According to the new UAE Emiratisation Law 2024, (50+ Employees) private-sector employees must achieve a minimum of 2% year-on-year growth in their Emirati workforce for skilled positions. The law aims to boost UAE national participation in the private sector, significantly impacting recruitment careers in the UAE.
What to expect from the new law
To encourage compliance with this new law, the government offers incentives such as reduced fees for government services, training subsides, as well as other benefits to companies that meet or exceed their Emiratisation quotas. It emphasises the need for continuous professional development for Emirati employees, with companies being encouraged to invest in training programs to ensure that Emiratis are well-prepared and supported in their roles in the private sector.
The overarching goal of the new law highlights the need to integrate more Emirati nationals into the private sector workforce, thus diversifying the economy and reducing reliance on expatriate labour. This is part of a broader strategy for the UAE to create sustainable employment opportunities for nationals and enhance their participation in the country’s economic development.
Recruitment in UAE
A recruitment career in the UAE offers a unique set of opportunities and challenges that differ from other markets. Economic diversification policies drive high talent demand in emerging sectors like tech, renewable energy, and tourism. This demand creates a fertile ground for recruiters who are adept at navigating a multicultural and multilingual talent pool.
Additionally, the UAE’s strategic position as a global business hub bridging the East and West offers recruiters the opportunity to operate on an international scale, frequently filling roles that draw candidates from around the world. However, this advantage also demands that recruiters possess a thorough understanding of diverse immigration laws and employment regulations that are specific to the region. The rapid pace of development in the UAE also means that there is a consistent focus on upskilling and staying current with the latest recruitment technologies and strategies. This could mean leveraging advanced AI-driven tools or sophisticated candidate management systems to stay competitive in the evolving recruitment landscape.
How will it impact recruitment careers in UAE?
An immediate effect of the new law will be a surge in demand for Emirati candidates. Private sector companies now being required to meet specific quotas will necessitate a strategic shift in recruitment practices. Recruitment agencies will therefore need to focus heavily on sourcing and attracting local talent. This shift will require specialized recruitment strategies emphasizing the benefits of hiring Emirati nationals. They offer local cultural insights and ensure regulatory compliance.
Training and development
Expect a greater focus on training and development to better prepare Emirati candidates for diverse industry roles. Recruitment professionals will need to collaborate closely with educational institutions and training centres to bridge any skill gaps. This may involve designing bespoke training programs that align with the needs of private sector employers. Recruitment agencies can boost Emirati candidates’ employability by equipping them with essential skills and competencies.
Compliance and reporting
New quotas and regulations make compliance and reporting crucial for recruitment agencies and HR departments. Agencies will need to establish robust processes to help track and report on their progress in meeting Emiratisation targets. This may create new roles dedicated solely to compliance and administrative tasks related to the law. Regular auditing and reporting are crucial for compliance, requiring a detailed understanding of legal requirements and meticulous record-keeping.
Partnerships and collaborations
To meet Emiratisation targets, recruitment firms will likely partner with government bodies, educational institutions, and other organisations. These collaborations will be instrumental in developing a pipeline of qualified Emirati candidates. Initiatives such as internships, apprenticeships, and job fairs that target UAE nationals are likely to become more common. Partnerships will build a supportive, sustainable ecosystem to help Emirati candidates enter the private sector workforce.
Market competitiveness
As companies strive to comply with Emiratisation targets, the competition for top Emirati talent will only intensify. Recruitment agencies will therefore need to enhance their employer branding efforts to attract and retain the best candidates. Highlight benefits, showcase Emirati success stories, and use social media to attract a broader talent pool. Additionally, offering competitive salaries and career development opportunities will be crucial in securing top talent.
The new Emiratisation law marks a significant transformation in the UAE’s recruitment landscape, introducing a host of changes and opportunities for recruitment professionals. These professionals must adapt their strategies to focus on sourcing local talent, investing in training and development, ensuring compliance with new regulations, forming strategic partnerships, and enhancing employer branding efforts. By effectively navigating these challenges, they can capitalise on the opportunities presented by the new law, contributing to the UAE’s broader goal of creating sustainable employment opportunities for its nationals and diversifying the economy.
