The Ministry of Human Resources and Emiratisation (MoHRE) has formalised a nationwide minimum wage of AED 6,000 per month for Emirati citizens working in the private sector, up from AED 5,000. The rule, published on 18 January 2026, applies to all new, renewed or amended work permits and gives companies until 30 June 2026 to adjust existing Emirati salaries. (timesofindia.indiatimes.com)
Although the policy does not extend to expatriate staff, it intersects with mobility programmes in two ways. First, Emiratisation quotas are tied to salary benchmarks; firms that fail to uplift wages risk suspension of new work-permit approvals—potentially paralysing inbound assignments. Second, compensation compression may prompt employers to review salary grids for similarly qualified foreign nationals to preserve internal equity and retention.
VisaHQ can help organisations navigate the other side of the compliance equation—getting the right visas in place for foreign staff and business travellers. Its UAE portal (https://www.visahq.com/united-arab-emirates/) offers up-to-date guidance, electronic applications, and real-time tracking, ensuring that mobility teams stay ahead of permit deadlines while they focus on meeting the new wage mandates.
![UAE sets AED 6,000 minimum wage for Emiratis in private sector, raising compliance stakes for employers]()
MoHRE inspectors will begin random payroll audits in Q3 2026. Fines, exclusion from Tawteen incentives and public naming remain enforcement levers. Multinationals should therefore: 1) map affected roles, 2) budget retroactive adjustments, and 3) align HRIS data with WPS payroll files to avoid discrepancies.
From a talent-acquisition perspective, the wage floor could make private-sector positions more attractive to young Emiratis, expanding the local hiring pool and reducing dependence on short-term expatriate placements over time. Global mobility practitioners may want to model scenario budgets that assume a gradual substitution of junior expatriate hires with local nationals at or above the new wage threshold.
Labour-law specialists predict MoHRE will next tackle variable-pay transparency and end-of-service gratuity reform—both areas with direct cost implications for assignment packages.
Although the policy does not extend to expatriate staff, it intersects with mobility programmes in two ways. First, Emiratisation quotas are tied to salary benchmarks; firms that fail to uplift wages risk suspension of new work-permit approvals—potentially paralysing inbound assignments. Second, compensation compression may prompt employers to review salary grids for similarly qualified foreign nationals to preserve internal equity and retention.
VisaHQ can help organisations navigate the other side of the compliance equation—getting the right visas in place for foreign staff and business travellers. Its UAE portal (https://www.visahq.com/united-arab-emirates/) offers up-to-date guidance, electronic applications, and real-time tracking, ensuring that mobility teams stay ahead of permit deadlines while they focus on meeting the new wage mandates.
MoHRE inspectors will begin random payroll audits in Q3 2026. Fines, exclusion from Tawteen incentives and public naming remain enforcement levers. Multinationals should therefore: 1) map affected roles, 2) budget retroactive adjustments, and 3) align HRIS data with WPS payroll files to avoid discrepancies.
From a talent-acquisition perspective, the wage floor could make private-sector positions more attractive to young Emiratis, expanding the local hiring pool and reducing dependence on short-term expatriate placements over time. Global mobility practitioners may want to model scenario budgets that assume a gradual substitution of junior expatriate hires with local nationals at or above the new wage threshold.
Labour-law specialists predict MoHRE will next tackle variable-pay transparency and end-of-service gratuity reform—both areas with direct cost implications for assignment packages.
