Restaurant Manager Salary: Compare Pay Across All 6 GCC Countries

Restaurant Manager Salaries Across the GCC

The Gulf Cooperation Council has become one of the most dynamic and rapidly expanding food and beverage markets in the world. From Dubai’s 13,000+ licensed restaurants and its Michelin Guide to Saudi Arabia’s Vision 2030 dining revolution, Qatar’s post-World Cup culinary boom, and Oman’s luxury eco-resort experiences, the six GCC nations collectively offer Restaurant Managers an extraordinary range of career opportunities. The region’s unique combination of tax-free salaries, employer-provided accommodation and meals (benefits that can add 40–60% to effective compensation), culturally diverse dining scenes, and a relentless pipeline of new restaurant and hotel openings makes the Gulf an unrivalled destination for F&B professionals seeking to build wealth, accelerate their careers, and gain exposure to world-class hospitality operations.

For Restaurant Managers weighing opportunities across the GCC, the compensation landscape varies significantly between countries—and understanding these differences is critical to making a career decision that aligns with your financial goals, lifestyle preferences, and professional ambitions. This guide provides a thorough, country-by-country comparison covering base salaries, benefits, cost of living, career progression, and the unique market dynamics that shape Restaurant Manager compensation in each GCC nation.

The GCC Restaurant Boom

Before examining salary specifics, it is important to understand the forces driving restaurant management employment across the region. The GCC is experiencing a food and beverage expansion of historic proportions, and each country’s growth trajectory directly influences the demand for and compensation of Restaurant Managers.

United Arab Emirates

The UAE is the most established and diverse restaurant market in the GCC. Dubai operates over 13,000 licensed food establishments and earned its first Michelin stars in 2022, an event that catalysed a wave of fine-dining investment across the emirate. Restaurant groups like Sunset Hospitality Group, Addmind Group, Gates Hospitality, and Bulldozer Group operate portfolios of dozens of concepts. Hotel operators including Jumeirah Restaurant Group, Emaar Hospitality (At.mosphere, Armani), Atlantis The Royal (17 restaurant and bar concepts), and international chains like Hilton, Marriott, and Accor each maintain extensive F&B divisions. Homegrown brands like SALT have demonstrated that innovative local concepts can scale across the region. Abu Dhabi’s culinary expansion around Saadiyat Island and Yas Island, Ras Al Khaimah’s resort dining growth, and the UAE’s massive hotel development pipeline ensure sustained demand for Restaurant Managers at every level.

Saudi Arabia

Saudi Arabia represents the single largest growth opportunity for Restaurant Managers in the GCC—and arguably in the world. Vision 2030’s tourism and entertainment strategy is creating thousands of new restaurants annually. Giga-projects including NEOM, Red Sea Global, AMAALA, Diriyah Gate, and Qiddiya are each building dozens of standalone restaurants and hotel dining outlets. Riyadh Season and Jeddah Season attract millions of visitors, supporting hundreds of F&B concepts. Major operators including Americana Group (KFC, Pizza Hut, Hardee’s), Herfy, Al Baik, Kudu, AlShaya F&B brands, and Elaf Group are expanding aggressively. Saudi Entertainment Ventures (SEVEN) is opening entertainment-dining complexes across the Kingdom. The Saudi F&B market is valued at over USD 25 billion and growing at 8%+ annually, creating relentless demand for experienced Restaurant Managers.

Qatar

Qatar’s restaurant scene matured rapidly during the 2022 FIFA World Cup, which brought over 30,000 new hotel rooms and hundreds of restaurants online. The country has leveraged this infrastructure to position itself as a premium dining destination. Luxury hotel properties from Four Seasons, St. Regis, Shangri-La, Mandarin Oriental, and Intercontinental each operate multiple dining outlets. Alshaya Qatar F&B brands bring international chains, while The Pearl-Qatar, Lusail City, and Katara Cultural Village host a growing standalone restaurant segment. Qatar’s events calendar (Formula 1 Qatar Grand Prix, Qatar Economic Forum) sustains year-round demand. QD-SBG and Katara Hospitality are major employers in the hotel F&B segment.

Kuwait

Kuwait has one of the most passionate dining cultures in the GCC, with per-capita restaurant spending among the highest in the region. Kuwaitis dine out frequently, and the restaurant market is driven by strong local demand rather than tourism. Americana Group (headquartered in Kuwait), Kout Food Group, and AlShaya F&B Kuwait are major employers. Hotel properties from Four Seasons, Jumeirah, Marriott, and Hilton maintain active F&B operations. Kuwait Vision 2035 investments in Silk City and entertainment infrastructure are creating new restaurant opportunities. The oil and gas sector also drives demand for industrial catering management.

Bahrain

Bahrain benefits from its unique position as the weekend dining destination for Saudi residents crossing the King Fahad Causeway. This cross-border traffic can represent 30–50% of weekend revenue at licensed restaurants. The Kingdom’s restaurant scene has diversified around Bahrain Bay, Adliya, Seef District, and Amwaj Islands. Gulf Hotel Group, Coral Group, Fakhro restaurants, and international hotel chains are major employers. The Formula 1 Grand Prix creates significant seasonal demand. Bahrain’s low cost of living makes it an excellent savings destination for Restaurant Managers.

Oman

Oman’s restaurant market is distinguished by its focus on luxury resort dining and eco-tourism. Properties operated by Shangri-La, Al Bustan Palace (Ritz-Carlton), Kempinski, Six Senses, and Anantara in spectacular mountain, desert, and coastal settings offer Restaurant Managers unique professional experiences. Omran (Oman’s government tourism development company) is developing new resort destinations. Muscat’s standalone scene is growing around Al Mouj and Qurum. Oman’s sustainability focus creates demand for managers with farm-to-table and zero-waste expertise.

Detailed Salary Comparison

Mid-level Restaurant Managers with four to seven years of professional management experience can expect the following monthly salary ranges across the GCC. These figures represent base salary and do not include benefits, bonuses, service charges, or tips.

• UAE: AED 10,000–17,000 per month (approximately USD 2,720–4,630). Senior F&B Managers earn AED 17,000–27,000. Executive Directors earn AED 27,000–42,000+. Dubai and Abu Dhabi command the highest rates within the UAE.
• Saudi Arabia: SAR 9,000–15,000 per month (approximately USD 2,400–4,000). Giga-project employers (NEOM, Red Sea Global) often offer 15–25% premiums. The Kingdom’s rapid F&B expansion is driving salaries upward across all tiers.
• Qatar: QAR 11,000–19,000 per month (approximately USD 3,020–5,220). Premium hotel properties and high-profile standalone restaurants pay at the top of this range. Qatar offers the strongest mid-level compensation in the GCC alongside the UAE.
• Kuwait: KWD 650–1,100 per month (approximately USD 2,120–3,590). The Kuwaiti Dinar’s strength (1 KWD = ~USD 3.26) gives these figures significant purchasing power. Major franchise operators headquartered in Kuwait offer strong career progression.
• Bahrain: BHD 550–900 per month (approximately USD 1,460–2,390). Lower base salaries are offset by Bahrain’s exceptionally low cost of living. Licensed venue managers earn BHD 100–200 more than food-only counterparts.
• Oman: OMR 600–1,000 per month (approximately USD 1,560–2,600). Resort properties in spectacular settings provide comprehensive benefits packages. Remote location premiums of OMR 50–150 per month are common.

Entry-level Assistant Restaurant Managers typically earn 25–40% below these mid-level ranges, while Senior F&B Managers, Directors of F&B, and Regional Restaurant Directors with ten or more years of experience can command 50–150% above mid-level figures, particularly at five-star luxury hotel properties, celebrity chef restaurant concepts, and high-profile standalone restaurant groups.

Tax-Free Advantage

The single most significant financial benefit of a Restaurant Manager career in the GCC is zero personal income tax across all six countries. Every riyal, dirham, dinar, or rial you earn goes directly into your bank account with no income tax, social security, or pension deductions. For a mid-level Restaurant Manager earning the equivalent of USD 40,000 per year, the tax savings compared to working in a comparable role in Europe or North America amount to USD 8,000–18,000 annually, depending on the home country tax rate.

When combined with employer-provided accommodation and meals—standard benefits across the GCC hospitality industry—the effective savings rate for Restaurant Managers can reach 50–75% of gross salary. This is a figure that is virtually impossible to achieve in Western restaurant markets where rent, taxes, and living costs consume 60–85% of a manager’s salary. Over a five-year GCC career, a mid-level Restaurant Manager can accumulate savings that would take 15–20 years to build in a comparably paid Western market position.

Saudi Arabia levies a 15% VAT on consumer goods and services, Bahrain charges 10%, and the UAE 5%. Qatar and Kuwait have not implemented VAT. Oman has discussed but not yet enacted VAT. These consumption taxes apply only to purchases, not to employment income, and do not reduce your salary in any way.

Benefits Comparison by Country

Benefits in the GCC hospitality sector can add 40–60% to the value of a Restaurant Manager’s base salary. Understanding the benefits landscape across countries is essential for accurate compensation comparison.

Accommodation

Staff accommodation is the most financially significant benefit for Restaurant Managers across the GCC. Hotel and resort employers almost universally provide free housing: shared or private rooms in staff accommodation complexes near the property. This benefit eliminates the largest living expense and is worth AED 4,000–10,000 per month in the UAE, SAR 2,000–5,000 in Saudi Arabia, QAR 3,500–9,000 in Qatar, KWD 150–350 in Kuwait, BHD 100–250 in Bahrain, and OMR 100–250 in Oman. Standalone restaurant employers who do not provide accommodation typically offer a cash housing allowance instead. At Saudi Arabia’s giga-projects (NEOM, Red Sea Global), purpose-built staff villages with recreation facilities, gyms, and communal dining are standard—a necessity given the remote locations.

Meals

Complimentary staff meals during working hours are universal across GCC hotel restaurants and are common at standalone restaurants. Hotel staff cafeterias typically operate three meals daily, timed to accommodate shift patterns. This benefit saves Restaurant Managers the equivalent of USD 400–700 per month in food costs. Resort properties in Oman and Saudi Arabia’s remote developments typically provide all three daily meals, making the savings impact even greater.

Medical Insurance

All GCC countries mandate employer-provided health insurance. Coverage quality varies by employer tier: luxury hotel groups provide comprehensive international plans covering doctor visits, hospital stays, dental, optical, and family members, while smaller standalone operators may provide basic coverage. The UAE, Saudi Arabia, and Qatar have the most robust mandatory insurance frameworks.

Service Charges and Tips

This benefit is unique to the restaurant industry and varies significantly by country and venue type. In the UAE, service charge distributions at high-volume licensed restaurants can add AED 1,500–5,000 per month to take-home pay. In Qatar, licensed hotel restaurants distribute service charges worth QAR 1,500–4,000 monthly. In Bahrain, licensed venues frequented by Saudi visitors generate service charge income of BHD 100–350 per month. In Saudi Arabia and Kuwait, where alcohol is not served and tipping culture is less developed, service charges are minimal—making base salary and structured bonuses the primary compensation drivers. In Oman, service charges at licensed hotel restaurants are modest but present. When evaluating offers, always ask about the venue’s service charge policy and historical distribution levels.

End-of-Service Gratuity

All GCC countries mandate end-of-service gratuity payments, calculated based on final salary and years of service. The formulas vary by country but generally provide 15–30 days of salary per year of service. For a Restaurant Manager earning the mid-level equivalent across a five-year tenure, the end-of-service payment typically amounts to USD 3,000–8,000—a meaningful financial cushion for transitioning to a new role or returning home.

Cost of Living Comparison

Your net savings depend on what you earn and what you spend. Here is a realistic monthly cost-of-living comparison for a single Restaurant Manager in each country’s primary city, assuming accommodation and meals are provided by the employer.

• Dubai, UAE: USD 400–800 per month in personal expenses. Transport, phone, and discretionary spending. Dubai offers the most extensive lifestyle options but at the highest cost.
• Riyadh, Saudi Arabia: USD 250–500 per month. Lower entertainment spending due to emerging leisure infrastructure. Subsidised utilities reduce costs further.
• Doha, Qatar: USD 350–700 per month. Moderate personal costs. The Doha Metro has reduced transport expenses significantly since its expansion.
• Kuwait City, Kuwait: USD 250–450 per month. Government-subsidised fuel and utilities keep costs low. Limited but growing entertainment options.
• Manama, Bahrain: USD 200–400 per month. The most affordable major city in the GCC. Low rents, affordable dining, and modest entertainment costs.
• Muscat, Oman: USD 200–450 per month. Affordable personal costs. Resort-based managers with all expenses covered spend even less—as little as USD 150 per month on personal items.

Alcohol Licensing: A Key Market Differentiator

One of the most important factors distinguishing GCC restaurant markets is the approach to alcohol service, which directly affects Restaurant Manager responsibilities, revenue models, and compensation.

Licensed markets (UAE, Qatar, Bahrain, Oman): These countries permit alcohol service in licensed hotel venues and select standalone restaurants. Restaurant Managers at licensed venues manage beverage programs (wine lists, cocktail menus, spirits procurement), maintain licensing compliance, and oversee revenue streams where alcohol can constitute 30–60% of total sales. This complexity justifies higher salaries and generates service charge income. Managers with sommelier qualifications (WSET, Court of Master Sommeliers) and bar management expertise earn 10–15% premiums in licensed markets. Bahrain’s licensing advantage is particularly significant, as it attracts Saudi visitors seeking licensed dining experiences.

Non-licensed markets (Saudi Arabia, Kuwait): These countries do not permit alcohol service. Restaurant operations focus entirely on food quality, non-alcoholic beverages, and service excellence. Revenue comes 100% from food and soft drinks, simplifying licensing but requiring managers to achieve higher food revenue per cover. Creative non-alcoholic beverage programs (speciality coffees, artisan juices, mocktail menus) are valued competencies. The absence of alcohol also reduces service charge income, making base salary and structured bonuses more important in total compensation.

Career Growth and Progression

The GCC restaurant industry offers exceptional career acceleration compared to Western markets, where restaurant hierarchies can be rigid and new openings less frequent.

In the UAE, the sheer density and variety of restaurants provides maximum optionality. A strong performer can move from Assistant Restaurant Manager to Restaurant Manager in two to three years, and from Restaurant Manager to F&B Manager or Senior Restaurant Manager in another three to five years. Multi-concept restaurant groups offer internal mobility across venues, cuisines, and service styles. Dubai’s Michelin Guide has elevated quality expectations, creating premium opportunities for managers with fine-dining experience.

In Saudi Arabia, career acceleration is the fastest in the GCC. The Kingdom’s F&B expansion creates thousands of new management positions annually, and experienced professionals who enter the market now will have first-mover advantage for senior roles as giga-projects become operational. Managers who join pre-opening teams at NEOM, Red Sea Global, or Diriyah Gate gain career-defining experience that commands premium compensation for years to come.

In Qatar, the concentrated luxury market enables rapid reputation building. The small number of premium properties means strong performers gain visibility quickly, and the close-knit hospitality community facilitates networking. International brand presence creates global transfer opportunities.

In Kuwait, the headquarters presence of major operators like Americana Group and AlShaya Group creates corporate career paths from unit management to regional and national leadership roles. Career progression is structured and clearly defined within these large organisations.

In Bahrain, the compact market serves as an effective launching pad for wider GCC careers. Restaurant Managers who build strong track records in Bahrain are well-positioned for higher-paying moves to the UAE, Qatar, or Saudi Arabia.

In Oman, the focus on luxury resort dining develops a distinctive skill set in sustainability, farm-to-table operations, and experiential dining that is highly transferable to the growing number of eco-luxury hospitality brands worldwide. Oman is an ideal market for managers who want to build a differentiated career identity.

Which GCC Country Should You Choose?

The right choice depends on your career stage, financial goals, lifestyle preferences, and professional specialisation.

If you want the highest salary ceiling and most diverse opportunities, choose the UAE. Dubai’s restaurant market is the deepest in the region, with fine dining, casual dining, QSR, hotel F&B, celebrity chef concepts, and homegrown brands. The combination of high salaries, comprehensive benefits, and a vibrant lifestyle makes the UAE the top overall destination for Restaurant Managers.

If you want to ride the biggest restaurant expansion in history, choose Saudi Arabia. The Kingdom’s F&B growth trajectory is unmatched globally. Early movers will secure career-defining positions at landmark projects. The salary trajectory is rising fastest here.

If you want premium compensation at established luxury brands, choose Qatar. Doha delivers strong packages with excellent quality of life, rapid career visibility in a compact market, and the prestige of working with the GCC’s most concentrated luxury hotel portfolio.

If you want to maximise savings on a modest salary, choose Bahrain or Oman. Both countries offer the best cost-of-living-to-salary ratio in the GCC. Bahrain’s licensed dining scene and Saudi weekend traffic create unique revenue dynamics, while Oman’s resort properties provide comprehensive packages that minimise personal expenses.

If you value stability, structured career progression, and strong local dining culture, choose Kuwait. The headquarters of Americana and AlShaya provide corporate career tracks, and Kuwait’s passionate food culture ensures consistent demand for quality restaurant management.

The GCC restaurant industry is entering a golden era. With tourism targets requiring hundreds of thousands of new F&B positions, culinary standards rising through Michelin recognition and international brand entry, and ambitious national strategies transforming the region’s dining landscape, Restaurant Managers who position themselves in the Gulf now are investing in a career trajectory that will pay dividends for decades to come.

Insider Compensation Intelligence for Restaurant Managers

Unlock our detailed breakdown of Restaurant Manager compensation by venue type (fine dining, casual dining, QSR, hotel F&B, resort, standalone) across all six GCC countries. This exclusive analysis includes employer-specific salary benchmarks for Sunset Hospitality Group, Addmind Group, Gates Hospitality, Americana Group, AlShaya Group, Katara Hospitality, Gulf Hotel Group, and Omran, along with negotiation strategies tailored to each employer type. We cover the hidden compensation factors most candidates overlook—service charge distribution policies, accommodation quality rankings, overtime calculation methods, and tips on timing your application to coincide with pre-opening recruitment cycles at Saudi Arabia’s giga-projects where relocation bonuses can reach two months’ salary. You will also find a comprehensive total compensation calculator and country-by-country savings projections based on real manager expense data.