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Your HR system cannot hire Emiratis for you. It can show, every month, where you stand against the target and which records would stop a hire from counting.
Emiratisation HR software in the UAE mirrors MOHRE's view inside the business, using work permit, pension registration and WPS wage data, so HR sees a shortfall months before the half-year deadlines. Private sector companies with 50 or more employees must raise UAE nationals in skilled roles by 2% a year, 1% each half. Software cannot guarantee compliance; MOHRE decides what counts.
Emiratisation targets are measured by MOHRE on its own records, which come from work permits, pension registrations and wage payments. Emiratisation HR software UAE companies use should mirror that picture inside the business, so HR and leadership see a shortfall in March rather than in late June or December, when the half-year deadlines arrive.
The rules apply to private sector companies with 50 or more employees, which must raise the share of UAE nationals in skilled roles by 2% a year, with 1% due in each half. The programme aims for a 10% rate by the end of 2026. Since 2024, companies with 20 to 49 employees in 14 named sectors have had to employ Emiratis too: one by the end of 2024 and another by the end of 2025.
We set up HR systems to track this data. We cannot promise a target will be met or that MOHRE will count a particular hire, because that depends on its records and rules. What the system does is make gaps visible early, including missing pension registrations or salaries not paid through WPS. Our HRMS software page covers the wider HR platform.
This summary draws on MOHRE and UAE government portal information. It is general information, not legal advice; targets, sectors and contribution amounts are set by Cabinet decisions and change over time, so confirm current requirements with MOHRE.
Raise the Emiratisation rate in skilled jobs by 2% a year, 1% in the first half and 1% in the second. MOHRE has set 30 June and 31 December as the checkpoints for each half.
Firms in 14 sectors, including information and communications, finance, real estate, professional services, construction, wholesale and retail, and hospitality, were required to hire one Emirati in 2024 and a second in 2025.
Companies that miss targets pay contributions for each Emirati not employed as required. MOHRE has raised the amounts each year, so check the current figure with MOHRE rather than relying on older articles.
The UAE government portal says Emiratis must be registered with the pension and social security system and paid through WPS, at a salary not below the minimum set for Emirati employees under Nafis. The portal lists the current minimum.
MOHRE has announced penalties for companies that circumvent targets, such as recording Emiratis in jobs they do not actually perform. Your HR records should reflect real roles, duties and attendance.
General information, not tax or legal advice. Rules change; confirm current FTA, MOHRE and Ministry of Finance guidance with your advisor.
These checks keep your internal numbers close to what MOHRE sees. Revisit them whenever headcount changes sharply.
Run this cycle every month so the half-year deadline holds no surprises.
One shared database: every step updates stock, finance and reports in real time.
None of these platforms connects to MOHRE to confirm your official rate. Each can hold the data and run the calculation once configured. Confirm features against your edition.
| Zoho People and Payroll | Odoo HR | ERPNext (Frappe HR) | Dynamics 365 | |
|---|---|---|---|---|
| Skilled role tagging | Custom fields on designation or employee | Job position fields | Custom fields on Designation | Job or position attributes |
| Pension and WPS status | Custom fields; WPS from Zoho Payroll UAE | Fields plus payroll localization | Custom fields plus payroll | Custom fields plus chosen payroll solution |
| Target dashboard | Zoho Analytics or custom reports | Spreadsheet views and dashboards | Dashboard charts and number cards | Power BI reports |
| Recruitment pipeline | Zoho Recruit | Recruitment app | Recruitment module | Partner or Microsoft solutions |
| Best fit | SMEs on the Zoho stack | Companies with HR and accounting in Odoo | Teams wanting flexible open-source HR | Groups using Power BI across entities |
Treat the system's figure as an internal estimate. MOHRE's records are what count.
Ranges for adding tracking to an existing HR system. Starting HR from scratch takes longer.
Durations are typical ranges; your plan is agreed after discovery.
We compare your employee list, entities and positions with MOHRE records your PRO can provide.
Skilled-role tags, pension and WPS fields, and the target formula per entity are configured.
We build the monthly view of rate, gap, deadline and missing conditions.
HR and PRO staff learn the monthly cycle and how to resolve flagged records.
Emiratisation tracking depends on clean HR, payroll and WPS data.
On-site workshops in Dubai, Abu Dhabi and Sharjah, and remote or on-site delivery across the Northern Emirates and free zones.
Official sources and references
Facts on this page were checked against these sources in October 2026. Rules change, so confirm current requirements before acting.
Still have a question? Our consultants are happy to help.
Ask an ExpertNo. Meeting the target depends on hiring and retaining UAE nationals in qualifying roles, and MOHRE decides what counts based on its own records. Software gives you an accurate internal view and early warning.
Common reasons are Emiratis not yet registered with the pension system, salaries not paid through WPS, roles MOHRE does not classify as skilled, or timing differences around joiners and leavers. The system should flag each of these.
The targets apply to private sector establishments registered with MOHRE. Free zone companies often have different registration arrangements, so confirm with your free zone authority and MOHRE whether the rules apply to you.
Nafis is the federal programme that supports Emirati employment in the private sector, including a platform for finding Emirati candidates. Track Nafis-sourced candidates in your recruitment pipeline so hiring plans and targets stay connected.
A one-page view per entity: current skilled-job rate, required rate at the next checkpoint, hires needed, Emiratis with incomplete pension or WPS records, and planned joiners and leavers before the deadline.
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Share your entity and headcount structure, and we will show how your HR system can track the target month by month.
Dubai, United Arab Emirates
