Comply · 05
Emiratisation workforce planning & audit
Know exactly where you stand before MoHRE tells you. We audit your skilled workforce and classification tier, quantify the Emiratisation gap and build a hiring roadmap that meets each half-yearly step — before fines apply.
Initial auditFree
RoadmapIn two weeks
Best for50+ employees
Audit · roadmap · reportingTrusted by
Why it matters
10%
Emirati share of skilled roles required by end-2026 for 50+ companies
Most companies find out in July
The target compounds every half-year, the definition of a skilled role is narrower than most payroll reports assume, and classification tiers change your permit costs. Discovering the gap at the checkpoint is the expensive way.
Payroll counts roles MoHRE does not
No projection past the next six months
The board sees the fine, not the plan
Is this the right service?
Who workforce planning is built for
We say no more often than yes. Here is how to tell quickly whether this is the right route — and where to go if it isn’t.
Right for you if
- Companies with 50+ employees facing the 2% annual step
- HR leaders who need a board-ready view of exposure and cost
- Groups with several entities and mixed classification tiers
- Anyone who has already received a MoHRE notice
Not the right fit if
- Companies under 20 employees — no quota applies
- Free-zone entities — different rules
- Compliance filings without any intent to hire
What’s included
Everything workforce planning covers
One consultant runs all six parts. Nothing is handed to a junior or a call centre.
01Headcount audit
Skilled vs. unskilled role mapping and current Emirati count by entity.
02Classification review
Where you sit in MoHRE’s tiers, what it costs and what moves you up.
03Target projection
Half-year and year-end targets for the next 24 months.
04Hiring roadmap
Roles, departments and deadlines sequenced to hit each step.
05Fine-exposure report
Current and projected penalty exposure in AED, board-ready.
06Quarterly review
Progress check and roadmap adjustment each quarter.
Process
Workforce planning, step by step
Same consultant from the first call to the retention check-in — and a named deliverable at every step.
- 1Week 1
Collect
Payroll extract, org chart and current MoHRE status.
You receiveData checklist and kick-off summary - 2Weeks 1–2
Audit
Skilled-role mapping, tier check and gap analysis.
You receiveAudit findings and gap analysis - 3Week 2
Roadmap
Sequenced hiring plan and fine-exposure report.
You receiveHiring roadmap and fine-exposure report - 4Quarterly
Review
Progress tracking and adjustments before each checkpoint.
You receiveQuarterly progress dashboard
What the audit covers
Deliverables in the workforce-planning package
Indicative figures from recent placements and briefs. Every engagement is scoped to your roles, emirate and target.
Skilled-role mappingBy entity
Current Emirati countVerified
Classification tier checkTier 1–3
24-month target projectionHalf-yearly
Hiring roadmapBy role & deadline
Fine-exposure reportAED, board-ready
Nafis incentive estimatePer hire
Quarterly reviewOptional
What lands in your inbox
A document you can forward to your CEO
No spreadsheets of half-screened CVs. Every stage produces one clear artefact — the sample opposite is the workforce planning version — written so a decision can be made from it without a follow-up call.
EmployEmiratisBoard-ready · 2 weeksEmiratisation audit
Group · 3 entities · 640 employees
- Skilled roles
- 412 across 3 entities
- Emiratis today
- 19 (4.6%)
- Target 30 Jun
- 23 · gap 4
- Target 31 Dec
- 27 · gap 8
- Exposure if unaddressed
- AED 768,000 / yr
Prepared by your consultant · [email protected]
Results
What clients get from workforce planning
24 motarget projection
2 wksto a board-ready roadmap
AEDexposure quantified per missing hire
We have relied on Shukran HR Consultancy for all our Emiratisation requirements from day one, and we have been extremely satisfied with their services.
Case study
One engagement, start to finish
Anonymised at the client’s request; figures as reported by their HR team.
8hires sequenced across 24 months
Logistics group · 640 employees · 3 entities
Situation
Two entities reported compliance, one didn’t — and the group had never mapped which roles MoHRE counts as skilled.
What we did
Two-week audit across all three establishments, tier check, and a 24-month roadmap sequenced to each checkpoint.
Result
Eight hires planned by department and deadline; the group met both 2025 checkpoints and moved one entity up a tier.
MoHRE relevance
The 2026 rules on one page
Companies with 50+ employees must grow Emiratis in skilled roles by 2% a year — 1% per half-year — reaching 10% by end-2026. Non-compliance costs AED 96,000 per missing Emirati per year, and repeated shortfalls can affect your classification tier and permit fees.
Compare
Workforce planning with us, in-house, or a large agency
Employ EmiratisIn-houseLarge agencyWho does the workFounder, end to endHR / PRO, between other dutiesConsulting team, billed hourly
Emiratisation focus100%PartialOne practice among many
Time to first output≈ 2 weeksMonths4–8 weeks
Hiring follow-throughSame consultant hires the rolesSeparate search neededSeparate agency needed
Nafis activationIncludedOften missedExtra service
FeeFixed, credited against hiresInternal timeDay rates
How we work
One consultant between your team and the Emirati talent pool
No account managers, no hand-offs to juniors, no shared desks. The person who takes your brief screens the candidates, sits in the feedback loop and calls the hire at day 90.
Your HR teamBrief · interviews · offer
Your consultantFounder-led · end to endEmirati talentDatabase · Nafis · universitiesEngagement
How workforce planning is priced
Simple, agreed up front, and never a retainer for standard hiring. Advisory and outsourced models are scoped to your headcount and target.
Free initial audit for mainland companiesFixed fees agreed up frontTwo MoHRE checkpoint reviews a yearOne consultant, brief to board reportAdvisory
Free audit
Initial audit free; roadmap and quarterly reviews scoped by headcount
- Free initial audit for mainland companies
- Fixed-fee roadmap
- Quarterly reviews optional
- Credited against placement fees when we hire for you
Related services
Often combined with workforce planning
Resources
Read before you brief
A payroll or HR-system extract with job titles and nationalities, plus your MoHRE establishment card. Two hours of your time.
Yes, for mainland companies with 20+ employees. The roadmap and ongoing reviews are quoted separately.
Yes — each establishment is assessed on its own MoHRE file, then consolidated into a group view.
We prepare the data and guide the process; filings remain with your PRO or HR team.
Start with workforce planning
Tell us the role. We’ll send Emirati candidates.
Replies within one working day. Prefer to talk first? Book a 30-minute meeting and we’ll map your Emiratisation target together.
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