UAE Emiratisation & Nafis Targets Calculator
Screen the 2026 private-sector Emiratisation target, current contribution exposure, the separate 20–49 employee framework, Emirati salary compliance and sham-Emiratisation risks.
This calculator is a compliance screening model. MoHRE's actual establishment record, skilled-job classification and counted Emirati workforce determine the binding result.
Major 2026 update
From 1 July 2026, MoHRE says non-compliant companies with 50 or more workers face a contribution of AED 10,000 per month for each required Emirati position left unfilled, equal to AED 120,000 annually.
The first-half 2026 target was 1% growth, with another 1% required during the second half, producing the 2% annual increase and 10% end-2026 framework.
Which Emiratisation framework applies?
| Company size | 2026 treatment | Target model | Contribution model |
|---|---|---|---|
| Fewer than 20 | Not in the ordinary MoHRE 50+ target framework. | No generic 2% calculator. | No generic 50+ Emiratisation contribution. |
| 20–49 | Only selected/notified establishments in the specified economic activities are covered by the separate framework. | One Emirati in 2024 + one additional Emirati in 2025. | 2024 shortfall AED 96,000; 2025 shortfall AED 108,000, collected in the applicable subsequent year. |
| 50+ | Current Emiratisation target framework. | 2% annual growth in Emirati skilled jobs, reaching the 10%-of-skilled-jobs framework by end-2026. | From 1 July 2026: AED 10,000/month per unfilled required position. |
2026 Emiratisation calculator
Estimated shortfall: 4 position(s)
The end-2026 target is estimated at 10 countable Emirati employees in skilled jobs. The selected inputs show 6 currently countable.
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50+ employee result
| H1 2026 target | 9 |
| End-2026 target | 10 |
| Countable Emiratis entered | 6 |
| Estimated end-year deficit | 4 |
| Monthly contribution/position | AED 10,000 |
| Annualised exposure/position | AED 120,000 |
2026 Emiratisation target timeline for 50+ companies
| Period | Target growth | Resulting framework | 2026 status |
|---|---|---|---|
| 2022 | 2% | Starting point of the phased skilled-job Emiratisation framework | Historical |
| 2023 | +2% | Cumulative framework increased | Historical |
| 2024 | +2% | Cumulative framework increased | Historical |
| 2025 | +2% | 8% cumulative framework | Historical |
| H1 2026 | +1% | 9% cumulative screening level | Deadline passed 30 June 2026 |
| H2 2026 | +1% | 10% end-2026 framework | Current period |
2026 Emirati minimum salary rule
Effective 1 January 2026 for Emiratis employed in the private sector.
MoHRE gave existing employers until 30 June 2026 to adjust eligible Emirati salaries/contracts to the new minimum.
The 14 economic activities for the 20–49 framework
The 20–49 framework applies only to establishments selected within the specified economic activities. MoHRE identified these 14 areas:
Free zones and MoHRE applicability
The establishment is screened as within the MoHRE framework.
Why a simple “free zone = exempt” rule is unsafe
UAE labour regulation depends on the establishment, work-permit authority and applicable employment framework. Some free-zone establishments interact with MoHRE systems and employee records, so the company’s actual status must be checked before excluding it from Emiratisation calculations.
Fake / sham Emiratisation
Current Cabinet Regulation No. 43 of 2025 provides administrative penalties for sham/fictitious Emiratisation connected with Nafis initiatives and programmes.
| Violation | Current administrative fine | Nafis consequence |
|---|---|---|
| Sham/fictitious Emiratisation | AED 20,000–100,000 per worker | Suspension of support |
| Incorrect documents/data to obtain Nafis benefits or evade/ circumvent the system | AED 20,000–100,000 per case | Suspension of support |
Nafis: what employers should use it for
MoHRE encourages targeted employers to register on the Nafis platform to access qualified Emirati candidates and benefit from programme support. Current official MoHRE messaging focuses on recruitment, career matching, support and incentives rather than one universal salary-top-up amount that applies to every Emirati employee.
Recruitment
Post suitable private-sector vacancies and access Emirati candidates.
Career support
Nafis and MoHRE programmes support jobseekers and private-sector employees through career and development initiatives.
Employer incentives
Compliant employers can qualify for incentives such as Emiratisation Partners Club privileges and service-fee discounts, subject to the applicable criteria.
Frequently Asked Questions
Current 2026 MoHRE guidance was checked for the 50+ skilled-job targets, the 30 June 2026 H1 deadline, the AED 10,000 monthly contribution beginning 1 July 2026, the 20–49 framework and the AED 6,000 Emirati minimum salary.
Cabinet Regulation No. 43 of 2025 was checked for the current sham-Emiratization administrative penalties. The calculator remains a screening tool because MoHRE's establishment data and job classifications determine the binding compliance result.