UAE firms need to offer career paths to Emiratis not just jobs, experts say

Companies have to do more than just employ UAE citizens to fulfill mandatory quotas

Fines of up to Dh500,000 were issued in 2024 to companies breaching Emiratisation rules. Silvia Razgova / The National

Companies must offer fulfilling career opportunities to Emiratis rather than simply offering roles to meet the minimum criteria for Emiratisation, experts warned.

Employers that do not try to recruit suitable local talent will also face problems in the long run, they said. One expert explained how it was not enough just to employ Emiratis, companies need to provide them with “a clear career path”.

“This target is not just about injecting local talent into the workforce, but about creating real opportunities for growth and exposure for Emiratis,” said Fatima Alloghani, who has led Emiratisation campaigns with Majid Al Futtaim and Abu Dhabi Commercial Bank (ADCB).

“Retaining Emiratis in the private sector remains a pressing issue. Although there are efforts to hire Emiratis, there was insufficient focus on creating sustainable, long-term retention strategies that promoted career development and leadership potential.

We are seeing there is some exceptional talent out there, especially among young Emirati women. They are really focused on their careers

David Mackenzie,
Mackenzie Jones recruitment

“The hiring frame often focused on meeting numbers rather than ensuring the quality of hires, especially for critical roles and decision-making positions."

Companies with more than 50 employees had to have six per cent of the workforce made up by Emiratis by the end of 2024. Smaller firms with 20 to 49 staff must ensure at least one team member is Emirati.

The aim is to ensure companies have 10 per cent of the workforce made up of Emiratis by the end of 2026. By the conclusion of 2025, companies with more than 50 employees must have reached a workforce made up of eight per cent Emirati.

Rising talent

Another employment expert said the Emiratisation programme had led to a rise in exceptional talent that companies might not have focused on before.

“The smart ones have been planning it properly rather than panicking to meet quotas by the deadline,” said David Mackenzie, group managing director with recruiters Mackenzie Jones.

“In the past there has been a problem with companies that just hired graduates to fulfil quotas and stuck them in a call centre. The companies that will benefit most are those who offer career development as the word will get out they are a good company to work for, which will attract the best talent.”

Mr Mackenzie estimated his company has helped place more than 100 Emiratis in the private sector since the Emiratisation drive was ramped up three years ago.

Companies that were reluctant to hire Emiratis because they were worried about their aptitude were misinformed, he said.

“We are seeing there is some exceptional talent out there, especially among young Emirati women,” said Mr Mackenzie. “They are really focused on their careers and they don’t expect anything to be handed to them but you have to show them a career path for them to develop, if you don’t they’ll leave.”

One company that has reaped the benefits of Emiratisation is Abu Dhabi Islamic Bank (ADIB), according to the organisation’s chief human resources officer Bushra Al Shehhi.

The bank currently employs close to 1,000 Emiratis, of which 72 per cent are females. Ms Al Shehhi said 36 per cent of Emiratis at the company were involved in “critical jobs”. There are no plans to slow down with the recruitment of Emiratis once all mandatory targets are met.

“We are intending to continue hiring Emiratis as Emiratisation is not just about meeting quotas – it’s about building a sustainable talent pipeline for the future,” she said. “We believe that continuing to hire Emiratis will strengthen our workforce and ensure we remain aligned with national priorities.

"Their unique perspectives have fostered greater collaboration and innovation, particularly in areas where cultural insights are vital. Emiratis bring a deep understanding of the community’s needs.”

In September, the Ministry of Human Resources and Emiratisation revealed that 1,818 private companies were fined for breaching the rules about hiring Emiratis. The fines surrounded the hiring of 2,784 UAE citizens which were made on false pretences. The ministry issued fines ranging from Dh20,000 to Dh500,000, with some cases being referred to the Public Prosecution office, depending on their severity.

Emiratis are likely to leave companies that do not offer them opportunities for career advancement, said a leading recruiter. Silvia Razgova / The National

Change in culture

Emiratisation has helped create a positive change of culture for many companies, according to Dr Mohammed Abdullah Al Ali, chief executive of Trends Research and Advisory.

“A greater balance between local values and global perspectives results in a more harmonious and inclusive work environment," he said.

One issue has been managing expectations from Emiratis when it comes to salaries, said Vladimir Mlynchik, chairman of Volts, an energy company based in Abu Dhabi.

“The only challenge I have faced is that Emiratis tend to expect higher salaries compared to specialists of the same level of expertise from different countries,” he said.

“Emiratis are highly educated people, as they have access to free education opportunities in top universities worldwide. This makes them exceptional candidates who can significantly contribute to any organisation.”