Work-Life Balance Trumps Pay for Over Half of Emirati Youth, New Study Reveals

Amid high career aspirations, young UAE nationals cite a supportive environment and personal well-being as top job priorities, while facing hurdles in competition and skills gaps.

A significant shift in workplace priorities is emerging among Emirati youth, with over half valuing work-life balance and a positive environment more than traditional incentives, a major new study has found.

The comprehensive white paper, titled ‘The Future of Emirati Youth,’ reveals that 53% of young Emiratis consider work-life balance a critical factor in choosing an employer, while 51% prioritize a supportive work culture. This signals a move toward a more holistic, quality-of-life-driven approach to their careers.

While financial independence remains the top career goal (39%), the desire to become an entrepreneur is a strong second (31%), highlighting a drive for autonomy and innovation.

However, these ambitions are tempered by significant challenges. The study identifies high competition for entry-level roles, a lack of practical experience, and limited mentorship as the biggest hurdles. Furthermore, a disconnect exists between awareness of future trends and skill development; while 42% are thinking about AI, only a third see data literacy as crucial for success.

The report, launched by Al-Futtaim in partnership with the American University in Dubai (AUD), KPMG Middle East, and G42, is based on a survey of over 500 Emiratis aged 18-25. It also points to systemic issues, such as pension disparities that make the private sector less appealing, and a noted willingness among youth to seek opportunities abroad.

“This generation is actively shaping the future of work with a clear vision,” said Mira Al Futtaim, Chairwoman of Emiratisation at Al-Futtaim. “They are digitally native and globally aware, but face significant hurdles. This white paper serves as a critical roadmap to unlock their immense potential.”

The study calls for a strategic shift from quantity-based Emiratisation to a quality-based talent development approach. Key recommendations include harmonizing pension systems, integrating industry exposure into education, and empowering managers to become effective mentors.