Tissoli, a real estate and investment collective redefining luxury living, has signed an agreement with Italian design house Pininfarina to deliver Palazzo Tissoli, a landmark Dhs1.2bn residential development on Al Marjan Island in Ras Al Khaimah. The collaboration marks Pininfarina’s first architectural project in the emirate.

The partnership was formalised at a signing ceremony at Fairmont The Palm, attended by Khaled Assaf, commercial director of Marjan; Pooja Rathore, COO of Tissoli; Fabio Calorio, senior vice president of Pininfarina; and Umar Bin Farooq, founder and CEO of One Broker Group (OBG).

Set along Al Marjan Island’s prime waterfront, Palazzo Tissoli blends Italian design heritage with contemporary luxury, offering fully furnished residences with panoramic Arabian Gulf views. The development is also strategically located near the island’s upcoming gaming and leisure destinations.

Arch. Abdulla Al Abdouli, CEO of Marjan, said: “We are thrilled to welcome Palazzo Tissoli to Al Marjan Island. This landmark project reflects the high calibre of collaborations that continue to power Ras Al Khaimah’s transformation into a world-class investment and lifestyle destination. Palazzo Tissoli will not only introduce a new dimension of design excellence but also further enhance Al Marjan Island’s stature as a premium destination for luxury living, global tourism and international investment.”

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Palazzo Tissoli serves as Tissoli’s flagship project. Reflecting on the milestone, Pooja Rathore, COO of Tissoli, said: “Palazzo Tissoli is the embodiment of our vision to create places that inspire, elevate, and redefine modern living. We are extremely proud to partner with a globally renowned design house like Pininfarina to bring this vision to life through our flagship project. Palazzo Tissoli will be an architectural marvel that blends art with life, design with function, and tradition with modernity. With its striking architecture, resort-style amenities, and a philosophy rooted in community, Palazzo Tissoli sets a new benchmark for branded living on Al Marjan Island.”

Drawing inspiration from Ras Al Khaimah’s Hajar Mountains, Palazzo Tissoli reflects Pininfarina’s 95-year legacy of design excellence. With a portfolio of more than 1,950 projects worldwide, the design house brings its philosophy of merging beauty with performance, balancing art with industry, and tradition with innovation.

Fabio Calorio, senior vice president of Pininfarina, added: “We are delighted to partner with Tissoli on this landmark project. For more than 95 years, Pininfarina has pursued the perfect balance of beauty and performance across architecture, automobile design, and cultural icons. Palazzo Tissoli is a unique opportunity for us to bring this heritage to the emerging emirate of Ras Al Khaimah. With this project we will be translating our Italian DNA into a project that reflects both the natural beauty and the dynamic lifestyle that is evolving in Al Marjan Island. Every detail has been crafted to offer residents a home that is not only functional but also an authentic expression of Italian design excellence.”

Kent, a global firm in integrated energy services, has been appointed by ACWA Power as Owner’s Engineer for the Yanbu Green Hydrogen Hub—one of the world’s largest planned green hydrogen and ammonia export facilities. The project is a flagship component of Saudi Arabia’s clean energy transition strategy and aligns closely with Vision 2030.

Located in the Red Sea port city of Yanbu, the hub will integrate the entire green hydrogen value chain, including renewable power generation, desalination plants, ammonia production, and an export terminal. Once fully operational, it is expected to produce up to 400,000 tonnes of renewable hydrogen annually, converted into more than 2.2 million tonnes of green ammonia for global markets. With over 4 gigawatts of electrolysis capacity, the facility will be nearly double the size of the NEOM Green Hydrogen Project.

As Owner’s Engineer, Kent will serve as ACWA Power’s technical representative throughout the front-end engineering design (FEED) phase, being delivered through a joint venture between Técnicas Reunidas and Sinopec. Kent’s remit includes ensuring compliance with international standards, reviewing safety and constructability, managing integration across project workstreams, and advising on design optimisation and risk. The team will also support ACWA Power in preparing for the transition into the engineering, procurement, and construction (EPC) phase.

Read: Mitsubishi Power, ANRPC complete MENA’s first hydrogen boiler retrofit

John Gilley, CEO of Kent, said: “We are proud to be supporting ACWA Power on a project of such global significance. Our role as Owner’s Engineer allows us to bring together deep technical expertise and a long history of managing complex energy projects, helping to lay the foundations for safe, scalable and sustainable hydrogen infrastructure.”

Marco Arcelli, CEO of ACWA Power, added: “The Yanbu Green Hydrogen Hub is a monumental step forward in realising Saudi Arabia’s green hydrogen ambitions and solidifies ACWA Power’s position as a first mover and global leader in this critical sector. This project highlights our commitment to innovation, scale, and delivering a sustainable and secure energy future. Our partnership with Kent will ensure the project benefits from world-class technical oversight as we progress towards final investment decision and construction.”

Kent’s role in Yanbu further expands its energy transition portfolio in the Middle East, underscoring its long-term commitment to advancing decarbonised energy infrastructure worldwide.

ABK Capital DIFC, the newly established subsidiary of ABK Capital in the Dubai International Financial Centre (DIFC), has announced the launch of several “preferred business partnerships” with leading international firms, including LGT Bank (Switzerland) Ltd. This development builds on ABK Capital’s series of strategic alliances with top global partners such as Blackstone and BlackRock and marks a significant milestone in its mission to enhance client offerings with access to world-class financial institutions, innovative investment solutions, and Swiss private banking expertise.

Partnership with LGT Bank (Switzerland) Ltd.

LGT Bank (Switzerland) Ltd. is part of LGT Group, an international private banking and asset management leader fully owned by the Liechtenstein Princely Family for over 90 years. With more than CHF350bn in assets under management and operations in 30+ global locations, LGT will provide ABK Capital DIFC clients with access to its custody services, global infrastructure, and best-in-class product platforms. Through the agreement, ABK Capital DIFC will manage client investment accounts custodised with participating banks, broadening the range of global opportunities available to investors.

Dr. Abdulaziz Jawad, chairman of ABK Capital–Kuwait, emphasised: “The establishment of ABK Capital DIFC is a cornerstone of our regional expansion strategy. It positions us in a premier international financial center, enabling us to serve a broader client base across new jurisdictions and booking centers. Through this platform, we provide our clients with a suite of innovative investment solutions that are tailored to meet their evolving needs.”

He further explained: “This partnership will serve our customers qualitatively and quantitively as it further enhances the quality of our product and services suite, and widens the horizons of customer needs that ABK Capital DIFC will be able to satisfy. We remain focused on building ABK Capital into a leading regional investment house by continuously expanding our reach and developing client-centric solutions that reflect the highest standards of professionalism and performance. ABK Group’s partnership with entities like LGT Bank (Switzerland) Ltd, Blackstone, and BlackRock is a testament to this vision.”

Sherif ElRafie, CEO of ABK Capital, added: “The cooperation with our partners, including LGT Bank (Switzerland) Ltd through our subsidiary aligns directly with our commitment to deliver top-tier investment services and global reach to our clients.”

He concluded: “Through these partnerships, our subsidiary, ABK Capital DIFC will provide an enhanced level of investment management and advisory capabilities, leveraging our partners’ strong global footprint. It is a key step in our strategy to expand our value proposition by offering clients access to leading international managers and differentiated investment solutions.”

Strengthening regional growth strategy

The establishment of ABK Capital DIFC underlines the firm’s broader growth objectives centered on innovation, global partnerships, and expanding investment management capabilities in the region. By investing in talent, platforms, and strategic alliances, ABK Capital aims to deliver differentiated, high-quality investment solutions and elevate the client experience.

This initiative also reflects the group’s vision to build an integrated solutions platform that caters to a wide range of investor needs and risk profiles, ensuring clients benefit from the expertise and offerings of best-in-class partners around the world.

Aldar Estates, the region’s largest integrated real estate services company, has formed a new joint venture, CoreLynx, with EHC Investment through its energy arm, Emirates International Gas (EIG), the company said.

The partnership aims to improve the delivery of utility services across Aldar Estates’ managed communities and clients, focusing on efficiency, safety, and sustainability.

CoreLynx will provide a unified suite of solutions, including gas distribution, operations and maintenance, and advanced fire safety systems.

The services will cover newly handed-over communities as well as existing ones, the company said.

Natural evolution of its commitment, says Aldar Estates

Khaled Al Rajhi, CEO of Aldar Estates, said the venture was “a natural evolution of our commitment to providing exceptional value and integrated solutions to our clients,” adding that the partnership would create “a more robust, unified and innovative platform for delivering essential utilities services.”

Ali Al Gebely, MD of EHC, said the venture aimed to “create smarter, safer, and more sustainable communities while ensuring that every client and resident experiences the highest standards of service and reliability.”

UAE businesses are heading into the final quarter of 2025 with strong hiring intent, according to the latest edition of the ManpowerGroup Employment Outlook Survey. The quarterly survey, which is widely used as a global bellwether of labor market trends, captures the employment expectations of 525 UAE-based employers across sectors.

The headline figure: a Net Employment Outlook of 45 per cent, a clear indication that many organisations in the UAE are planning to increase headcount, even in a climate shaped by economic uncertainty, technological transformation, and evolving workforce needs.

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This figure represents a three per cent dip compared to the previous quarter, but it remains significantly positive, underscoring resilient business confidence. As companies in the UAE adapt to shifting market dynamics, digital innovation, and talent demands, they are prioritising recruitment for both immediate operational needs and long-term capability building.

The Q4 2025 outlook reflects an employment market that is growing, but with discipline. Employers are expanding strategically, investing in new roles, and responding to skill shifts, all while balancing automation, restructuring pressures, and regional economic conditions.

Company expansion remains the top driver of job growth

Of the employers planning to hire in the fourth quarter of 2025, 46 per cent say that their company is expanding in size, which remains the top reason for job creation, consistent with the previous quarter.

Beyond overall business growth, other reasons for staffing increases include:

• 34 per cent are adding staff due to new ventures and business initiatives.
• 32 per cent are hiring to acquire new or updated skills, in order to remain competitive in a changing market.
• 29 per cent report that diversity and inclusion efforts are driving the creation of new roles.
• 27 per cent are responding to evolving service needs and customer demands.
• 24 per cent cite specific projects, and another 24 per cent point to technological advancements as reasons for adding talent.
• 12 per cent are backfilling roles that were opened before the last quarter.
• 11 per cent are replacing staff who left during the last quarter.

No respondents cited “other reasons,” suggesting that hiring remains tied to concrete, strategic business developments.

Skill redundancies and automation drive headcount reductions

While a majority of employers are planning to hire, some are also preparing for reductions in staffing. Among these companies, the most significant challenges are linked to changing skill requirements and automation:

• 30 per cent of employers say changing skill needs have made certain roles redundant.
• 29 per cent attribute reductions to automation and process improvements that are consolidating responsibilities.
• 27 per cent cite restructuring or downsising initiatives.
• 25 per cent are adjusting headcount to match current market demand.
• 21 per cent say that project-based roles have come to an end.
• 18 per cent note that market shifts are reducing demand for their services or products.
• 18 per cent also mention broader economic challenges impacting workforce needs.
• 14 per cent report voluntary departures where backfilling is not planned.
• 5 per cent cite other reasons.

This data reflects a clear shift towards leaner, more adaptive organisational models, where businesses are re-evaluating roles based on technological relevance and cost efficiency.

Stability as a strategic choice

For many employers, maintaining current staffing levels is a deliberate and strategic decision. Among those not planning any change to headcount in Q4 2025:

• 44 per cent say their current workforce is sufficient to meet operational goals.
• 29 per cent have made their operations more efficient, removing the need for further changes.
• 28 per cent are focused on retaining existing staff, signaling a shift toward employee development and engagement.
• 25 per cent do not expect major changes in the industry that would require staffing changes.
• 23 per cent say their current teams already meet legal and policy obligations.
• 22 per cent are taking a wait-and-see approach, watching how the economy develops before adjusting hiring plans.
• 18 per cent cite financial limitations that restrict expansion.
• 16 per cent are delaying new hires or lack active projects that would drive hiring.

No respondents selected “Other,” reinforcing that headcount decisions are being made based on clear internal strategy and external market visibility.

Sector-level outlook: Consumer, real estate and logistics lead hiring intent

The employment outlook varies across sectors, with the most aggressive hiring plans concentrated in consumer-facing and capital-intensive industries:

• Consumer goods and services and financials and real estate lead with a 65 per cent outlook.
• Transport, logistics and automotive follows with 61 per cent.
• Information technology stands at 57 per cent, showing strong ongoing demand for tech talent.
• Energy and utilities registers a 56 per cent hiring outlook.
• Communications services posts 53 per cent.
• Industrials and materials show 49 per cent, while the “Other” category (including government, NGOs, education, agriculture, and others) is at 48 per cent.
• Healthcare and life sciences has the lowest outlook at 47 per cent.

This distribution suggests that hiring strength is tied to consumer demand, infrastructure investment, and digital acceleration, while more traditional or regulated sectors are hiring at a more moderate pace.

Top hiring challenges: Volume, skills, and AI tools

Even as hiring continues, employers face significant talent acquisition challenges, particularly in recruitment speed and candidate quality. According to the survey:

• 42 per cent report difficulties in managing high volumes of applications.
• 40 per cent struggle to attract qualified candidates.
• 32 per cent say filling complex technical roles is a key issue.
• 30 per cent are focused on improving candidate experience, especially in communication and feedback.
• 29 per cent highlight challenges caused by candidate usage of AI tools during applications.
• 27 per cent are themselves learning to use new AI recruiting technologies.
• 26 per cent want to reduce time-to-hire to avoid losing candidates to competitors.
• 21 per cent cite limited resources as a barrier to effective hiring.
• Only 4 per cent say they are facing no hiring challenges at all.

Nonetheless, employer sentiment about their recruitment systems remains largely positive:

• 33 per cent rate their hiring process as excellent,
• 47 per cent as good,
• 17 per cent as fair,
• 2 per cent as poor,
• and 1 per cent as very poor.

That means a full 80 per cent believe their systems are effective in selecting the right people for the right roles.

Retention strategies: Recognition and work-life balance matter most

As employers in the UAE focus on retaining top talent, they are prioritising employee-centric initiatives. The most effective strategies identified include:

• 42 per cent rank employee recognition as their top retention tool.
• 39 per cent focus on work-life balance and managing workload.
• 33 per cent highlight leadership behavior.
• 32 per cent offer work schedule flexibility.
• 29 per cent mention flexible work location and technology tools.
• 26 per cent point to training and upskilling opportunities.
• 24 per cent believe stimulating, meaningful work tasks play a key role.
• Only 2 per cent state that none of these strategies are relevant.

Industry-specific insights reveal that work-life balance and workload are especially valued in:

• Transport, logistics and automotive: 53 per cent
• Financials and real estate: 52 per cent

This demonstrates a growing emphasis on employee wellbeing as a strategic imperative in talent retention.

GCC employment trends: Mixed but positive regional picture

GCC employment trends: Q2 2025 overview

Zooming out to the broader region, the GCC job market grew by one per cent in Q2 2025, driven by project delivery, strategic execution, and varying economic conditions across member states.

Where government initiatives and infrastructure projects progressed, hiring strengthened. In contrast, regions facing policy delays or reform rollouts experienced slower recruitment.

Hiring was largely focused on operations, delivery, and revenue-generating roles, especially in real estate, infrastructure, and technology. The report highlights a shift from ambition to execution, with hiring now closely tied to tangible business outcomes.

Economic pressures and sectoral demand

Q2 2025 brought new economic headwinds. Delayed interest rate cuts in the US and Europe, Red Sea disruptions, and tighter financial conditions led many businesses to adopt a cautious investment approach.

Shipping delays caused by Red Sea tensions increased freight costs and caused operational bottlenecks in manufacturing, retail, and logistics. While oil exports remained stable, resource reallocation and timeline adjustments became necessary across sectors.

Nevertheless, regional governments maintained investment commitments, which helped to stabilise labour markets.

Finance, banking, and compliance roles in demand

Within the GCC, specific roles saw sharp growth:

• Senior finance positions grew eight per cent, driven by capital expansion, joint ventures, and regulatory pressure.
• Hiring in internal audit, ICFR, and compliance surged, particularly in Saudi Arabia and the UAE.
• Broader finance roles rose by four per cent, with demand for FP&A specialists and treasury professionals.
• In banking (up three per cent), growth in M&A, AI integration, and governance-tech hybrid roles fueled demand.

By contrast, strategy hiring remained flat, as companies deprioritised senior roles, favouring interim consultants and specialist expertise to maintain agility.

Despite global and regional headwinds, the UAE’s employment landscape remains resilient, with 45 per cent of employers planning to hire in Q4 2025.

While some sectors face structural shifts, others, especially consumer, logistics, finance, and IT, are powering ahead.

From company expansion to AI-driven recruitment and retention based on flexibility and recognition, the UAE job market continues to evolve, strategically, cautiously, and ambitiously.