Emiratisation has become a key priority for organisations across the UAE, with employers continuing to invest in attracting Emirati talent into the private sector. Hays’ latest Salary Guide survey, including 531 UAE-based employers, found that 42% planned to hire Emirati professionals this year, while 55% already employed UAE nationals at the time of the survey. As organisations strengthen their Emiratisation efforts, many are beginning to face a new challenge: how to retain and develop the talent they have worked hard to attract.
Nicole Habchi, Associate Business Manager for Emiratisation at Hays Middle East, said: “Many organisations are placing significant focus on attracting Emirati talent, but retention should begin before the hiring process even starts. Employers should be asking themselves what career progression looks like for this individual in two, three, or five years’ time, what skills they will develop, and how the role could evolve. If there isn’t a clear answer to those questions, retaining talent may become a challenge. When candidates can see a clear future within an organisation from the outset, businesses are often in a much stronger position to retain and develop talent over the long term.”
For many employers, retention strategies begin once an employee joins the organisation. However, as competition for skilled Emirati professionals continues to grow, organisations may need to start thinking about retention much earlier in the process.
Nicole added, “Before hiring for a role, employers should consider a number of key questions. What does success in this position look like after one year? How could the role evolve over time? What opportunities will be available for learning and development? Is there a clear path into leadership or more senior responsibilities? For many candidates, the answers to these questions can be just as important as salary when evaluating an opportunity. Employers that can clearly demonstrate a long-term commitment to career development, mentorship, and progression are often better positioned to attract and retain talent.”
Employers are increasingly recognising that Emiratisation success cannot be measured by hiring outcomes alone. Attention is moving towards developing future leaders, building talent pipelines, and creating environments where Emirati professionals can build long-term careers. While many organisations have invested significant time and resources into their Emiratisation attraction strategies, those that also prioritise structured development programmes, leadership opportunities, and regular career planning are likely to be better positioned to strengthen retention and support sustainable Emiratisation goals.
The next phase of Emiratisation may therefore be measured not only by how many Emirati professionals organisations hire, but by how effectively they develop, engage, and promote them. In a competitive market, employers that can demonstrate a genuine commitment to employee growth and future leadership opportunities will be better positioned to retain and build the next generation of Emirati leaders.
About Hays:
Hays plc (the “Group”) is one of the world’s leading specialist recruitment and workforce solutions providers. The Group is the expert at recruiting qualified, professional and skilled people worldwide. Hays operates across six global specialisms and additional local specialisms where it has market leadership. The Group operates across the private and public sectors, dealing in permanent positions, contract roles and temporary assignments. As of 30 June 2026, the Group employed over 8,100 staff operating from 155 offices in 23 countries. For the year ended 30 June 2026:
- the Group reported net fees of £905.5 million and operating profit of £48.6 million.
- the Group placed around 40,000 candidates into permanent jobs and around 203,000 people into temporary roles.
- 13% of Group net fees were generated in Australia & New Zealand, 32% in Germany, 19% in United Kingdom & Ireland and 36% in Rest of World (RoW).
- the temporary placement business represented 64% of net fees and the permanent placement business represented 36% of net fees.
- Technology is the Group’s largest division, with 26% of net fees, while Accountancy & Finance (15%), Construction & Property (12%), and Engineering (10%) are the next largest.
