UAE
Fujairah – Amendments to the Human Resources Law
Impact date: 1 January 2026 Fujairah has issued Law No. (2) of 2025 amending the Human Resources Law for employees of the Government of Fujairah (the “Law”). The Law focuses on promotion of Emirati employees, remote work, part-time work and hybrid work.
The Law also increased child allowance to AED 600 for UAE nationals in Fujairah, and included different types of leave available for Emirati employees. Amongst other types of leave, the Law included bereavement leave, iddah leave for a Muslim female employee of four months and ten days, national service leave, five-day paternity leave, and maternity leave lasting 90 days.
Employer implications/action needed Public-sector employers with operations in Fujairah, or based in Fujairah, (“employers”) will need to adjust their internal HR policies and procedures to accommodate different types of leave provided by the Law. Employers should also accommodate remote working, hybrid-working, and part-time working in deploying human resources.
Employer risk The Law does not provide for consequences of non-compliance.
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Minimum wage increase
Impact date: 1 January 2026 The MoHRE has announced a minimum wage of AED 6,000 for Emiratis employed in the private sector. The requirement will apply to services related to issuing, renewing, and amending citizen work permits.
The MoHRE also clarified that the minimum wage increase applies only to work permits of UAE nationals with a two-year validity, whether newly issued, renewed, or amended.
Employer implications/action needed Employers should ensure that Emirati employees are paid a monthly salary of at least AED 6,000.
Employer risk If the salary of Emirati employees is not corrected by 30 June 2026, enforcement measures will take effect from 1 July 2026. These include excluding the Emirati employee from Emiratisation quota calculations until the salary is adjusted, and placing a restriction on the employer that blocks the issuance of new work permits.
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Abu Dhabi - Recruitment and talent retention
Impact date: 1 January 2026 The Abu Dhabi Government has enacted Law No. 8/2025 on Human Resources (the “HR Law”) aimed at modernizing the public sector’s employment framework. Aiming to create clear pathways for career progression based on capability, the HR Law provides for a number of measures, including accelerated promotion for high performers, performance-based allowances for distinguished contributions, and reduced probation periods for outstanding new graduates.
Other changes include updated leave provisions for marriage leave, bereavement support, and caregiving flexibility.
Employer implications/action needed Public sector employers in Abu Dhabi should adjust their internal HR policies and procedures to align with the HR Law, such as making remuneration structures variable to account for exceptional performance of employees and providing for different types of leave.
Employer risk The Law does not provide for consequences of non-compliance.
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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
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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
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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.
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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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