Employers across the UAE are gearing up for a pivotal year in workforce management as 2026 approaches, with compensation strategies reflecting a blend of economic growth, digital transformation, and mounting pressure to retain skilled talent. Korn Ferry’s latest UAE Salary Forecast 2026 provides a comprehensive view of how organisations are navigating rising costs of living, the acceleration of new skill requirements, and intensifying competition for high-impact professionals.

The report highlights a shift from reactive pay adjustments to deliberate, strategic workforce planning. Organisations are no longer focusing solely on immediate talent retention; they are rethinking how to build capabilities for the next five years, while ensuring compensation remains competitive and aligned with broader business objectives.

Read more-AI vs jobs in 2026: Why CFOs, CIOs and regulators will rewrite the rules in 2026

While the report focuses on the UAE, regional trends are strongly influencing employer behavior. Across the GCC, Saudi Arabia is projected to offer the highest average salary increase in 2026 at 4.6 per cent, followed closely by Qatar and Oman at 4.3 per cent. The UAE, meanwhile, is forecasted at 4.1 per cent, slightly below the 4.2 per cent increase observed in 2025.

This regional context underscores the competitive environment UAE organisations face in attracting and retaining talent. Employees now have a wider spectrum of opportunities within the Gulf, raising the stakes for companies seeking to maintain loyalty among specialist professionals.

Specialist roles in high demand

Within the UAE, specific functions remain at the center of workforce strategies. Roles in engineering, technology, logistics and supply chain, and finance and accounting are expected to see the strongest demand in 2026.

These areas are being reshaped by sector diversification, digital transformation, and the need for new capabilities.

Yet these same functions are experiencing high turnover, particularly in sales, finance and accounting, and engineering, as employees explore new opportunities in a market where high-skilled talent is increasingly mobile.

“What we’re seeing now is a shift toward more intentional workforce design,” said Vijay Gandhi, regional director, Korn Ferry Digital, EMEA.

“Organisations are asking not only ‘How do we retain talent?’ but ‘How do we build the right capabilities for the next five years?’ That requires a much more sophisticated approach to reward, development, and long-term value creation.”

Anis Abdeljawad, principal director at Korn Ferry, highlighted the challenges faced by early-career professionals. “The hardest hit are young professionals. Longer hiring cycles, smaller raises, and limited advancement opportunities are reshaping early careers. This isn’t just a temporary slowdown, it signals a deeper structural shift, a slow-moving reset for regional workforces.”

This structural reset is compounded by emerging technologies. According to Korn Ferry, 43 per cent of companies plan to replace roles with AI, targeting operations and back-office positions (58 per cent) and entry-level roles (37 per cent). Such shifts could have a long-term impact on leadership development pipelines, as entry-level positions are often the foundation for grooming future managers and executives.

Economic growth fuels job market dynamics

Michael Page UAE reports that the UAE economy grew by roughly 4 per cent in 2025 and is expected to accelerate to 4.5 per cent in 2026, primarily driven by non-oil sectors such as finance, technology, and professional services. Workforce growth has risen by 9 per cent, while new business formations are up 14 per cent, reflecting a vibrant and expanding economy. Over half of the UAE workforce now consists of youth talent, highlighting the critical role of younger professionals in shaping future business growth.

Employee sentiment reflects these dynamics. While 52 per cent of workers report satisfaction with their current pay, nearly two-thirds are considering changing jobs in 2026. For most employees, salary remains the top motivation, yet work-life balance and opportunities for career growth are increasingly influential factors. Employers, in turn, are facing heightened challenges in recruitment and retention, Jon Ede, MD Middle East, Michael Page, said.

Banking sector compensation in 2026

A 2025 salary survey forecasting 2026 trends provides detailed insights across banking and finance roles.

Wholesale banking: Heads of wholesale banking (EVP) earn between Dhs110,000 and 240,000 per month, averaging Dhs190,000. Senior relationship managers earn Dhs50,000–70,000, while relationship officers earn Dhs27,000–37,000.

Retail banking: Heads of consumer banking (EVP) earn Dhs110,000–180,000. Managers in product and sales roles receive Dhs 30,000–50,000, while officers and assistant managers earn Dhs22,000–33,000.

Institutional sales: Managing directors earn Dhs130,000–200,000 monthly, associates Dhs40,000–65,000, and client services officers Dhs30,000–40,000.

Investment banking: Managing directors take home Dhs100,000–180,000, analysts Dhs32,000–45,000, and associates Dhs45,000–65,000.

Private equity and venture capital: Managing Directors or CIOs earn Dhs95,000–170,000, vice presidents Dhs65,000–90,000, while venture capital analysts earn Dhs25,000–35,000.

Insurance, compliance, and risk: Managing directors earn Dhs80,000–155,000, compliance heads Dhs70,000–120,000, and analysts Dhs20,000–30,000. Chief risk officers command Dhs85,000–180,000.

Operations and finance in investments/funds: COOs earn Dhs75,000–150,000, middle-office staff Dhs30,000–40,000, CFOs Dhs85,000–200,000, and fund accountants Dhs20,000–40,000.

The survey’s methodology, combining candidate interviews with recruitment data, ensures that these forecasts reflect actual market conditions, making them a reliable guide for organisations planning compensation strategies in 2026.

Sales and marketing roles remain competitive

Top-level executives in sales and marketing are also positioned for strong pay increases.

Sales: CEOs are expected to earn Dhs100,000–160,000, with an average of Dhs120,000. Chief commercial officers (CCOs) and vice presidents will earn Dhs75,000–135,000. Regional sales directors earn Dhs55,000–85,000, regional sales managers Dhs35,000–60,000, and middle-management roles Dhs25,000–60,000. Entry-level and technical sales roles, including sales engineers and business development executives, earn Dhs10,000–30,000.

Marketing: CMOs earn Dhs80,000–130,000, averaging Dhs100,000. Heads of marketing and marketing directors earn Dhs55,000–100,000, while regional PR and communications directors receive Dhs40,000–80,000. Bid directors and regional heads of product earn Dhs 40,000–75,000, and managers in PR, communications, and analytics earn Dhs20,000–65,000. Marketing research professionals earn Dhs12,000–30,000, reflecting entry- to mid-level standards.

These salary trends reflect the UAE’s competitive positioning as a hub for top talent, with remuneration closely aligned to experience, responsibility, and sector-specific demand.

Sectoral outlook: Where salaries will rise most

Industries expected to deliver the strongest salary growth in 2026 include banking, real estate, oil and gas, industrial, and retail. Factors driving growth include major investment pipelines, evolving operating models, and increasing demand for specialist skills.

Vijay Gandhi emphasises the strategic nature of compensation planning. “Organisations are asking the right questions around talent retention and capability building, moving away from reactive approaches to strategies that create long-term business value.”

At the same time, the integration of AI and other technologies is reshaping operational roles and entry-level positions, requiring companies to invest in reskilling and workforce planning. These developments signal that the 2026 labour market will not only reward skill but also adaptability, innovation, and strategic alignment with organisational goals.

As 2026 approaches, the UAE job market is set to remain highly competitive, with average salary increases projected at 4.1 per cent, slightly behind Saudi Arabia’s 4.6 per cent rise.

Specialist roles in engineering, technology, logistics, finance, and accounting are expected to see the strongest demand, reflecting the ongoing digital transformation and sector diversification across the region. At the same time, AI adoption is poised to reshape 43 per cent of targeted roles, particularly in back-office and entry-level positions, making workforce planning and reskilling a strategic priority.

Industries such as banking, real estate, oil and gas, Industrial, and retail are anticipated to deliver the most robust salary growth, underpinned by major investments and evolving operating models. For professionals, this means that while high salaries continue to be a key motivator, career growth, work-life balance, and adaptability to new technologies are becoming equally important in deciding where to focus their talent. Sales and marketing functions, in particular, will continue to offer premium compensation for leadership and specialist roles, underscoring the UAE’s position as a hub for top regional and global talent.

Abu Dhabi city plans to deliver 8,000 new residential units by the end of 2025, with another 12,800 scheduled for 2026, research from real estate advisory Cavendish Maxwell showed on Thursday.

Around 2,700 apartments, townhouses and villas were handed over in the first nine months of the year amid continued demand from end-users and investors.

A further 12,400 units are slated for 2027 and 21,400 for 2028, although actual handovers may trail initial forecasts.

“Based on recent handover trends, we could see fewer-than-planned properties being delivered in the next couple of years. This staggered approach, which is historically typical for Abu Dhabi, allows the market to absorb new supply gradually and prevents sudden increases in available stock,” said Andrew Laver, associate director at Cavendish Maxwell Abu Dhabi.

Q3 sees a rise in Abu Dhabi residential sales

Sales activity strengthened in the third quarter, with more than 6,400 residential transactions recorded across apartments, villas and townhouses, led by off-plan deals.

Apartment sales reached 5,100 units, supported by investor appetite and demand from young professionals and smaller households.

Villa and townhouse sales increased 8.3 per cent from the previous quarter and 0.3 per cent year on year as limited supply steered buyers towards apartments.

The total value of homes sold in the period hit Dhs20.5bn, including Dhs16.3bn from off-plan deals.

Apartment prices rose nearly 15 per cent year on year in Q3, with Yas Island and Al Reem Island recording the sharpest gains. Average villa prices climbed just under 12 per cent over the same period, led by Yas Island and Saadiyat Island.

Rental prices also moved higher, with apartment rents up an average of 14.2 per cent and as much as 25 per cent on Yas Island. Villa rents increased 5.1 per cent on average.

“Abu Dhabi City’s residential real estate market performed strongly in Q3, on the back of strong demand from investors. Looking ahead, the market is expected to remain resilient, with strong economic fundamentals, ongoing diversification, steady population growth and the increasing appeal of newer master-planned communities continuing to support demand.

“We also expect to see both sales and rental prices to rise further in the near term, although the pace of growth will vary depending on location as new supply enters the market,” Laver said.

Abu Dhabi-based Multiply Media Group (MMG), a subsidiary of 2PointZero Group, has acquired 100 per cent of UK digital out-of-home operator London Lites, giving the company full ownership of one of the capital’s most prominent DOOH portfolios and fast-tracking its expansion in the market, it said on Wednesday.

The deal positions MMG’s Backlite UK as a premium digital outdoor network in London, adding scale in a sector where programmatic buying and data-driven ad delivery are becoming central to growth.

London Lites currently operates more than 65 digital sites across central London, including The Cube at Flannels Oxford Street, and brings with it an established management team and expansion pipeline.

Multiply Media Group expects the consolidation to improve its cost structure

MMG said the acquisition would allow it to integrate programmatic monetisation, boost digital yield, and achieve operational efficiencies by combining London Lites with existing UK assets such as the 11 ultra-premium sites developed by Wildstone.

The group expects the consolidation to improve cost structure by removing the need for a standalone operational set-up while providing access to local sales capability and infrastructure.

“London Lites has built one of the most recognisable premium DOOH portfolios in the UK,” said Jawad Hassan, head of Media and Communications at 2PointZero Group. “Bringing it fully into our portfolio allows us to accelerate market expansion, unlock programmatic potential and strengthen our position in a market that is rapidly evolving.”

MMG Group CEO James Bicknell said the move strengthens Backlite UK’s ability to offer brands “greater value, scale and service” in one of the world’s most competitive media markets.

London Lites founder Sam Dayeh said joining the group gives the business a “strong and respected platform for future growth” and credited the team’s work in shaping the network.

The transaction deepens MMG’s footprint in the UK and supports its plan to build a global DOOH portfolio backed by technology and creative delivery.

Read: Abu Dhabi’s Multiply Group acquires majority stake in Italy’s ISEM Packaging

Emaar Properties is making headlines with its ambitious ‘Dubai Square’ project, a mall that will accommodate electric vehicles and introduce next-level retail and entertainment experiences.

Still under construction, Dubai Square will be located in Dubai Creek Harbour and is expected to open in three years. The mega-mall will span an area three times the size of Downtown Dubai and cost Dhs180bn, according to Mohamed Ali Alabbar, founder of Emaar, in a post on his official X account.

This landmark development underscores Dubai’s strategy to cement its position as a global hub for shopping and leisure. The detailed design of Dubai Square was completed in February 2024, marking a key milestone toward making it the second-largest shopping and entertainment destination in Dubai Creek Harbour.

Read more-Mall in the ‘Forest’: More on Dubai’s newest shopping destination

Innovative design meets advanced technology

Dubai Square is designed to integrate advanced technologies, contemporary architecture, and forward-thinking concepts in retail, dining, and entertainment. It will be linked directly to the Dubai Creek Tower, giving the mall a distinctive position in the heart of Dubai Creek Harbour. The project will leverage cutting-edge AI systems to analyse and predict visitor behavior as well as retailer needs, a move Alabbar describes as essential for future-proofing the shopping experience.

“Despite the fact that AI is a new science in design, Emaar is implementing and deploying the most advanced AI systems to analyse and predict the needs of retailers and visitors in the future,” he said.

Emaar’s extensive experience, managing over 1,500 retailers and catering to more than 100 million visitors annually, positions the company to deliver a mall that balances innovation with proven operational expertise. Alabbar noted that feedback from retailers remains an integral part of the development process, ensuring Dubai Square meets market demands while maintaining a world-class visitor experience.

Dubai Creek Harbour: A smart, integrated urban hub

Dubai Square is part of the ultra-modern Dubai Creek Harbour, a mixed-use development spanning 7.4 million square metres of residential space and 500,000 square meters of gardens and open areas. Its pedestrian-friendly streets will connect retail, entertainment, and leisure destinations seamlessly, creating an integrated urban environment.

The development includes a variety of residential offerings, apartments, duplex units, and penthouses, that reflect Dubai Creek’s contemporary architectural style. Dubai Creek Harbour also encompasses the Ras Al Khor Wildlife Sanctuary, a renowned biodiversity site in the UAE, adding an element of environmental stewardship to the project.

Beyond its technological and architectural innovations, Dubai Square will serve as a platform for employee skill development, particularly for young Emirati nationals, highlighting Emaar’s commitment to national workforce growth and sustainable economic development.

By combining futuristic AI systems, sustainable design, and luxury urban living, Dubai Square aims to redefine the shopping mall experience and reinforce Dubai’s position as a global retail and leisure destination.

Acronis has released its 2025 Women in Tech Report, revealing sharp differences in how men and women perceive opportunity, advancement and bias in the technology sector, with more than eight in ten women saying representation at the top could reshape culture.

The report, FOMO at Work: The Opportunity Gap Between Men and Women in Tech, surveyed more than 650 IT professionals globally and found women still feel a significantly narrower path to leadership compared with men, despite broader industry conversations around inclusion and workplace equality.

Only 60 per cent of women say men and women have equal access to career development, against 75 per cent of men.

Sixty-three per cent of women cited work-life balance as a major career barrier, compared with 49 per cent of men. Some 67 per cent of women believe they must work longer hours to advance in their careers, while 56 per cent of men shared that view.

The perception gap extends into leadership and entry-level cybersecurity roles.

Bias and stereotypes were named as the main barrier to women entering cybersecurity by 41 per cent of women and 33 per cent of men. For leadership paths, 41 per cent of women and 36 per cent of men identified bias as the key obstacle.

Leadership development tailored specifically to women is a priority for 70 per cent of female respondents, versus 56 per cent of male respondents. Fifty-two per cent of women reported being very concerned about missing career opportunities due to family responsibilities, compared with 42 per cent of men.

Acronis study focuses on how men and women experience working in the tech industry

“Our new survey findings shine a spotlight on just how differently men and women experience working in the tech industry,” said Alona Geckler, SVP Business Operations and chief of staff at Acronis. “Closing the gender gap requires more than good intentions. Organisations must recognise these disparities and design programs that expand leadership opportunities, confront bias head-on, and create environments where work-life balance doesn’t present any barriers that may potentially derail women’s careers.”

The report suggests that while progress has been made, workplace culture remains uneven. Women place a higher value on targeted leadership initiatives and advocacy programmes, while men are less likely to view systemic barriers as significant. Acronis says these differences identify where employers are falling short and where policy changes or organisational reform could move the dial.

“This report highlights the critical need for companies to listen more closely to women’s experiences in technology career paths,” said Melyssa Banda, SVP, Edge Storage and Services at Seagate Technology. “For companies across the tech sector, highlighting women role models, addressing bias directly, and fostering inclusive cultures can benefit the entire industry. The opportunity now is to turn these insights into action that can drive innovation and create a workplace where everyone can thrive.”

Women currently make up 29 per cent of the global technology workforce, a figure reflected in the sample size.