The Nafis programme has introduced significant policy updates, set to take effect this September, which require private-sector employers to take full responsibility for pension fund contributions for their Emirati staff. Under these new regulations, companies must cover the entirety of the employer’s share for employees enrolled in the Ishtirak programme, provided they meet the established eligibility criteria.
Previously, the programme utilized a gradual contribution schedule to ease the transition for businesses. This earlier model began at 0% in the first year, followed by incremental increases of 2%, 4%, 5%, and 6% in subsequent years. The latest reforms have eliminated this phased approach, shifting the focus toward a more direct and sustainable model of employer responsibility.
Alongside this change, Nafis has revised its own support structure. The previous system of gradually increasing government support for pension contributions has been discontinued. Moving forward, the programme will concentrate exclusively on assisting Emirati employees with their personal contributions to these pension funds, ensuring a more balanced distribution of obligations.
Nafis officials emphasized that these adjustments are rooted in the belief that fair compensation is inseparable from the long-term protection of national talent. Professional stability, according to the programme, requires an integrated framework that goes beyond monthly salaries to include formal pension registration, the protection of employment rights, and clear pathways for career progression.
These reforms signal a shift in the employment relationship, reinforcing the idea that a company’s responsibility toward its Emirati workforce extends well beyond the monthly paycheck. By linking pension security directly to private-sector roles, the programme aims to make these positions more attractive and stable for Emirati citizens, countering the perception that private-sector work is merely a temporary or less secure career option.
A core pillar of these updates is the drive toward “quality Emiratisation.” The programme is moving away from a focus on simply increasing the raw number of Emirati hires to prioritizing the quality of the roles they occupy. Sustainable Emiratisation, the programme stated, is defined by meaningful work, fair compensation, and genuine opportunities for long-term professional development.
By separating salary obligations from government support, the new framework encourages companies to treat Emiratisation as a strategic business decision rather than a compliance task. This approach is designed to help firms attract and retain talent in specialized sectors, fostering a corporate culture where Emirati employees are viewed as essential contributors to organizational success.
Nafis noted that these changes follow significant success in increasing the total number of Emiratis in the private sector, which has now reached 190,000. With this foundation established, the next phase of the programme will prioritize retention, high-quality job creation, and long-term career stability through 2040.
The responsibility for this next phase is shared. While employers are expected to provide fair environments, beneficiaries are encouraged to engage in continuous skills development. The programme highlights the importance of utilizing initiatives like the Kafa’at (Competencies) and Khibrah (Experience) programmes to improve market competitiveness and readiness.
Career advancement and increased earnings are identified as primary indicators of success for those utilizing Nafis opportunities. The programme maintains that as Emiratis invest in their own professional growth, their prospects for promotion and income stability improve, creating a more mature and resilient labour market.
The The programme stresses that no single party can achieve sustainable Emiratisation in isolation.
Ultimately, these reforms aim to foster a more transparent labour market. Companies are encouraged to view Emirati citizens as vital human capital and to plan their national workforce requirements on a more sustainable basis. This shift is part of a broader national effort, which includes specific targets such as Dubai’s KHDA goal of 3,000 Emirati teachers by 2033 and Sharjah’s target of exceeding 3,000 Emirati hires in 2026.
As Nafis continues its mission through 2040 as the UAE’s national platform for empowering Emirati talent, the latest reforms reaffirm that sustainable Emiratisation depends on building a more mature labour market—one in
“Pensions constitute one of the most important pillars of long-term financial and job security.
They underscore the UAE’s commitment to building a more balanced labour market that combines opportunity, protection, empowerment and sustainability.
Employers remain fully responsible for paying salaries, while government support serves as a complementary empowerment tool.
As Nafis continues its mission through 2040 as the UAE’s national platform for empowering Emirati talent, the latest reforms reaffirm that sustainable Emiratisation depends on building a more mature labour market—one in which employers fulfil their responsibilities, Emiratis invest in developing their capabilities, and government provides the enabling framework that transforms Emiratisation from an employment