What Is NAFIS? A Guide for UAE Private-Sector Employers
NAFIS is a federal programme designed to strengthen the participation of UAE nationals in the private sector. It connects Emirati job seekers with private-sector opportunities and provides access to employment support, professional development initiatives and financial benefits.
For businesses, NAFIS serves as a recruitment platform through which employers can publish vacancies, review applications and identify qualified Emirati candidates. It also supports the UAE’s wider Emiratisation strategy by helping private-sector establishments build and retain a sustainable national workforce.
NAFIS and Emiratisation are closely connected, but they are not the same. NAFIS provides programmes, services and recruitment tools, while mandatory Emiratisation targets are administered and enforced by the Ministry of Human Resources and Emiratisation. Employers must therefore understand both the opportunities available through NAFIS and the separate legal obligations that may apply to their establishments.
This blog explains how NAFIS works, which businesses may be affected, how employers can use the platform, the support available when recruiting UAE nationals and the compliance risks that businesses should consider.
What Is NAFIS?
NAFIS is a federal government programme established to increase the participation of UAE nationals in the private sector and strengthen the competitiveness of Emirati talent.
The programme is overseen by the Emirati Talent Competitiveness Council and operates through the official NAFIS digital platform. It brings together UAE national job seekers, private-sector employers, training providers and government support initiatives within a single employment ecosystem. Through the platform, eligible employers can:
Create and manage an organisation profile
Advertise employment and training opportunities
Receive applications from UAE national candidates
Review candidate profiles and qualifications
Manage interviews and recruitment stages
Issue and monitor job offers
Participate in eligible training and employment initiatives
NAFIS also provides eligible UAE nationals with access to programmes that may include salary support, professional training, career guidance, pension contribution support and other employment-related benefits.
The programme does not replace an employer’s normal recruitment, employment or compliance responsibilities. Employers remain responsible for assessing candidates, issuing compliant employment contracts, obtaining the appropriate work permits, paying salaries through the required systems and meeting applicable pension registration requirements.
NAFIS should therefore be understood as both a recruitment resource and a government-supported framework for developing Emirati participation in the private-sector workforce.
NAFIS and Emiratisation: What Is the Difference?
NAFIS and Emiratisation form part of the UAE’s strategy to increase the participation of UAE nationals in the private sector, but they perform different functions.
NAFIS is the government-supported programme and digital platform through which UAE nationals can access employment opportunities, training initiatives and eligible financial benefits. Private-sector employers can use the platform to advertise vacancies, identify candidates and manage recruitment activities.
Emiratisation refers to the regulatory requirements that oblige certain private-sector establishments to employ a prescribed number or percentage of UAE nationals. These requirements are administered and monitored by the Ministry of Human Resources and Emiratisation.
Registering an organisation on NAFIS or publishing a vacancy does not, by itself, satisfy an Emiratisation target. The employer must complete a genuine recruitment process and establish a compliant employment relationship with the UAE national. For the employee to be counted towards the employer’s Emiratisation target, the applicable conditions must be satisfied. These generally include:
A valid work permit issued for the UAE national
A compliant employment contract
Payment of the agreed salary through the Wages Protection System or another approved system
Registration with an approved UAE pension fund
Genuine performance of the position stated in the employment records
Continued compliance with the applicable employment and Emiratisation rules
Employers should therefore use NAFIS as part of a structured recruitment and workforce strategy, while monitoring their separate Emiratisation obligations through the relevant MoHRE systems.
Which Businesses Are Subject to Emiratisation Targets?
Not every private-sector employer is subject to the same Emiratisation target. The applicable requirement depends primarily on the establishment’s workforce size, business activity and classification within the MoHRE system.
Establishments with 50 or More Employees
Private-sector establishments registered with MoHRE and employing 50 or more workers are required to increase the number of UAE nationals employed in skilled positions. For 2026, the required increase is:
One per cent during the first half of the year
A further one per cent during the second half of the year
A cumulative Emiratisation rate of ten per cent in skilled positions by the end of 2026
The target is calculated by reference to the number of skilled employees recorded against the establishment. Employers should monitor changes in their workforce because recruitment, resignations and changes in job classification may affect the required number of UAE nationals.
Selected Establishments with 20 to 49 Employees
Emiratisation requirements were also extended to selected establishments employing between 20 and 49 workers across 14 identified economic sectors.
These establishments were required to:
Employ at least one UAE national during 2024
Employ an additional UAE national during 2025
Replace a qualifying UAE national within the prescribed period if the employment relationship ends
The covered sectors include information and communications, financial and insurance activities, real estate, professional and technical services, administrative services, education, healthcare, manufacturing, construction, trade, transport, hospitality and other designated activities.
An establishment should not rely solely on its general activity description or employee count when assessing its position. MoHRE determines which businesses are included based on the establishment’s registered activity, workforce records and applicable classification. Employers should review their MoHRE dashboard and official notifications regularly to confirm the target currently recorded against their establishment.
How Employers Register on the NAFIS Platform
Private-sector employers can access NAFIS through the official website at nafis.gov.ae. Registration should be completed by an authorised company representative who has access to UAE Pass. The general registration process involves:
Visiting the NAFIS website and selecting the partner access option
Signing in through UAE Pass
Selecting or registering the relevant organisation
Completing the organisation’s profile and contact information
Reviewing any company information retrieved from connected government systems
Submitting the required information for verification
Accessing the partner dashboard once registration is completed
The organisation profile should accurately reflect the company’s legal name, licence details, registered activity, contact information and authorised representatives. Any discrepancy between the information entered on NAFIS and the company’s official records may delay access or affect the recruitment process. Once the organisation is registered, authorised users can generally:
Create and publish job vacancies
Advertise eligible training opportunities
Review applications from UAE national candidates
Shortlist applicants and arrange interviews
Manage candidate progress
Prepare and monitor job offers
Update the organisation’s profile and recruitment information
Registering on NAFIS does not replace the employer’s obligations through MoHRE or other competent authorities. After selecting a candidate, the company must still complete the required employment contract, work permit, pension registration, salary payment and onboarding procedures.
Employers should also keep their NAFIS profile updated. Accurate company information and clearly defined vacancies improve the recruitment process and reduce the risk of inconsistencies between NAFIS, MoHRE and the employer’s internal records.
How to Recruit UAE Nationals Through NAFIS
Once an organisation’s partner profile is active, the employer can publish vacancies and manage applications through the NAFIS platform. A vacancy should reflect a genuine position within the business and clearly state the:
Job title and principal responsibilities
Required qualifications and experience
Necessary professional or technical skills
Employment location and working arrangements
Proposed salary and employment benefits
Number of available positions
Application closing date
Employers should ensure that the position, salary and working conditions advertised on NAFIS are consistent with the offer letter, employment contract, work permit and internal payroll records. Applications can be reviewed through the partner dashboard. Employers may shortlist suitable candidates, arrange interviews, update each candidate’s status and issue an offer to the selected applicant. The recruitment process should include:
Identifying a genuine operational requirement
Preparing an accurate job description
Publishing the vacancy on NAFIS
Reviewing applications against objective selection criteria
Interviewing suitable candidates
Issuing a clear written offer
Completing the employment contract and work permit process
Registering the employee with the appropriate pension authority
Adding the employee to the payroll and Wages Protection System
Providing a structured workplace induction and appropriate ongoing support
Hiring a UAE national should not be treated solely as a numerical compliance exercise. The role must be genuine, the employee must perform the stated duties and the employment relationship must be properly documented and maintained.
A well-defined role and a consistent recruitment process help the employer demonstrate genuine Emiratisation while also improving the likelihood of long-term employee retention.
What Support Is Available Through NAFIS?
NAFIS provides several forms of employment and financial support intended to make private-sector careers more accessible and sustainable for UAE nationals. The principal programmes include:
Emirati Salary Support Scheme
Eligible UAE nationals employed in the private sector may receive monthly salary support. The amount depends on factors such as the employee’s educational qualification, registered salary and satisfaction of the programme’s eligibility conditions. The support is provided to the eligible employee. It does not replace the salary that the employer is contractually and legally required to pay.
Pension Contribution Support
The government may bear part of the employer’s pension contribution for eligible UAE national employees whose pensionable salaries fall within the applicable threshold. The employer remains responsible for registering the employee with the appropriate pension authority, submitting the required information and paying any contributions that remain payable by the company.
Child Allowance Scheme
Eligible UAE nationals working in the private sector may receive a monthly allowance for qualifying children, subject to the programme’s income, family and registration conditions. This benefit is separate from the employee’s contractual remuneration and should not be treated as part of the employer’s salary package.
Unemployment Benefit
NAFIS provides temporary financial support to qualifying UAE nationals who lose private-sector employment for reasons outside their control. Eligibility depends on the circumstances of the termination and compliance with the programme’s conditions. Employers must record the actual reason for termination accurately and complete the relevant employment and pension procedures.
Training and Professional Development
NAFIS also supports vocational training, apprenticeships, workplace training and professional development initiatives. These programmes are intended to help UAE nationals develop practical experience and prepare for long-term private-sector employment. Eligibility for NAFIS support is assessed by the relevant authorities and is not guaranteed merely because an individual is a UAE national or has accepted a private-sector position.
Employers should avoid promising a specific benefit or payment amount unless the employee’s eligibility has been confirmed through the NAFIS platform. Programme conditions should also be checked periodically because benefit levels and eligibility requirements may be updated.
Minimum Salary and Employment Requirements
From 1 January 2026, the minimum monthly salary for UAE nationals employed in the private sector is AED 6,000. The requirement applies to new, renewed and amended work permits for UAE national employees. Employers with existing Emirati employees were required to amend the relevant employment contracts and salaries by 30 June 2026. From 1 July 2026, failure to meet the minimum salary requirement may result in:
The employee no longer being counted towards the employer’s Emiratisation target
Suspension of new work permits for the establishment until the salary is corrected
Other compliance measures imposed through the MoHRE system
The salary recorded in the employment contract must reflect the genuine employment arrangement and should be paid in full through the Wages Protection System or another approved salary payment system. Any financial support received by the employee through NAFIS is separate from the employer’s salary obligation. Employers must not reduce the contractual salary or treat a NAFIS benefit as part of the amount that the company is required to pay.
In addition to meeting the salary requirement, the employer must ensure that the UAE national employee:
Holds the appropriate work permit
Has a valid and compliant employment contract
Performs genuine duties consistent with the registered position
Receives the agreed salary accurately and on time
Is registered with the applicable UAE pension authority
Is included correctly in the company’s payroll and employment records
The employment information recorded with NAFIS, MoHRE, the pension authority and the employer’s payroll system should remain consistent. Differences in job title, salary, employment status or termination date may affect the employee’s eligibility for NAFIS benefits and the employer’s Emiratisation calculation.
Benefits of NAFIS for Private-Sector Employers
NAFIS provides employers with a structured channel for recruiting UAE nationals and developing a more sustainable Emirati workforce. The principal benefits for employers include:
Access to Emirati Candidates
Employers can publish vacancies and receive applications from UAE nationals with different educational backgrounds, professional experience and specialist skills. The platform allows companies to manage candidates through a centralised recruitment process rather than relying only on external recruitment channels.
Support for Training and Development
Employers may participate in eligible internship, apprenticeship and workplace training initiatives. These programmes can help companies develop candidates for specific operational roles and assess their suitability before longer-term employment.
Pension Contribution Support
For qualifying UAE national employees, the government may bear part of the employer’s pension contribution within the applicable salary and eligibility limits. Employers must still complete pension registration correctly and pay any remaining contributions by the required deadlines.
MoHRE Service Fee Incentives
Establishments that achieve exceptional Emiratisation results may qualify for enhanced classification or membership in the Emiratisation Partners Club.
Eligible establishments may receive benefits that include:
Discounts of up to 80 per cent on selected MoHRE service fees
Priority within the government procurement system
Recognition for strong Emiratisation performance
Access to other incentives available under the applicable establishment classification
These incentives are subject to the relevant eligibility and compliance requirements. Employing one UAE national or meeting only the minimum target does not automatically entitle an establishment to every available benefit.
Stronger Workforce Planning
When recruitment is based on genuine operational requirements, NAFIS can support succession planning, skills development and long-term workforce stability. Employers gain the greatest value when Emiratisation is integrated into the company’s recruitment, training and retention strategy rather than treated only as a deadline-driven compliance obligation.
Non-Compliance and Fake Emiratisation
Employers that do not meet their applicable Emiratisation targets may be required to pay financial contributions for every UAE national position that remains unfilled.
For establishments with 50 or more employees, the 2026 contribution is AED 10,000 per month, equivalent to AED 120,000 annually, for each UAE national not employed in accordance with the required target.
Selected establishments with 20 to 49 employees that failed to meet the applicable 2025 hiring requirement became liable for a contribution of AED 108,000 from January 2026.
Additional consequences may include:
Suspension of new or renewed work permits
Downgrading of the establishment’s MoHRE classification
Loss of eligibility for service fee incentives
Electronic monitoring and inspection
Additional administrative measures for repeated non-compliance
What Is Fake Emiratisation?
Fake or sham Emiratisation occurs when a UAE national is formally registered as an employee but no genuine and productive employment relationship exists.
Examples may include:
Issuing a work permit without providing actual work
Registering an employee only to increase the Emiratisation count
Paying a salary that is returned to the employer
Recording a false job title, salary or employment status
Allowing an employee to stop working without updating the relevant authorities
Reducing workforce numbers or reclassifying employees to avoid a target
Submitting inaccurate documents to obtain NAFIS benefits
Under the current penalty framework, sham Emiratisation connected to NAFIS initiatives may attract an administrative fine of between AED 20,000 and AED 100,000 for each affected UAE national. Support may also be suspended and improperly received benefits may be recovered. Separate attempts to circumvent Emiratisation targets may result in escalating fines of AED 100,000 for a first violation, AED 300,000 for a second violation and AED 500,000 for a third violation. Serious cases may also be referred to the Public Prosecution.
Employers should retain clear evidence that each UAE national employee performs a genuine role. Relevant records may include:
A detailed job description
The signed employment contract
Attendance and working-time records
Salary payments through WPS
Pension registration and contribution records
Work assignments and internal correspondence
Training and performance records
Documentation of any resignation, absence or termination
A work permit, employment contract and salary transfer are not sufficient if the underlying employment relationship is not genuine.
What Happens If an Emirati Employee Leaves?
A UAE national employee may resign, be terminated or leave employment for another lawful reason in the same way as any other employee. The employer must follow the applicable UAE Labour Law requirements and complete the relevant administrative procedures.
If the departure causes the establishment’s Emiratisation level to fall below its required target, the employer is generally allowed two months to restore the required number of UAE national employees. If the target is not restored within that period, the establishment may be treated as non-compliant and become liable for the applicable financial contribution. The employer should promptly:
Document the reason and effective date of termination
Calculate and pay the employee’s final entitlements
Cancel the employee’s work permit
Update the employment status through the relevant MoHRE and NAFIS systems
Notify the applicable pension authority
Stop future payroll and pension submissions after the correct final date
Retain the resignation, termination and final settlement records
Begin the replacement recruitment process where required
If a UAE national does not join work after a permit is issued, stops attending work or otherwise ceases to perform the role, the employer should not leave the individual registered as an active employee. The change must be reported through the appropriate channels. Failure to update the employee’s status may expose the establishment to penalties, recovery of NAFIS benefits and allegations of fake Emiratisation.
The two-month replacement period does not remove the employer’s obligation to report the employee’s departure accurately and complete the termination procedures. It provides time to restore the required Emiratisation level, not permission to maintain inaccurate employment records.
Employers should also avoid waiting until the end of an Emiratisation reporting period to begin recruiting a replacement. Identifying a suitable candidate, completing interviews and processing employment formalities may take several weeks.
Does NAFIS Apply to Free Zone Companies?
Free zone companies may be able to register on NAFIS, advertise vacancies and recruit UAE nationals through the platform. UAE nationals employed by eligible free zone entities may also qualify for NAFIS programmes, subject to the applicable conditions. However, access to NAFIS does not automatically mean that the company is subject to the same mandatory Emiratisation targets as an establishment registered directly with MoHRE.
The federal Emiratisation targets described in this blog are principally administered through MoHRE and apply to establishments recorded within its systems. Many free zone companies obtain employment permits through their respective free zone authorities rather than directly through MoHRE. The position may differ where:
The free zone company maintains an establishment file with MoHRE
The company operates a mainland branch
Employees are engaged under different licensing or employment authorities
The relevant free zone has introduced its own Emiratisation requirements
The company participates in a sector-specific national programme
A separate regulatory authority imposes additional national employment targets
A company should therefore not assume that it is included or exempt based only on its trade licence location. The correct assessment should consider:
The authority that issued the company’s employment permits
Whether the company has an active MoHRE establishment file
The company’s registered activity and workforce size
Any notification received from MoHRE
The rules of the relevant free zone or sector regulator
Free zone companies that are not subject to a mandatory target may still use NAFIS voluntarily to identify Emirati talent, establish graduate programmes and support national workforce development.
Common NAFIS and Emiratisation Mistakes
Employers should avoid treating NAFIS registration and Emiratisation compliance as a single administrative task. The recruitment platform, employment relationship, payroll records, pension registration and MoHRE target must all remain aligned. Common mistakes include:
Registering Without Monitoring the Emiratisation Target
Creating a NAFIS account or advertising a vacancy does not satisfy the employer’s target. The company must complete a genuine hire and ensure that the employee is correctly recorded within the relevant government systems.
Waiting Until the Compliance Deadline
Recruitment may involve several interviews, salary negotiations, work permit processing and pension registration. Beginning the process shortly before the June or December deadline increases the risk that the employee will not be counted in time.
Creating a Role Without an Operational Need
A job should have defined responsibilities, reporting lines, working arrangements and performance expectations. A role created only to increase the Emiratisation count may be difficult to retain and may attract regulatory scrutiny.
Assuming NAFIS Pays Part of the Employer’s Salary
NAFIS salary support is a benefit provided to an eligible UAE national. It does not reduce the salary stated in the employment contract or the amount the employer must pay through WPS.
Maintaining Inconsistent Records
The employee’s job title, salary, start date and employment status should be consistent across the employment contract, work permit, NAFIS profile, pension registration, WPS records and internal payroll.
Delaying Pension Registration
A UAE national employee must be registered with the appropriate pension authority. Delayed or incorrect registration may affect the employee’s benefits and whether the individual is recognised for Emiratisation purposes.
Failing to Update an Employee’s Departure
When an employee resigns, is terminated, does not join work or stops attending, the employer must update the relevant systems and begin the replacement process where required.
Promising Unconfirmed NAFIS Benefits
Eligibility for salary support, child allowance, pension contribution support or other benefits is determined by the relevant authority. Employers should not guarantee that a candidate will receive a particular amount.
Focusing on Hiring Without Planning Retention
Meeting the initial target is only part of the employer’s responsibility. Poor onboarding, limited career development or unsuitable job design may lead to early departures and renewed non-compliance.
A structured approach should connect recruitment, HR, payroll, pension administration and regulatory monitoring. Managing each element separately increases the risk of missed deadlines and conflicting records.
How NUR Advisors Group Can Help
NAFIS and Emiratisation involve more than registering a company on an online platform. Employers must coordinate recruitment, employment contracts, work permits, payroll, pension registration and ongoing workforce monitoring.
NUR Advisors Group can support businesses with:
Reviewing whether the establishment is subject to an Emiratisation target
Confirming the target and compliance deadline recorded against the company
Assessing the position of mainland branches and free zone entities
Supporting employer registration and profile management on NAFIS
Preparing genuine job descriptions and recruitment documentation
Structuring compliant employment offers and contracts
Coordinating work permit and employee onboarding procedures
Supporting pension registration and contribution administration
Aligning NAFIS, MoHRE, WPS, payroll and internal HR records
Monitoring employee departures and applicable replacement periods
Reviewing records for potential fake Emiratisation exposure
Developing onboarding, performance management and retention processes
Our approach begins with the company’s actual workforce position. We identify the applicable requirements, review existing records and establish the steps needed to achieve and maintain compliance. Where recruitment is required, we help the employer structure genuine roles that reflect operational needs and can support long-term employment. After onboarding, we assist with the administrative and HR processes needed to keep the employment relationship properly documented.
For businesses already employing UAE nationals, NUR Advisors Group can review the consistency of employment contracts, salaries, pension registration, WPS payments and government records. This integrated approach helps employers move beyond deadline-driven hiring and build a more sustainable Emiratisation framework.
Disclaimer
The information contained in this article is provided by NUR Advisors Group for general informational purposes only. It does not constitute legal, tax, accounting, financial, immigration, employment or other professional advice and should not be relied upon as a substitute for advice tailored to your specific circumstances.
Although reasonable efforts are made to ensure that the information is accurate at the date of publication, laws, regulations, procedures, fees and government requirements may change without notice. NUR Advisors Group makes no representation or warranty regarding the completeness, accuracy or continued validity of the information and, to the fullest extent permitted by law, accepts no liability for any action taken or decision made in reliance upon it.
Readers should obtain advice from appropriately qualified professionals and confirm current requirements with the relevant government or regulatory authority before taking action. Links to external sources are provided for convenience and do not constitute endorsement or guarantee of their content.
