Dubai’s labour market has long been characterised by flexibility, sector-specific regulation, and a strong reliance on market-driven salary structures. Unlike many global economies, the UAE has historically not imposed a universal statutory wage floor. However, as part of its evolving workforce strategy, the government has introduced a new minimum wage in Dubai for Emirati nationals employed in the private sector, effective from 1 January 2026.
This policy marks a significant step in strengthening Emiratisation, aligning private-sector pay with national employment goals, and improving wage certainty for UAE citizens. Understanding who the rule applies to, how compliance works, and what employers must do is essential as enforcement deadlines approach.
In this guide, you’ll find:
- Background & Legal Context
- Scope & Applicability
- Compliance Timeline & Enforcement Measures
- Key Legal & Policy Drivers
- Implications for Employers
- Limitations & Considerations
- How the Situation May Evolve
- Key Takeaways
- FAQs
Background & Legal Context
The new minimum wage in Dubai sets a mandatory base salary of AED 6,000 per month for Emirati nationals working in the private sector. The rule took effect on 1 January 2026 and forms part of a broader national labour and Emiratisation strategy.
Prior to this update, minimum salaries for Emiratis had already undergone a phased increase. Earlier thresholds were set at AED 4,000, followed by AED 5,000, allowing businesses time to gradually adjust payroll structures. The latest rise to AED 6,000 represents the final step in this progression to date.
Importantly, UAE labour law does not impose a universal minimum wage for non-Emirati employees. Instead, employers are legally required to ensure that wages meet workers’ basic living needs. This distinction remains central to how the minimum wage in Dubai is applied and enforced.
Scope & Applicability
The 2026 minimum wage applies exclusively to Emirati citizens employed in the private sector. It does not extend to expatriate employees, public-sector roles, or freelance arrangements.
From 1 January 2026 onwards:
- No citizen work permit, whether new, renewed, or amended, can list a salary below AED 6,000 per month.
- Employers who hired Emirati staff before 1 January 2026 are granted a grace period to bring salaries into compliance.
- The adjustment deadline for existing employees is 30 June 2026.
The rule is clear and uniform: after the grace period, any Emirati private-sector salary below AED 6,000 is considered non-compliant, regardless of role or industry.
Compliance Timeline & Enforcement Measures
The implementation of the minimum wage in Dubai follows a structured compliance timeline designed to balance enforcement with business readiness.
| Period | Requirement | Actions against Non-Compliance |
| 1 January 2026 onwards | All new, renewed, or amended citizen work permits must have a salary of ≥ AED 6,000/month | Permit applications below the threshold will be rejected |
| By 30 June 2026 | Existing Emirati employee salaries must be updated to AED 6,000 if lower. Contracts amended accordingly | Penalties will begin after this date |
| From 1 July 2026 | Enforcement kicks in with emphasis on compliance and permit limits | Emiratis with salaries below AED 6,000 will be excluded from Emiratisation quota targets. Firms failing to comply may be barred from applying for new citizen work permits |
Key Legal & Policy Drivers
- Emiratisation Strategy: At the core of the minimum wage in Dubai is the Emiratisation programme, which aims to increase the participation of UAE nationals in private-sector employment. Competitive salary floors are intended to make private-sector roles more attractive and sustainable for citizens.
- Phased Approach: The gradual increase from AED 4,000 to AED 6,000 reflects a deliberate policy choice. By introducing incremental changes, authorities have allowed businesses time to absorb higher wage costs without sudden disruption.
- Fair Pay Principles: While expatriates remain outside the scope of a fixed minimum wage, UAE labour law still requires that salaries meet basic living needs. The current framework balances wage protection for citizens with flexibility for a diverse expatriate workforce.
Implications for Employers
Employers in Dubai and across the UAE should take the following actions:
- Audit payrolls: Review current salaries for Emirati staff and identify any below AED 6,000. Amend contracts as necessary before 30 June 2026.
- Update work permits: Ensure all new, renewed, or amended Emirati work permits reflect a salary of AED 6,000 or more. Applications below this threshold will be rejected.
- Monitor Emiratisation targets: Track compliance with national workforce obligations, as non-compliant Emiratis may be excluded from quota calculations.
- Align internal systems: Update HR, payroll, and visa processing systems to flag non-compliant roles and plan for associated budget adjustments.
- Prepare for audits: Be ready for inspections or regulatory audits after 1 July 2026 to ensure ongoing compliance.
Limitations & Considerations
- The law applies only to Emirati nationals; there is no requirement for expatriate or foreign employees.
- Salary guidelines for non-Emiratis remain non-binding benchmarks.
- Emirati work permits are valid for two years, and the AED 6,000 minimum applies throughout this period for all new, renewed, or amended permits.
- No fixed minimum wage has been formalised for part-time or seasonal roles, and practical interpretations may vary.
How the Situation May Evolve
- There is ongoing debate over the potential introduction of a minimum wage for expatriate employees, though no legislation has been enacted yet. Employers may face increased pressure for equitable wage floors across all workers.
- Stricter enforcement mechanisms could be introduced after compliance deadlines, potentially including financial fines or administrative penalties.
- The role of Nafis and other Emiratisation incentives may expand to assist employers in adjusting to higher labour costs.
Key Takeaways
From 1 January 2026, the minimum private-sector salary for Emirati citizens must be at least AED 6,000 per month. Existing salaries below this threshold must be raised by 30 June 2026 to ensure compliance. From 1 July 2026, non-compliance will result in penalties, including exclusion from Emiratisation quotas and restrictions on obtaining new citizen work permits. The rule applies exclusively to Emiratis in the private sector, with no mandatory minimum wage currently specified for non-citizens. Employers are required to adjust contracts, payroll, work permit applications, and HR systems to align with the new requirements.
FAQs
They will be excluded from Emiratisation quota calculations, and the employer may be restricted from issuing new citizen work permits until the salary is corrected.
No. The minimum wage in Dubai applies only to Emirati citizens in the private sector. Expatriate wages must meet basic living needs but have no fixed statutory floor.
Yes. All contracts and payroll records must reflect a minimum salary of AED 6,000 by 30 June 2026.
Any new, renewal, or amended citizen work permit submitted with a lower salary will be rejected from 1 January 2026.
Emirati employees earning below AED 6,000 do not count towards Emiratisation targets, which can affect a company’s compliance status and incentive eligibility.
