Financial
DIFC Publishes Regional Outlook for Banking and Capital Markets
 
																								
												
												
											Dubai International Financial Centre (DIFC) has published a ‘Regional Outlook for Banking and Capital Markets’ report in partnership with LSEG Data & Analytics.
The report focuses on how regional IPO growth is expected to come in three phases. Firstly, the continued privatisation of state-related entities, followed by listings by family-owned companies, and lastly, FinTech and tech-enabled start-ups.
Additionally, the report considers the profile of investors based in the region, especially Dubai, which has attracted a rising number of wealthy individuals and families who are seeking to capitalise on investment opportunities.

Commenting on the report’s findings, Arif Amiri, Chief Executive Officer, DIFC Authority, said: “Driven by the surge in IPOs, capital markets across the MENA region have experienced remarkable expansion, driven by reforms aimed at enhancing market infrastructure and fostering greater foreign and regional investment inflows. With its strategic initiatives and robust regulatory framework, DIFC plays a pivotal role in driving innovation and stimulating growth within the financial sector. Dubai’s IPO boom underscores the city’s status as a thriving hub for capital markets, and DIFC’s role in enabling this acceleration through the firms that drive capital markets and provide advisory services for IPOs will continue to contribute to the dynamic evolution of global finance.”
Multifactor IPO Growth
Following two years of moderate IPO activity, 2024 shows signs of a rebound supported by the postponement of several 2023 deals in anticipation of more favourable market conditions. Based on data published by EY, 51 IPOs took place in 2022, raising USD 22bn, including a mix of both family businesses and the public sector.
The privatisation of state-related entities is leading to greater economic diversification, private sector development and sovereign liquidity creation. As of March 2024, Dubai had followed through on six out of the ten government entities it plans to take public, including Parkin, which was 165 times covered and attracted USD 71bn in orders – a new record for the emirate.
Another recent example includes the November 2023 listing of Dubai Taxi Co., a unit of Dubai’s Roads and Transport Authority (RTA), which raised USD 315mn and was 130 times oversubscribed, while Saudi Arabia’s wider plans to privatise USD 55bn in assets by 2025 reinforce the increasing regional trend towards privatisation.
From the private sector, the listing of family-owned companies is helping to drive business growth, succession planning and enhanced governance and transparency. For example, Al Ansari Financial Services, one of the UAE’s largest remittance and foreign currency exchange companies, owned by a local family group raised USD 210mn from its 2023 IPO, while Spinney’s (Spinneys 1961 Holding PLC), which was incorporated in DIFC to list its shares on DFM, thereby benefiting from its extensive laws, regulations, and stability, listed in April 2024.
Spurred on by the momentum of other, highly anticipated listings, such as Lulu’s forthcoming IPO, there is now an ever-growing list of demonstrable incentives for other family businesses to follow suit. A third wave of IPOs is expected through FinTech, and tech-enabled start-up exits, helping to stimulate new industries with high-growth potential, while creating strong demand from investors and viable exit options for VC investors.

Dubai as a Capital Markets Hub
Through increased IPO activity, banks, investment banks, brokerage firms and law firms within DIFC’s ecosystem also benefitted significantly from the privatisation of state enterprises, with fees for MENA deals alone exceeding USD 1.2bn and proceeds from MENA equity and equity-related deals exceeding USD 13bn in 2023.
The report also highlights how the region’s capital markets are becoming more mature, driven in Dubai by DIFC’s robust regulatory framework and commitment to innovation. DIFC is also home to more than 230 investment banks, all of which are stimulating capital markets.
Deepening of Dubai’s capital markets and market reforms, aligned with best practice have helped create greater opportunities for investors in different themes of the economy. As outlined in the report by John Wilkinson, Head of Emerging Markets Equity Capital Markets and Managing Director, Goldman Sachs, DIFC is driving this growth as an attractive jurisdiction for incorporation, through its business-friendly approach towards the rule of law, and how the Centre has grown as a venue for global investors.

A Magnet for Investors
The region is home to a vast range of potential investors. Notably, these include family businesses, and wealthy individuals who are represented by the influx of wealth of asset management firms.
According to recent data, the UAE attracted a record-breaking number of High-Net-Worth Individuals (HNWIs) in 2022, which continued into 2023 and beyond. Currently, there are an estimated 109,900 resident HNWIs, including 298 centi-millionaires and 20 billionaires, prompting DIFC’s estimated 370 asset managers to strengthen their presence in the emirate.

Financial
Emerging Trends Shaping Financial Empowerment and Inclusion in the UAE Workforce
 
														By Claudio Di Zanni, Managing Director, Edenred Middle East

One of the most critical issues faced by low-income employees across the UAE and the broader Gulf region is achieving true financial empowerment. In the UAE, over 60% of the workforce comprises low-income migrant workers earning less than AED 5,000 per month. These employees are the backbone of the nation’s key industries, yet many still struggle to access the benefits of a fully digital financial ecosystem.
While the UAE’s Wage Protection System (WPS) was introduced to safeguard workers’ rights—ensuring salaries are paid accurately, on time, and through traceable digital channels—the banking system’s minimum salary requirement prevents a large portion of the workforce from opening traditional accounts. This creates a structural gap that payroll solutions are designed to fill, enabling compliant salary payments and basic access to digital finance.
As the Middle East accelerates its digital transformation and workforce reforms, how workers are paid and supported financially has become as important as how they contribute to growth. This shift has put a renewed spotlight on the systems managing their wages and day-to-day financial needs. For low-income employees, these systems determine not just how they are paid, but how securely they live—affecting access to savings, remittances, and their ability to handle emergencies.
When Digital Pay Isn’t Enough
The introduction of the Wage Protection System marked a turning point in the UAE’s journey toward fair and transparent wage practices. Today, nearly all employees are paid through digital channels, ensuring salaries are disbursed accurately and on time. Yet despite these advances, a significant percentage of wages are still withdrawn in cash each month, showing that digital pay does not automatically translate into digital financial inclusion.
For many employees, limited digital literacy, mistrust of financial systems, and unfamiliarity with digital tools prevent them from engaging fully with the digital economy. As a result, the very system designed to protect and empower workers can feel more like a compliance obligation than an opportunity for empowerment.
This is where payroll providers play a critical role. Too often, the industry stops at compliance—ensuring wages are delivered digitally—without addressing the human factors that determine whether employees can truly benefit from financial technology. Empowerment comes not from the transfer itself, but from helping workers understand, trust, and use digital money confidently. Only then can payroll innovation translate into lasting financial well-being and equal access to economic opportunity across the UAE.
Digital salary management platforms have already transformed how employees receive and manage their earnings. Mobile apps and prepaid cards now give workers immediate access to their wages, allowing them to make purchases, send remittances, and track expenses in real time. Many solutions integrate seamlessly with the WPS, enabling even unbanked employees to participate in the digital economy for the first time. A recent study found that organizations implementing mobile-accessible payroll solutions report up to 25 percent higher employee satisfaction, underscoring the clear business value of digital inclusion.
Empowering Through Education
Financial literacy programs are equally critical in helping employees make informed decisions about saving, budgeting, credit, and long-term planning. In the UAE, less than 31 percent of the population demonstrates basic financial literacy, highlighting a major opportunity to empower workers through education.
From workshops to mobile-based learning tools, such programs can equip employees with the practical skills to use digital salary systems effectively, avoid debt traps, and build savings or plan remittances. Employers that distribute salary cards directly at worker accommodations and provide multilingual support during onboarding see much higher adoption rates, as these field-level activations build trust and make digital tools easier to use.
Employers who take financial education seriously often see a clear business impact. Companies that invest in onboarding sessions and field engagement consistently report higher digital adoption rates. These activations not only build trust but also transform digital payroll from a compliance task into a tangible employee benefit.
When workers understand and trust digital tools, they gain control over their finances—and that stability shows at work. Financial stress is one of the most common challenges among low-income employees, limiting their ability to manage urgent expenses and affecting productivity, retention, and overall well-being. In sectors such as construction, this stress can even impact concentration and safety, as employees distracted by financial worries are less able to perform at their best.
Partnerships between employers and fintechs like Edenred are expanding this approach, combining digital wage tools with financial education programs that improve confidence, satisfaction, and long-term well-being.
The Next Phase of Financial Empowerment
Employers remain central to driving inclusion. By choosing payroll partners that provide multilingual support, education, and easy mobile access, companies can reduce disputes, strengthen retention, and improve overall workforce stability.
A growing number of organizations are now exploring earned wage access programs, which allow employees to access a portion of their earned income before payday. Surveys show that most low-income workers value this flexibility to cover urgent expenses, medical bills, or family emergencies—without resorting to high-interest loans or informal borrowing. When paired with education and budgeting tools, earned wage access can provide not just relief in emergencies but also encourage more responsible money management.
This flexibility can increase employees’ sense of financial security, yet it should complement—not replace—broader financial literacy and planning initiatives. The most successful models combine accessible financial products, user education, and ongoing engagement, ensuring workers have both the tools and the confidence to manage their finances effectively.
As technology evolves, artificial intelligence and data analytics will make financial support more personalized and accessible. Predictive models can help employers identify employees under financial strain, while new digital products can guide users toward healthier financial behaviors. But technology alone will not close the gap.
Real progress will depend on collaboration between fintechs, employers, and regulators to build an ecosystem that blends technology, education, and empathy. Businesses increasingly recognize that supporting workers in their financial journeys fosters a more engaged and loyal workforce, directly impacting productivity and retention. Selecting payroll partners that combine compliance with education, multilingual support, and mobile accessibility helps companies reduce payroll disputes and improve satisfaction.
The trajectory of financial empowerment for low-income employees in the UAE is promising. The next stage will depend on how effectively stakeholders align innovation with understanding—ensuring every salary payment becomes an opportunity for inclusion and growth. When that happens, financial empowerment will move from aspiration to reality.
Financial
MultiBank Group and Khabib Nurmagomedov Launch an Exclusive Worldwide Multi-Billion-Dollar Joint Venture to Build the World’s First Regulated Tokenized Sports Ecosystem
 
														
Multibank Group, the financial derivatives institution, has entered into an exclusive worldwide multi-billion-dollar joint venture with global sports icon and undefeated UFC champion Khabib Nurmagomedov (29-0) to create a first-of-its-kind regulated ecosystem connecting global finance, sports and technology.
The partnership will culminate in the creation of a multi-billion-dollar joint venture, MultiBank Khabib LLC, uniting two global powerhouses: MultiBank Group, a leader in regulated financial excellence, and Khabib Nurmagomedov, undefeated in the octagon and whose influence extends far beyond sport. The company will operate from MultiBank Group’s headquarters in Dubai, building a worldwide network of high-end sports ventures and real-world digital assets. This structure fulfills the vision of MultiBank Group Founder and Chairman, Naser Taher, for an exclusive global joint venture, granting MultiBank exclusive rights to develop and promote projects under the Khabib Nurmagomedov brand name, including the development of 30 state of the art Khabib gyms, Gameplan and Eagle FC brands.
The entire venture is backed by MultiBank Group’s regulated digital ecosystem and powered by its cornerstone $MBG Token being the driving force behind its expanding portfolio of real-world-asset (RWA) technologies and initiatives.
Naser Taher, Founder and Chairman of MultiBank Group, stated: “From the UAE, we are shaping a new blueprint for the business of sport through the regulated tokenization of real-world sports assets (RWSA). Together with Khabib Nurmagomedov, and powered by our ecosystem token, $MBG, we are uniting finance and athletics into a single transparent, technology-driven ecosystem — one built on trust, innovation, and the strength of the MultiBank framework. This initiative proudly aligns with the UAE’s vision of becoming a global hub for digital asset innovation and world-class sports.”
Khabib Nurmagomedov added: “This partnership with MultiBank Group is built on shared values of strength, respect, and discipline. Together with Multibank, we are building real global opportunities that go beyond sport, empowering athletes, and fans through a regulated and innovative digital ecosystem. This is only the beginning.”
Financial
Edenred UAE strengthens market leadership with financially inclusive payroll solutions, C3Pay serving 2.5 million users
 
														
Edenred, a leading digital platform for services and specific purpose payments and the undisputed market leader in salary processing and financial inclusion for the underbanked in the UAE, continues to reinforce its leading position in payroll card solutions, value-added financial services, and compliance-first innovation under the leadership of newly appointed Managing Director Claudio Di Zanni.
As the first company authorised by the Central Bank of the UAE to process WPS salaries, Edenred UAE has long positioned financial inclusion as the foundation of its offer in UAE — ensuring that access to financial services isn’t an added benefit, but a guaranteed outcome of getting paid.
Trusted by both large enterprises and a growing base of SMEs, the backbone of the UAE economy, Edenred UAE now serves more than 15,000 corporate clients, 2.5 million cardholders, and partners with over 10 banks and 20 financial institutions. Demand has been strong in sectors such as manufacturing, construction, and facility management—where reliability and seamless execution are critical.
Edenred UAE salary cards, C3Pay, powered by RAKBANK and part of the Mastercard network, can be used globally. A key driver of Edenred’s adoption success is its unmatched expertise in on-site training at worker accommodations, which helps large enterprises efficiently onboard thousands of employees. This ensures that workers understand how to activate their cards, utilise app features, and engage with key financial tools.

Claudio Di Zanni, Managing Director, Edenred Middle East, said: “Edenred UAE has set the benchmark for payroll and financial access in the region with digital innovative solutions, great ambitions and internationally committed teams. Our ambition now is to extend that lead by deepening trust with our clients, scaling services that matter to end users, and ensuring full compliance in a fast-evolving regulatory landscape. With unmatched reach, an expanding client base, and a proven model for financial inclusion, we are ready to shape the next phase of the region’s salary card ecosystem — developing its full potential and contributing to giving workers who were previously excluded from the financial system a secure, transparent, and dignified way to manage their money.”
Edenred UAE remains the reference in payroll solutions, as it continues to scale high-impact services, deepen banking partnerships, and reinforce its role as the benchmark for secure, compliant, and ethical financial access in the UAE and beyond. With a sharpened focus on innovation and strengthened leadership, it is entering a new chapter of platform excellence as the backbone of financial access for the UAE’s workforce.
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