StepHire HR Consultants is a licensed Human Resources Consultancies firm based in Dubai, UAE. We provide transparent, end-to-end HR advisory for UAE employers — from contracts and policies to MOHRE compliance.
By StepHire HR Consultants Editorial Team · Published 15 July 2026 · Last reviewed July 2026
Emiratisation obligations apply to most mainland private-sector employers, and quotas for skilled roles increase year on year. Preparation matters more than most companies expect — fines and classification downgrades usually stem from poor planning and weak documentation rather than unwillingness to hire. Here's what to focus on.
MOHRE-registered companies with 50 or more employees must meet annual Emiratisation targets for skilled roles (typically 2% per year, with sector variations). Companies with 20–49 employees in certain sectors also face obligations. Confirm your company's classification and current target before planning headcount.
Nafis provides salary support, training subsidies and a talent platform for hiring Emirati nationals. Registering early gives you access to the support schemes and demonstrates good-faith engagement with the programme — both of which matter if your compliance is ever reviewed.
Keep records of Emirati recruitment activity: role advertisements, interview records, offers made, and reasons candidates declined. If you fall short of a quota, documented, genuine effort is materially different from no effort at all.
Only Emirati nationals in skilled roles (as classified by MOHRE) count toward targets, and they must be genuinely employed — "ghost Emiratisation" arrangements carry severe penalties for both employer and employee. Salary thresholds and role classifications matter, so check each hire against the current rules.
Treat quota targets as a hiring-plan input, not a year-end surprise. Map which upcoming roles could be filled by Emirati talent, and start those searches early — the talent pool for some specialisations is competitive.
This guide reflects general good practice, not legal advice. Quota rates, sector rules and deadlines change — always confirm current details on the official Nafis and MOHRE channels.
We review your current Emiratisation position, help you build a compliant hiring plan, and prepare the documentation trail that supports it. See our Emiratisation advisory page or .
