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Zawya
18 minutes ago
- Zawya
Shurooq announces key investment in Sharjah luxury eco-retreats
The Sharjah Investment and Development Authority (Shurooq) has invested more than AED300 million ($82 million) in developing the Sharjah Collection, a portfolio of seven luxury eco-retreats offering wellness, heritage and nature-based experiences across the emirate. Together, the retreats provide 154 high-end accommodation units in diverse landscapes, from coastal mangroves and desert dunes to mountain valleys and heritage villages, said Shurooq in a statement. The collection, operated by Shurooq, forms part of its AED850 million ($231 million) hospitality portfolio and reinforces the emirate's vision for sustainable development. It aims to deliver experiences that combine cultural authenticity, ecological balance and slow travel, while also generating employment and protecting the environment through sustainable architecture and low-carbon operations, it stated. The global wellness tourism sector is projected to exceed $1 trillion in 2025, according to the Global Wellness Institute, while slow travel is growing at about 10% annually. Sharjah recorded a 11% rise in guest numbers in 2024, with international occupancy continuing to surge in Q1 2025. Among the destinations is Al Faya Retreat in Mleiha's desert, repurposed from 1960s buildings into a boutique property of five rooms with desert views. Kalba's Kingfisher Retreat, developed with the Environment and Protected Areas Authority, offers 40 luxury tents within a mangrove reserve. In Mleiha National Park, Moon Retreat provides domes and premium tents with activities such as stargazing and yoga. Al Badayer Retreat in Sharjah's red dunes includes 46 units designed in traditional caravanserai style. Najd Al Meqsar in Khorfakkan features seven restored heritage homes in Wadi Wishi, while Al Rayaheen Retreat offers 19 restored houses in the historic core of Khorfakkan. Launching in Q4 2025, Nomad will introduce 20 solar-powered trailers in Kalba's mountain valleys, designed to promote digital disconnection and nature immersion. Environmental protection measures have been adopted to safeguard Kalba's biodiversity. CEO Ahmed Obaid Al Qaseer said these retreats serve as living bridges between the visitor and the place - preserving heritage while reintroducing local identity in a contemporary form. "Sharjah's natural diversity has provided fertile ground for projects that resonate with the spirit of each site. The Sharjah Collection is a strategic expression of this vision, with every retreat designed to echo its surroundings," he added.- TradeArabia News Service Copyright 2025 Al Hilal Publishing and Marketing Group Provided by SyndiGate Media Inc. (
The National
18 minutes ago
- The National
UAE companies offer signing bonus, golden visas and wellness packages to attract and retain top talent
Companies in the UAE are becoming increasingly creative with their incentives to attract top talent in a competitive job market, recruiters say. Employers in the Emirates recognise a good paycheque is not always enough to retain talent, so they are adding incentives to make jobs more appealing, says Pedro Lacerda, country head of UAE at recruitment agency Tasc Group. S Ahmad, who works for a bank in the UAE, is currently entitled to zero per cent interest on mortgages, car loans and personal loans up to a certain limit, depending on the job grade. She also receives an education allowance, family medical insurance and an annual bonus from her employer. An education allowance is very important these days, she says. 'If I plan to move jobs, I'd ideally demand the equivalent value of my perks added to my monthly salary on top of a raise. The perks contribute to around 25 per cent of my total takeaway salary,' she adds. Hiring activity in the UAE has been rising – it increased by 4 per cent in the second quarter, driven by the introduction of a digital work permit system and high employer confidence, says a report by Cooper Fitch's Gulf Employment Index. But while the UAE's attractive lifestyle and tax-free salaries continue to draw skilled professionals from around the world, employee expectations are also rapidly changing. Up to 58 per cent of UAE employees said they are 'actively looking for a new job', according to Marsh-Mercer's 2025 Health on Demand report in May, which polled more than 18,000 employees across 17 markets, including the UAE. A separate report from recruitment consultancy Michael Page in May showed that despite economic uncertainty, 77 per cent of UAE professionals are 'actively exploring' new job opportunities, compared to 65 per cent in 2024. The most sought-after incentives among UAE employees are flexible work arrangements, professional growth and development, comprehensive insurance plans, financial wellness programmes and mental health support. Some employees also demand parking and gym memberships as incentives. Signing bonuses and relocation packages are becoming more common, especially for professionals with in-demand skill sets in fields such as tech, finance, engineering and artificial intelligence, says Nicki Wilson, owner and managing director of Genie Recruitment, a Dubai-based consultancy focused on the consumer industry. Companies are even offering rare 'golden handshakes' that include a cash signing bonus, she adds. However, employers are facing challenges when it comes to finding talent with the right skills to fill specialised roles, says Mr Lacerda. 'If we look at the UAE labour market currently, there's a strong demand for skilled professionals across many industries, which provides workers with numerous opportunities to secure good jobs and negotiate attractive benefits,' he says. 'Many companies are expanding and actively hiring to keep up with growth and new business areas, so employees have some leverage in choosing where they want to work.' Flexibility and wellness Companies are offering hybrid working arrangements and more flexibility, a key factor for many candidates when they think about joining a new company, Ms Wilson explains. Mr Lacerda says flexible work options could mean working from home on some days or even working remotely from another country during the summer, helping employees better balance their work and personal life. Progressive parental leave policies are also setting some employers apart, Ms Wilson says. Beyond the standard UAE allowance, companies are offering extended maternity leave, sometimes up to a year, or phased returns to work. Flexibility around parenting schedules and more support is also something that can entice candidates thinking about their future or their current family set-up, she says. Employee wellness has also become a core part of talent strategy. Employers are offering mental health support, gym memberships, wellness days, coaching and even subsidised or paid therapy. In some cases, companies encourage participation in wellness retreats or designated time off to prevent burnout, Ms Wilson says. 'To foster culture and team cohesion, some start-ups and scale-ups are offering fully funded team retreats and workcations. These group trips often blend strategy sessions with leisure, strengthening internal bonds and increasing retention,' she adds. Mr Lacerda points out that a strong push for inclusive and diverse workplaces that make people feel valued and respected keeps employees happier, more committed and 'adds up to more than just pay'. Ankitha Rajendran, a freelance marketing strategist in the UAE, says employers must offer genuine opportunities for growth and thoughtful perks like flexible hours, the ability to disconnect after work and wellness benefits that make a real difference. 'A pizza party once a month means nothing if you don't genuinely offer a better place for people to have mental peace and perform at their best,' she says. ' Work-life balance cannot be a buzzword any more. That is what matters to many of us.' Watch: UAE Salary Guide: Why expat packages are not what they used to be Golden visas, schooling, career growth The UAE's long-term residency schemes are also a major draw, Ms Wilson says. Companies are increasingly supporting or fully sponsoring golden visa applications for eligible professionals. The appeal of family sponsorship and freedom from local partnership requirements is substantial, she explains. Schooling and educational benefits are another major incentive, particularly for families relocating to the UAE. Other incentives are funding professional development through executive courses, certifications or online learning platforms. Mr Lacerda says career growth opportunities have become a key sweetener, as companies invest heavily in training and mentorship, enabling employees to develop new skills and grow in the company. Advancement and growth are strong motivators for employee retention, he adds. Public sector entities and companies that aim to attract Emiratis often include tailored career development programmes as key benefits, alongside support for cultural and religious needs, such as flexible leave during Ramadan, Mr Lacerda points out. Ms Wilson says: 'We saw more bonuses being offered for roles outside of sales, too. I think this is the best option as it unites teams to achieve certain goals set for the company.' Some businesses also provide long-term incentives, Mr Lacerda says, such as stock options or profit-sharing plans, rewarding employees who stay and contribute to the company's success over time, thereby promoting loyalty. Pankaj Suresh, growth and marketing lead at Alaan, an AI-powered expense management platform in the UAE, values equity (or employee stock ownership plan) in the company so that he can grow with the firm and 'feel like an owner rather than just a cog in the wheel'. 'I left a stable job at the Boston Consulting Group to join an early-stage start-up that did not pay an extravagant salary [compared to what a consulting firm would pay]. However, the company offered great equity to everyone,' he says. 'The best part? The company has grown significantly since I first joined, and my ESOP value has grown almost five times.'
Khaleej Times
an hour ago
- Khaleej Times
Look: Rare photos show first UAE woman to get driving licence in RAK
At a time when Emirati women's voices were just beginning to shape the nation's story, Mouza Mohammed Saif Nakhkhan quietly made history. With determination and courage, she became one of Ras Al Khaimah's first Emirati women to earn a driver's licence, paving the way for generations to follow. Although she officially earned her licence on August 5, 1976, just a few years after the Union, Mouza had been driving much earlier. 'She used to tell us she drove cars even before the UAE was formed,' recalls her grandson, Ali Nasser Al-Badawi. 'At that time, transportation was very limited. She would watch others drive, then try on her own until she learned.' The following story is based on the recollections of Ali Nasser Al-Badawi, the grandson of Mouza Mohammed Saif Nakhkhan ,who passed away in 2010. Mouza drove to care for livestock, buy groceries, and support her family. She also provided transportation for neighbours. Helping community Mouza quickly became the person everyone depended on. She drove her brother to his job as a school guard, ferried children to school, took relatives to the market, and even helped families fetch water in the days before desalination became available. Her generosity reached beyond her family. Teachers, neighbours, and even strangers benefited from her willingness to lend a hand. For Mouza, driving was a way to serve others. Her daily routine consisted of household chores, trips to the market, visits to relatives, and assisting women in the community. 'More than a driver' In 1983, when a driving school opened near her home in Al Dhait north area, Mouza became an advocate for women behind the wheel. She would often advise women to learn and encouraged them not to be afraid of the road. Ali recalls her compassion: 'If a woman had an accident or got scared, my grandmother would stop, calm her down, and reassure her. She would say: 'Don't be afraid, I'm a woman just like you.'' Mouza was meticulous about car maintenance. She often reminded her grandchildren: 'Before you start the car, check the tires, check the water, make sure everything is in order.' She would lift the hood herself, inspecting the engine with confidence. Over the years, she drove a range of cars, from her early Datsun to the Mercedes-Benz models she later favoured, as well as minibuses when taking groups of women on outings and to school, where she also worked as a school worker. To her family, she was more than a driver. She was the heart of the household. 'She was both a mother and father to us,' Ali says. 'She would take me on all her errands. She was the centre of our family.' She had two sons, Nasser and Khamis, both of whom passed away. She had fourteen grandchildren: four girls and ten boys. Her home was a place of laughter and togetherness. Known for her cheerful spirit, she loved to gather relatives, making her house a hub of warmth and hospitality. Her grandchildren remember her as a loving, compassionate, and generous person. Lasting legacy Even as she grew older, Mouza's attachment to driving never faded. Kidney failure eventually forced her to stop only when she was bedridden. 'Otherwise, she would have kept going,' Ali says. 'She loved driving until the very end.' Her absence is still deeply felt. Ali describes every journey with her as unforgettable: 'Her absence is painful because every memory with her was special. She made sure we never felt a void.' Mouza is remembered not only as one of Ras Al Khaimah's first female drivers but also as a pioneer who inspired others. Her courage and leadership echo in every Emirati woman who takes the wheel, reminding us that progress often begins with a single act of bravery. Ali reflects proudly on her legacy: 'She wasn't just driving a car; she was driving change. She did something big, not small. And we will always be proud of her.'
