Emiratisation
Emiratisation without the panic.
We help UAE SMEs understand their Emiratisation obligation, build a realistic hiring plan to meet it, and document everything so they're ready when MOHRE asks.
Who we work with
The profile we help best.
- 01SMEs at the 50-skilled-employee threshold who aren't sure whether they're in scope, or what 'skilled' means under MOHRE rules.
- 02Businesses already in scope but behind on their quota, with a deadline approaching.
- 03Growing companies who will cross the threshold within 12 months and want to plan ahead instead of scramble later.
- 04Established companies that want their Emiratisation records audit-ready before they're asked.
What's included
Services delivered in the engagement.
- 01Quota calculation — exact, current-year figure for your size and sector, with the source documented.
- 02Headcount mapping — your current Emirati headcount in skilled roles, against the target. The gap, in writing.
- 03Hiring plan — for each role: target profile, salary band benchmarked against the local market, sourcing channels, and a realistic timeline.
- 04Job description writing — Emiratisation-friendly job descriptions that match the local talent pool rather than copy-pasted global templates.
- 05Sourcing support — helping you tap into the right channels (Nafis, university partnerships, targeted referral networks).
- 06Documentation and record keeping — the folder structure and templates MOHRE expects to see when they ask.
- 07Ongoing review — quarterly check-ins to catch slippage before it becomes a problem.
How we work
A three-step engagement.
01
Diagnose
A focused one-week engagement: quota calculation, headcount mapping, gap analysis, and the deadline. Delivered as a five-page written brief, not a slide deck.
02
Plan
A hiring plan for the gap — roles, salary bands, sourcing channels, and timeline. Reviewed with you, refined, signed off.
03
Execute and document
We support the hiring (using the same process as our Hiring & Recruitment service), and set up the record-keeping structure MOHRE expects. You're left with both new hires and a clean audit trail.
FAQs
Common questions.
- We're below 50 skilled employees — does this apply to us?
- Probably not yet, but it's worth understanding the rules now. Growth happens fast, and the businesses that get caught out are the ones that crossed the threshold without realising it. A one-hour briefing can save a year of catch-up.
- What counts as a 'skilled' employee?
- MOHRE has a specific definition based on role classification, not job title. The first thing we do in a diagnosis is run your headcount against the actual classification — it's often different from what businesses assume.
- Can you find Emirati candidates for us?
- We don't operate as a recruitment agency, but we know the channels (Nafis being the most important) and we coordinate sourcing through them as part of the hiring plan.
- What happens if we miss the deadline?
- MOHRE has financial penalties tied to Emiratisation shortfalls. The exact figures change, but they are meaningful and they compound. We help businesses minimise penalty exposure by demonstrating good faith effort — documented job postings, interview records, offer letters.
- How long does an Emiratisation engagement typically last?
- A diagnosis is one week. A full hiring engagement is usually three to six months, depending on the size of the gap.
Have an Emiratisation deadline approaching?
Have an Emiratisation deadline approaching?
Tell us where you are. We'll reply within one business day with a clear next step.