UAE MoHRE hits 13 million AI transactions with zero human intervention - what HR needs to know
The UAE Ministry of Human Resources and Emiratisation (MoHRE) reports around 13 million fully automated transactions from January 1 to December 10, 2025. These span a wide range of services and run 24/7 through deep digital integration with government partners.
This push sits within Phase Two of the Zero Government Bureaucracy (ZGB) programme and supports the national We the UAE 2031 vision. For HR teams, the signal is clear: decisions are increasingly data-led, turnaround times are collapsing, and manual review is becoming the exception.
Key numbers at a glance
- 13 million smart transactions without human intervention in 2025 (through Dec 10).
- ~900,000 work permit quotas issued proactively to establishments.
- Quota review time cut from 10 days to 1 second for eligible cases.
- 56% reduction in human involvement for quota requests; 175,000 of 310,000 requests automated (Feb-Oct).
- More than 11 million quota-related transactions handled by automation and AI (through Oct).
How the AI quota system works
The system issues initial quotas automatically by evaluating establishment eligibility and needs. For additional quotas, predictive models forecast demand and auto-approve qualifying requests.
If the system detects that quotas are insufficient or fall outside defined rules, it escalates the case to the relevant committee. A self-learning loop refines decisions over time by analyzing new data and operational patterns, improving quality and precision with continued use.
Why this matters for HR leaders
- Speed to hire: One-second approvals on straightforward cases shrink lead times and reduce candidate drop-off.
- Accuracy and consistency: Fewer manual handoffs and rule-based approvals mean cleaner data and less rework.
- Scalability: Proactive quota allocation helps you plan workforce needs without constant follow-ups.
- Clear exception paths: Edge cases go to human review, keeping oversight where it counts.
Practical steps to apply the same playbook
- Map high-volume, rules-based HR workflows (permits, document checks, renewals) and set automation thresholds.
- Define escalation criteria and SLAs for exceptions so reviewers see only what truly needs judgment.
- Feed outcomes back into your models to improve approvals, fraud flags, and quota predictions.
- Integrate systems with partners to keep data flowing end to end and services available around the clock.
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The takeaway: automation is now handling the bulk of predictable HR transactions at national scale. Keep humans on exceptions and decisions that change policy-let the system handle the rest.
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