Nearly all UAE employees are ready to change jobs in 2026, and pay is only part of the story

As salaries stagnate and living costs rise, job mobility is becoming the primary strategy for UAE professionals to protect their earning power.

Almost every employee in the UAE is open to changing jobs in 2026, according to new research that signals a fundamental shift in how professionals are navigating pay, career growth and workplace expectations in the Gulf.

A striking 98 per cent of UAE employees said they are open to new roles next year in pursuit of better pay, career progression and more engaging work, according to the GCC Salary Guide released by Fletcher Piccolo Associates. The finding comes at a time when wage growth has failed to keep pace with rising costs, pushing job mobility to the centre of workforce strategy.

“The fact that 98 per cent of professionals are open to moving roles suggests many are already responding to inflation by seeking better-paying opportunities,” said Tony Piccolo, co-founder of Fletcher Piccolo Associates.

“Changing employers has become the primary way for people to protect their earning power, particularly where salaries have remained static and living costs continue to rise.”

Pay freezes, bonuses disappear

The readiness to move is grounded in hard numbers. In 2025, 82% of employers did not increase salaries, while 51 per cent of professionals did not receive a bonus, the study found. In the UAE alone, 35% of professionals said they are actively seeking salary improvements in 2026.

Despite continued hiring activity across sectors, salary growth expectations remain muted. Most roles across the Gulf are forecast to see pay increases of up to 5 per cent next year, well below what many employees now expect.

“The market has shifted firmly into a delivery phase with more complex, high-profile projects,” Piccolo said. “That combination has made employees far more open to exploring new opportunities.”

UAE experience becomes a hiring gatekeeper

Population growth and major project pipelines continue to drive job creation in the UAE, particularly in construction and real estate. But employers are becoming increasingly selective.

Around 40 per cent of UAE employers say they will not hire candidates without local experience, citing tight delivery timelines and low tolerance for execution risk.

“Businesses need people who have a proven track record of delivering projects in the UAE, where margins for error are very small,” Piccolo said. “Employers want candidates who can hit the ground running.”

Demand remains strongest for project management, design and commercial professionals, while flexibility is emerging as a key retention lever. More than a third of employers plan to expand flexible working options in 2026 as competition for talent intensifies.

Hiring up, expectations rising faster

While salary dissatisfaction is widespread, hiring momentum has not slowed. The study found that 40 per cent of UAE employers increased headcount by 20–30 per cent last year, and 41 per cent plan to hire at least 20 per cent more staff this year.

Separate findings from the Hays GCC Salary Guide 2026 show a modest improvement in pay outcomes. 58 per cent of professionals received a salary increase in 2025, up from 51 per cent the previous year. Most raises fell between 2.5 and 5 per cent, although 12 per cent reported increases of more than 20 per cent.

Even so, dissatisfaction remains entrenched. Six in ten professionals said their pay does not reflect their responsibilities, underscoring the growing disconnect between employee expectations and employer budgets.

Looking ahead, optimism is high. Seventy-eight per cent of professionals expect a salary increase in 2026, with nearly a quarter anticipating a rise of more than 20 per cent. Employers are more cautious: 70 per cent expect salaries to increase, but most anticipate modest adjustments of up to 5 per cent.

Talent shortages refuse to ease

Despite sustained hiring, skills shortages remain acute. According to Hays, 90 per cent of organisations experienced skills gaps in 2025, driven by uncompetitive pay, intense talent competition, limited career progression and gaps in industry-relevant training.

Two-thirds of employers increased headcount last year, particularly in the UAE and Saudi Arabia, supported by growth in technology, banking, construction, logistics and transport. Demand is also rising for contract, freelance and temporary professionals as organisations seek flexibility and specialised skills for short-term needs.

The growing benefits gap

Job mobility is no longer driven by salary alone. Last year, 27 per cent of professionals changed employers, and nearly four in ten are considering a move in 2026, even if it means staying in a similar role.

A key driver is the widening gap between the benefits employees value and what employers typically offer. Professionals ranked child education allowances, additional leave, flexible and remote work, and wellbeing days as the most valued benefits. Employers, however, reported offering primarily basic medical cover, paid sick leave and standard annual leave.

“Despite ongoing global economic uncertainties, the Gulf region continues to demonstrate resilience and forward momentum,” said Oliver Kowalski, Managing Director at Hays Middle East. “But organisations will need to work harder to align pay, benefits and career opportunities with rising employee expectations.”

A more mobile workforce era

Taken together, the findings point to a workforce that is confident, mobile and increasingly selective. In a region known for stability and long tenures, job movement is becoming normalised, not as a risk, but as a rational response to economic pressure and evolving career ambitions.

For UAE employers, talent retention will depend less on loyalty and more on whether organisations can deliver fair pay, meaningful growth, flexibility and immediate impact, before employees decide to look elsewhere.