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UAE Emiratisation / Nafis Quota Calculator 2026
Enter your skilled headcount and current Emirati hires to see your required quota, the gap to fill and your estimated monthly penalty exposure. The figures update as you type.
Updated 11 June 2026 · For planning only — confirm rates with MOHRE
The end-2026 target: 10% of skilled roles filled by Emiratis by 31 December 2026.
- 50+Employees — the threshold for a mandatory quota
- 10%Skilled-role target by end of December 2026
- 2%Annual increase, split across two checkpoints
- Jun 30Mid-year checkpoint (~1% increase due)
- 1–3Skill Levels that count toward the quota
- NafisFederal incentive programme, extended to 2040
How the amount is worked out
Three steps, shown with your own figures once you enter them.
- Find the required number
ceil(200 × 10%) = 20Only skilled roles count, rounded up to a whole person.
- Subtract current Emirati hires
20 − 6 = 14The gap never goes below zero once the target is met.
- Multiply by the monthly fine
14 × AED 9,000 = AED 126,000The contribution accrues each month a position is unfilled.
UAE Emiratisation Quota Summary
Generated by RadixHR · radixhr.com/emiratisation-calculator · 1 November 2026
| Skilled staff (Skill Levels 1–3) | 200 |
| Current Emirati hires | 6 |
| Target rate | 10% |
| Required Emiratis | 20 |
| Gap to fill | 14 |
| Monthly fine per missing Emirati | AED 9,000 |
| Est. monthly penalty exposure | AED 126,000 |
Formula: Required = ceil(skilled staff × target rate); Gap = Required − current Emirati hires; Penalty = Gap × monthly fine per missing Emirati.
This is an estimate for planning only and does not constitute legal advice. Confirm your obligation and the current penalty rate with MOHRE.
In this article
UAE Emiratisation rules 2026
Emiratisation (Tawteen) is the UAE government's policy requiring private-sector companies to employ UAE nationals in skilled roles, at mandated percentages of the workforce. It is administered by the Ministry of Human Resources and Emiratisation (MOHRE) and supported by the federal Nafis incentive programme, which subsidises salaries, training and pension contributions for Emirati employees.
Key rules
- Who it applies to: Mainland private-sector companies with 50 or more employees
- 2026 target: 10% of skilled roles filled by Emiratis by 31 December 2026
- How it builds: 2% per year, since the programme began at 2% in 2023
- Skilled roles only: Skill Levels 1–3 count; unskilled labour is excluded
- Free zones: Generally exempt as a policy position, not a statutory one
Smaller companies
Companies with 20–49 employees in 14 targeted economic sectors have a lighter obligation — typically to hire and maintain a set number of Emiratis rather than a percentage quota. Companies with fewer than 20 employees generally have no mandatory quota, though they can still participate in Nafis and benefit from its incentives.
How the Emiratisation quota is calculated
The requirement is a straightforward percentage of your skilled headcount, rounded up to a whole person. The gap is what remains once your current Emirati hires are counted, and the penalty is that gap multiplied by the monthly fine.
FormulaRequired = ceil( skilled staff × target rate )
Gap = Required − current Emirati hires
Penalty = Gap × monthly fine per missing Emirati
Worked example
A company with 200 skilled staff and 6 Emirati hires, at the 10% end-2026 target:
- Required = ceil(200 × 10%)
- 20 Emiratis
- Gap = 20 − 6
- 14
- Penalty = 14 × AED 9,000
- AED 126,000 / month
Change any figure in the calculator above and the required number, gap and exposure update instantly.
Required Emiratis by skilled headcount
At the 10% end-2026 target, here's the required number of Emiratis for common skilled-headcount sizes (rounded up):
| Skilled staff | Required at 8% | Required at 10% |
|---|---|---|
| 50 | 4 | 5 |
| 100 | 8 | 10 |
| 200 | 16 | 20 |
| 350 | 28 | 35 |
| 500 | 40 | 50 |
| 1,000 | 80 | 100 |
Figures are rounded up to the next whole person, as required by MOHRE.
Penalties & compliance
MOHRE monitors compliance continuously through the UAE Labour Information System (UAELIS), which links workforce composition, skilled-role assignments, WPS salary transfers and Nafis registration. Companies are assessed at two checkpoints each year, and shortfalls trigger a monthly contribution per unfilled Emirati position.
- Monthly, not annual: the fine accrues each month a position is unfilled
- Escalating: the per-position rate has risen year on year
- Timing matters: a registration not yet confirmed by GPSSA may not count on penalty day
- Not deductible: penalties cannot be offset against other obligations
Important: The exact monthly rate has changed between programme years, and figures published by third parties vary. Always confirm the current per-position fine directly with MOHRE, and enter it in the calculator for an accurate estimate.
Not legal or financial advice. Emiratisation targets, penalty rates, skill classifications and free-zone treatment are set by MOHRE and change over time. This calculator provides an estimate for planning only. Confirm your exact obligation and the current penalty rate with MOHRE or a licensed advisor before acting.
Questions, answered.
Mainland private-sector companies registered with MOHRE that have 50 or more employees must meet the skilled-role Emiratisation quota. Companies with 20–49 employees in 14 targeted sectors have a smaller obligation, and free zones are generally exempt as a matter of policy.
For companies with 50+ employees, the target is 10% of skilled roles filled by Emiratis by 31 December 2026, reached through 2% increases each year, split into two checkpoints — roughly 1% by 30 June and 1% more by year-end.
It is your skilled headcount multiplied by the target percentage, rounded up. Only skilled roles (Skill Levels 1–3) count — unskilled labour is excluded. This tool then subtracts your current Emirati hires to show the gap.
MOHRE charges a monthly contribution for each unfilled Emirati position, escalating year on year. Because the published rate has changed over time, this tool leaves the monthly figure editable — enter the current rate confirmed by MOHRE for an accurate estimate.
Part-time Emiratis can typically count toward the quota at a proportional rate (often 0.5 of a full-time equivalent). Confirm the exact methodology with MOHRE, as the rules are periodically updated.
Free zone companies (such as DIFC, ADGM and DMCC) are currently exempt from the mandatory quota as a policy position rather than a statutory one. Some free zones are progressively aligning with mainland practice, so check your specific zone.
Skill Levels 1, 2 and 3 — broadly managerial, professional and technical positions — count toward the quota. Skill Levels 4 and 5 (unskilled labour) are excluded from the calculation.
RadixHR tracks your Emirati headcount against the target continuously, flags the gap before each checkpoint, and keeps your records aligned with MOHRE and WPS data — so you are not reconstructing the number from spreadsheets on penalty day.
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