UAE
Dubai - Outsourcing of government services
Impact date: 12 March 2026
Dubai has introduced a new law (Dubai Law No. 5 of 2025) allowing government entities to outsource public services to private sector companies. The law requires outsourcing companies to employ at least one UAE national for every non-national employee.
Employer implications/action needed Companies engaging in government outsourcing arrangements must ensure compliance with Emiratization ratios and adjust workforce planning accordingly.
Employer risk Regulatory non-compliance risk, including potential penalties or exclusion from government outsourcing contracts.
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Remote medical fitness testing for residence visa renewal
Impact date: 12 March 2026
The Emirates Health Services has introduced a new service allowing expatriates to complete the mandatory medical fitness test for residency renewal remotely, removing the need to visit medical centers.
Employer implications/action needed Employers may streamline visa renewal processes and reduce administrative burden.
Employer risk N/A
Link N/A
Temporary re-entry for residents with expired visas
Impact date: 12 March 2026
The UAE has introduced a temporary measure allowing residents whose visas expired while abroad to return without obtaining a new entry permit.
Employer implications/action needed Employers should review employee status and facilities re-entry where applicable.
Employer risk N/A
Link N/A
Launch of AI-powered “Promising Talents” platform
Impact date: 24 March 2026
The Federal Authority for Government Human Resources (FAHR) has launched an AI-driven platform to automate talent management and link candidate data across government HR systems, tracking development from identification to retention.
Employer implications/action needed Limited direct impact on private sector employers; potential long-term influence on national talent development.
Employer risk N/A
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End of grace period for re-entry of expired residency holders
Impact date: 30 March 2026
The Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) confirmed that the grace period allowing residents with expired visas to return to the UAE ended on 31 March 2026.
Employer implications/action needed Employers must ensure employees outside the UAE regularize their status before re-entry.
Employer risk Risk of inability to re-enter and workforce disruption.
Link N/A
Updated MoHRE guidance on remote work
Impact date: 1 April 2026
The Ministry of Human Resources and Emiratization (MoHRE) issued updated guidance on remote working arrangements in the private sector addressing working hours, accountability and employee rights.
Employer implications/action needed Employers should review remote work policies and ensure alignment with updated guidance.
Employer risk Risk of non-compliance with labor regulations if policies are not updated.
Extension of Nafis Emiratization programme to 2040
Impact date: 6 April 2026
The UAE extended the Nafis programme until 2040 and introduced additional family-focused benefits, including expanded child allowances and support for spouses of Emirati employees in the private sector.
Employer implications/action needed Employers should monitor Emiratization policies and adjust workforce planning in line with long-term targets.
Employer risk Ongoing compliance risk with Emiratization requirements.
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Clarification on Emiratization targets under Nafis programme
Impact date: 21 April 2026
Authorities confirmed that spouses of Emirati citizens and children of Emirati mothers employed in the private sector will not count towards Emiratization targets.
Employer implications/action needed Employers must ensure only eligible UAE nationals are counted towards Emiratization quotas.
Employer risk Risk of miscalculation leading to non-compliance penalties.
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Remuneration Regulation for Banks and Insurance Companies (Circular No. 5/2026)
Impact date: The Regulation takes effect immediately upon publication in the Official Gazette. Banks and insurance companies must submit a gap analysis and action plan within 180 days of the effective date, and achieve full compliance within 15 months of that date.
The Central Bank of the UAE has introduced new remuneration regulations for banks and insurance companies, requiring robust frameworks aligned with risk management. Full compliance is required within 15 months of publication (awaited).
Employer implications/action needed Banks and insurance companies must implement a Board approved remuneration framework aligned with risk management and long term performance. Required actions include: conducting a comprehensive gap analysis of existing remuneration arrangements; developing an action plan to address identified gaps; reviewing and updating remuneration policies (including variable pay, malus/clawback, deferral, severance and disclosure); ensuring enhanced governance oversight by the Board, remuneration committee and risk committee; and reviewing existing contracts for compliance within the transitional period.
Employer risk Failure to comply may result in supervisory, administrative and / or financial sanctions by the Central Bank. Supervisory action and sanctions by the Central Bank may include withdrawing, replacing or restricting the powers of Senior Management or members of the Board, providing for the interim management of a Financial Institution, or barring individuals from the UAE financial sector.
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