Nafis Updates 2026: What UAE Employers Need to Know About Emiratization
3 minutes
The UAE’s Emiratization journey is evolving, and so are the programmes designed to support Emirati participation in the private sector.
From September 2026, several changes to Nafis support programmes will affect UAE nationals working in eligible private-sector and banking establishments. For employers, these updates are more than a change in employee benefits. They are an opportunity to look at how they attract, develop and retain Emirati talent for the long term.
What is changing under Nafis?
Three key updates will shape the support available to eligible Emiratis from September.
1. Changes to salary support
Nafis salary support will gradually reduce for eligible beneficiaries receiving support above the revised levels. The updated monthly support levels are AED 6,000 for university graduates, AED 5,000 for diploma holders and AED 4,000 for high school graduates and certain beneficiaries below high school level. Unmarried beneficiaries below high school level with no children will receive AED 3,000.
For beneficiaries earning between Dh20,000 and Dh30,000, support will reduce automatically by AED 500 every six months until it reaches zero. Other eligible employees earning up to AED 20,000 will also see phased reductions until their support reaches the applicable level.
2. Nafis support suspended below AED 6,000
From September, Nafis support will be suspended for eligible UAE nationals working in private-sector and banking establishments covered by the minimum salary requirement if their gross monthly salary is below AED 6,000.
For employers, this reinforces the importance of maintaining compliant compensation structures while creating meaningful career opportunities for Emirati employees.
3. New child allowance and Eshtirak rules
Eligible Emirati employees can receive AED 600 per month for each eligible child, with no limit on the number of children, provided their monthly salary does not exceed AED 50,000 and other eligibility conditions are met.
The Eshtirak pension contribution programme will also change. Nafis support will be limited to the legally prescribed share of pension and social security contributions for eligible Emiratis earning between AED 6,000 and AED 20,000. Employers will be responsible for their share of pension contributions.
What does this mean for employers?
As government support structures evolve, businesses have an opportunity to move beyond viewing Emiratization as a compliance requirement.
A sustainable Emiratization strategy is built around the right roles, competitive employment opportunities, career development and an employee experience that encourages Emirati talent to grow within the organisation.
This is where the right Emiratization partner can make a difference.
Building a stronger Emirati workforce with Adecco Middle East
At Adecco Middle East, Emiratization is approached as part of a broader workforce strategy. Businesses can access support across Emirati talent acquisition, recruitment, workforce planning and talent development, helping them build teams that meet both current business needs and future workforce goals.
With expertise across industries and a strong understanding of the regional talent landscape, Adecco can help employers identify suitable Emirati talent, create effective hiring strategies and support organizations as they build more sustainable local workforces.
The Nafis changes are a reminder that the Emiratization landscape continues to evolve. For businesses, the focus should be on preparing for those changes while building an employee proposition that gives Emirati talent a reason to join, grow and stay.
Because successful Emiratization is not just about meeting a target. It is about building the workforce of the UAE’s future.
Connect with Adecco experts for more information on Emiratisation: adeccoae.info@adecco.com