UAE Emiratisation 2026: An HR Checklist for Private Sector Employers

As the year-end approaches, Emiratisation should be part of every covered employer’s workforce plan. The Ministry of Human Resources and Emiratisation (MoHRE) has confirmed that private sector companies with 50 or more employees must achieve a further 1% growth in the number of Emiratis in skilled jobs during the second half of 2026. Together with the first-half target, this means 2% growth for the year.

For HR teams, meeting the target involves more than filling a vacancy. Employers need to understand which entities are covered, identify suitable roles, complete recruitment properly and keep employment records up to date.

1. Confirm which requirements apply

Start by checking each company’s employee count, registered activities and current MoHRE status. Companies with 50 or more employees are subject to the skilled-job targets. Some establishments with 20 to 49 employees in specified activities have separate requirements, so check whether those apply to your business.

Use the company’s current MoHRE records to confirm its target and progress. Do not rely only on an internal headcount, as the authority’s classification and records may affect how compliance is assessed.

2. Build a realistic hiring plan

Review upcoming vacancies and identify skilled roles that match the company’s needs and the candidate’s qualifications. Set a hiring timeline that allows time for advertising, interviews, selection, work-permit processing and onboarding.

MoHRE has encouraged employers to use the Nafis platform to connect with UAE national jobseekers.

3. Make the employment genuine and sustainable

A successful HR plan should support a real role with clear responsibilities, appropriate qualifications and a suitable reporting line. MoHRE has warned that it monitors for fake Emiratisation and may take legal action against attempts to circumvent the targets.

Plan for onboarding, training, performance reviews and retention as part of the recruitment process. Keeping the employee engaged and supported helps the business sustain its workforce plan beyond the reporting date.

4. Keep employment records organised

Maintain complete records for each employee, including the job description, offer and employment documents, work-permit details, payroll information and attendance records. Review these records regularly and update them when an employee’s role or status changes.

5. Monitor progress through year-end

Assign responsibility for reviewing the company’s target and MoHRE status. Track recruitment and onboarding progress, address any shortfall early, and keep evidence of the actions taken. MoHRE says financial contributions apply to establishments that fail to achieve their required targets.

A proactive HR review can help employers identify gaps before year-end and keep workforce planning aligned with business requirements.

Devenir Corporate Services supports UAE businesses with HR administration, employment documentation and workforce compliance coordination. Contact our team to review your 2026 HR requirements.