Emiratisation is entering a new phase in the UAE, with employers facing a challenge beyond meeting hiring targets: keeping and developing Emirati talent.
A Hays Salary Guide survey of 531 UAE-based employers found that 42% plan to hire Emirati professionals this year. Meanwhile, 55% already employ UAE nationals.
The findings suggest that hiring is only one part of the workforce challenge. As more Emiratis enter the private sector, employers must also create clear career paths and opportunities for progression.
UAE firms shift focus from Emiratisation hiring to retention
The shift comes as the UAE continues to raise Emirati participation in the private sector.
Companies with 50 or more employees must increase the share of Emiratis in skilled roles by 2% each year. The target is split into two 1% increases during the year. Firms that fall short face financial contributions.
Separately, companies with 20 to 49 employees in selected high-growth sectors have had to hire at least one Emirati national each year since 2024.
These measures have helped increase the number of Emiratis working in private companies. According to a 2023 Ministry of Human Resources and Emiratisation report, the number rose from 27,055 in 2018 to 92,000 by the end of 2023.
By May 2025, more than 141,000 Emiratis worked across 28,000 private-sector companies.
However, compliance remains part of the challenge. MoHRE identified 1,379 companies that attempted to bypass Emiratisation targets between mid-2022 and May 2024. The cases involved the unlawful hiring of 2,170 UAE citizens.
Retention starts before an Emirati joins
Hays argues that companies need to think about retention before making a hire.
“Retention should begin before the hiring process even starts,” said Nicole Habchi, associate business manager for Emiratisation at Hays Middle East.
She said employers should consider what an employee’s career could look like in two, three or five years. They should also define the skills the employee can build and how the role could develop over time.
“If there isn’t a clear answer to those questions, retaining talent may become a challenge,” Habchi said.
For employers, this means moving beyond a short-term focus on meeting workforce targets. Instead, they need to show candidates how a role can develop into a longer-term career.
Career progression becomes a key Emiratisation factor
Salary remains an important consideration for jobseekers. However, Hays said career development, mentorship and progression can also influence decisions.
Before hiring, employers should therefore consider what success will look like after the first year. They should also assess how the role could expand and what learning opportunities will follow.
A clear route into senior or leadership roles can help employees see a longer-term future with the organisation.
As competition for skilled Emirati professionals grows, this could make retention increasingly important for companies.
Emiratisation moves beyond workforce targets
The next stage of Emiratisation could therefore place greater emphasis on what happens after recruitment.
Hays said employers that invest in structured development programmes, leadership opportunities and regular career planning can strengthen their talent pipelines.
The focus is also moving towards preparing Emirati professionals for future leadership roles.
For companies, the measure of Emiratisation may increasingly extend beyond the number of nationals on the payroll. It could also include how many remain, progress into senior roles and develop within the organisation.
That shift puts greater responsibility on employers to connect Emiratisation hiring with workforce planning, learning and development, and succession planning.
