For businesses with 20 to 49 employees, the updated 2025 regulations introduce a new requirement: employing a minimum of two Emirati nationals. Companies with larger teams will need to adhere to higher Emiratisation quotas, with targets adjusted proportionally to their workforce size.
Beginning January 1, 2025, the penalties for non-compliance are set to increase once more. Companies failing to meet the requirements will face fines of AED 9,000 per month for each unfulfilled Emirati position, amounting to AED 108,000 annually per vacancy. In addition to these financial repercussions, organizations are required to meet a more ambitious 8% Emiratisation target specifically for skilled positions.
Companies and Industries are included based on recent updates:
Information and communications
Financial and insurance activities
Real estate activities
Administrative and support services
Education
Healthcare and social work activities
Arts and Entertainment
Mining and quarrying industry
Manufacturing
Construction
Wholesale and retail trade
Transportation and warehousing
Hospitality services
Skilled Worker Criteria:
Not every role contributes toward meeting Emiratisation targets. The Ministry of Human Resources and Emiratisation (MoHRE) has outlined clear criteria for what qualifies as a "skilled worker." These include:
Minimum Salary: A monthly income of at least AED 4,000 is required.
Eligible Occupations (examples):
Customer Service and Support
Administration workers and employees
Executives, and business managers
Specialist and technical professionals
And others
Educational Qualifications: Individuals must hold post-secondary qualifications or equivalent certifications, officially attested by the relevant authorities.
Things you should "NOT" do when advertising Emiratisation Jobs:
When advertising roles are targeted at Emiratis, honesty and transparency are crucial. Avoid these common pitfalls to ensure compliance and maintain trust:
Posting Inappropriate Roles: Emiratisation jobs must align with the skills and qualifications of UAE nationals. Advertising unskilled positions can mislead candidates, damage your company's reputation, and result in penalties.
Misusing Emiratisation Policies: Avoid referencing government policies, incentives, or benefits in your job postings unless explicitly approved by the Ministry of Human Resources and Emiratisation (MoHRE).
Promising Unrealistic Benefits: Only promote roles tied to legitimate job opportunities and MoHRE-approved support programs. Overpromising unsupported benefits can create mistrust and regulatory complications.
Clear and honest communication ensures a positive relationship with potential Emirati employees and aligns with compliance standards.
Non-Compliant Companies:
Companies that fail to meet their Emiratisation requirements by December 31, 2024, will incur significant penalties. Each unfulfilled Emirati position will result in a fine of AED 8,000 per month, totaling AED 96,000 annually per vacancy. Importantly, this penalty is not a one-off but applies to every Emirati position left unfilled, adding up quickly for businesses that do not comply with these obligations. Meeting the targets on time is essential to avoid these costly repercussions.
Non-Compliant Practices:
Fake Emiratisation occurs when companies engage in deceptive practices to appear compliant with Emiratisation targets while failing to provide meaningful employment opportunities to Emirati nationals. This undermines the goals of the Emiratisation program, which is designed to integrate UAE nationals into the workforce meaningfully and sustainably.
Examples:
Salaries Without Work: Companies pay Emiratis monthly salaries while they either perform no actual job tasks or remain at home, solely to fulfill Emiratisation quotas on paper.
Nominal Roles: Assigning Emiratis to superficial positions without responsibilities or growth opportunities, often referred to as "ghost jobs."
Temporary Re-Hiring: Hiring Emiratis temporarily before compliance checks, only to terminate their contracts afterward.
Data Manipulation: Fabricating employment records to show Emiratis as employees when they are not actively working.
Consequences of Non-Compliant Companies and Practices:
Financial Penalties: Companies found guilty face substantial fines, such as AED 8,000-9,000 per month per unfulfilled role, depending on the year of non-compliance. For example, a company paying an Emirati to stay home may still face fines if the practice is exposed.
Prosecution: Violators are often referred to Public Prosecution for further investigation, potentially resulting in additional legal consequences.
Downgraded Company Ratings: MoHRE may downgrade the violators' rating, limiting their ability to secure government contracts or access permits for new hires.
Mandatory Contributions: Companies may be required to contribute financially to Emiratisation initiatives or other workforce development programs.
Your Responsibilities when hiring Emiratis (UAE Nationals) as a Private Sector:
Employers and Emirati employees must adhere to several key requirements to ensure compliance with Emiratisation regulations and foster a productive working relationship:
Labor Regulations and Contracts: Follow all terms set by the Ministry of Human Resources and Emiratisation (MoHRE) and formalize employment with clear, comprehensive contracts outlining roles, rights, and obligations.
Proper Work Permits: Secure the necessary work permits from MoHRE before onboarding any Emirati employee.
Timely and Transparent Salaries: Use the Wages Protection System (WPS) to ensure fair and timely payments.
Training and Resources: Provide Emirati employees with the tools and training needed to succeed in their roles.
Pension Registration: Enroll Emirati employees in the pension and social security system within one month of their start date.
Nafis Program Guidelines: Maintain conduct that aligns with the goals of the Nafis program.
Reporting Violations: Notify MoHRE of any practices that breach Emiratisation resolutions to uphold integrity in the workplace.
Tanmyah Consultancies can assist and support the above-mentioned, and facilitate the process to ensure everything is going smooth. This facilitation and support is included within our utilized services and solutions.
Recommendations:
1. Maximize the Use of the Nafis Platform
The Nafis platform serves as an essential resource for connecting Emirati job seekers with private-sector opportunities while offering access to government-backed initiatives. To fully leverage this platform:
Utilize Training and Upskilling Programs: Take advantage of tailored training and professional development resources offered by Nafis to equip Emiratis with the skills needed to excel in their roles.
Streamline Workforce Integration: Use onboarding tools provided by Nafis to ensure a seamless transition for Emirati employees into your workplace culture.
2. Partner with Recruitment Agencies Specializing in Emiratisation
Recruitment agencies such as Tanmyah Consultancies offer tailored solutions to help businesses meet their Emiratisation objectives effectively. Working with specialized agencies provides:
Access to a Curated Talent Pool: Agencies like Tanmyah Consultancies maintain extensive networks of skilled Emirati candidates, saving time and effort in sourcing the right talent.
Expert Guidance: Specialized agencies understand Emiratisation requirements and provide insights to ensure compliance with MoHRE regulations.
Enhanced ROI: Partnering with agencies streamlines the hiring process, reduces recruitment timelines, and minimizes costs associated with mismatched hires.
Value-Added Services: From screening candidates to advising on onboarding strategies, agencies ensure a seamless hiring experience that maximizes both efficiency and quality.
By leveraging the expertise of recruitment agencies like Tanmyah Consultancies, businesses gain strategic advantages, ensuring not just compliance but also measurable returns on investment through improved workforce quality and productivity.
3. Prioritize Long-Term Retention
Hiring Emiratis is only the beginning; ensuring their long-term engagement and commitment is critical for sustained success. Strategies for retention include:
Foster an Inclusive Workplace: Cultivate a culture where Emirati employees feel respected, valued, and supported as integral members of the team.
Provide Continuous Development: Implement mentorship programs and ongoing training opportunities to enhance skills and build loyalty.
Engage Through Feedback: Conduct regular performance reviews and feedback sessions to address concerns proactively and maintain alignment with company goals.
4. Partner with Government Programs
The Ministry of Human Resources and Emiratisation (MoHRE) offers various initiatives designed to support businesses in meeting their Emiratisation goals while minimizing financial challenges. Key benefits include:
Salary Subsidies: Access government subsidies that cover part of Emirati employees’ salaries for up to five years, easing payroll expenses and encouraging increased Emirati hiring.
Fee Reductions and Waivers: Qualifying businesses benefit from reduced fees for government services such as business registration, licensing, and compliance-related documentation.
Comprehensive Support: Leverage MoHRE’s support services and detailed guidelines to simplify the Emiratisation process and ensure compliance.
Contact us for more details, let's support your drive, and be compliant :)
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