UAE Surpasses Emiratisation Goals as Private Sector Absorbs 152,000 Nationals

A mid-year report from the Ministry of Human Resources and Emiratisation confirms that more than 152,000 Emiratis now hold private-sector jobs across roughly 29,000 companies by June 30, 2025, as indicative of strong policy traction and implementation momentum.

Wait, what's Emiratisation? Here's the quick answer:

Emiratisation is a strategic initiative by the United Arab Emirates (UAE) government to increase the number of Emirati citizens employed in both the public and private sectors. The goal is to reduce the country's reliance on foreign labor, create sustainable job opportunities for locals, and preserve the national identity. This policy, which has been in effect for over two decades, includes a wide range of measures such as mandatory quotas for Emirati employees in certain industries, training and development programs, and incentives for companies that meet or exceed their hiring targets. While the government sets the overarching policy, private companies are responsible for implementing it and ensuring they meet their specific Emiratisation targets. The success of Emiratisation is a key priority for the UAE's economic and social development.

Now you know what Emiratisation means, so let's read today's news:

The NAFIS initiative, which began in 2021 under the Emirati Talent Competitiveness Council, set out to place 75,000 citizens in private-sector roles by 2025. With the current figure doubled that target, that outcome represents a fast-track success story.

According to PwC’s joint survey with MoHRE, reaching 131,000 employed Emiratis by 2024 was already “well above the target of at least 75,000”.

Policy enforcement plays a critical role. Companies with 50 or more employees must increase Emirati staffing by 2% per year, aiming for a total increase of 10% by 2026. Non-compliance triggers fines starting at AED 6,000 per month per vacancy, increasing annually until 2026.

Since 2024, firms with 20 to 49 employees in specific sectors face similar mandates, with escalating penalties of about AED 96,000 in 2024 and AED 108,000 in 2025, for failing to hire one or two Emiratis, respectively.

In the insurance industry, localisation continues to outperform broader averages. As of June 1, 2025, Emiratisation in that sector stood at 22.09% which is a marked rise from 13.34% in 2022 and is on track toward the government’s goal of 30% by 2026, and ambitiously slated for 50–60% by 2030.

The private-sector narrative has shifted. PwC’s survey finds two-thirds of Emirati job seekers believe the private sector offers easier access than public roles. Among public-sector employees, 54% are open to switching into private-sector jobs, particularly mid-level staff and women.

Data shows that awareness of NAFIS is high: 72% of job seekers name it as the most effective private-sector job platform.

NAFIS also makes the process smoother for employers. Its digital portal provides access to a robust database of Emirati professionals, simplifying compliance and recruitment.

Generous subsidies, tighter enforcement, and digital adoption are proving effective. The narrative is changing: private-sector employment no longer feels like a fallback for Emiratis and it’s increasingly viewed as a strategic career path.

Still, the next phase demands attention to retention and development. PwC notes that long-term success depends on talent pipelines:

74% of respondents highlight the value of skill development, and 75% express interest in building entrepreneurial competencies.

In sectors like insurance, leadership roles must be localised further with at least 45% of critical functions and 30% of direct leadership posts should be held by nationals by 2030.

This case study of Emiratisation illustrates how targeted incentives, enforcement, and digital tools can shift national employment outcomes quickly. The UAE now confronts the more nuanced task of ensuring these gains reflect sustainable, high-quality integration.