Which Jobs Count for Emiratisation? MoHRE Qualifying Role Definition and Salary Threshold

AED 4,000 Minimum Salary
Skilled Role Definition
WPS-Registered
MoHRE Qualifying Role
14-Sector Rule Applies

The MoHRE Skilled Role Definition: Minimum Salary Threshold for Emiratisation Qualification

MoHRE (Ministry of Human Resources and Emiratisation, the UAE federal body responsible for private sector employment regulation, Emiratisation enforcement, and the Wage Protection System) defines a qualifying Emiratisation role as a position that pays the UAE National employee a minimum monthly salary of AED 4,000. A UAE National whose role pays below this threshold does not count toward the Emiratisation percentage target, even if the role is genuine full-time employment and the employee is properly registered with MoHRE.

The salary threshold is assessed against the basic salary component on the WPS payroll record, not the total package. A UAE National earning AED 3,500 basic salary with AED 1,000 housing allowance does not meet the threshold on basic salary alone. The employer must ensure the basic salary element specifically meets or exceeds AED 4,000 to secure Emiratisation quota credit for that position.

Jobs That Do Not Count Toward Your Emiratisation Quota — And Why

The 14-Sector Rule: Different Qualifying Role Criteria for Companies with 20–49 Employees

Companies with 20–49 employees in 14 MoHRE-defined sectors face a separate Emiratisation obligation from the main 50+ employee rule. These companies must employ at least one UAE National in a qualifying skilled role — a headcount obligation, not a percentage target. The 14 sectors where this rule applies are: information technology, financial services, healthcare, education, retail, hospitality, transportation, construction, real estate, manufacturing, food and beverage, legal services, media, and telecommunications.

The qualifying role definition for 20–49 employee companies is the same as for 50+ employee companies — the role must pay at minimum AED 4,000 basic salary per month and the UAE National must be registered correctly on MoHRE and WPS. The difference is in the obligation level: one qualifying hire satisfies the requirement, not a percentage of total headcount.

Part-Time and Fixed-Term UAE National Employees: Do They Count Toward the Quota?

Part-time UAE National employees count toward the Emiratisation quota on a proportional basis. A UAE National working 50% of a standard working week counts as 0.5 of an Emiratisation position. The role must still meet the salary threshold on a prorated basis consistent with MoHRE’s definition of a qualifying skilled role.

Fixed-term UAE National employees count toward the Emiratisation quota in the same way as open-ended hires, provided their contract is active and they are registered with MoHRE at the compliance check date in January or July. A fixed-term hire whose contract expires before the check date does not count at that assessment — the employer must ensure continuity of employment or a replacement hire to maintain compliance.

Graduate Trainees and Apprentices: When Does a UAE National-in-Training Count?

A UAE National enrolled in a formal graduate trainee or apprenticeship programme counts toward the Emiratisation quota only if the trainee role meets the AED 4,000 minimum salary threshold and the trainee is registered as an employee on MoHRE and WPS. An unpaid or low-paid trainee placement does not satisfy the Emiratisation qualifying role requirement.

Graduate development programmes at AED 4,000 or above represent one of the most effective ways to grow an Emirati workforce pipeline — the hire counts toward the quota from day one of the programme, and the employer benefits from NAFIS (National Programme for Emiratisation) salary support throughout the training period.