UAE Strengthens Workforce Nationalisation in Private Healthcare

The United Arab Emirates continues to advance its long-standing Emiratisation strategy, with fresh measures targeting the healthcare sector to boost the participation of UAE nationals in specialised professional positions. Announced on June 16, 2026, by the Ministry of Human Resources and Emiratisation (MoHRE), the updated rules require private healthcare facilities to dedicate half of their annual Emiratisation targets to roles such as doctors, nurses, and other specialist positions.

This development builds on existing private-sector obligations that apply to healthcare and social work activities, one of 14 designated sectors subject to progressive hiring requirements. Facilities with 50 or more employees must achieve a 2 per cent annual increase in Emirati representation among skilled roles, aiming for an overall 10 per cent target by the end of 2026. The new amendment ensures that progress is balanced, with equal allocation between highly specialised healthcare professions and other skilled positions within the same establishments.

Background on Emiratisation Policy in the Private Sector

Emiratisation, the national initiative to increase employment opportunities for UAE citizens across the economy, has evolved through phased targets enforced by MoHRE. For companies with 50 or more skilled employees, the policy mandates a yearly 2 per cent uplift in Emirati hires in skilled positions. This trajectory supports the broader goal of reaching 10 per cent Emirati representation by December 2026.

Smaller establishments with 20 to 49 employees operating in the 14 priority sectors, which explicitly include healthcare and social work activities, must employ at least two Emiratis in skilled roles by the end of 2026. Compliance is monitored through regular reporting, with financial contributions required for shortfalls. The minimum monthly salary for Emirati employees counted toward these targets stands at AED 6,000.

Healthcare has long been identified as a strategic area for national talent development due to its critical role in public well-being and the sector's growth amid population expansion and medical tourism initiatives.

Details of the New Specialised Roles Requirement

Under the recent MoHRE amendment, issued in coordination with the Ministry of Health and Prevention (MoHAP), private healthcare facilities must split their Emiratisation hires equally. Half the annual target must go to specialised healthcare professions, while the other half covers additional skilled roles within the facility. Specialised positions encompass doctors, nurses, and allied health specialists approved under relevant health profession licensing frameworks.

MoHRE will begin formal compliance assessments for this balanced allocation starting in 2027. Facilities that have already met the first-half 2026 growth requirement of 1 per cent in skilled jobs are encouraged to focus the second-half increment on healthcare-specific roles. Vacancies should be advertised through the Nafis platform to connect with registered Emirati talent.

The policy applies to mainland private establishments and excludes free-zone entities unless otherwise specified. Officials emphasise that appointments must align with approved licensing standards to maintain quality of care.

Current Emirati Employment in Private Healthcare

By the end of 2025, more than 8,800 Emiratis were employed in the private healthcare sector, with women comprising 82 per cent of this workforce. This figure reflects steady progress under prior phases of the Emiratisation programme and highlights strong female participation in medical and allied health fields.

Government data indicates continued expansion of opportunities as facilities scale operations to meet rising demand for services. The extension of the Nafis programme until 2040 reinforces Emiratisation as a sustained national priority, providing training, placement support, and incentives to enhance competitiveness of UAE nationals.

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Implications for Private Healthcare Facilities

Healthcare providers must now integrate workforce planning with the new 50-50 split requirement. Human resources teams will need to review current staffing structures, identify suitable specialised vacancies, and align recruitment timelines with semi-annual targets. Half-year milestones remain in place, with the first-half 2026 target due by June 30 and the second half by year end.

Non-compliance may result in financial contributions, calculated on a per-position basis and increasing annually. Facilities are advised to post openings promptly on official platforms and verify candidate qualifications against MoHAP licensing criteria. Proactive engagement with Nafis can streamline access to pre-vetted Emirati professionals.

Many establishments already operating in the sector report positive experiences with Emirati hires, noting contributions to organisational culture and patient relations. The policy supports long-term sustainability by building a more diverse national talent pipeline.

Government Support and Resources Available

MoHRE and MoHAP have outlined collaborative measures to assist facilities in meeting the updated targets. Assistant Undersecretary Farida Al Ali of MoHRE has urged providers to conduct internal assessments and develop clear compliance roadmaps, particularly those that achieved initial 2026 growth milestones.

The Nafis platform serves as a central hub for matching employers with qualified nationals. Facilities can also explore partnerships for training and upskilling programmes tailored to healthcare professions. These initiatives aim to ensure that Emirati professionals are prepared for the demands of specialised roles while maintaining high standards of patient care.

Officials have stressed that the measures form part of a coordinated national effort to expand Emirati presence across vital sectors, creating stable career pathways and contributing to economic diversification goals.

Benefits for Emirati Professionals and the Broader Economy

The emphasis on specialised healthcare roles opens expanded pathways for UAE nationals seeking careers in medicine, nursing, and technical health fields. With women already strongly represented, the policy further supports gender balance in high-skill occupations.

For the economy, increased national participation in healthcare reduces reliance on expatriate labour in critical areas while fostering knowledge transfer and institutional continuity. Facilities benefit from a more stable workforce aligned with cultural and linguistic needs of the local population.

Broader Emiratisation efforts across the 14 sectors continue to drive inclusive growth, with healthcare positioned as a model for other industries due to its essential nature and ongoing expansion.

Challenges and Practical Considerations

Implementing the balanced allocation may require adjustments in recruitment strategies, particularly for smaller or mid-sized facilities within the 20-49 employee bracket that fall under sector-specific rules. Ensuring candidates meet rigorous licensing standards for specialised positions remains paramount.

Stakeholders note the importance of realistic timelines and access to training pipelines. Government programmes through Nafis and related initiatives help address potential gaps by offering support for professional development and placement.

Facilities are encouraged to view the requirements as an opportunity to strengthen teams rather than a compliance burden, with early planning key to smooth transitions.

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Future Outlook for Emiratisation in Healthcare

With compliance monitoring intensifying from 2027, private healthcare providers can expect ongoing refinement of targets and support mechanisms. The national vision positions Emiratisation as integral to building a resilient, self-sufficient workforce capable of meeting future healthcare demands.

As the UAE advances its position as a regional medical hub, the integration of more nationals into specialised roles will contribute to service quality, innovation, and patient-centred care. Continued collaboration between MoHRE, MoHAP, and industry players will shape the next phases of implementation.

Employers and professionals alike are advised to stay informed through official channels and leverage available platforms to maximise opportunities under the evolving framework.