The UAE’s Nafis programme established to support the participation and competitiveness of Emirati nationals in the private sector, is implementing changes to several financial support schemes from September 2026. The updated framework affects salary support, child allowances and pension contributions, with particular implications for Emirati employees and their private-sector employers. These September 2026 measures are Nafis programme updates announced by the Emirati Talent Competitiveness Council (ETCC) and should be distinguished from amendments to the UAE Labour Law, pension legislation or an employer’s independent contractual and statutory obligations.
Updated Nafis salary-support framework
Nafis salary support is a government financial benefit provided through the Nafis programme to eligible beneficiaries working in the private sector. It is separate from the salary payable by the employer and does not reduce or replace the employer’s contractual or statutory wage obligations. Eligible UAE nationals employed in the private sector may qualify for the support only if they satisfy the applicable Nafis registration, verification and other programme eligibility requirements. Under the revised standard salary-support framework, the beneficiary’s monthly salary must be at least AED 6,000 and must not exceed AED 20,000. Meeting the salary range alone does not create an automatic entitlement to support. For eligible beneficiaries, the published maximum monthly support amounts are AED 6,000 for bachelor’s-degree holders, AED 5,000 for diploma holders, AED 4,000 for secondary-school graduates, AED 4,000 for employees below secondary-school level who are married or have dependants, and AED 3,000 for the remaining below-secondary category.
The revised support amounts apply to new beneficiaries from September 2026. Existing beneficiaries who receive support above the revised levels transition gradually with the support amount reduced automatically by AED 500 every six months until the applicable revised level is reached. Eligibility and continued payment remain subject to the applicable Nafis programme terms and verification requirements.
A separate transitional mechanism applies to certain employees outside the scope of Ministry of Human Resource and Emiratisation (“MOHRE”) and Central Bank minimum wage decisions including relevant free-zone employees in categories that are not subject to an applicable minimum wage decision and whose salary is below AED 6,000. Under the announced transition by the ETCC, 100% of the existing support is paid for six months from September 2026, followed by 70% for a further six months and 30% for an additional three months. Thereafter, normal eligibility applies once the salary is adjusted to the AED 6,000 Nafis eligibility threshold.
Employers should therefore distinguish between (i) the AED 6,000 salary threshold used for Nafis salary-support eligibility and (ii) the legal application of any particular minimum-wage decision. MOHRE separately increased the minimum wage for Emiratis within its regulated private sector sphere to AED 6,000 from 1 January 2026. Establishments employing Emiratis before that date were given until 30 June 2026 to adjust salaries with enforcement measures commencing from 1 July 2026. Employers in free zones or other sectors outside the relevant MOHRE or Central Bank minimum-wage regimes should confirm the requirements applicable to their competent authority.
Enhanced child allowance
The Child Allowance Scheme will provide AED 600 per month for each eligible child with no limit on the number of eligible children subject to the applicable conditions and a beneficiary salary ceiling of AED 50,000 per month. Under the September 2026 Nafis guidance, the beneficiary’s total monthly salary must also be at least AED 6,000, and the allowance is subject to the programme’s child-age, employment, pension-registration and non-duplication conditions.
The revised allowance is intended to provide additional support to eligible Emirati employees with dependent children while maintaining the programme’s existing eligibility requirements.
Expanded salary-support eligibility
From September 2026, Nafis also extends eligibility for salary support to qualifying children of Emirati mothers working in the private sector. This is a separate programme category and does not create automatic eligibility. The published conditions include a monthly salary of at least AED 6,000 and not more than AED 20,000 and at least an accredited bachelor’s degree together with the applicable Nafis registration and verification requirements. Support may reach up to AED 3,000 per month.
A separate salary-support category applies to qualifying non-Emirati wives of UAE nationals working in the private sector. The published framework includes its own salary, educational, marriage/family status and professional category conditions, and support may reach up to AED 3,000 per month. Eligibility should therefore be assessed against the applicable Nafis programme terms rather than by salary level alone.
Employer responsibility for pension contributions
The Nafis pension-support arrangements also change from September 2026. Nafis will continue to provide the pension contribution support available to eligible Emirati beneficiaries under the applicable programme but participating private sector employers must pay the employer contribution required under the pension legislation and pension fund regime applicable to the employee. The Nafis programme support should not be treated as transferring, reducing or discharging an employer contribution that remains legally payable by the employer.
The September 2026 Nafis change concerns the allocation of programme support and does not, by itself, amend statutory pension contribution rates. Depending on the employee’s pension cohort and jurisdiction, different federal or local pension regimes may apply. Employers should therefore confirm the competent pension fund and contribution regime for each employee rather than apply a single percentage solely by reference to the Nafis update.
Implications for private-sector employers
Employers should review Emirati employees’ registered salaries, work permits, employment contracts, pension registrations, Nafis registrations and payroll arrangements. Where an employee seeks Nafis support, eligibility should be verified against the applicable programme requirements therefore salary level alone is not sufficient. Public financial support should not be recorded or treated as discharging remuneration or pension contributions for which the employer remains responsible.
The changes therefore require a clear distinction between government support available to an eligible Nafis beneficiary and the employer’s independent statutory obligations. Nafis benefit changes do not, by themselves, amend the UAE Labour Law or applicable pension legislation, or alter employment, wage-payment, Emiratisation or pension obligations unless the relevant legal instrument expressly provides otherwise.
The September reforms likewise do not relieve employers of genuine employment, wage payment, WPS, Emiratisation or pension obligations imposed by the legislation and regulatory decisions applicable to them.
Compliance and enforcement
For establishments within its scope, Cabinet Decision No. 43 of 2025 is the current administrative-penalties instrument for ETCC/Nafis initiatives and repealed Cabinet Decision No. 95 of 2022, as amended. It addresses, among other matters, sham Emiratisation and false or inaccurate documents or data used to obtain Nafis benefits or circumvent the Emiratisation system, together with related suspension and penalty consequences.
Employers should therefore maintain accurate employment, salary, attendance, work-permit and pension records and ensure that information submitted for Nafis or Emiratisation purposes is complete and verifiable.
A prompt review of affected employees and payroll arrangements can assist employers in implementing the September 2026 Nafis framework compliantly.
For advice on Nafis requirements, Emiratisation and related employment matters, please contact Suneer Kumar at suneer@alsuwaidi.ae or Vida Grace Serrano at vida@alsuwaidi.ae.