In a move that could reshape salary structures for mixed national-expat workforces, the Ministry of Human Resources and Emiratisation (MoHRE) has raised the minimum monthly wage for Emirati citizens in the private sector from AED 5,000 to AED 6,000, effective 1 January 2026.
Any application to issue, renew or amend an Emirati work permit showing a salary below the new floor will be blocked automatically. Employers have until 30 June 2026 to adjust existing payroll records; after that, establishments risk losing access to new work permits and having non-compliant employees excluded from Emiratisation-quota calculations.
![UAE sets AED 6,000 minimum wage for Emiratis in private sector, ties compliance to work-permit approvals]()
For companies needing hands-on guidance with UAE immigration formalities while they update compensation policies, VisaHQ offers end-to-end support—from drafting entry permit applications to tracking MoHRE approvals—so HR teams can stay focused on salary realignments rather than paperwork. Learn more at https://www.visahq.com/united-arab-emirates/.
Although the rule does not apply directly to expatriate staff, multinational companies will feel the ripple effects. Budget models for assignment costs—particularly where locals and foreigners hold comparable roles—will need recalibration to avoid perceived pay inequities. Firms that rely on government contracts may also see localisation scorecards tightened, making full compliance essential for bid eligibility.
Global mobility leaders should liaise with compensation teams to update salary bands, factor in the higher wage when projecting assignment allowances, and ensure HRIS systems flag any Emirati whose pay drops below the threshold well before the June deadline. Penalties include a freeze on new permits, which could delay project staffing and expansion plans.
Any application to issue, renew or amend an Emirati work permit showing a salary below the new floor will be blocked automatically. Employers have until 30 June 2026 to adjust existing payroll records; after that, establishments risk losing access to new work permits and having non-compliant employees excluded from Emiratisation-quota calculations.
For companies needing hands-on guidance with UAE immigration formalities while they update compensation policies, VisaHQ offers end-to-end support—from drafting entry permit applications to tracking MoHRE approvals—so HR teams can stay focused on salary realignments rather than paperwork. Learn more at https://www.visahq.com/united-arab-emirates/.
Although the rule does not apply directly to expatriate staff, multinational companies will feel the ripple effects. Budget models for assignment costs—particularly where locals and foreigners hold comparable roles—will need recalibration to avoid perceived pay inequities. Firms that rely on government contracts may also see localisation scorecards tightened, making full compliance essential for bid eligibility.
Global mobility leaders should liaise with compensation teams to update salary bands, factor in the higher wage when projecting assignment allowances, and ensure HRIS systems flag any Emirati whose pay drops below the threshold well before the June deadline. Penalties include a freeze on new permits, which could delay project staffing and expansion plans.
