The Surge in Employee Interest for International Relocation Post-Pandemic
Since the onset of the COVID-19 pandemic, there’s been a notable increase in UK employees seeking opportunities abroad. This trend encompasses both temporary relocations and long-term moves, revealing a shift in employee preferences. According to the Office of National Statistics, a significant number of UK nationals have decided to leave the country. Notably, the United Arab Emirates (UAE)—with Dubai as its flagship city—has emerged as a prime destination for globally mobile talent. Data from John Mason International Movers indicates that between 2024 and 2025, there was a staggering 50% year-on-year increase in job searches for positions in what is often referred to as the City of Gold.
Why Dubai?
The allure of Dubai can be attributed to several key factors. The absence of income tax, coupled with a promise of a luxurious lifestyle and ample free time, makes it particularly appealing. Family-oriented amenities and significant career opportunities further entice those considering the move. Approximately 240,000 UK nationals have embraced the opportunity to relocate to Dubai, where major corporations like BP, Rolls-Royce, and Standard Chartered have established a presence, capitalizing on the city’s strategic location and thriving economy.
The Smart Approach to Talent Mobility
Employers who recognize the benefits of having a foothold in Dubai are likely to attract top-tier talent. Within this context, global mobility assignments can enhance both the skill sets and tenure of valuable employees. The logic is straightforward: individuals can broaden their horizons while contributing to their home organization.
However, it’s crucial to understand that the majority of global placements don’t go as planned. According to McKinsey, around 40% of these assignments fail, often due to unresolved personal and familial issues. Insights from KPMG’s 2025 Global Mobility report emphasize the need to prioritize employee experience for successful international placements.
Emphasizing the Employee Experience
It’s vital for businesses to recognize that Dubai is more than just a stunning backdrop. It’s a bustling, multifaceted city where millions live, work, and grow their families. Companies that thrive in this environment cultivate strong local partnerships, facilitating a deeper understanding of cultural norms and expectations that affect both their business operations and employee well-being.
Residential arrangements play a pivotal role in the relocation experience. While some executives may prefer luxurious branded residences, such as Mediterranean-style villas in District One, families often seek gated communities with access to high-quality schools, typically found in suburban neighborhoods like Al Barsha or Jumeirah.
Commutability and Commercial Links
The location of residences in relation to business districts is another critical factor. Employees may need to be near key commercial hubs such as the Dubai Multi Commodities Centre or DAMAC Hills. Dubai’s diverse landscape means that decisions regarding office and housing locations should be driven by thorough research and data analysis.
Questions Employers Should Consider
Employers need to evaluate their commitment to facilitating successful relocations to Dubai. The city offers numerous benefits, including a low crime rate, abundant opportunities to acquire new skills, and significant cost-efficiency. However, organizations should also consider ways to further enhance the employee experience. This includes providing guidance on in-office and out-of-office opportunities, networking prospects, and essential contacts. Understanding the lifestyle available to employees in Dubai is key to ensuring a smooth transition.
Getting the Basics Right
Navigating the unique employment landscape of the UAE requires careful attention to specific regulations. Global mobility professionals must familiarize themselves with local employment laws, which include variations in pension contributions and fixed employment contracts. For businesses with over 50 employees, Emiratisation policies come into play, impacting the number of staff that can be relocated. Furthermore, understanding the distinctions between free zone areas and those regulated by the Minister of HR and Emiratisation is crucial, as these can affect healthcare, school fees, identification, and visa requirements.
The Impact of Poor Transition Management
For high earners and senior staff, inefficiencies in the relocation process can result in significant, often hidden costs associated with lost focus and a decline in productivity. If an executive needs to manage housing or family logistics themselves, the burden can detract from their effectiveness at work, potentially shortening their tenure with the organization.
Recognizing that relocating to Dubai is not merely a glamorous opportunity for a temporary assignment is essential; it’s a strategic people management decision that requires careful planning, on-the-ground partnerships, appropriate investment, and informed data utilization.
Written by Bardia Eshghi, MD and Founder of Grand Lux Properties
