Emiratisation is the UAE's long-term policy of increasing the participation of UAE nationals in the workforce, particularly in the private sector. Whether you are an Emirati looking for your first private-sector role, an employer planning your hiring, or an expatriate trying to understand the job market, it helps to know how Emiratisation and the Nafis programme work.
The rules are set by the Ministry of Human Resources and Emiratisation (MOHRE) and have been strengthened in recent years. The details below summarise the main points; always check MOHRE for the latest requirements, as targets and deadlines are updated over time.
What Emiratisation requires from companies
Private-sector companies above a certain size are required to increase the share of UAE nationals in skilled roles each year. Under the targets announced by MOHRE, companies with 50 or more employees have been required to raise the proportion of Emirati employees in skilled positions by 2% each year, typically split into half-yearly steps, working towards a goal of 10%.
The rules were later extended to certain smaller companies with 20 to 49 employees in specified sectors, which are required to employ a minimum number of UAE nationals. Companies that miss their targets face financial contributions for each required position that is not filled.
What Nafis offers UAE nationals
Nafis is a federal programme designed to make private-sector careers more attractive and accessible for Emiratis. It offers support such as:
- Salary support for eligible Emiratis working in the private sector
- Training, apprenticeships and career development programmes
- Support for Emiratis moving into specific professions and sectors
- A job platform that connects UAE nationals with private-sector employers
For Emirati job seekers, this means more opportunities and more support when joining private companies.
What it means for employers
For businesses, Emiratisation is now part of normal workforce planning. Practical steps include:
- Reviewing your headcount each year against the applicable target
- Identifying roles where Emirati talent can grow into skilled positions
- Using Nafis and MOHRE channels to advertise suitable vacancies
- Building training and mentoring plans so new hires succeed and stay
Genuine, meaningful roles matter. Authorities actively check for "fake Emiratisation", such as registering nationals in roles that do not really exist, and penalties for this are significant.
What it means for expatriate job seekers
Emiratisation does not stop companies from hiring expatriates. The UAE workforce remains highly international, and most vacancies are open to all nationalities. In practice:
- Some roles, particularly in government-related entities, may prefer or be reserved for UAE nationals
- Many companies are actively growing, so new Emirati hires and new expatriate hires often happen side by side
- Skills that are in short supply — engineering, healthcare, technology and specialised trades — remain in strong demand
If you are an expatriate, focus on building in-demand skills and recognised certifications, and present your UAE experience clearly.
Tips for Emirati job seekers
- Register on the Nafis platform to access support programmes and private-sector vacancies
- Highlight internships, training programmes and volunteering on your CV, especially early in your career
- Look at fast-growing sectors such as energy, technology, healthcare, finance and logistics, where companies are actively building local talent
- Ask employers about training, mentoring and career progression during interviews
Looking ahead
Emiratisation targets will continue to shape hiring in the private sector, so it is worth following MOHRE announcements each year. This article is a general overview, not legal advice.
Find the right opportunity
Whether you are a UAE national starting your private-sector career or an expatriate professional, the right role is out there. Browse jobs on Hire Emirates Hub and filter by emirate and industry to see what is open now.