Why Fair Pay Matters? (Edition #10)

I keep a close eye on candidate sentiment, and insights from nearly 1,000 professionals in the construction, architecture, and design sectors reveal some interesting trends.

People are re-evaluating their careers, and it’s not hard to see why—the market is shifting. Salaries are becoming more competitive, especially with the influx of talent pouring into the UAE. The competition is heating up, and it’s changing the game for both employers and employees.

It’s a fascinating time to watch how these dynamics play out and what it means for the future of the industry.

The top three drivers?

1?? Better Salary Packages

2?? Company Culture

3?? Work-Life Balance

Let’s talk about - Salary.

In construction, fair pay is about more than just numbers—it’s about showing employees they’re valued. But let’s be honest, there isn’t enough transparency around salaries in the workplace, and this is especially true in the Middle East.

There are so many variables that impact salaries in the region—Middle East experience, working for global brands, project exposure, skills, and more. Without clear and transparent information, it’s difficult for professionals to make objective decisions about their careers.

It’s also unfortunate that many companies still place significant emphasis on nationality when evaluating someone’s worth in the market. This outdated mindset not only limits opportunities for deserving candidates but also undermines efforts to build diverse, inclusive, and truly merit-based workplaces.

That’s why we created our salary guidelines—to provide clarity and equip people with the facts they need to navigate the market confidently. Fair pay shouldn’t be a guessing game—it’s about trust, respect, and building a stronger, more engaged workforce.

Here’s a statistic that’s hard to ignore: 80% of candidates said they would switch jobs for better salary packages.

Why does this matter? When professionals feel their compensation aligns with their skills, experience, and market standards, they’re more likely to stay engaged, productive, and motivated. On the flip side, inadequate pay or perceived inequities can lead to dissatisfaction, disengagement, and ultimately, higher turnover rates—a costly challenge for any organisation.

Here’s what’s happening in the UAE market right now:

• Internal pay increases typically range between 5% to 10%.
• Salary bumps for job changes often fall between 10% to 20% to stay competitive (international moves can go even higher).
• However, candidates’ expected salaries are often significantly above these benchmarks, making it challenging for employers to bridge the gap.

Culture and Balance: The New Standard

Work culture and life balance are no longer just buzzwords—they’re becoming a priority for more and more professionals in the Middle East. People aren’t just chasing the biggest paycheck anymore; they’re thinking about how they spend their time, where they work, and what kind of lifestyle they can maintain. People don’t want to be stuck commuting in Dubai traffic or worry about who gets the first parking spot at work.

It’s not just about clocking in and out—it’s about being part of an organisation that values well-being, fosters a positive environment, and respects boundaries. This shift is reshaping how people view long-term career aspirations. Sure, salary still matters, but it’s not the only factor driving decisions.

Times are changing, and people are demanding more from their work—and rightfully so. Balance is no longer a luxury; it’s an expectation. Continuous Professional Development (CPD) is set to become a key focus in the workplace, with employee happiness and overall work sentiment taking center stage. Companies that prioritise growth, learning, and well-being will foster a more engaged and satisfied workforce, creating environments where both individuals and businesses can thrive.

A final note.

For business leaders, the focus is and will be "retention." In today’s hyper-competitive landscape, it’s not just about attracting talent—it’s about holding onto your top performers.

For years, business owners have struggled to retain their best people for a variety of reasons—whether it’s salary competition from other companies or regions like Saudi Arabia, or even cultural fit within the organisation. Whatever the challenge, it’s clear that now, more than ever, employers must place greater emphasis on creating an environment that not only attracts talent but keeps them engaged and committed for the long term.

Those who listen and embrace this shift will build thriving, sustainable businesses with strong foundations. On the other hand, those who overlook it will pay the price—financially, from a brand perspective, and in their relationships with clients.

Retention isn’t just a strategy; it’s a critical investment in the future of your business.

In my experience, the best organisations don’t view salary as an expense—they see it as an investment in their people and their business. As we step into 2025, it’s time to re-evaluate how we approach compensation and ensure it reflects the value our teams bring to the table.

Let’s continue this conversation—what’s your biggest challenge when it comes to salary alignment?

Shyam Visavadia

Founder, WorkPanda