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Men Receive More Monetary Benefits, Women Report Better Work-life Balance

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Bayt.com

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

Beyond Borders: Why International Expansion Is a Growth Strategy, Not Just a Milestone

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By Máire (Mo) Morris, Founder & CEO of Morris Global Consulting

International expansion has long been seen as a milestone that signals a brand has ‘made it’. I believe that view is outdated, as behind the scenes often tells a different story. Today, expanding into new markets is not simply about increasing a company’s footprint. It needs to be done well, which in turn leads to an effective way to diversify revenue, build resilience and increase long-term enterprise value.

Across the GCC, we are seeing a new generation of founders creating businesses with global potential. The region has evolved into one of the world’s most dynamic business environments, producing brands with stronger operational foundations, more sophisticated leadership teams and products that are increasingly attracting international attention. As a result, the conversation has shifted. It is no longer about whether businesses should expand internationally, but when they should do it and how they can maximise their chances of success.

Several structural changes are driving this trend. Digital commerce has lowered many of the traditional barriers to international growth. Brands can now test demand, build communities and generate sales in overseas markets before committing to physical retail or local operations. Investor expectations have also evolved. Sustainable, well-planned growth is now valued far more highly than expansion for expansion’s sake. Investors want evidence that a business can replicate its success across multiple markets through strong financial discipline, scalable operations and a clear commercial strategy.

At the same time, recent supply chain disruptions have encouraged businesses to diversify production and reduce dependence on a single sourcing region. Many founders are therefore designing their businesses with international growth in mind from the outset, creating brands that can adapt to different markets over time.

However, opportunity should never be confused with readiness. One of the biggest mistakes I see is founders allowing ambition, and sometimes quite frankly ego, to outweigh evidence. Success in one market does not automatically translate into another. Every country has its own consumer behaviours, pricing expectations, regulations and routes to market. Assuming customers will respond in exactly the same way can become an expensive lesson.

Strong domestic performance is only one part of the equation. True readiness means having a scalable business model, healthy cash flow, resilient operations and a product that genuinely meets the needs of the target market. It also requires robust financial planning, legal and intellectual property protection, and a clear strategy for market entry.

Just as importantly, businesses need the right people around them. Local partners, distributors and experienced advisors bring invaluable market knowledge, established networks and cultural understanding. They help brands navigate complexity, avoid costly mistakes and accelerate growth. Even the strongest business can struggle if it enters a market without the right expertise on the ground.

Choosing where to expand is equally important. Too often, founders are drawn to markets that appear exciting or fashionable rather than those offering the strongest commercial opportunity. The first international market should always be selected using data, not instinct. Customer demand, competitive positioning, operational feasibility, acquisition costs and available resources should all inform the decision.

The largest market is not necessarily the best one. If competition is saturated or customer acquisition costs are too high, a smaller market with stronger commercial fundamentals may deliver far better returns. In most cases, I encourage businesses to take a phased approach, establishing success in one market before expanding further. International growth is a long-term strategy, not a race.

For design-led brands, another challenge is maintaining a consistent identity while remaining relevant to local audiences. The strongest brands never lose sight of who they are. Their purpose, quality and positioning remain consistent, while elements such as marketing, product assortment, pricing and customer experience are adapted to reflect local consumer preferences. When approached strategically, localisation strengthens relevance without compromising the essence of the brand. Authenticity, quality and consistency resonate across cultures. Those are the qualities that build trust, regardless of geography.

Digital-first expansion is also changing the way emerging brands enter new markets. For many businesses, e-commerce provides an opportunity to validate demand, build awareness and gather customer insights before making significant investments in physical retail. This reduces risk and allows founders to make decisions based on real customer behaviour rather than assumptions.

Of course, international expansion requires investment before it delivers meaningful returns. Market research, regulatory compliance, intellectual property protection, distribution, marketing, local partnerships and working capital all require careful financial planning. It is common for profitability to soften in the short term while these investments are made.

The businesses that generate the strongest long-term returns are those that enter new markets with realistic expectations, sufficient capital and a clear path to sustainable revenue. This is also where international expansion begins to influence enterprise value. Investors place significant importance on geographic diversification because it reduces risk. Businesses that rely on a single market are naturally more exposed to economic cycles, regulatory changes, geopolitical uncertainty and shifts in consumer demand. Companies that have demonstrated they can replicate success across multiple markets are viewed as more resilient and more scalable.

This is not simply about operating in several countries. Investors want evidence that growth can be repeated through disciplined execution, sound financial performance and a scalable operating model. Successfully establishing one or two international markets often provides that confidence and can materially strengthen investor interest.

It is important to also note that international expansion is not the right strategy for every business. A highly profitable company with a loyal customer base and a dominant regional position can still create exceptional enterprise value. This is particularly true for brands built around local craftsmanship, heritage or provenance, where regional focus strengthens the overall proposition. Expansion should only be pursued when it supports the long-term vision of the business and creates sustainable value.

As we look ahead, international expansion needs to become increasingly strategic and data-driven. Artificial intelligence, digital commerce and more sophisticated market intelligence will help businesses identify opportunities and validate demand before committing significant investment. At the same time, geopolitical uncertainty and supply chain resilience will remain key considerations, making thoughtful planning more important than ever.

Through my work at Morris Global Consulting, supporting hundreds of businesses entering new markets across multiple regions, one lesson remains constant. The companies that succeed internationally are rarely the ones that move the fastest. They are the ones that prepare thoroughly, make decisions based on evidence rather than assumptions, and invest in the right partnerships before taking the next step.

International expansion is not about being present in as many countries as possible. It is about building a stronger, more resilient business that is equipped for sustainable growth over the long term. When approached strategically, crossing borders does far more than open new markets. It creates lasting value.

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TRUST AS A COMPETITIVE ADVANTAGE IN GLOBAL FINANCE

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Armin Moradi, the CEO and Founder of Qashio

For centuries, financial institutions relied on one advantage. Whether it was the range of their products, their pricing, or how far their services could reach. Today, those advantages are easy to replicate. Digital infrastructure is widely available, capital moves quickly across borders, and acquiring customers is increasingly automated. What now sets institutions apart is not the breadth of their offerings or the cost of their services. It is the confidence they inspire.

In a world that is increasingly more fragmented, turbulent, and cautious, trust has become one of the few advantages that cannot be replicated. Global investment patterns illustrate this shift. According to the UNCTAD World Investment Report 2025, foreign direct investment (FDI) remains far below its early 2010s peak, reflecting a world that is more risk-aware and geopolitically sensitive. The World Bank’s Global Economic Prospects also highlights uneven growth and rising uncertainty across regions. This means capital is no longer chasing the highest return; instead it is seeking predictability. And institutions that inspire trust are the ones most likely to attract it.

Capital Moves Toward Certainty

The UAE offers a compelling example. The EMIR report, supported by Qashio, Flows of Capital: Mapping the UAE’s Role as a Global Financial Gateway, shows that FDI into the country reached $40 billion, doubling from 2019 levels, and accounting for 40% of gross capital formation compared to a developed economy average of 4.3%. That differential cannot be explained by tax efficiency alone. It reflects regulatory clarity, institutional stability, and operational reliability, all of which underpin trust

The same principle is playing out at the company level.

UAE banks are increasingly pushing for founders and business owners to separate personal and corporate spending. On paper, that is a compliance issue. In reality, it signals a structural shift. Poor accounting discipline creates risk. Blurred financial lines complicate audits, funding discussions, and cross-border expansion. When investors and regulators examine financial behaviour, governance becomes visible immediately, highlighting that trust begins with discipline.

Designing Trust: Transparency, Control, Reliability

As finance becomes more digital, trust is becoming more measurable. It rests on three interlocking foundations: transparency, control, and reliability.

Transparency is now a baseline expectation. Customers want to know what they are paying, when transactions settle, and how fees are calculated. The scale of global financial flows reinforces this demand. The World Bank estimates that remittance flows to low- and middle-income countries reached $685 billion in 2024. That figure exceeds FDI and official development assistance combined for those economies. When volumes are that significant, even marginal opacity in pricing or settlement becomes economically material, making clarity a matter of cost efficiency at the system level rather than a branding exercise.

Control is equally critical. Modern finance teams operate across distributed workforces, multi-entity structures, and global vendor networks. Organisations lose an estimated 5% of revenue annually to fraud. While fraud has multiple sources, weak internal controls and policy bypass increase exposure. Giving customers direct control of their funds, through stronger controls and policies, helps reinforce trust in financial institutions.

The most resilient organisations design policy directly into their payment infrastructure. Approval hierarchies, spend limits, and permission layers are embedded into the system itself. This allows companies to move quickly without sacrificing oversight. The distinction between proactive and reactive governance is not philosophical. It determines speed, cost of capital, and investor confidence.

Reliability completes the triad. Finance is ultimately about certainty. Platforms must perform consistently. Settlements must arrive when expected. Liquidity windows must be predictable. Inconsistent infrastructure creates friction not just for finance teams, but for suppliers and partners across the value chain.

The Economics of “Free”

Digital finance has conditioned customers to expect “free” services: zero-fee accounts, no-cost cards, complimentary transfers. Yet compliance, fraud monitoring, capital provisioning, cybersecurity, and regulatory reporting all carry measurable costs. If a core financial service is offered at no charge, the obvious question becomes: how is it funded?

Revenue may come from interchange, cross-selling, float income, or data monetisation. None of these are inherently problematic. But misalignment between a provider’s revenue model and a customer’s long-term interests can erode confidence over time.

The question “How good can it be if it’s free?” is not rhetorical. It is structural. Sustainable economics enables sustained investment in compliance, uptime, and risk management. Underinvestment may not be visible immediately, but in financial services, weaknesses surface under stress.

From Compliance to Competitive Moat

Trust can no longer be viewed as a soft metric. It is measurable in capital inflows, in regulatory endorsements, in uptime statistics, and in audit outcomes. It influences valuation multiples and partnership decisions.

Institutions that deliberately design for transparency, embed control within infrastructure, and invest consistently in reliability will compound confidence over time. Those that rely primarily on aggressive pricing or superficial features may gain short-term adoption, but long-term retention is built on predictability.

In a more volatile global environment, the question facing financial leaders is shifting. It is no longer simply about how fast a product can scale or how cheaply it can be distributed. It now depends on the system’s ability to remain reliable under pressure.

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UAE energy firms risk forfeiting millions in R&D credits unless spend is qualified and pre-approved

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From enhanced carbon capture at gas processing plants to grid modernisation and renewable energy storage, the technology reshaping the UAE’s oil and gas industry, has acquired a new dimension. As of the 2026, a significant portion of the research and development (R&D) behind it can be converted into a corporate tax credit of up to 50 percent under the country’s first dedicated R&D Tax Credit regime. According to Dhruva, a Ryan Affiliate, the opportunity for the energy sector is substantial, but the design of the regime rewards companies that act early and penalises those that treat it as a year-end exercise.

The regime was established by Cabinet Decision No. 215 of 2025 and made operational by Ministerial Decision No. 24 of 2026, issued on 18 March 2026. It applies to tax periods and fiscal years beginning on or after 1 January 2026, with the first claims expected in 2027. Credits are calculated on a tiered basis, rising from 15 percent to a headline 50 percent. Qualifying expenditure is capped at AED 5 million per qualifying entity or tax group per year, which produces a maximum credit of AED 2 million.

“The UAE’s energy transition has been told as a sustainability story and an investment story. From this year it is also a tax story. The work being undertaken to decarbonise hydrocarbon production, including enhanced oil recovery, carbon capture and storage, methane abatement, and the development of digital twins for processing plants, exemplifies the systematic, uncertainty-driven R&D that this regime is designed to reward. The catch is that the value sits in the documentation, and the documentation has to be built in real time. You cannot retrospectively reconstruct a year’s worth of R&D evidence in 2027,” said Nimish Goel, Leader, Middle East, Dhruva, Ryan LLC Affiliate.

For an industry as engineering-intensive as oil and gas, the central question is not whether qualifying activity exists. It is whether companies can tell the difference between routine engineering and genuine R&D, and prove it. Applying an established recovery method to a new reservoir does not, in itself, qualify. By contrast, systematically resolving technical uncertainty, whether relating to reservoir behaviour, materials performance under high-pressure conditions, the capture of CO₂ from sulphur recovery flue gas, or the integration of new digital control systems,  may qualify, provided the systematic experimentation and its outcomes are documented as the work is carried out.

“Two features will catch international energy companies off guard. Only R&D performed inside the UAE qualifies, and subcontracted R&D counts only when it is carried out by UAE-based third parties. Much of the sector’s historical R&D has run through global technology centres and group affiliates abroad. Companies will need to look hard at where their R&D actually physically takes place, before they assume they qualify,” said Fran Wilhelm, Associate Partner, Dhruva, Ryan LLC Affiliate.

The regime’s defining feature is a dual threshold that links the credit rate to both qualifying spend and headcount. The first AED 1 million of qualifying spend earns 15 percent and requires at least two R&D staff on average; spend between AED 1 million and AED 2 million earns 35 percent and requires at least six; and spend between AED 2 million and AED 5 million earns the top 50 percent rate and requires at least fourteen. Both conditions must be met for each band. Where the headcount falls short, the claim drops back to the highest band where both the spend and the staffing tests are satisfied. A minimum of AED 500,000 of qualifying expenditure applies to each R&D project.

This is where oil and gas companies face a structural choice that other sectors may not. R&D in the industry is often capital-intensive rather than people-intensive: a single carbon capture or enhanced oil recovery pilot can absorb millions in equipment and consumables while employing only a handful of dedicated researchers. Under the dual threshold, that profile caps the credit at the lowest band regardless of how much is spent. Reaching the higher rates means building R&D headcount physically in the UAE.

Pre-approval from the Emirates Research and Development Council is mandatory before any credit can be claimed, with no exceptions. No pre-approval means no credit, however strong the underlying scientific or technological uncertainty. Businesses must keep detailed technical records of objectives, methods, experiments and outcomes for at least seven years. The credit is also currently non-refundable, so it benefits companies that have a corporate tax or top-up tax liability to offset, which describes most established producers and service contractors in the sector. That said, it has been suggested that Phase 2 may include a refundable credit and an increase in both application and generosity, meaning all businesses should start planning ahead, irrespective of their tax position.

“Companies that map their qualifying projects now, secure pre-approval and build the evidence trail through the 2026 financial year will capture real value when claims open in 2027. Those that wait will find that the spend was eligible but the proof was never created. In this regime, the documentation is the asset,” concluded Nimish Goel.

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