From 1 January 2026, companies must pay Emirati employees in the private sector at least AED 6,000 (≈ US $1,635) per month, up from AED 5,000, the Ministry of Human Resources and Emiratisation (MoHRE) confirmed in guidance published on 11 January ([khaleejtimes.com](https://www.khaleejtimes.com/jobs/emirati-salaries-private-sector-grow-6-2025)).
The adjustment reinforces the government’s Emiratisation agenda and follows penalties of up to AED 108,000 per unfilled quota position announced last month. Recruitment consultants say most multinationals already exceed the new floor, but smaller firms in retail, hospitality and logistics may need to revise salary grids immediately to avoid fines when renewing work permits.
![UAE raises minimum private-sector wage for Emiratis to AED 6,000]()
For global-mobility teams the change impacts cost-of-employment calculations, especially for rotational assignments that convert UAE nationals from government roles into private-company positions. Budget owners should anticipate a 3-5 % payroll uplift and factor it into 2026 workforce-planning cycles.
Whether you are moving Emirati staff onto new contracts or bringing in expatriates to backfill roles, coordinating the accompanying visa paperwork is a critical parallel workstream. VisaHQ’s UAE desk (https://www.visahq.com/united-arab-emirates/) can fast-track entry permits, work-visa renewals and status amendments, giving HR teams real-time visibility into application milestones and helping them avoid WPS-related holds that might arise from administrative oversights.
MoHRE inspectors will link payroll data to the UAE’s Wage Protection System (WPS); any discrepancies could delay visa renewals for expatriate staff as well, underscoring the need for clean HRIS records. Companies should update assignment letters and explain the new baseline to joint-venture partners who rely on subcontracted Emirati talent.
The adjustment reinforces the government’s Emiratisation agenda and follows penalties of up to AED 108,000 per unfilled quota position announced last month. Recruitment consultants say most multinationals already exceed the new floor, but smaller firms in retail, hospitality and logistics may need to revise salary grids immediately to avoid fines when renewing work permits.
For global-mobility teams the change impacts cost-of-employment calculations, especially for rotational assignments that convert UAE nationals from government roles into private-company positions. Budget owners should anticipate a 3-5 % payroll uplift and factor it into 2026 workforce-planning cycles.
Whether you are moving Emirati staff onto new contracts or bringing in expatriates to backfill roles, coordinating the accompanying visa paperwork is a critical parallel workstream. VisaHQ’s UAE desk (https://www.visahq.com/united-arab-emirates/) can fast-track entry permits, work-visa renewals and status amendments, giving HR teams real-time visibility into application milestones and helping them avoid WPS-related holds that might arise from administrative oversights.
MoHRE inspectors will link payroll data to the UAE’s Wage Protection System (WPS); any discrepancies could delay visa renewals for expatriate staff as well, underscoring the need for clean HRIS records. Companies should update assignment letters and explain the new baseline to joint-venture partners who rely on subcontracted Emirati talent.
