Financial
Men Receive More Monetary Benefits, Women Report Better Work-life Balance
Reveals a Bayt.com and Markelytics Solutions MENA Study
Study unveils a higher tendency amongst men to switch jobs than women with both genders expecting increased salaries by 20% in 2025.
Bayt.com, the Middle East’s leading job site, and Markelytics Solutions have collaborated on a new research and unveiled the results of their first study together, named the Salary Survey in the MENA region. The initiative delves into core aspects of employee satisfaction, including compensation, work-life balance, job security, and professional growth. Drawing on responses from over 1,200 employed individuals across the GCC, North Africa, and the Levant, the research identifies opportunities for employers to enhance compensation structures, retain talent, and better understand the evolving needs of today’s workforce.
The survey highlights notable patterns in job mobility among MENA professionals. Men exhibit a higher tendency to switch jobs compared to women (65% vs. 50%), often driven by the pursuit of better compensation or career progression. Younger respondents (18–25) display particularly high turnover rates with over 40% having a tendency to switch jobs with many having held three or more roles early in their careers. In contrast, employees aged 36 and above often report having five or more past roles, reflecting career stability and growth. Additionally, 81% of respondents have spent no more than two years with their current employer, indicating widespread job transitions across the region. Regionally, employees in North Africa and the Levant tend to have longer tenures due to local workforce participation and union protections. In the GCC, which includes a large expatriate workforce, contractual limitations set by employers result in shorter tenures, as 48% of respondents have been with their current employer for only 1–2 years.
The survey also highlighted benefits of employees, ranging from monetary and work-life balance to professional development. The results revealed that 77% of respondents receive monetary benefits, such as bonuses or overtime pay, with men more likely to access these financial perks. Women, meanwhile, benefit more from policies supporting work-life balance. Healthcare coverage is most prevalent in GCC countries, where nearly half of employees receive medical insurance, while employees in the Levant receive the least healthcare coverage. In terms of benefits related to professional and personal development, opportunities are limited, with North Africa showing relatively better engagement in training programs. Flexible working hours are reported by 25% of respondents, but family-oriented benefits like educational allowances or travel support remain scarce.
The study also highlighted that employees (36+) report higher satisfaction levels regarding salary and overall work experience, compared to younger groups. However, dissatisfaction with compensation persists, with 28% of men and 38% of women describing themselves as “not at all satisfied” with their salaries. North Africa leads in satisfaction levels related to management and organizational culture, whereas GCC and Levant respondents cite stagnant wages and limited benefits as key concerns. Workplace proximity, strong leadership, and a reputable company name, significantly influence employee loyalty across all regions.
In terms of compensation trends, a majority of respondents (66%) did not receive raises in 2024, with 46% of women and 34% of men currently expecting salary increases of 20% or more in 2025. One in five plans to request a raise in 2025, reflecting elevated wage expectations. North Africa leads the region in 2024 salary increments, while the Levant shows minimal optimism for future raises, likely due to economic challenges. Employees in the GCC indicated benefits from employer-provided housing and allowances. In terms of earning dynamics, around three quarters of men who took part in the study claim to be sole earners, while only 31% of women participants claim to receive support from and rely on spouse or family income.
High job mobility remains a defining feature of the MENA workforce, with 59% of respondents planning to leave their current positions in the near future. Younger professionals (18–25) lead this trend, citing inadequate salaries, burnout, and limited recognition as primary motivators. Toxic workplace environments, including office politics and favoritism, further contribute to dissatisfaction. Overall, 87% of respondents report switching jobs at least once in the past year, emphasizing the urgent need for employers to address retention challenges.
Jasal Shah, CEO of Markelytics Solutions, commented: “These findings reflect the evolving priorities of a diverse workforce, where employees expect more than just competitive salaries; they also seek personal growth, stability, and supportive work cultures. The comprehensive study is a direct result of our new partnership with Bayt.com, which can enable organizations in the MENA region to make informed decisions that not only align with employee needs but also bolster long-term business success.”
Dina Tawfik, Vice President of Growth at Bayt.com, said: “We’re thrilled to collaborate with Markelytics Solutions on this survey, which shines a spotlight on critical aspects of employee satisfaction in the MENA region. Through insights on compensation, benefits, and mobility, we aim to help employers optimize their people strategies and empower employees to find workplaces that truly meet their aspirations.”
The Salary Survey underscores several critical gaps within compensation, benefits, and career advancement structures, particularly for younger employees and women. By addressing these areas, organizations can more effectively engage their talent, reduce turnover, and build a resilient workforce. Conducted online in the month of December 2024, the survey included more than 1,200 employed respondents from GCC countries, North Africa, and the Levant. With 87.9% participation from GCC and North Africa, the data provides actionable insights to guide future workforce strategies.
Financial
Navigating Growth and Liquidity: The Shift to Predictive Credit Intelligence in the GCC
As GCC businesses expand into new markets and increasingly complex supply chains, traditional credit assessment is giving way to a more predictive approach. In this interview with Mohamad Jomaa, CEO and Country Manager for GCC and Egypt at Coface, we explore how real-time data, AI and early-warning intelligence are helping CFOs anticipate payment risk, protect working capital and make more confident decisions across customers, suppliers and markets.
What is driving the shift from relationship-based credit decisions to predictive credit intelligence among CFOs in the GCC?
Relationships remain fundamental to business in the GCC and will continue to be. What has changed is the speed at which companies are expanding into new sectors, markets, and supply chains. As organizations grow beyond their traditional networks, finance leaders need additional tools to assess customers, suppliers, and partners they may not know well.
Today’s CFOs are increasingly complementing business relationships with data-driven insights. They need greater visibility not only into credit risk, but also into supply chain dependencies, corporate ownership structures, payment behavior, and potential vulnerabilities across their ecosystem.
Predictive intelligence provides that forward-looking perspective. It helps businesses make faster and more informed decisions, strengthen due diligence processes, identify opportunities, and anticipate risks before they impact cash flow, operations, or growth plans.
What trends are you currently seeing in payment delays and corporate defaults across the UAE and Saudi Arabia?
The overall economic outlook in both the UAE and Saudi Arabia remains positive, supported by ambitious investment programs and continued economic diversification. At the same time, businesses continue to face uneven market conditions across sectors.
Drawing on Coface’s unique experience as a global trade credit insurer, we monitor payment behavior, claims activity, and credit events across millions of companies worldwide. What we are seeing today is not necessarily a significant increase in corporate failures, but rather signs of pressure on working capital in specific industries.
Payment delays have become more common in sectors exposed to longer project cycles, margin pressure, or supply chain disruptions. For finance leaders, the challenge is distinguishing between temporary liquidity constraints and deteriorating credit quality. This is where access to real-time payment data and early warning indicators becomes particularly valuable.
How can better credit intelligence improve cash flow, working capital, and overall financial resilience?
Better intelligence enables businesses to make more informed decisions across the entire customer and supplier lifecycle. By combining financial information, payment behavior, sector analysis, ownership data, Country Risk Assessments, Sector Risk Assessments, and ongoing monitoring, organizations gain a much clearer view of both risk and opportunity.
This has a direct impact on cash flow and working capital. Businesses can identify signs of financial stress earlier, reduce exposure to overdue accounts, prioritize collections efforts, and allocate credit more effectively. Access to real-time information and early warning indicators allows companies to act before issues translate into cash flow challenges.
Increasingly, however, financial resilience is not only about customer risk. It is also about understanding vulnerabilities across the supply chain. A disruption involving a key supplier, contractor, or logistics partner can have a significant impact on operations, costs, and liquidity. Better intelligence provides greater visibility into these critical dependencies, helping organizations identify concentration risks, assess the financial health of strategic partners, and strengthen business continuity planning.
As companies expand into new markets and engage with new customers, suppliers, and partners, they need confidence in who they are doing business with. Access to reliable data on ownership structures, financial health, payment behavior, sector outlooks, and country risk helps organizations make better-informed decisions and reduce uncertainty when entering new commercial relationships.
. What warning signs should finance leaders monitor before extending credit to new customers or entering unfamiliar markets?
Financial statements remain important, but they only tell part of the story. Finance leaders should also evaluate payment behavior, ownership structures, management stability, sector outlooks, supplier concentration, and exposure to geopolitical or regulatory risks.
One of the most valuable early warning indicators is a deterioration in payment behavior. In many cases, companies begin showing signs of financial stress long before it becomes visible in published financial statements.
Similarly, supply chain concentration risks should not be overlooked. A business may appear financially sound while remaining highly dependent on a small number of customers, suppliers, or projects. Understanding these dependencies is an increasingly important component of due diligence.
Effective credit decisions require a broader assessment of the business ecosystem rather than focusing solely on traditional financial metrics.
This is why a combination of company information, payment behavior, Country Risk Assessments, Sector Risk Assessments, and supply chain intelligence is increasingly becoming an essential part of the decision-making process.
How are AI and predictive analytics changing the way organizations assess credit risk and make financing decisions?
Financial statements remain important, but they only tell part of the story. Finance leaders should also evaluate payment behavior, ownership structures, management stability, sector outlooks, supplier concentration, and exposure to geopolitical or regulatory risks.
One of the most valuable early warning indicators is a deterioration in payment behavior. In many cases, companies begin showing signs of financial stress long before it becomes visible in published financial statements.
Similarly, supply chain concentration risks should not be overlooked. A business may appear financially sound while remaining highly dependent on a small number of customers, suppliers, or projects. Understanding these dependencies is an increasingly important component of due diligence.
Effective credit decisions require a broader assessment of the business ecosystem rather than focusing solely on traditional financial metrics.
This is why a combination of company information, payment behavior, Country Risk Assessments, Sector Risk Assessments, and supply chain intelligence is increasingly becoming an essential part of the decision-making process.
What sectors in the GCC are showing the strongest opportunities, and where are the highest risks based on your data?
Our outlook combines insights from Coface’s payment experience data, claims observations, Country Risk Assessments and Sector Risk Assessments. Together, these provide a comprehensive view of the opportunities and vulnerabilities shaping the business environment across the GCC.
We continue to see attractive opportunities in sectors supported by economic diversification strategies, digital transformation, infrastructure investment, logistics development and the energy transition. These areas are benefiting from sustained investment, strong policy support and growing regional demand.
At the same time, businesses operating in sectors facing tighter margins, elevated input costs, project execution challenges or longer payment cycles require closer monitoring. What is important to remember is that risk is rarely uniform across an entire sector. Performance can vary significantly from one company to another depending on its financial strength, competitive positioning, customer base and exposure to broader supply chain dynamics.
Looking ahead, how do you see the role of predictive intelligence evolving within corporate finance over the next three to five years?
Over the next three to five years, predictive intelligence will become an integral component of decision-making across finance, procurement, sales, treasury, compliance, and risk management functions.
We expect companies to move beyond using intelligence solely for credit assessments and begin embedding it throughout the business. This includes supplier selection, customer onboarding, supply chain management, compliance checks, investment decisions, and strategic planning.
The organizations that will be most successful are those that can combine technology, data, and human expertise to obtain a holistic understanding of their business ecosystem.
In an increasingly interconnected world, success will depend not only on knowing who you do business with, but also on understanding the risks and opportunities across the entire value chain. Access to reliable, forward-looking intelligence will therefore become a key competitive advantage, helping companies grow confidently while remaining resilient in a rapidly changing environment.
Financial
Standard Chartered becomes first Global Systemically Important Bank (G-SIB) to launch Institutional Bitcoin and Ether spot trading in the UAE

Standard Chartered today announced the expansion of its institutional Bitcoin (BTC/USD) and Ether (ETH/USD) spot trading in the UAE through ‘Standard Chartered DIFC’[1].
This makes Standard Chartered the first Global Systemically Important Bank (G-SIB) to offer the capability in the market and the only global bank currently offering institutional digital asset spot trading in the region. The move further broadens the bank’s regulated digital asset offering in the UAE by adding execution to its custody offering.
The capability enables eligible institutional clients to access deliverable Bitcoin and Ether spot trading through Standard Chartered’s electronic trading channels. It is integrated into the Bank’s existing platforms, enabling clients to access crypto-asset trading through familiar FX interfaces.
Clients may settle trades with a custodian of their choice, including Standard Chartered’s digital asset custody solution that was launched in September 2024.
Rola Abu Manneh, Chief Executive Officer, UAE, Middle East and Pakistan at Standard Chartered, said: “The UAE has developed a clear digital assets regulatory framework that supports institutional participation and innovation. Extending our Bitcoin and Ether spot trading capability to institutional clients is a significant step in broadening our regulated digital asset proposition in the market. By combining execution with secure custody, governance and the connectivity of a global bank, we are providing clients with a more integrated way to participate in digital asset markets.”
Christopher Parsons, Senior Executive Officer, Standard Chartered DIFC, said: “DIFC provides an established platform for international financial institutions to deploy global capabilities across markets. Extending our institutional digital asset trading capability through the Centre demonstrates the strength of that model, combining Standard Chartered’s global markets expertise and network with a regulated base from which we can serve clients across the region.”
Standard Chartered first introduced institutional Bitcoin and Ether spot trading through its UK branch in July 2025, becoming the first G-SIB to offer deliverable spot crypto-asset trading to institutional clients. The UAE launch extends that established global capability into a market where the Bank has been building its institutional grade digital assets offering.
The latest UAE capability builds on Standard Chartered’s broader digital assets strategy, which spans custody, trading and tokenisation capabilities through its Corporate and Investment Bank, while its ventures ecosystem extends these capabilities through Zodia Markets and Libeara. Together, these capabilities are designed to support institutional clients’ evolving digital asset needs through regulated infrastructure and services.
Financial
Dhruva to Rebrand as Ryan Across the Middle East, Signaling Unified Global Brand
Dhruva will adopt the Ryan brand across the UAE and Saudi Arabia by the end of 2026, uniting the practice with Ryan’s global identity and international platform.
Dhruva, a leading tax consultancy firm in the Middle East, and Ryan, a leading global tax services and software provider, today announced that Dhruva will transition to the Ryan brand across the United Arab Emirates (UAE) and the Kingdom of Saudi Arabia. The rebranding will be completed by the end of 2026, bringing the practice under Ryan’s global identity and reinforcing its position as part of the world’s leading global-scale specialist in business tax.
The transition marks the next phase of the strategic joint venture announced in 2025 and reflects the continued integration of Dhruva’s regional capabilities with Ryan’s global platform, technology, and international resources. Clients across the Middle East will continue to benefit from the same trusted advisory teams, enhanced by access to Ryan’s worldwide expertise and service capabilities.
“The Middle East has been a strategic growth market for us for many years, and we have built a strong advisory practice founded on deep client relationships, technical excellence, and local market understanding,” said Dinesh Kanabar, Founder, Chairman, and CEO, Dhruva Advisors and Vice Chairman, Ryan.
“The transition to the Ryan brand marks a significant milestone in our journey and reflects the strength of our partnership. By combining our regional expertise with Ryan’s global scale, technology, and international capabilities, we are creating an even stronger platform to support clients across the region as they navigate an increasingly dynamic and evolving tax landscape.”
“The Middle East is one of the most important growth markets for tax advisory services globally, and we are investing in the region with a long-term view,” said Tom Shave, President of Ryan’s European and Asia-Pacific Operations. “Uniting under the Ryan brand strengthens how we serve clients across the UAE, Saudi Arabia, and Europe—bringing seamless access to our global expertise, technology, and international resources through one trusted platform. This transition marks an important milestone in our integration and reinforces our commitment to the region’s future.”
Ryan will continue to invest in its Middle East operations, expanding its team, capabilities, and regional presence across key markets, including Dubai, Abu Dhabi, and Riyadh. The practice provides comprehensive tax advisory services spanning corporate tax, value-added tax (VAT) and indirect tax, transfer pricing, mergers and acquisitions (M&A) tax structuring, research and development (R&D), and cross-border compliance.
“The response from our clients over the past year has been the clearest validation of this partnership,” said Nimish Goel, Leader, Middle East, Dhruva, a Ryan Affiliate. “From the outset, our teams have been integrating Ryan’s global capabilities in technology, specialized expertise, and best practices into the work we already lead in the region. Adopting the Ryan brand is the natural next step. It is the same people and the same trusted relationships, now carrying the name of the largest Firm in the world dedicated exclusively to business taxes.”
The rebranding will be implemented in phases during the second half of 2026, with signage, visual identity, and digital properties transitioning to the Ryan brand across the region.
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