The Ministry of Human Resources and Emiratisation (MOHRE) announced on September 22 that it had detected 377 instances of ‘fake Emiratisation’—where UAE nationals are listed on company payrolls without holding real jobs—across 266 private enterprises during the first half of 2026. Inspections combined on-site checks with AI-driven analytics to flag suspicious employment patterns. Firms found guilty face administrative fines under Cabinet Resolution 43 of 2025 and risk losing access to government contracts and work-permit quotas for expatriate staff. MOHRE warned that sham hiring distorts labour-market data and siphons off subsidies intended to help Emiratis develop genuine careers in high-priority sectors. For global-mobility teams the crackdown signals tougher scrutiny of payroll records, visa types and job descriptions. Multinationals running regional headquarters in Dubai or Abu Dhabi should review whether their Emiratisation dashboards match actual headcount and training spend. Immigration advisers note that residency-visa applications may receive additional vetting where the sponsoring entity shows an anomalously high citizen-to-expatriate ratio without corresponding social-insurance contributions. The enforcement drive also intersects with mobility planning for foreign assignees. Companies that fall foul of Emiratisation rules can have their new work-permit applications frozen—potentially derailing start dates or causing costly project delays. HR directors are therefore urged to schedule internal audits, validate the authenticity of Emirati employment contracts and document on-the-job training initiatives before the next MOHRE reporting cycle. By making examples of non-compliant firms, the UAE aims to reinforce the credibility of its localisation agenda while preserving investor confidence. The message to global employers is clear: integrate Emiratisation targets into your broader talent-mobility strategy, rather than treat them as a box-ticking exercise.
Source: Al Khaleej
