Social Security and Employment authorities in the UAE are continuously advancing their regulatory and administrative frameworks to enhance employee protection, increase payroll transparency, and strengthen employer compliance. These efforts reflect a wider emphasis on safeguarding employees, promoting transparency, and accelerating the digitalization of government services.
This article provides a detailed overview of key regulatory and administrative updates relevant to employers operating the United Arab Emirates.
- GPSSA has further streamlined the registration of UAE nationals through enhanced digital processes, reducing bureaucracy and manual employer intervention.
- MOHRE has issued labor law updates aimed at strengthening employee protections and reinforcing employer compliance requirements.
- The UAE government announced that the Nafis initiative would be extended until 2040, reinforcing its long-term commitment to strengthening national workforce participation in the private sector.
UAE Workforce Developments | MOHRE & NAFIS
The UAE continues to strengthen its labor market framework through a combination of established regulatory measures and forward-looking national initiatives.
MOHRE – Labor Law developments
The Ministry of Human Resources and Emiratization continues to enhance the application of Federal Decree-Law No. 33 of 2021 with recent developments shaping compliance in 2026. Recent developments include:
- Increased enforcement of the Wage Protection System (WPS): Continued monitoring of salary payments, with stricter scrutiny on delays and non-compliance.
- Enhanced focus on Emiratization compliance: Ongoing monitoring of private sector adherence to Emiratization targets, aligned with national initiatives such as Nafis.
- Digitalization of employment services: Continued enhancements to MOHRE platforms to streamline employment contracts, employee records, and labor dispute processes.
Nafis – Empowering Emirati Talent for the Private Sector – Program Extended until 2040
In 2026, the UAE government announced that the Nafis initiative will be extended until 2040, reinforcing its long-term commitment to strengthening Emirati participation in the private sector. The extension aims to:
- Sustain the growth of Emirati employment in private sector companies.
- Continue supporting employers through incentives and workforce initiatives.
- Align workforce development with the UAE’s long-term economic and diversification strategies.
The extension reflects the program’s success and its role as a core pillar of the UAE’s Emiratization strategy. It has contributed to a strong increase in Emirati employment in the private sector, with participation exceeding 170,000 Emiratis by 2026.
Focus Areas
- Financial Incentives: Supporting Emiratis in private sector roles through salary top-ups, pension contributions, child allowances and more.
- Skill Development: Providing training, certifications and qualifications in high-demand sectors.
- Career Progression: Offering career counselling, leadership training, and international exposure.
- Employer Engagement: Partnering with companies to create meaningful opportunities and meet Emiratization goals.
Expansion of Family Support Measures
New initiatives have been introduced to further support Emirati families and encourage private-sector
employment:
- No Child Cap: The limit on the number of children eligible under the Child Allowance Scheme has been removed, allowing full support for all qualifying Emirati children.
- Support for Children of Emirati Women: The program now includes children of Emirati women married to non-Emirati men, provided the mother is employed in the private sector.
- Spouse Support: Financial benefits have been extended to the spouses of Emirati nationals working in private-sector companies.
Summary: key changes and employer obligations
Social Security & Employment Law Updates
| Area | Previous position | New update |
| Registration process | Manual and document-heavy registration | Highly automated digital registration |
| Documentation | Multiple documents and follow-ups required | Minimal documentation required |
| Processing time | Longer onboarding timelines | Faster, system-driven onboarding |
| Employer role | Manual monitoring of registration | Continued accountability via system reporting |
MOHRE –Labor Law Highlights
| Area | Previous position | New update |
| Employment contracts | Multiple contract models | Mandatory fixed-term contracts |
| Work models | Limited statutory flexibility | Formal recognition of flexible work models |
| Minimum wage (Emiratis) | Minimum salary of AED 5,000 for Emiratis employed in the private sector | Minimum salary of AED 6,000 effective Jan 2026 |
| Employee entitlements | Existing statutory benefits | Reinforced leave and protection entitlements |
Nafis Program
| Area | Previous position | New update |
| Program duration | Nafis’s initiative launched in 2021 as part of Emiratization | Program Extended until 2040 |
| Scope of support | Financial incentives and training programs to encourage Emiratis to join the private sector | Continued salary support, child allowance, pension support and training programs |
| Employer incentives | Subsidies provided to private sector employers hiring UAE nationals | Continued incentives encouraging higher Emiratization targets |
| Government objectives | Increase Emirati participation in private sector workforce | Reinforce long term Emiratization strategy and sustainable national workforce integration |
| Child allowance | Limited to up to five children per family | Cap removed – support now applies to all eligible children |
| Eligibility coverage | Excluded children of Emirati women married to non-Emirati men and spouses of Emirati nationals in the private sector | Coverage expanded to include children of Emirati women and spouses of Emirati nationals working in the private sector |
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