The Ministry of Human Resources and Emiratisation (MoHRE) has raised the salary floor for Emirati citizens working in the private sector from AED 5,000 to AED 6,000 per month, effective 1 January 2026. While the rule does not apply directly to expatriates, it has immediate mobility implications: any application to issue, renew or amend an Emirati work permit showing a salary below the threshold will be automatically blocked in the ministry’s electronic system.
Employers have until 30 June 2026 to update payroll records. From 1 July, establishments that still list sub-threshold salaries face two penalties: affected Emirati employees will be excluded from Emiratisation-quota calculations, and the company will be barred from obtaining new work permits—potentially delaying expansion plans or project staffing.
For multinationals operating mixed local-expat workforces, the knock-on effect extends to compensation benchmarking. Salary bands for comparable roles may need recalibration to avoid perceived inequities, and assignment cost projections must be revisited. HRIS systems should be configured to flag any Emirati pay records below AED 6,000 well before the June deadline to prevent accidental permit blocks.
![MoHRE sets AED 6,000 minimum wage for Emiratis; non-compliant firms risk work-permit freeze]()
VisaHQ’s UAE specialists can help companies translate these payroll adjustments into seamless, on-time work-permit compliance. Through the firm’s online portal (https://www.visahq.com/united-arab-emirates/), HR teams can track permit validity, receive automated renewal alerts and outsource documentation tasks—avoiding administrative snags that could leave local talent off the books or delay projects.
Global mobility leaders are advised to coordinate with compensation, tax and legal teams to map out budget impacts and to brief business units on the link between wage compliance and permit approvals. Companies bidding for government contracts should remember that localisation scorecards will likely tighten in parallel with the new wage floor.
MoHRE has signalled that the AED 6,000 level may be indexed to inflation, suggesting periodic reviews. For now, the message is clear: pay up—or risk grinding your talent pipeline to a halt.
Employers have until 30 June 2026 to update payroll records. From 1 July, establishments that still list sub-threshold salaries face two penalties: affected Emirati employees will be excluded from Emiratisation-quota calculations, and the company will be barred from obtaining new work permits—potentially delaying expansion plans or project staffing.
For multinationals operating mixed local-expat workforces, the knock-on effect extends to compensation benchmarking. Salary bands for comparable roles may need recalibration to avoid perceived inequities, and assignment cost projections must be revisited. HRIS systems should be configured to flag any Emirati pay records below AED 6,000 well before the June deadline to prevent accidental permit blocks.
VisaHQ’s UAE specialists can help companies translate these payroll adjustments into seamless, on-time work-permit compliance. Through the firm’s online portal (https://www.visahq.com/united-arab-emirates/), HR teams can track permit validity, receive automated renewal alerts and outsource documentation tasks—avoiding administrative snags that could leave local talent off the books or delay projects.
Global mobility leaders are advised to coordinate with compensation, tax and legal teams to map out budget impacts and to brief business units on the link between wage compliance and permit approvals. Companies bidding for government contracts should remember that localisation scorecards will likely tighten in parallel with the new wage floor.
MoHRE has signalled that the AED 6,000 level may be indexed to inflation, suggesting periodic reviews. For now, the message is clear: pay up—or risk grinding your talent pipeline to a halt.
