UAE salary guide: how much can Emiratis earn in Dubai and Abu Dhabi?

Emirati professionals are increasingly turning to the private sector for career progression, driven by government efforts to further develop the UAE labour market for citizens, according to a report by recruitment consultancy Michael Page.

Initiatives such as the Emirati HR Development Council, launched by Sheikh Mohammed bin Rashid, Vice President and Ruler of Dubai, in July last year are helping to boost Emirati interest in the private sector, Michael Page's 2022 Emiratisation salary and hiring insights guide found.

Michael Page polled more than 1,400 Emirati professionals last year as it prepared the guide.

In the fourth quarter of 2021, “we saw a huge shift in the market with strong, qualified UAE national candidates receiving multiple offers — this is the busiest the Emiratisation job market has been”, said Samantha Wright, managing consultant for Emiratisation at Michael Page.

“Emiratis are not only looking for attractive salaries and financial benefits when joining a company; they are also looking for learning and career progression and how their work can directly impact business growth.”

The jobs market in the UAE, the second-largest Arab economy, has made a strong recovery from the coronavirus-induced slowdown on the back of the government’s fiscal and monetary measures.

About 76 per cent of UAE employers plan to expand their workforce in 2022, according to a survey in February by jobs portal Bayt.com and market research company YouGov.

What is the salary and employment outlook for Emirati private sector jobseekers this year? Read on to find out.

Are private sector Emirati professionals expecting a salary rise in 2022?

Last month, a survey by recruitment company Hays found that a majority of private sector Emirati employees expect their salaries to increase over the next 12 months (see our slideshow above) as business confidence and hiring activity return to pre-coronavirus levels.

Half of all Emiratis surveyed said they expect an increase in salary, compared with 43 per cent in 2021, while 48 per cent expect their wage to remain the same and 2 per cent expect a decrease, according to the Hays Emiratisation Salary Guide, which polled more than 180 Emiratis in the fourth quarter of 2021.

“This is the first time since running our annual salary survey that we have seen expectations for salary increases outweigh those expecting their salary to remain the same year on year within the Emirati community,” said Grace Eldridge, business manager of Emiratisation at Hays.

“Confidence in the market is at a three-year high, with business activity generally above and beyond pre-pandemic levels in the UAE. As a result, we expect a higher number of salary increases to be awarded this year than in the past two years.”

Will private sector employers increase salaries in 2022?

About 74 per cent of employers in the UAE plan to increase salaries in 2022, compared with 36 per cent in 2021, the Hays report found.

Seventy-nine per cent of UAE employers are positive about the outlook for business in 2022 and 74 per cent expect business activity to increase, up from 54 per cent and 63 per cent last year, respectively, Hays found.

Meanwhile, 32 per cent of Emiratis received a salary increase in 2021. The average increase in pay was between 5 per cent and 10 per cent, according to the Hays salary guide.

Among Emiratis who expect a pay rise this year, the majority expect an increase of 5 per cent to 10 per cent.

“When we refer to pay rises and trends, these are not typically awarded on a companywide basis,” Ms Eldridge said.

We expect a higher number of salary increases to be awarded this year than the past two years

Grace Eldridge,
business manager of the Emiratisation division at Hays

“Instead, pay rises are more commonly offered on an individual basis as a result of a professional either starting a new job with a new company or an individual performance-related pay increase, and we expect the same again this year.”

Benefits packages, salary and career development are the top three factors that attract Emiratis to organisations, according to Hays.

However, 59 per cent of Emiratis said salary was the main reason for switching jobs in 2022.

Work-life balance and time with family are also important to Emiratis, with flexible working options high on their agenda when considering an employer.

Emiratis are likely to stay with the same organisation for more than five years if they receive career development opportunities and a competitive salary, the report said.

What are the most in-demand sectors?

The most sought-after Emirati candidates in the job market are those with industry qualifications and years of experience in both local and international markets, Hays found.

Technology continues to be the most sought-after profession among Emiratis, particularly for roles relating to data science, product development, software development and cyber security, according to Hays.

It is not surprising that we have seen an increase in interest from private sector entities looking to hire or gain knowledge around hiring Emirati talent, the noticeable sectors being IT, technology, HR, finance and investment

Samantha Wright,
managing consultant for Emiratisation at Michael Page

There is also high demand for corporate strategy and leadership roles as organisations look to re-establish and realign their budgets and growth objectives after the pandemic, requiring Emirati candidates with strong commercial and decision-making skills, the consultancy said.

Private sector companies are also looking to hire or gain knowledge about hiring Emirati talent in 2022, Ms Wright of Michael Page said.

“It is not surprising that we have seen an increase in interest from private sector entities looking to hire or gain knowledge around hiring Emirati talent, the noticeable sectors being IT, technology, HR, finance and investment,” she said.

“Emiratisation is one of the key discussions we are having with private sector clients in the UAE, especially within the banking sector, given the increased Emiratisation quota in this sector, initiated early in 2021.”

What are the highest paying jobs for Emiratis in the private sector?

Human resources: chief human resources officer — Dh70,000-Dh105,000 (Abu Dhabi); Dh60,000-Dh95,000 (Dubai) per month
Marketing: chief marketing officer — Dh65,000-Dh95,000 (Abu Dhabi); Dh58,000-Dh92,000 (Dubai)
Procurement: chief procurement officer — Dh105,000-Dh125,000 (Abu Dhabi); Dh90,000-Dh105,000 (Dubai)
Legal: chief legal counsel — Dh80,000-Dh120,000 (Abu Dhabi); Dh72,000-Dh112,000 (Dubai)
Office support: office manager — Dh25,000-Dh40,000 (Abu Dhabi); Dh20,000-Dh35,000 (Dubai)
Technology: chief technology officer — Dh75,000-Dh150,000 (Abu Dhabi); Dh70,000-Dh140,000 (Dubai)

What are the highest paying jobs for Emiratis in the public sector?

Human resources: chief human resources officer — Dh92,000-Dh170,000 (Abu Dhabi); Dh70,000-Dh105,000 (Dubai) per month
Marketing: chief marketing officer — Dh95,000-Dh145,000 (Abu Dhabi); Dh70,000-Dh105,000 (Dubai)
Procurement: chief procurement officer — Dh120,000-Dh140,000 (Abu Dhabi); Dh110,000-Dh120,000 (Dubai)
Legal: chief legal counsel — Dh85,000-Dh145,000 (Abu Dhabi); Dh75,000-Dh95,000 (Dubai)
Office support: office manager — Dh30,000-Dh65,000 (Abu Dhabi); Dh27,000-Dh37,000 (Dubai)
Technology: chief technology officer — Dh75,000-Dh150,000 (Abu Dhabi); Dh70,000-Dh140,000 (Dubai)

Ten tax points to be aware of in 2026

1. Domestic VAT refund amendments: request your refund within five years

If a business does not apply for the refund on time, they lose their credit.

2. E-invoicing in the UAE

Businesses should continue preparing for the implementation of e-invoicing in the UAE, with 2026 a preparation and transition period ahead of phased mandatory adoption.

3. More tax audits

Tax authorities are increasingly using data already available across multiple filings to identify audit risks.

4. More beneficial VAT and excise tax penalty regime

Tax disputes are expected to become more frequent and more structured, with clearer administrative objection and appeal processes. The UAE has adopted a new penalty regime for VAT and excise disputes, which now mirrors the penalty regime for corporate tax.

5. Greater emphasis on statutory audit

There is a greater need for the accuracy of financial statements. The International Financial Reporting Standards standards need to be strictly adhered to and, as a result, the quality of the audits will need to increase.

6. Further transfer pricing enforcement

Transfer pricing enforcement, which refers to the practice of establishing prices for internal transactions between related entities, is expected to broaden in scope. The UAE will shortly open the possibility to negotiate advance pricing agreements, or essentially rulings for transfer pricing purposes.

7. Limited time periods for audits

Recent amendments also introduce a default five-year limitation period for tax audits and assessments, subject to specific statutory exceptions. While the standard audit and assessment period is five years, this may be extended to up to 15 years in cases involving fraud or tax evasion.

8. Pillar 2 implementation

Many multinational groups will begin to feel the practical effect of the Domestic Minimum Top-Up Tax (DMTT), the UAE's implementation of the OECD’s global minimum tax under Pillar 2. While the rules apply for financial years starting on or after January 1, 2025, it is 2026 that marks the transition to an operational phase.

9. Reduced compliance obligations for imported goods and services

Businesses that apply the reverse-charge mechanism for VAT purposes in the UAE may benefit from reduced compliance obligations.

10. Substance and CbC reporting focus

Tax authorities are expected to continue strengthening the enforcement of economic substance and Country-by-Country (CbC) reporting frameworks. In the UAE, these regimes are increasingly being used as risk-assessment tools, providing tax authorities with a comprehensive view of multinational groups’ global footprints and enabling them to assess whether profits are aligned with real economic activity.

Contributed by Thomas Vanhee and Hend Rashwan, Aurifer

Tips for job-seekers

Do not submit your application through the Easy Apply button on LinkedIn. Employers receive between 600 and 800 replies for each job advert on the platform. If you are the right fit for a job, connect to a relevant person in the company on LinkedIn and send them a direct message.
Make sure you are an exact fit for the job advertised. If you are an HR manager with five years’ experience in retail and the job requires a similar candidate with five years’ experience in consumer, you should apply. But if you have no experience in HR, do not apply for the job.

David Mackenzie, founder of recruitment agency Mackenzie Jones Middle East

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Director: Rupert Wyatt

Rating: 3/5

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Company Fact Box

Company name/date started: Abwaab Technologies / September 2019

Founders: Hamdi Tabbaa, co-founder and CEO. Hussein Alsarabi, co-founder and CTO

Based: Amman, Jordan

Sector: Education Technology

Size (employees/revenue): Total team size: 65. Full-time employees: 25. Revenue undisclosed

Stage: early-stage startup

Investors: Adam Tech Ventures, Endure Capital, Equitrust, the World Bank-backed Innovative Startups SMEs Fund, a London investment fund, a number of former and current executives from Uber and Netflix, among others.

Itcan profile

Founders: Mansour Althani and Abdullah Althani

Based: Business Bay, with offices in Saudi Arabia, Egypt and India

Sector: Technology, digital marketing and e-commerce

Size: 70 employees

Revenue: On track to make Dh100 million in revenue this year since its 2015 launch

Funding: Self-funded to date

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