I’ve been seeing a real change in what pulls people to jobs and keeps them there in the UAE. Companies still leaning on old-school pay packages from before the pandemic are starting to lose out when it comes to grabbing and holding onto talent.

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How the Game’s Shifting for UAE Workers

Back in the day, the UAE job deal was pretty straightforward:

• Decent salary
• Housing cash
• Car or transport help
• Health coverage
• End-of-service payout

Those still matter, don’t get me wrong. But from what I’ve seen placing thousands of people, that’s not enough to stand out anymore. Folks here want a rewards setup that’s got more going on.

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Five Things Changing What People Care About

Here’s what’s driving the shift, from where I’m standing:

1. A Mix of Ages
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   You’ve got four generations working side by side now:
   
   • Gen Z wants purpose, flex time, and chances to learn.
   • Millennials are after balance and a pat on the back.
   • Gen X likes steady ground and solid benefits.
   • Boomers are eyeing retirement and health support.
     One package for all? It’s going to miss the mark for a lot of them.
2. Work’s Not Just in the Office
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   With hybrid and remote sticking around:
   
   • Office perks or transport cash don’t mean as much.
   • Flex hours beat out flat bonuses.
   • Good tech setup starts to matter more.
   • Results get the nod over just showing up.
3. Wellbeing’s Front and Center
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   Since the pandemic, people want:
   
   • Mental health help beyond basic insurance.
   • Wellness that covers body, wallet, and headspace.
   • Workloads that don’t fry them.
   • Support for family stuff like kids or parents.
4. Growth Beats Paychecks
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   Our data shows people here switch jobs more for a step up than a fatter wallet:
   
   • Training feels like part of the deal now.
   • Learning new skills keeps them around.
   • Seeing a path ahead keeps them engaged.
   • Mentors or coaches tip the scales on staying.
5. Make It Their Own
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   The big one—people want:
   
   • Benefits they can tweak to fit them.
   • Options that match where they’re at in life.
   • Control over how rewards roll out.
   • Clear breakdowns of what they’re getting.
     
     

How Top UAE Companies Are Stepping Up

The best employers I’ve worked with are doing it like this:

1. Flex It Up
   
   • Everyone gets the basics.
   • Then they hand out cash pools to spend how people want.
   • Options shift depending on life stage.
   • They let folks tweak it every so often.
2. Show the Whole Picture
   
   • Personal statements spell out every perk’s worth.
   • Tools let people play with “what if” scenarios.
   • They check the market to prove they’re competitive.
   • Money advice helps people use it all smart.
3. Make It Feel Good
   
   • Work setups that don’t drain you.
   • Shout-outs for good work.
   • Flex rules that fit life in.
   • Ways to give back that mean something.
4. Know Who Needs What
   
   • Extra effort for key jobs or rare skills.
   • Perks that match different ages.
   • Bonuses for the stuff that’s hard to find.
   • Bigger rewards for the top dogs.
     
     

Five Steps to Update Your Rewards Game

Here’s what I’ve seen work:

1. Ask What They Want
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   Dig into your crew with:
   
   • Surveys split by age or role.
   • Chats with your stars about why they stay.
   • Exit talks to spot trends.
   • Data on what benefits get used.
     That’s your starting line.
2. List Everything You Give
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   Write down all you’ve got going:
   
   • Pay pieces.
   • Benefits and extras.
   • Work vibe stuff.
   • Learning chances.
   • What makes your place special.
     You might be surprised what’s there—or not.
3. Let Them Pick
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   Set up a system for:
   
   • Core stuff plus flex options.
   • Easy info to choose smart.
   • Times to switch it up.
   • Simple admin behind it.
4. Tailor It Right
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   Make plans for:
   
   • Must-keep roles or skills.
   • Early, mid, or late career folks.
   • Different ages or stages.
   • Who’s killing it vs. who’s steady.
5. Tell Them Loud and Clear
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   Make sure they see it with:
   
   • Full reward breakdowns.
   • Tips on getting the most out of it.
   • How it stacks up out there.
   • Updates so it stays fresh.
     
     

Why This Wins in the UAE

Companies that figure this out come out ahead:

• They Pull People In: Standout perks grab attention.
• They Keep Them: Stuff that fits keeps folks happy.
• They Boost the Vibe: Matching what people want lifts spirits.
• They Spend Smarter: Money goes where it counts.

One HR boss I talked to put it like this: “We quit chasing the highest pay and started chasing what people actually care about. We might not top the cash charts, but we top what matters to our team.”

Is your rewards program aligning with what people in the UAE are looking for in 2025? Let’s explore how to turn it into a real attraction.

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