In a move that could reshape UAE compensation structures—and influence salary benchmarks used in work-permit applications—Dubai has introduced a statutory minimum wage for Emirati nationals employed in the private sector. Effective 1 January 2026, companies must pay Emirati staff at least AED 6,000 (≈ US$1,635) per month, up from the previous AED 5,000 guideline. Firms have until 30 June 2026 to adjust existing contracts; non-compliance risks suspension of new work permits and exclusion from Emiratisation quotas. (timesofindia.indiatimes.com)
Although the new floor applies only to citizens, analysts expect a knock-on effect for some expatriate pay scales, especially in roles where locals and foreigners compete directly. Mobility managers should revisit cost-projections for inbound assignments that include a UAE national replacement plan or mixed local/expat teams.
The wage rule supports the government’s broader Emiratisation strategy, which requires quota increases in 2026 and ties many corporate-licensing renewals to progress in hiring nationals. Employers therefore face a dual compliance challenge: meeting quota targets and ensuring salaries meet the new minimum.
![Dubai Sets First-Ever Minimum Wage for Emirati Private-Sector Workers]()
For global employers needing to secure or renew UAE work authorizations while navigating these new salary thresholds, VisaHQ offers an end-to-end visa and permit facilitation service. Their UAE portal (https://www.visahq.com/united-arab-emirates/) provides up-to-date requirements, digital application tools, and expert support that can shorten lead times and reduce the risk of MoHRE rejections.
Practical implications include higher payroll budgets, possible re-grading of job families, and closer scrutiny of offer letters by the Ministry of Human Resources & Emiratisation (MoHRE) during work-permit processing. Companies unaware of the change could see permit applications rejected for listing sub-threshold salaries.
HR teams should communicate with payroll providers now, budget for back-pay where necessary, and update assignment-cost calculators that feed into global mobility approvals.
Although the new floor applies only to citizens, analysts expect a knock-on effect for some expatriate pay scales, especially in roles where locals and foreigners compete directly. Mobility managers should revisit cost-projections for inbound assignments that include a UAE national replacement plan or mixed local/expat teams.
The wage rule supports the government’s broader Emiratisation strategy, which requires quota increases in 2026 and ties many corporate-licensing renewals to progress in hiring nationals. Employers therefore face a dual compliance challenge: meeting quota targets and ensuring salaries meet the new minimum.
For global employers needing to secure or renew UAE work authorizations while navigating these new salary thresholds, VisaHQ offers an end-to-end visa and permit facilitation service. Their UAE portal (https://www.visahq.com/united-arab-emirates/) provides up-to-date requirements, digital application tools, and expert support that can shorten lead times and reduce the risk of MoHRE rejections.
Practical implications include higher payroll budgets, possible re-grading of job families, and closer scrutiny of offer letters by the Ministry of Human Resources & Emiratisation (MoHRE) during work-permit processing. Companies unaware of the change could see permit applications rejected for listing sub-threshold salaries.
HR teams should communicate with payroll providers now, budget for back-pay where necessary, and update assignment-cost calculators that feed into global mobility approvals.
