As of January 1, 2026, the Ministry of Human Resources and Emiratisation has raised the minimum salary for Emirati employees in the private sector to AED 6,000 per month.
For thousands of business owners across the UAE, this isn’t just another policy update; it’s a clear signal about workforce planning, compliance deadlines, and the direction of national employment strategy.
This change affects every private sector company on the mainland employing UAE nationals.
Why This Change Matters Now
The UAE government has been steadily increasing minimum salary requirements as part of its broader Emiratization strategy. The journey started at AED 4,000, moved to AED 5,000, and now sits at AED 6,000. This phased approach reflects a deliberate effort to align private sector compensation with market realities while giving employers time to adjust.
The timing of this increase reveals something important: the government is serious about making private sector careers appealing to UAE nationals.
With the Nafis program providing salary support and training subsidies through 2026, businesses that act now can take advantage of these benefits. Those who wait will carry the full cost themselves.
As of January 1, 2026, any new work permit, renewal, or amendment for an Emirati employee must reflect the AED 6,000 minimum. Companies that hired Emiratis before this date have until June 30, 2026, to update their employment contracts. After that, penalties kick in.
What Happens If You Don’t Comply
The consequences of non-compliance are straightforward and serious. Starting July 1, 2026, companies that haven’t adjusted salaries will face two immediate penalties:
First, any Emirati employee earning below AED 6,000 will be excluded from the company’s Emiratization quota calculations.
Second, the Ministry will suspend the issuance of new work permits for that establishment until salaries are corrected.
For businesses with Emiratization targets, this creates a double problem. Not only do you lose credit for existing Emirati employees, but you also can’t hire new staff, Emirati or otherwise, until you fix the issue.
The Ministry of Human Resources and Emiratisation has already taken enforcement action against hundreds of establishments for Emiratization violations since 2022, so this isn’t just policy on paper.
The Dual Compliance Challenge: Targets and Salaries
Here’s what many business owners are realizing: you can’t just focus on the salary update and ignore the bigger picture.
Companies across the UAE are now making sure they’re compliant on two fronts, simultaneously meeting their Emiratization hiring targets while ensuring every Emirati employee earns at least AED 6,000.
This dual requirement creates a real challenge. If you have 75 employees, you need at least one Emirati on staff earning the minimum salary. If you have 150 employees, that number jumps to three Emiratis, all earning AED 6,000 or more.
Companies that thought they were compliant because they met their quota numbers are now discovering they need to revisit salary structures to avoid penalties.
The consequences of non-compliance are straightforward and serious. Starting July 1, 2026, companies that haven’t adjusted salaries will face two immediate penalties: First, any Emirati employee earning below AED 6,000 will be excluded from the company’s Emiratization quota calculations.
Second, the Ministry will suspend the issuance of new work permits for that establishment until salaries are corrected.
For businesses with Emiratization targets, this creates a double problem. Not only do you lose credit for existing Emirati employees, but you also can’t hire new staff—Emirati or otherwise until you fix the issue.
The Ministry of Human Resources and Emiratisation has already taken enforcement action against hundreds of establishments for Emiratization violations since 2022, so this isn’t just policy on paper.
GPPSA Registration
While you’re updating salaries and counting heads for quota compliance, there’s a third requirement that can’t be overlooked: timely registration and updates with the General Pension and Social Security Authority (GPPSA).
Every Emirati employee must be registered with GPPSA, and their salary information must be updated whenever changes occur.
When you raise an Emirati employee’s salary to meet the new AED 6,000 minimum, that change must be reflected in the GPPSA system within the prescribed timeframe.
The authority calculates pension contributions based on the registered salary, which means outdated information doesn’t just create compliance issues; it affects your employees’ future retirement benefits.
Smart companies are treating GPPSA updates as part of their standard salary amendment process. When the employment contract gets updated, and the WPS system reflects the new salary, the GPPSA registration gets updated simultaneously.
This synchronized approach prevents the common mistake of fixing one system while forgetting another.
Missing GPPSA update deadlines can result in fines and complications with future MoHRE applications. More importantly, it signals to authorities that your company isn’t maintaining proper records—exactly the kind of red flag that triggers closer scrutiny of your entire Emiratization compliance.
Understanding Your Compliance Timeline
Here’s how the implementation actually works:
- January 1, 2026: The AED 6,000 minimum becomes effective for all new work permits, renewals, and amendments.
- June 30, 2026: Final deadline for updating existing employment contracts to reflect the new minimum salary.
- July 1, 2026: Enforcement measures begin for non-compliant establishments.
If you’re processing any work permit applications through the MoHRE system, you’ll immediately see the new salary requirement built into the application forms.
The system won’t let you submit applications below AED 6,000, which means compliance isn’t optional; it’s built into the process.
Documents You’ll Need to Update
Updating Emirati employee salaries requires proper documentation. Here’s what you need to prepare:
| Updated Employment Contract | Amended contract reflecting the new minimum salary of AED 6,000, signed by both employer and employee |
| Salary Certificate | Official certificate from the company stating the updated salary on company letterhead |
| Wage Protection System (WPS) Records | Updated payroll records in the WPS system showing the new salary structure |
| Work Permit Amendment Request | Formal request submitted through the MoHRE system to amend existing work permit details |
| Emirates ID Copy | Valid Emirates ID of the employee for verification purposes |
Your HR team or PRO service provider should handle these submissions through the official MoHRE portal. Most businesses find it faster to work with a professional consultancy that already handles government liaison work regularly.
Planning Beyond Compliance
Meeting the minimum salary requirement is just one piece of your Emiratization strategy. Companies with 50 or more employees must increase their Emirati workforce by 2% annually until reaching 10% by the end of 2026.
Smart business owners are looking at this requirement as part of a bigger picture: hiring quality talent, building retention programs, and creating roles that genuinely benefit both the employee and the company.
The Nafis program offers salary support of up to AED 7,000 monthly for five years, pension contributions, and training subsidies.
These incentives can significantly reduce your actual hiring costs if you structure roles properly.
Getting Professional Support
Navigating Emiratization requirements while running daily operations isn’t straightforward.
Corporate Business Service (CBS), a leading business setup and consultancy firm in Dubai, works with companies across the UAE and GCC to handle compliance, work permit processing, and strategic workforce planning.
With partnerships with government entities and deep knowledge of MoHRE procedures, CBS helps businesses move quickly and correctly through these regulatory changes.
Whether you’re setting up a new business, managing existing Emiratization targets, or planning expansion into Saudi Arabia, having professional support means you spend less time wrestling with government paperwork and more time focusing on your actual business.
CBS offers business setup, mentorship, and consulting services in Dubai, UAE, and Riyadh, KSA, providing transparent guidance through every step of the compliance process.
