The UAE Ministry of Human Resources and Emiratisation (MoHRE) has set June 30, 2025 as the deadline for private sector companies with 50 or more employees to meet their mid-year Emiratisation targets. Failure to comply will result in financial penalties, which will be enforced starting July 1.
Targets and Regulatory Framework
This initiative is part of the broader national strategy to achieve 10% Emiratisation by 2026 in the private sector. Specifically, by mid-2025, affected companies must demonstrate an increase of at least 1% in the number of Emirati nationals employed in skilled roles, based on their total skilled workforce.
The MoHRE has already launched a monitoring and verification plan, which will intensify in July, assessing both the quantitative and qualitative aspects of the hires.
Emiratisation Progress and Expectations
As of April 2025, over 136,000 Emiratis were employed in the private sector, across more than 28,000 companies. These results significantly exceed the initial interim goal of 75,000 hires and highlight the effectiveness of NAFIS, the federal programme launched in 2021 to support the integration of local talent in private businesses.
Who is Subject to the Requirements?
The regulation applies to two main categories of companies:
- Companies with 50 or more employees, which must increase their share of Emiratis in skilled roles by 2% annually—meaning a 7% target by June 2025 and 8% by the end of the year.
- Companies with 20 to 49 employees, operating in 14 key sectors, are required to hire at least two Emirati nationals in skilled positions by the end of the year.
The targeted sectors include: finance, ICT, healthcare, education, hospitality, construction, logistics, manufacturing, real estate, social work, wholesale and retail trade, administrative services, and mining and quarrying.
Penalties and Audits
Non-compliant companies will face mandatory financial contributions and may be disqualified from receiving NAFIS benefits. The MoHRE will also assess the genuineness of employment, cracking down on practices such as “ghost hires” or temporary employment of Emiratis for the sole purpose of passing audits.
To qualify toward the Emiratisation quota, job positions must meet specific criteria, including:
- A minimum monthly salary of AED 4,000
- A post-secondary qualification or equivalent, officially attested
- Proper registration with a social security fund
Digital Monitoring and Whistleblowing Channels
Using a digital inspection system, the MoHRE has already flagged over 2,200 companies for non-compliant practices between 2022 and 2025. Employees and employers are encouraged to report violations through the official MoHRE app, website, or hotline (600590000).
Incentives for Compliant Companies
Alongside enforcement, the MoHRE offers substantial benefits for companies that exceed Emiratisation targets:
- Up to 80% reduction in MoHRE service fees
- Priority access to government contracts
- Increased visibility for strategic partnerships
These benefits are part of the Emiratisation Partners Club, designed to reward proactive efforts in supporting national employment goals.
What Companies Should Do Now
The June 30 deadline is a critical compliance milestone. Companies should immediately:
- Review the structure of their skilled workforce
- Ensure new hires are properly registered for social security
- Verify that job roles meet the qualifying criteria
Close collaboration between HR, legal, and compliance teams is essential to avoid financial and reputational risks. Emiratisation compliance is no longer a matter of regulatory formality—it is a business necessity.
Conclusion – Kelmer’s Support for Full Compliance
In a regulatory landscape that is becoming increasingly rigorous, companies operating in the UAE must adopt a proactive and transparent approach to Emiratisation.
Kelmer Group stands by its clients every step of the way: from assessing current workforce composition, to designing a tailored compliance strategy, and supporting the onboarding and proper registration of Emirati employees.
Meeting regulatory deadlines is not just an obligation—it’s a strategic opportunity to strengthen your company’s presence in the UAE market.
Source: News | Media Center | Ministry of Human Resources & Emiratisation – MOHRE