Schools, universities and government and private early childhood centres across the UAE will observe an official holiday in celebration of Hijri New Year 1448, according to an announcement shared by the Knowledge and Human Development Authority (KHDA).

“In celebration of the Hijri New Year 1448, and in line with the official announcement by the Federal Authority for Government Human Resources, Monday, June 15, will be an official holiday across schools, universities, and government and private early childhood centres. Normal operations will resume on Tuesday, June 16. Happy Hijri New Year. We wish all students, educational staff, and families a joyful and blessed holiday,” a post on KHDA’s official Instagram account said.

The announcement aligns with the UAE’s structured public holiday framework, which is governed by federal legislation and applies across both government and private sector entities.

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Holiday falls under UAE public holiday regulations

Under UAE Cabinet Resolution No. (27) of 2024 concerning public holidays, the Hijri New Year, observed on Muharram 1, is designated as an official one-day public holiday.

Read more-UAE declares June 15 public holiday for Hijri New Year

In 2026, the Hijri New Year, marking the beginning of the Islamic year 1448, is expected to fall on June 16, subject to official moon-sighting confirmation by the relevant UAE authorities.

The occasion marks the formal start of a new Hijri calendar year and is recognised as a statutory non-working day for employees in both the public and private sectors under the applicable federal regulations.

What’s next on the UAE’s 2026 public holiday calendar

Following the Hijri New Year holiday, the UAE’s remaining official public holidays will take place later in the year. These include the Prophet Muhammad’s Birthday (Rabi’ Al Awwal 12), which will be observed as a one-day holiday subject to lunar calendar confirmation.

The calendar will conclude with the UAE National Day holidays on December 2 and 3, officially designated as a two-day national holiday period under federal law.

Together, these observances complete the UAE’s 2026 public holiday calendar, providing employers, employees and educational institutions with greater certainty for operational and scheduling plans throughout the year.

Companies across the GCC are still hiring top executives despite regional uncertainty, but the rules of the game are changing.

While recent market data showed GCC hiring grew slightly during the first quarter of 2026 despite conflict-related disruption in March, companies are becoming far more selective about who they bring into leadership positions.

According to Alister Wellesley, CEO of EA MENA, the Gulf arm of Executive Access, a leadership advisory and executive search firm established in 1995, executive hiring has become more disciplined rather than defensive.

“Executive hiring across the GCC has not stopped, but it has become more selective,” Wellesley tells Gulf Business.

“The mood is caution with discipline. Companies are still hiring for business-critical leadership roles, particularly where roles are tied to growth, transformation, technology, infrastructure, healthcare, nationalisation, or government-backed strategic programmes.”

According to Wellesley, there are currently seven trends shaping executive hiring across the region.

1. Companies are still hiring — but only for critical roles

Despite regional tensions, the executive recruitment market has not frozen.

According to Wellesley, companies continue to move forward with senior appointments linked to revenue generation, transformation, operational resilience and strategic execution.

However, businesses are becoming more cautious when it comes to non-essential positions.

“Companies are pausing some non-essential hires, but senior roles linked to revenue, transformation, operational resilience and strategic execution are still moving forward,” he says.

For many boards, the focus has shifted from expansion-led hiring to strategic hiring.

2. Leaders who can operate through ambiguity are in demand

One of the clearest shifts in the market is the growing demand for executives who can navigate uncertainty.

“There is a clear shift toward leaders who can operate through ambiguity,” says Wellesley.

As businesses contend with geopolitical tensions, economic uncertainty and rapidly changing market conditions, companies are increasingly seeking leaders who can make decisions without perfect information and maintain momentum during periods of disruption.

3. Resilience is becoming a defining leadership trait

Technical expertise remains important, but it is no longer the only factor boards are evaluating.

According to Wellesley, organisations are placing greater emphasis on resilience and the ability to lead through difficult circumstances.

“Clients are placing more weight on resilience, crisis management, stakeholder management, geopolitical awareness, transformation capability and calm execution under pressure,” he says.

The ability to reassure teams, manage stakeholders and maintain confidence has become increasingly valuable.

4. Boards are scrutinising every appointment more carefully

The executive search process itself is changing.

“The key change is that boards are scrutinising every leadership appointment more carefully,” says Wellesley.

Companies are taking longer to assess candidates, placing greater emphasis on leadership capability and ensuring senior hires can deliver measurable business impact.

The result is a more selective market where quality matters more than speed.

5. Global executives still see the GCC as an attractive destination

Despite heightened regional tensions, international interest in the GCC remains strong.

According to Wellesley, global talent continues to be attracted to cities such as Dubai, Abu Dhabi, Riyadh and Doha because of the region’s growth opportunities, tax advantages and quality of life.

However, candidates are becoming more discerning.

“They want clarity on family security, schooling, travel disruption, contractual protection, healthcare, relocation support and long-term stability,” he says.

“The GCC remains attractive because of growth, tax efficiency, lifestyle and opportunity, but relocation decisions are becoming more considered.”

6. Businesses are backing existing leaders — for now

Periods of uncertainty often encourage organisations to prioritise continuity.

“In uncertainty, most businesses initially become conservative and retain existing leadership,” says Wellesley.

However, he notes that crises can also act as a stress test for management teams.

“If a crisis exposes weak leadership, poor execution, or lack of resilience, boards can move quickly.”

“The first instinct is continuity, but the second phase can create leadership change where confidence has been lost.”

7. Some sectors are proving more resilient than others

According to Wellesley, executive hiring activity remains strongest in fintech, technology, AI, cybersecurity, healthcare, logistics, infrastructure, energy, defence and security, sovereign investment platforms and government-linked transformation programmes.

These sectors continue to benefit from long-term investment priorities and strategic economic initiatives across the GCC.

By contrast, hospitality, aviation, tourism, luxury retail and parts of the consumer-facing real estate market are seeing a more cautious approach.

Wellesley says some discretionary or non-urgent mandates are being delayed, particularly in sectors where performance is closely tied to travel flows, consumer sentiment or discretionary spending.

Outlook remains positive

Despite the more selective environment, Wellesley remains optimistic about the region’s long-term prospects.

“The GCC still has powerful long-term drivers: sovereign investment, Vision 2030, AI, infrastructure, energy transition, logistics, healthcare and national transformation, so I don’t see a structural slowdown,” he says.

“The opportunity will be for companies that hire selectively and decisively and for leaders who can combine growth ambition with resilience and risk awareness.”

That view broadly aligns with wider economic forecasts.

While the Institute of Chartered Accountants in England and Wales (ICAEW) recently forecast a 0.2 per cent contraction in GCC GDP during 2026 amid geopolitical tensions, it expects the region to rebound strongly in 2027, with growth projected at 8.5 per cent, supported by sovereign investment, strategic development programmes and continued investment in key sectors.

Read more: GCC economies to shrink in 2026 before 8.5% rebound — ICAEW

For GCC businesses and executives in search of the next opportunity, it’s clear that while hiring has not stopped, the qualities sought in leaders is evolving.

GF has established a company in Saudi Arabia and opened a new commercial office in Riyadh as part of its strategy to expand support for the Kingdom’s growing water infrastructure and industrial development requirements.

The move strengthens GF’s presence in one of the region’s fastest-growing markets and aligns with Saudi Arabia’s ongoing economic transformation, which is driving significant investment across infrastructure, water security, industrial and building sectors.

The company said the new Riyadh office will enable it to provide closer commercial and technical support to customers and partners while addressing the Kingdom’s increasing demand for advanced flow solutions.

“Saudi Arabia is not a new market for us, but this important step reflects our confidence in Saudi Arabia’s transformation and will further support our ability to help solve the Kingdom’s water challenges,” said César Sayegh, general manager of GF Middle East, North Africa & Turkey (GF MENAT).

Saudi Arabia’s development agenda is creating demand for large-scale water infrastructure projects spanning desalination, water distribution networks, building services, industrial water systems and wastewater treatment.

GF said its new operation in Riyadh is supported by a local team of more than 10 specialists, providing expertise across technical, commercial and project delivery functions.

The Saudi operation will also leverage the company’s global manufacturing network, which spans more than 40 countries, alongside its established distribution partner network within the Kingdom.

“This step brings our global expertise closer to Saudi Arabia through a strong commercial and technical presence. As our business grows alongside the country’s ambitions, GF is committed to progressively increasing local investments and building rewarding career opportunities for Saudi talent and partners,” added Sayegh.

Deliveroo UAE has launched an in-app restaurant reservation service in Dubai, allowing users to browse real-time table availability and book restaurants directly through its platform, as the company expands beyond food delivery into dine-in services.

The new feature, Deliveroo Reservations, is powered by SevenRooms and gives customers access to a curated selection of restaurants across Dubai, including some of the city’s most sought-after dining destinations.

The launch marks Deliveroo’s latest move to broaden its offering and support restaurant partners beyond delivery by helping them increase in-store sales and attract new customers.

The rollout follows DoorDash’s acquisition of Deliveroo and SevenRooms in 2025 and represents the first major product integration since the companies came together.

The integration connects Deliveroo’s consumer platform with SevenRooms’ reservation technology, enabling restaurants to manage availability, bookings and cancellations through a single system that updates in real time without manual input.

SevenRooms provides customer relationship management, guest experience and marketing tools designed to help restaurants grow in-store sales and strengthen customer relationships.

Deliveroo Reservations to help connect with new audiences

Nick Price, general manager at Deliveroo Middle East, said: “The launch of Deliveroo Reservations aligns with our broader ambition to support the long-term sustainability and growth of the hospitality sector in the UAE, with Dubai leading as the first city to introduce the service. By expanding beyond delivery and into the dine-out space, we are creating new opportunities for our restaurant partners to drive in-store sales, optimise table occupancy, and connect with new audiences. This integrated approach allows restaurants to engage customers across both dine-in and delivery occasions, ultimately strengthening their visibility, resilience, and long-term success within an increasingly competitive market.”

Joel Montaniel, VP, head of SevenRooms and co-founder, said: “Restaurants thrive on the relationships they build with their guests. Bringing reservations into the Deliveroo app gives Dubai restaurants a new way to connect with diners and grow, while making it easy for consumers to discover and book great restaurants.”

The company said the reservations service builds on its expansion across food, grocery and retail categories and reflects growing consumer demand for integrated experiences that combine restaurant discovery, convenience and dining options within a single platform.

The service has initially launched in Dubai, with plans to expand across the UAE.

Deliveroo was founded in 2013 by William Shu and Greg Orlowski and joined forces with DoorDash in 2025. Together, the companies operate in more than 40 countries.

SevenRooms, founded in 2011, provides reservation, marketing and operational technology to restaurants and hospitality venues and serves more than 13,000 dining, hotel, nightlife and entertainment venues globally.

Emirates has promoted two Emirati pilots to captain rank, marking the first time Emirati women have achieved the milestone at the airline.

Hanan Mohammed Jawad and Bakhita Al Mheiri, both graduates of the Emirates Group’s National Cadet Pilot Programme, have officially received their fourth stripes and now serve as captains operating the airline’s Boeing 777 fleet.

The promotions represent a significant milestone for the airline’s Emiratisation and talent development efforts, while highlighting the growing role of women in the UAE’s aviation sector.

Hanan Mohammed Jawad joined Emirates in 2008 through the cadet pilot programme and progressed through the ranks with the support of the airline’s training and fleet management teams.

Bakhita Al Mheiri began her Emirates career in 2011 as a cadet pilot and has since built a successful career within the airline’s flight operations division.

Hanan has accumulated more than 9,253 flying hours throughout her aviation career.

Speaking about her promotion, Hanan said: “When I was 14, I saw the UAE’s first female pilot on TV and was struck by her confidence and presence. From that point on, all I wanted was to become a pilot.”

She added: “Receiving my fourth stripe is a proud milestone, but I don’t see it as the destination. This is just the beginning, I don’t believe the sky is the limit. The path to command is built over time, and my years as a First Officer prepared me for this moment.”

Reflecting on her personal development, Hanan said: “You change as you grow, and that’s a strength. When I was younger, I loved drawing and reading. Today, I challenge myself in new ways. I’ve recently started skiing and I’m still a beginner, I enjoy being in that learning space. Balance matters to me now. I’ve moved from intense gym training to practices that build focus and calm yoga – aerial yoga, Pilates, and reformer. They support the clarity, discipline, and presence my role demands.”

Bakhita Al Mheiri highlighted the role mentorship played in her progression to captain.

She said: “My journey at Emirates has been deeply influenced by the mentorship and guidance I received from exceptional training captains and leaders throughout my flying and command journey. Their experience, professionalism, and willingness to share knowledge and experience not only strengthened my technical and leadership skills but also shaped me personally by teaching me the value of responsibility, discipline, and continuous learning. One of the most meaningful lessons I gained throughout this journey was the importance of passing knowledge and experience forward. With the opportunity and responsibility I have been given as a captain, I hope to carry forward the same values and mentorship that were invested in me, and to support and guide the younger generations beginning their own flying journey, so they too can continue contributing to the future and success of the UAE.”

Capt Hassan Alhammadi, divisional senior vice president Flight Operations at Emirates, said: “We are immensely proud of Hanan and Bakhita for becoming Emirates’ first Emirati female captains, a well-deserved achievement that reflects years of dedication, professionalism, and hard work, and underscores the airline’s ability to nurture Emirati talent from entry level through to the highest leadership roles.”

The promotions come as Emirates continues to invest in developing Emirati talent through its National Cadet Pilot Programme, which has produced numerous pilots for the airline and supports its long-term workforce development strategy.