MOHRE reports private-sector Emirati employment topped 190,000 in H1 2026

The figure covers the first half of 2026, ending 30 June. It spans more than 32,000 private companies nationwide. That is a roughly 25 percent gain from the same point last year, MOHRE said. MOHRE also confirmed that 95 percent of companies covered by Emiratisation policy met their hiring targets for the period. That compliance rate matters as much as the headcount. It suggests private employers are keeping pace with the government's national-talent goals, not just ticking a box once a year.

Khalil Al Khoori is MOHRE's undersecretary for labour market and Emiratisation operations. He said the results reflect growing commitment among private-sector establishments to meeting the targets. Ghannam Al Mazrouei is secretary-general of the Emirati Talent Competitiveness Council, which runs the Nafis programme. He said the private sector has become a strategic career choice for national talent. Farida Al Ali, assistant undersecretary for national talent empowerment, said the ministry is now weighing job quality and long-term stability alongside headcount. That is part of why the Nafis initiative was extended through 2040, rather than treated as a short-term hiring push.

Companies with 50 or more staff must still add Emiratis to at least 1 percent of their skilled roles every year. MOHRE said it expects further gains in the second half of 2026 as that requirement continues to apply. Compliant companies can join the Emiratisation Partners Club. Benefits include discounts of up to 80 percent on MOHRE service fees and priority status in government procurement bids. The push sits alongside a wage floor MOHRE introduced from 1 January 2026. From that date, the minimum monthly salary for Emiratis in the private sector rose, giving companies a clearer cost baseline to plan against.

For Emirati jobseekers, the numbers point to real and growing demand across private employers, not just government roles. The Nafis programmes remain the main channel for placement support, training, and matching with employers who are actively recruiting. The push started from a much smaller base only a few years ago, so the jump past 190,000 signals something more than incremental growth: private-sector roles are becoming a mainstream first choice for Emirati graduates, not a fallback behind government jobs.

For private-sector employers still short of their Emiratisation quota, the message is the same as every half-year: the incentives and the penalties both apply from the point a target is missed. Closing the gap before the next review window matters more than waiting for a warning letter. With 95 percent of covered companies already meeting their targets, late movers also forfeit the Partners Club fee discounts and procurement priority that compliant rivals now enjoy. Dubai-based companies compete with other emirates and free zones for the same pool of Emirati talent, so firms that move early on training and retention are the ones likely to avoid a last-minute scramble.