How much can I earn in Dubai? Is probably the most frequently asked question that is asked of me. To which the answer is: it depends! From twenty years recruiting in the region I have learned that it is almost impossible to state a market rate, either to job seekers or employers. Firstly, the make up of a salary varies from place to place. What you may consider a 'base salary' in other locations will probably be broken down into contractually different elements in the UAE, and other Middle Eastern countries, that in total equate to your current base. The only universal benefits given will be medical cover, end of service gratuity (explanation another time) and patriation/repatriation flights, but can include transport allowance, assistance with school fees, relocation allowance, annual flights home and bonus. Although these may be wrapped up into a total figure, or not given at all. You must also consider that employees with the same skill base are recruited globally and so their previous salary and circumstances may differ greatly. Of course, people will make arguments about this: - everyone should get paid the same for the same job. - if I was to move jobs in London the I could earn an x% rise - my partner will be giving up their job to enable a move Unfortunately, these arguments probably won't have much of an impact. Realistically, as is the case elsewhere, the salary will guided by supply and demand. Employers will look at your current package, net off the matching benefits, and then make an offer that they think should be attractive for the opportunity, taking into account what other candidates/employees may be earning. Or if there is a lack of other candidates then they may be more generous. But you will pay no tax? This is true, but we have increasingly seen salaries being negotiated against your net of tax earnings rather than your current gross salary, although in most cases you should still feel better off. This is more evident in the current candidate rich market. Also, bear in mind that you will not get a pension contribution so you need to make allowance for this in any salary negotiation. My advice is to move to the UAE for the career opportunity and be realistic with expectations. In salary negotiations, act as you would if you were at home, you can normally expect the same sort of uplift. If the market changes then my advice may do so also!
About us
Barclay Simpson is a specialist international recruitment company that recruits Cyber Security, Technology and Governance professionals across internal audit, risk management, information / cyber security, technology and change, regulatory compliance, financial crime, resilience, data protection, data analytics, and legal & governance professionals across all sectors of the economy. Established in 1989, we are based in London and Frankfurt and recruit for clients throughout the UK, Europe, and the Middle East.
- Website
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http://www.barclaysimpson.com
External link for Barclay Simpson
- Industry
- Staffing and Recruiting
- Company size
- 51-200 employees
- Headquarters
- London
- Type
- Privately Held
- Founded
- 1989
- Specialties
- cyber security, data protection, IT security, legal, compliance, risk, operational risk, credit risk, market risk, internal audit, IT audit, recruitment, corporate security, corporate governance, treasury, liquidity risk, fraud, financial crime, continuity, company secretarial, data analytics, modelling, technology, change, and transformation
Locations
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Primary
Get directions
3rd Floor
20 Farringdon Street
London, EC4A 4AB, GB
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Employees at Barclay Simpson
Updates
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Does recruitment stop in the summer? The quick answer is no, but it does slow down significantly. In the Middle East region, annual leave peaks in July and August, impacting recruitment pace. Following the Eid break, another prolonged holiday period, the process can be frustrating. Despite this, key roles are still filled, albeit with a more extended review and interview process. For those seeking new opportunities, keep an eye out as recruitment is expected to pick up towards the end of August. Patience is key during this period, as response times from recruiters and HR teams may be slower than anticipated. Stay proactive and stay tuned for potential openings!
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19% of Risk, Quant, & Treasury employers believe that their flexible working policies contribute to recruitment and retention challenges. While organisations might consider tightening these policies in a less competitive market, doing so could put them at a significant disadvantage when hiring conditions become more intense. A staggering 40% of employers already identify either their remote working policies or candidates' locations as hurdles in finding skilled talent. Explore further insights in our 2024 Risk, Quant, & Treasury Salary Survey & Recruitment Trends Guide: https://lnkd.in/eRkCSNef #risk #quant #treasury #salaryguide #recruitmenttrends
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The adoption of data analytics in UK internal audit departments has been lagging. In 2022, a mere 7% of functions embraced machine learning or AI-powered techniques, while roughly a third remained without any form of data analytics. In response, organisations are making strategic hires, bringing in data scientists or specialists trainable for audit roles. Unlock deeper insights by downloading our 2024 Internal Audit, Assurance, and Controls Salary Survey & Recruitment Trends Guide: https://lnkd.in/ernW5Esx #internalaudit #dataanalytics #AI #machinelearning #recruitmenttrends
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70% of professionals openly admit that they would contemplate leaving their current job if denied their preferred hybrid working arrangement. Complicating matters for in-house teams, law firms are increasingly offering flexible working options. For instance, Slaughter and May recently introduced a policy allowing lawyers to work reduced hours for lower pay so that staff can have a better work-life balance. Delve deeper into In-house Legal & Company Secretarial recruitment trends by downloading our guide: https://lnkd.in/eUDjMkvQ #legal #companysecretarial #remoteworking #worklifebalance
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81% of candidates admit considering changing jobs if their preferred hybrid setup isn't an option - a notable increase from 72% in 2022. In a talent-hungry market, employers may struggle to source the high-quality candidates they need if their hybrid working policies become increasingly inflexible. While 87% of organisations express confidence in long-term remote policies, there's a notable shift with more firms advocating for a return to the office Find out more about the evolving post-pandemic landscape of flexible work in the Cyber Security and Data Privacy sector: https://lnkd.in/eX5rEpGS #dataprivacy #cybersecurity #remoteworking #flexiblework #talentshortage
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4 in every 10 employers have reported a rise in flexible working requests since the pandemic. The proportion of candidates open to leaving a job if denied their desired hybrid work preference has stayed relatively steady - 70% in 2023 compared to 72% in 2022. Yet, despite the strong preference for flexibility among employees, our consultants are reporting that organisations are leaning towards wanting staff back in the office more. Gain more insights into post-pandemic attitudes to flexible working with the Barclay Simpson Compliance & Financial Crime Salary Survey & Recruitment Trends Guide: https://lnkd.in/eTQG2hq4 #salaryguide #postpandemic #flexibleworking #compliance
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In 2024, 5% of Risk, Quant, & Treasury employers plan to raise base salaries for existing employees. While companies are still willing to offer competitive salaries, there is less pressure to exceed budgets to retain top talent. The percentage of employers indicating a complete misalignment between current demands and salary bands has nearly halved from 41% to 21% in the past year. Discover more insights in our 2024 Risk, Quant, & Treasury Salary Survey & Recruitment Trends Guide: https://lnkd.in/eRkCSNef #risk #quant #treasury #salaryguide #recruitmenttrends
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Cybersecurity remains the biggest risk for auditors, holding the top spot for the sixth consecutive year. A staggering 84% of Chief Audit Officers (CAEs) rank it within their organisation's top five risks, while nearly a third of CAEs also highlight climate change, biodiversity, and environmental sustainability as significant concerns. These risk landscapes significantly impact hiring demands, with employers actively seeking cybersecurity skills. Uncover the critical factors influencing internal audit recruitment in 2024: https://lnkd.in/ernW5Esx #internalaudit #assurance #cybersecurity #salarytrends #recruitmentrends
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An impressive 81% of In-house Legal & Company Secretarial departments agree they have a diverse and inclusive culture. In-house Legal & Company Secretarial departments demonstrate encouraging levels of diversity and inclusion. In particular, the legal profession excels in gender diversity, with women constituting 53% of lawyers in 2023, according to the Solicitors Regulation Authority. While celebrating these achievements, there's still progress to be made, particularly in enhancing diversity within senior leadership roles. Access a wealth of insights by downloading our comprehensive recruitment guide: https://lnkd.in/eUDjMkvQ #genderdiversity #inhouselegal #diverstiy #CoSec
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