How HR Technology Can Help with Emiratisation in UAE

Are you looking to streamline your Emiratisation efforts and build a more diverse workforce? As the UAE continues to push for increased nationalization, businesses are under pressure to meet Emiratisation targets. But the challenge is real, overcoming the skills gap and ensuring cultural fit remain key hurdles for many companies.

HR technology can make a significant difference. Studies show that AI-powered recruitment tools can reduce recruitment costs by up to 30% and improve hiring accuracy by 40%.

Read on to learn how HR technology can drive your Emiratisation success and help you build a more inclusive, skilled workforce.

What is Emiratisation?

Emiratisation is the UAE government’s initiative to increase the employment of UAE nationals in both the private and public sectors. The aim is to reduce reliance on expatriate labor and create long-term career opportunities for Emiratis.

To ensure more UAE nationals are employed across various industries, new policies have been introduced. Small businesses, for example, are now required to hire Emiratis as part of the UAE’s expanded Emiratisation drive.

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New Emiratisation Objectives

Starting in 2024, companies with 20 to 49 employees will need to hire at least one Emirati, with another required by 2025. Failure to meet these targets will result in fines of Dhs 96,000 in 2024 and Dhs 108,000 in 2025 for companies that do not hire the required number of UAE nationals.

This shift affects businesses across 14 sectors, making it crucial for companies to incorporate Emiratisation into their hiring strategies to avoid penalties and align with national workforce goals.

Platforms like TeamLease Digital specializes in facilitating workplace and workforce transformations.

Get in touch with us to explore HR technology solutions that can help optimize your HR processes and support workforce management in alignment with local labor laws.

Key Challenges in Achieving Emiratisation

Before diving into how technology solves these challenges, let’s examine what makes Emiratisation difficult for many organizations.

Skills Gap: Despite a 57% increase in Emiratis joining the private sector between 2022 and 2023, many roles remain unfilled due to a lack of industry-specific skills, especially in tech, finance, and logistics.
Cultural Fit & Integration: Private sector workplaces, often dominated by expats, can feel unfamiliar to new Emirati hires. Misalignment in communication styles, work pace, or expectations can affect performance and satisfaction.
A multinational in Abu Dhabi shared that new Emirati employees cited feeling “out of place” within their first 90 days, which affected engagement levels.
Retention: While Emirati participation in the private sector is growing, retention remains a challenge. Many UAE nationals leave within two to three years, often drawn back to government roles.
Meeting Emiratisation Targets: With strict government mandates and financial penalties in place, companies often struggle to meet Emiratisation quotas on time.
Perception Gap: Many Emiratis still view the public sector as offering better work-life balance, stability, and benefits.

To address these challenges holistically, companies are turning to strategies designed for the UAE’s unique labor landscape.

HR Technology Strategies to Support Emiratisation

Implementing Emiratisation effectively requires leveraging HR technology to streamline recruitment, onboarding, compliance, and employee development processes. The following solutions are pivotal in aligning with the UAE’s national workforce goals:

1. Structured Emiratisation Roadmap

According to Emiratisation Gateway, a clearly defined roadmap is essential for a successful Emiratisation strategy. HR systems help create and execute these plans by organizing stages such as:

Recruitment
Training and development
Retention initiatives

The roadmap should include both short-term wins and long-term objectives, and HR software allows for timeline tracking and task automation.

2. Recruitment Platforms That Support Emirati Hiring Goals

To attract UAE nationals, companies are advised to showcase benefits such as career development opportunities, strong work-life balance, and a supportive culture. HR platforms enhance this by:

Integrating with UAE-based job portals
Automating job postings
Enabling targeted outreach during career fairs

This streamlines the hiring process and helps fulfill Emiratisation recruitment quotas.

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3. Training and Mentorship Program Management

HR technology should support structured learning tied directly to the roles Emiratis are hired into. This ensures every development effort contributes to long-term retention and job performance.

Launch skill-building programs aligned with specific job functions
Track individual learning journeys with built-in progress dashboards
Match Emiratis with in-house mentors to support onboarding and growth

4. Role-Based Emiratisation Target Setting

HR technology should allow companies to set clear Emiratisation quotas by department or job function. This ensures hiring is aligned with both national policy and internal workforce plans.

Define the exact number of Emiratis to hire by role or business unit
Align hiring goals with MOHRE sector-specific requirements
Track progress through real-time dashboards

5. Structured Development and Mentorship Programs

Long-term success depends on structured learning and mentorship. HR systems should support career-path-aligned training and match Emirati employees with qualified mentors.

Launch development plans tied to role-specific skill gaps
Match new hires with internal mentors for guided learning
Track training outcomes to support performance reviews

6. Cultural Sensitivity and Inclusion Tools

To promote workplace inclusion, companies are encouraged to deploy cultural awareness training. HR systems can schedule, track, and evaluate training modules that:

Educate teams on Emirati customs
Build cross-cultural understanding
Reduce workplace friction

This supports integration and performance of Emirati hires in mixed work environments.

7. Performance Management and Career Pathing Systems

To retain Emirati employees and support growth, HR platforms must offer:

Clear performance metric tracking
Goal setting aligned with Emiratisation KPIs
Visual career progression pathways

This boosts transparency and motivates UAE nationals to pursue leadership roles.

8. Engagement Monitoring and Feedback Platforms

Retention is emphasized in Emiratisation policy. HR platforms can aid by collecting employee sentiment through:

Pulse surveys
Feedback loops
Recognition programs

These tools help companies understand what keeps Emirati employees motivated and loyal.

9. Compliance Dashboards and Reporting Tools

The site advises staying updated on MOHRE regulations and Emiratisation targets. HR compliance software enables:

Real-time quota tracking
Automated reminders for regulatory changes
Exportable reports for audits or inspections

This ensures full legal alignment and avoids costly penalties.

TeamLease Digital connects UAE employers with trusted HR tech providers that support national workforce goals — from hiring and onboarding to development and compliance.

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10. Streamlined Documentation and Workflow Automation

HR platforms can simplify Emiratisation processes by automating repetitive administrative tasks. This reduces errors and frees up HR teams to focus on strategic initiatives.

Automate documentation like offer letters, onboarding forms, and compliance files
Use workflow tools to route approvals and schedule training milestones

Conclusion

Emiratisation is key to the UAE’s workforce development, and HR technology plays a crucial role in making the process more efficient, compliant, and sustainable. With the right tools, businesses can meet Emiratisation goals while driving growth and development within the UAE national workforce.

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