UAE labour market transformed by AI: MOHRE's 2026 vision for digital innovation
MOHRE has set 2026 as the year it brings AI and digital innovation into every corner of its operations-services, systems, and internal structure. The goal is simple: faster delivery, fewer bottlenecks, and a labour market that's easier to navigate for employers and workers.
This move sits within the UAE's broader plan to make AI central to public services and data analysis by 2031. For context, see the UAE's Artificial Intelligence Strategy 2031 on the official portal: u.ae.
What MOHRE is changing
The ministry is expanding digital labour market services and embedding AI outputs into a unified government ecosystem. That includes stronger data integration with other entities through AI-enabled platforms to ensure accuracy and quick information exchange.
MOHRE is also building predictive models to forecast labour market shifts and understand sector-specific needs. This supports proactive planning and smarter policies that keep the market competitive over the long term.
On the service front, MOHRE's contact centre has upgraded quality, speed, and reach through AI-especially across IVR, call preparation, and awareness campaigns.
Results so far
- ≈13 million transactions completed using automation and AI-without human intervention-from the start of the year until 10 December.
- "Text-to-speech" boosted IVR performance and reduced call-handling time through instant, automated response prep.
- Time needed to record messages and handle calls cut by about 90%.
- More than five AI-powered awareness campaigns generated nearly 60,000 calls reminding customers about compliance deadlines.
- Call review time reduced from 10 minutes to about two minutes, saving over 1,000 working hours.
- AI-based quality assessment tools cut performance evaluation time by 89% while increasing the sample size for more accurate results.
What this means for HR leaders
Expect faster processing for permits, contracts, and regulatory updates. With more services automated and integrated, you'll see fewer back-and-forth requests and better turnaround times.
Data quality will matter more. Clean, structured HRIS data will directly affect service speed and compliance outcomes. Predictive policy updates will also reward organizations that plan ahead on skills, hiring pipelines, and mobility.
Action steps to get ahead
- Map your current HR and PRO workflows to MOHRE's digital services. Remove manual steps and standardize inputs to cut cycle time.
- Tighten data hygiene: standardize Emirates ID, unified numbers, job titles, and contract types to match MOHRE taxonomies.
- Adopt e-signatures for contracts and store all documents in a searchable, audit-ready system.
- Train your HR and PRO teams on AI-enabled portals and set clear SLAs for response and escalation.
- Build a simple dashboard to track application status, expiries, and exceptions. Automate reminders.
- Create a focused upskilling plan in AI literacy and data skills for recruiters, HRBPs, and PROs. If helpful, explore role-based options here: AI courses by job role.
- Review access controls, consent, and privacy policies for staff handling government platforms.
- Run quarterly workforce planning sessions using scenario inputs (demand, attrition, visa mix) to stay in step with predictive policy changes.
Why this matters for compliance and experience
MOHRE's push reduces bureaucracy and lifts the overall service experience. The shift to AI-backed evaluation, smart IVR, and unified platforms means faster, more consistent outcomes, fewer errors, and clear visibility for decision-makers.
For HR, that translates into real hours saved, cleaner compliance, and better planning windows. The organizations that standardize data and simplify processes now will benefit first.
Looking ahead
MOHRE will keep integrating services, data, and policy with AI at the core. The target is a labour market that moves with precision-predictive insights guiding decisions, digital rails carrying the workload, and customers getting what they need with minimal friction.
By 2031, the UAE aims for full reliance on AI in services and data analysis. HR teams that build the right foundations in 2026 will be ready for whatever comes next.
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