for career progression, companies need to focus on building pipelines for local Emiratis, demonstrating how they can help them get to where they want to be. This focus on talent development will assist with both attraction and retention efforts, ensuring a long-term organisational culture that features both Emiratis and expats.
However, attracting the right talent is not without its challenges. With the public sector generally offering higher salaries for shorter working hours and no cap on pensions, private companies need to counter this, offering competitive salary and benefit packages. In cases where salaries can’t be matched, businesses need to consider other attractive options, such as clear career progression, employee engagement and flexible working. Incentivising employees to stay within the company, with share options and legacy-in-service initiatives, is also worth considering for long-term retention efforts.
A recruiter can help conquer some of the challenges encountered in attracting Emirati talent. A great recruitment consultancy will have an ever-evolving database of fantastic talent, available both immediately and on notice. They’ll be able to pair your requirements with a shortlist of capable candidates, ensuring each one is both a personality and professional fit. They will also be able to provide advice on the market, advising on salary benchmarks and benefit strategies.
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As specialists in Emiratisation recruitment, Tiger’s Dubai office can help you hire exceptional Emirati talent. Our consultants have lived in the UAE for over 23 years combined so have a unique understanding of the cultural sensitivities of hiring in the region. Get in touch today! If you’re looking for more guidance around hiring, read our comprehensive interview guide for employers.
