You have found a suitable Emirati candidate, completed the interviews and agreed on the responsibilities of the position.
Now comes an important stage: discussing the salary package.
The candidate asks:
“How much will I receive from the company, and how much additional support could I receive through Nafis?”
For UAE employers, this question requires a clear and accurate answer, particularly following the Nafis programme updates announced in September 2026.
The revised framework introduces new monthly salary-support amounts for eligible UAE nationals joining the private and banking sectors after 15 August 2026.
However, Nafis support should not be confused with the salary an employer agrees to pay under the employment contract.
Employers also need to explain that eligibility depends on the programme’s conditions and that any applicable pension deductions may affect the employee’s take-home salary.
A well-explained offer can prevent misunderstandings, improve candidate confidence and establish realistic expectations before employment begins.
What Changed in Nafis Salary Support in 2026?
The September 2026 updates revised the monthly salary-support structure for eligible UAE nationals working in the private and banking sectors.
For new beneficiaries joining after 15 August 2026, the revised support amounts depend on educational qualifications and, for certain categories, family circumstances.
New Nafis Monthly Salary Support
| Candidate category | Monthly Nafis support |
|---|---|
| University degree holder | AED 6,000 |
| Diploma holder | AED 5,000 |
| High school graduate | AED 4,000 |
| Below high school, married or with children | AED 4,000 |
| Below high school, unmarried without children | AED 3,000 |
These amounts are subject to the applicable programme requirements.
Under the revised framework, the general salary eligibility range for new beneficiaries is AED 6,000 to AED 20,000 per month.
The support is not automatically payable to every Emirati employee whose salary falls within that range.
Eligibility also depends on other conditions established by Nafis.
Employers should never promise a specific support amount without confirming the candidate’s eligibility.
Why Employers Must Separate Salary From Nafis Support
The most important distinction during an offer discussion is between the employer’s contractual salary and government-provided financial assistance.
Employer Salary
This is the remuneration agreed between the company and the employee.
It should be clearly stated in the employment offer and contract.
The employer is responsible for paying the agreed salary in accordance with applicable UAE employment requirements.
Nafis Salary Support
Nafis provides financial assistance to eligible UAE nationals working in the private and banking sectors.
The support is administered under government programme rules.
It is separate from the employer’s contractual wage obligations.
Employee Take-Home Pay
The amount an employee receives after applicable payroll deductions may differ from the contractual salary.
For UAE nationals, pension contributions are an important consideration.
Where the employee qualifies for Nafis salary support, that assistance may increase their overall available income, but it should be explained separately.
Example: How to Explain an Emirati Salary Offer
Consider a hypothetical company offering an Emirati university graduate a monthly salary of AED 10,000.
Assume the candidate may qualify for the revised Nafis university graduate support of AED 6,000.
The employer should explain the figures separately.
| Component | Illustrative amount |
|---|---|
| Monthly salary paid by employer | AED 10,000 |
| Potential Nafis salary support | AED 6,000 |
| Combined amount before applicable deductions | AED 16,000 |
This is only an illustrative explanation.
The AED 6,000 is conditional on Nafis eligibility and approval.
The candidate’s actual take-home income may differ because of pension deductions, other applicable adjustments or programme conditions.
The employer should not present AED 16,000 as a guaranteed company salary.
A clearer explanation is: “Our company is offering AED 10,000 per month. You may also qualify for Nafis support, subject to the programme’s approval and conditions.”
What Employers Should Include in an Emirati Job Offer
A professional employment offer should clearly communicate the terms controlled by the employer.
These generally include:
- Job title.
- Department.
- Main responsibilities.
- Work location.
- Employment type.
- Working hours.
- Monthly salary.
- Contractual allowances and benefits.
- Proposed joining date.
- Applicable employment conditions.
Any discussion of Nafis support should be clearly distinguished from these contractual terms.
Employers should avoid presenting conditional government benefits as guaranteed components of their own remuneration package.
How to Discuss Nafis During Salary Negotiations
1. Start With the Employer’s Actual Offer
The employer should first explain the salary it is prepared to pay.
For example:
“Our proposed monthly salary for this position is AED 12,000, subject to the agreed employment terms.”
This establishes the contractual remuneration independently of any government assistance.
2. Explain That Nafis Is a Separate Programme
The employer can then explain that eligible UAE nationals may receive additional support through Nafis.
The candidate should understand that Nafis is administered separately and subject to its own rules.
3. Discuss Eligibility Without Making Guarantees
Avoid statements such as:
“You will definitely receive AED 6,000 from Nafis.”
A more accurate approach is:
“Based on the published programme categories, you may be eligible for support. Your entitlement and payment amount must be confirmed through Nafis.”
4. Explain Pension Deductions
Candidates should understand that their contractual salary may be subject to applicable pension contributions.
The deduction depends on the pension legislation and scheme governing the employee.
Employers should not use one universal pension percentage for every UAE national employee.
5. Encourage Official Verification
Candidates should be directed to the official Nafis platform for eligibility information.
Employers should also confirm any relevant employment-registration requirements.
What About Emirati Candidates Already Receiving Nafis Support?
Some candidates may already be employed in the private sector and receiving Nafis benefits.
Employers should not assume that the candidate’s existing support will continue unchanged after moving to a new employer.
The revised programme includes transitional arrangements affecting certain existing beneficiaries.
Eligibility may depend on factors such as:
- Registration date.
- Previous benefit status.
- Salary level.
- Educational qualifications.
- Employment continuity.
- Other programme conditions.
A candidate changing jobs should verify how the new employment arrangement may affect their benefits.
Does Nafis Support Mean Employers Can Offer Lower Salaries?
Nafis support should not be treated as a substitute for the employer’s salary obligations.
Employers should determine compensation based on legitimate business considerations, including:
- Job responsibilities.
- Required qualifications.
- Relevant experience.
- Market conditions.
- Internal salary structures.
- Applicable employment requirements.
The employer remains responsible for paying the contractual salary.
Government support should not be used to misrepresent the compensation being offered.
For example, a company should not advertise a guaranteed AED 16,000 employer salary when it intends to pay AED 10,000 and assumes the candidate will independently receive AED 6,000 through Nafis.
That distinction matters for transparency and candidate trust.
How Pension Contributions Affect the Salary Discussion
Pension contributions can influence the employee’s take-home salary.
However, the applicable contribution structure depends on the employee’s pension scheme.
For individuals covered by Federal Decree-Law No. 57 of 2023, the statutory contribution structure includes:
- Employee contribution: 11%.
- Employer contribution: 15%.
- A separate statutory government contribution for certain eligible private-sector employees.
Other employees may be covered by different pension arrangements.
The employer should confirm the correct contribution-account salary and applicable deductions before explaining expected take-home pay.
Don’t Confuse Pension Support With Salary Support
The September 2026 Nafis updates also changed pension assistance.
Nafis stopped reimbursing employers’ pension contributions under its programme, while continuing eligible employee-side pension support.
This is separate from the monthly Nafis salary-support amounts.
Employers should explain the two benefits independently.
Common Salary-Offer Mistakes Employers Should Avoid
Combining Employer Salary and Nafis Support Into One Guaranteed Figure
This can create unrealistic expectations.
Assuming Every Candidate Qualifies
Nafis eligibility depends on the applicable programme rules.
Ignoring Registration Dates
The revised arrangements distinguish between certain new and existing beneficiaries.
Promising a Fixed Take-Home Amount Without Checking Pension Deductions
The employee’s actual net salary may differ from the gross contractual salary.
Using Outdated Nafis Benefit Figures
Employers should ensure that recruitment teams use the revised 2026 programme information.
Failing to Explain Changes When Candidates Switch Jobs
Existing Nafis beneficiaries should verify how a change of employer may affect their support.
A Practical Offer-Stage Checklist for HR Teams
Before sending an employment offer to an Emirati candidate, HR should confirm:
- The approved contractual salary.
- The agreed salary components and benefits.
- The candidate’s proposed employment arrangement.
- The applicable pension scheme.
- The expected employee pension deductions.
- Whether Nafis information has been explained separately.
- Whether the candidate has been directed to official eligibility guidance.
- Whether any statements about government support are appropriately qualified.
- Whether the offer letter accurately reflects the employer’s obligations.
- Whether the candidate understands the difference between contractual salary and conditional support.
This helps ensure that candidates receive consistent information throughout recruitment.
How Clear Salary Communication Improves Emirati Recruitment
Salary discussions are not only about numbers.
They also influence how candidates perceive the employer.
An organisation that explains compensation transparently can demonstrate professionalism and respect.
Clear communication may help:
- Reduce offer-stage misunderstandings.
- Improve candidate confidence.
- Prevent unrealistic expectations.
- Support informed decisions.
- Reduce disputes after joining.
- Strengthen the overall recruitment experience.
These benefits matter when employers are competing for qualified Emirati professionals.
Why Recruitment Partners Should Understand Nafis Updates
Companies using external Emiratisation recruitment providers should ensure that candidates receive accurate information during the recruitment process.
A recruitment partner should distinguish between:
- Employer salary.
- Contractual benefits.
- Potential Nafis support.
- Pension deductions.
- Programme eligibility.
The provider should not promise benefits that depend on approval by the relevant authorities.
Employers should also ensure that final offers accurately reflect the agreed contractual terms.
Conclusion
The September 2026 Nafis salary-support changes make accurate compensation discussions particularly important for employers recruiting UAE nationals.
Eligible new beneficiaries may receive revised monthly support amounts ranging from AED 3,000 to AED 6,000, depending on the relevant category and programme conditions.
However, this support remains separate from the salary paid by the employer.
Businesses should explain contractual remuneration clearly, avoid guaranteeing conditional Nafis benefits, verify pension deductions and encourage candidates to confirm eligibility through official channels.
A strong Emirati job offer should make three things clear: what the employer will pay, what government support may be available, and which amounts are subject to eligibility or deductions.
When candidates understand those differences, they can make better-informed employment decisions.
Frequently Asked Questions
What are the new Nafis salary-support amounts in 2026?
Under the revised framework for eligible new beneficiaries, monthly support ranges from AED 3,000 to AED 6,000 depending on educational qualifications and certain family circumstances.
How much Nafis support can an Emirati university graduate receive?
An eligible university graduate may qualify for AED 6,000 per month under the revised salary-support framework, subject to programme conditions.
Is Nafis salary support paid by the employer?
Nafis salary support is a separate government programme benefit. It should not be confused with the contractual salary the employer is responsible for paying.
Can employers guarantee Nafis benefits in a job offer?
Employers should not guarantee conditional government benefits. Eligibility and entitlement must be determined under the applicable Nafis programme rules.
What salary range applies to new Nafis beneficiaries?
The revised framework generally provides for an eligible monthly salary range of AED 6,000 to AED 20,000, subject to additional programme conditions.
Does Nafis salary support affect pension deductions?
Salary support and pension contributions are separate matters. The employee’s pension obligations depend on the applicable pension scheme and contribution rules.
What happens to Nafis support when an Emirati employee changes jobs?
The employee’s entitlement may depend on registration history, salary, employment status and applicable transitional arrangements. Candidates should verify their position through Nafis.
Should recruitment agencies explain Nafis support to Emirati candidates?
Recruitment providers can explain publicly available programme information, but they should clearly distinguish conditional Nafis benefits from the employer’s contractual salary and avoid promising unverified entitlements.
Source and verification note: The salary-support figures and dates above reflect the September 2026 programme information discussed in this series. the latest eligibility and transitional rules on the official Nafis platform.
