Nafis Programme Announces New Updates Effective from September.
Abu Dhabi: The Nafis programme has announced a new set of updates, effective from September, under which private-sector employers will bear the full employer share of pension fund contributions for Emirati employees enrolled in the Ishtirak programme, subject to the programme’s eligibility criteria.
In an explanatory statement detailing the latest changes, Nafis said employer contributions were previously introduced on a phased basis, beginning at 0% in the first year and increasing to 2%, 4%, 5% and 6% in the following years.
Pension contributions
The programme also announced revisions to its support for pension contributions made by Emirati citizens.
Under the updated framework, the phased employer contribution schedule has been discontinued. Instead, Nafis will focus exclusively on supporting Emirati employees’ own pension contributions, while eligible private-sector employers will be responsible for paying their full share of pension fund contributions.
Nafis emphasised that fair salaries are closely linked to the long-term financial security and social protection of Emirati employees in the private sector.
Professional stability, Nafis said, is not determined solely by a monthly salary, but by a comprehensive framework that includes pension registration, the protection of employment rights, and clear opportunities for career growth and professional development.
Gradual transition
According to the programme, the latest changes mark a gradual shift towards strengthening employers’ responsibility for safeguarding their Emirati workforce, ensuring that the employment relationship extends beyond the payment of monthly wages.
“Pensions are one of the key pillars of long-term financial and job security. Linking pension protection to private-sector employment enhances the sector’s attractiveness for Emirati citizens,” the programme said.
The programme said participation in pension schemes gives Emirati employees greater confidence and financial security, reinforcing that private-sector employment is not a temporary or less secure option but a sustainable career path that offers stable income, valuable experience and long-term protection, provided all stakeholders fulfil their responsibilities.
Enhancing the quality of Emiratisation
Nafis said one of the key objectives of the latest reforms is to shift the focus from simply increasing the number of Emiratis employed in the private sector to improving the quality of the jobs they hold.
“Sustainable Emiratisation is not measured solely by the number of Emiratis employed, but by ensuring that the jobs they hold are meaningful, fairly compensated, and offer opportunities for career advancement and long-term stability,” the programme said.
The programme added that separating employers’ salary obligations from government support marks a significant step towards strengthening the quality of Emiratisation.
The programme said that when employers take full responsibility for salaries and recognise Emirati employees as valuable contributors to their organisations, Emiratisation becomes an integral part of business strategy rather than simply a regulatory compliance requirement.
It added that this approach is expected to strengthen private-sector companies’ ability to attract and retain Emirati talent, particularly in industries that require specialised skills and long-term career development. At the same time, it aims to encourage more Emiratis to view the private sector as a workplace that offers meaningful opportunities for professional growth and long-term career progression.
Nafis said the shift follows the programme’s success in increasing Emirati employment in the private sector, adding that the next phase will focus on ensuring sustainability through higher employee retention, better-quality jobs and stronger career development opportunities.
Skills development
The programme said responsibility for the next phase extends beyond employers to include beneficiaries themselves.
It stressed the importance of sound financial planning, continuous skills development, and making full use of the training and upskilling opportunities offered through Nafis. These include the Kafa’at (Competencies) programme, the Khibrah (Experience) programme, employment-focused training initiatives, and other schemes designed to enhance Emiratis’ skills, employability and competitiveness in the labour market.
According to the programme, career progression and higher earnings are key indicators of beneficiaries’ successful use of the opportunities provided under Nafis.
The programme said the more Emiratis invest in developing their skills, the greater their opportunities for career progression, higher earnings and long-term professional stability.
Empowerment framework
Nafis said the latest updates redefine the roles of key stakeholders within the Emiratisation ecosystem, creating a more balanced framework of shared responsibility.
Under the revised model, Nafis will provide enabling tools, supportive policies and programmes, employers will be responsible for offering fair salaries and suitable working environments, while Emirati employees will be expected to continuously enhance their skills and build their careers.
According to the programme, this balanced approach will underpin the next phase of Emiratisation, recognising that sustainable outcomes can only be achieved through the collective efforts of all stakeholders.
Nafis said government support is intended for employers that demonstrate a genuine commitment to investing in national talent. Employers, in turn, require Emirati employees with the skills, dedication and ambition needed for professional growth, while Emiratis need fair workplaces that recognise their contributions and provide opportunities for career advancement.
Investing in national talent
The latest Nafis updates send a clear message to the labour market about the future direction of Emiratisation.
The private sector is encouraged to view Emirati citizens as a valuable part of its workforce and to consider Emiratisation as a long-term investment in national talent.
At the same time, the updates provide companies with a clearer framework for engaging with government support programmes, allowing them to establish more transparent salary structures and plan their Emirati workforce needs in a more sustainable and strategic manner.
The reforms also aim to strengthen Emiratis’ confidence in private-sector employment by reaffirming that government support is intended to complement, rather than replace, their employment rights.
They reflect the UAE’s commitment to developing a more balanced labour market built on opportunity, protection, empowerment and sustainability.
Sustainable empowerment
Ultimately, the latest Nafis updates establish a clearer distinction between employers’ salary responsibilities and government support.
Employers will remain fully responsible for paying salaries, while government support will continue to serve as a complementary empowerment tool. At the same time, professional development will remain a shared responsibility involving Emirati employees, the Nafis programme and employers.
The significance of this phase extends beyond financial arrangements. It reflects a broader vision for Emiratisation based on quality employment, fair wages, pension protection, continuous skills development and greater attractiveness of the private sector for Emirati talent.
As Nafis continues its mission towards 2040 as the UAE’s national platform for empowering Emirati talent, the latest reforms reaffirm that sustainable Emiratisation depends on building a more mature labour market — one where employers fulfil their responsibilities, Emiratis continue to develop their capabilities, and the government provides an enabling framework that transforms Emiratisation from an employment initiative into a long-term national development strategy.
