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
QASHIO AND NEXA AI LAB LAUNCH PARTNERSHIP TO AUTOMATE FINANCE WORKFLOWS IN THE UAE
Qashio, the UAE’s leading spend management platform, has partnered with NEXA AI Lab, the AI division of NEXA, one of MENA’s leading digital growth agencies, to help accelerate AI adoption across finance teams in the UAE through automation and AI-powered financial workflows.
As part of the partnership, Qashio and NEXA AI Lab will work together to support businesses in adopting AI tools that improve spend visibility, streamline manual processes, and make finance operations more efficient. The partnership will also include a free AI audit to help finance teams identify where AI can deliver immediate operational value and support broader adoption across the business. Both companies say the initiative is designed to move businesses from AI awareness to implementation, in line with the UAE’s national AI strategy targeting full public sector AI integration by 2031.
Amit Vyas, CEO of NEXA, comments: “AI delivers value when it is embedded directly into day-to-day workflows, rather than treated as a standalone concept. Finance is one of the clearest areas where this shift is already taking place, with businesses under increasing pressure to improve real-time decision-making. Through our partnership with Qashio, our goal is to help organisations identify where AI can be applied in practical, high-impact ways across financial operations.”
Armin Moradi, CEO of Qashio, said: “A global industry survey shows that 81% of financial institutions expect AI to be embedded in their core operations by 2030, and the UAE is one of the fastest-growing AI markets globally, setting a new baseline for competitiveness across the private sector. Our partnership with NEXA AI Lab is built to help close the gap between AI adoption plans and real execution, enabling enterprises and SMEs in the UAE to compete with the best in the world.”
Qashio has already integrated AI into its own financial workflows through features such as AI-powered receipt capture, which automatically extracts key information, including TRN, vendor names, and transaction data. The technology helps finance teams reduce manual data entry, save more than 4 hours each week, and maintain cleaner, more reliable financial records.
NEXA brings deep expertise in digital transformation and AI implementation across industries. Together, the two companies are focused on making AI accessible and measurable for businesses in the UAE. Both companies are already using tools like ConvoAI to improve access to data and provide instant support outside of working hours. Qashio is already leveraging NEXA AI Lab’s product offering. This reflects a broader shift towards always-on, AI-enabled operations.
Financial
Standard Chartered Supports Pakistan’s First Panda Bond Issuance in Chinese Interbank Market
Pakistan has successfully completed its inaugural Panda bond issuance in China’s interbank bond market, raising RMB 1.75 billion through a three-year transaction that marks the country’s first direct entry into China’s capital markets.
Standard Chartered (China) Ltd. Co acted as the only foreign bank serving as joint lead underwriter and joint book runner for the transaction, supporting Pakistan in broadening its international financing channels while strengthening financial connectivity between regional capital markets.
The issuance received strong support from multilateral development institutions, including the Asian Infrastructure Investment Bank (AIIB) and the Asian Development Bank (ADB), which together guaranteed 95 per cent of the bond’s principal and interest payments. The structure helped attract significant demand from Chinese banks, securities houses, and international financial institutions.
The transaction was reportedly more than five times oversubscribed, allowing Pakistan to price the bond at 2.50 per cent, the tightest end of the indicated pricing range.
Salman Ansari, Global Head, Capital Markets, Standard Chartered, described the issuance as a strategically important transaction that expands Pakistan’s access to global liquidity pools while demonstrating the growing relevance of regional capital markets within the international funding landscape.
The transaction also reflects the broader evolution of the Renminbi within global financial markets, as China continues expanding the role of its currency beyond trade settlement into cross-border financing and sovereign funding structures.
Jerry Zhang, Global Head of Banks & Broker Dealers and Head of Coverage, Greater China and North Asia at Standard Chartered, said the transaction highlighted the bank’s role in connecting international issuers with China’s domestic capital markets while also reflecting the continued internationalisation of the Renminbi.
The Panda bond market has increasingly attracted a wider range of sovereign, supranational, and institutional issuers in recent years as regional economies explore diversified funding channels and deeper access to Chinese liquidity pools.
Financial
WHY GLOBALLY CONNECTED FAMILIES MUST PLAN FOR GEOPOLITICAL CHANGE
By Nazneen Abbas, Founder, Ma’an
Families with wealth across borders are already used to complexity. They live with different legal systems, different inheritance regimes, and different tax realities, often all at once. That part is not new. What has changed is the speed at which the environment around those structures is moving. The geopolitical backdrop is no longer something families can treat as distant noise. It is beginning to alter the conditions in which wealth is held, transferred, and protected.
That is becoming visible in the questions families are now asking. Across the GCC, many who already have Wills, trusts, foundations, and succession structures in place are no longer asking whether they have planned. They are asking whether what they put in place still holds. The conversation is shifting away from documents and toward durability, resilience, and relevance over time.
The issue is not complexity, it is movement
Cross-border planning has always required care. What feels different now is the sense that the regulatory environment may be entering a period of faster movement. Tax agreements that were once taken as given could come under review. Reporting standards may tighten further. Frameworks in some jurisdictions may no longer offer the same level of certainty that families have relied on.
That does not automatically make an existing plan ineffective. It does mean the assumptions on which it was built may no longer be fully reliable. A structure that made sense five or seven years ago may still be valid on paper, but it may now interact differently with another jurisdiction’s rules. That difference is where risk begins to accumulate.
Many families are not dealing with poor planning. They are dealing with planning built for a slower-moving environment. A framework can be professionally drafted and entirely appropriate for its time, yet still require review because the conditions around it have changed. The gap, in many cases, is one of timing rather than quality.
Families do not experience risk as corporations do
Public discussion around geopolitical risk is usually framed in corporate language – market access, supply chains, revenue exposure. But geopolitical literacy is no longer just a corporate issue.
The same forces that alter corporate decision-making also alter the legal and tax environment in which private wealth sits. The difference is that families encounter those forces at far more personal moments. A business responds through compliance and restructuring. A family may discover, during a bereavement or a generational transition, that a structure meant to preserve stability is now sitting between conflicting legal systems or newly expanded obligations. The cost of outdated planning is rarely just technical. It is emotional, and it often surfaces when a family is least equipped to navigate it.
What a meaningful review actually covers
Families and family offices in the GCC with assets or obligations across multiple jurisdictions need to review their planning as a connected system. The question is not whether the Will is signed or the foundation properly established. It is whether those elements continue to work together under current conditions.
Do existing Wills still align with the succession laws of each jurisdiction involved? Do trust or foundation structures still operate as intended alongside local inheritance frameworks, reporting obligations, and tax treatment? The review also needs to reach instruments often created with care and then left untouched. Private Placement Life Insurance (PPLI), for example, may still be appropriate, but its treatment can vary depending on where the family is resident, where beneficiaries sit, and how international agreements evolve. Dynasty Trusts and Irrevocable Life Insurance Trusts (ILITs), especially when governed by US law, deserve renewed scrutiny where family circumstances or legal interpretation have materially changed.
This is not about alarm. It is about alignment. Cross-border structures fail less often because a single instrument is flawed, and more often because the instruments stop speaking to one another.
The plan may hold. Does it still fit?
A plan can remain legally intact and still fall behind. Families change. Children grow up. New dependents enter the picture. Businesses expand into new jurisdictions. Property is acquired in places never part of the original conversation.
If a structure no longer reflects the family’s wishes, responsibilities, or values, it is no longer doing its full job. The real test is not whether it remains untouched, but whether it continues to reflect the life it is meant to support. That matters especially in this region, where families operate across borders almost by default.
The strongest plans are not always the most elaborate. They are the ones revisited honestly and adjusted before pressure forces the issue. Families often treat estate planning as something to complete and put away, which is understandable.
Cross-border wealth planning across jurisdictions cannot remain static. It requires ongoing stewardship. Families that pause to review their structures now are doing what good planning has always required: ensuring the framework continues to reflect not just the world it operates in, but the family it is there to serve.
-
News11 years ago
SENDQUICK (TALARIAX) INTRODUCES SQOOPE – THE BREAKTHROUGH IN MOBILE MESSAGING
-
Tech News2 years agoDenodo Bolsters Executive Team by Hiring Christophe Culine as its Chief Revenue Officer
-
Trending7 months agoOPPO A6 Pro 5G Review: Reliable Daily Driver
-
VAR1 year agoMicrosoft Launches New Surface Copilot+ PCs for Business
-
Tech Interviews2 years ago
Navigating the Cybersecurity Landscape in Hybrid Work Environments
-
Automotive2 years agoAGMC Launches the RIDDARA RD6 High Performance Fully Electric 4×4 Pickup
-
Tech News11 months agoNothing Launches flagship Nothing Phone (3) and Headphone (1) in theme with the Iconic Museum of the Future in Dubai
-
VAR2 years agoSamsung Galaxy Z Fold6 vs Google Pixel 9 Pro Fold: Clash Of The Folding Phenoms


