Long a country associated with rapid reinvention, the UAE is undergoing another quiet transformation—this time in workplace savings. Group pensions, once discussed only at the margins of employee benefits, have moved decisively into the spotlight. The shift is emerging from a blend of cultural evolution, regulatory support and a growing expectation that long-term financial planning should be part of life in the region.
Kidbrooke, which has partnered with insurers and benefit providers across the Middle East, has witnessed this change first-hand, building the analytics capabilities that sit behind the next generation of workplace savings platforms. The trend is unmistakable: employees engage more deeply when they can model their financial futures, and providers stand out when they offer transparent, digital-first tools.
The WealthTech company recently delved into how cultural change, regulation and technology are reshaping the future of workplace savings in the UAE.
The movement has been building for several years. The UAE is no longer a short-term stop for many expatriates; instead, people are establishing careers, raising families and beginning to imagine long-term futures in the country. Once that mindset shifts, the natural next question emerges: what does retirement look like here? It is at that moment the traditional gratuity model begins to feel misaligned with the needs of a population settling for the long term.
Three major forces are now driving momentum in the benefits landscape. First, the workforce has matured, and expectations have evolved. Employees want clarity, growth, and the ability to interact with their savings through intuitive, real-time digital experiences rather than periodic paper updates. Second, regulators have started supporting modern pension-style arrangements, signalling the country’s commitment to long-term economic resilience. Third, employers face intense competition for talent and recognise that benefits—not just salary—shape how candidates perceive their future with an organisation, Kidbrooke explained.
The gratuity model, while appropriate for an earlier era, no longer provides the financial security a modern workforce demands. A single lump sum at the end of service is difficult to convert into a sustainable retirement plan, and many employees spend it on immediate costs such as relocation or education.
A new reality has begun to take hold. Pension-style workplace savings schemes allow employees to watch their money grow, understand projections and make informed decisions in real time, it said. A few taps in an app provide clarity on retirement readiness, contribution adjustments and the impact of long-term goals. For employers, switching to structured contributions offers predictability, reduces risk and strengthens their employee value proposition at a time when benefits increasingly determine competitive advantage.
This moment is especially significant because the interests of employees, employers and regulators are aligned, supported by maturing technology. Kidbrooke’s collaboration with HAYAH Insurance—developing Smart Saver and Pension Calculator tools—illustrates how personalised forecasting can reshape retirement planning, enabling individuals to visualise savings paths and test different scenarios instantly.
The companies that adopt these models early will set new expectations for the UAE’s workplace benefits market. They will attract stronger talent, retain employees more effectively and position themselves as forward-thinking employers in a country where financial infrastructure is advancing at speed, Kidbrooke said.
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