UAE outlines 6 legal obligations for domestic worker recruitment centres and 4 for employers

MoHRE aligns domestic worker law with global labour standards and ILO norms

Last updated: August 04, 2025 | 11:20

3 MIN READ

Domestic workers are entitled to 30 days of paid annual leave for each year of service, or two days per month for service between six months and a year.

Abu Dhabi: The Ministry of Human Resources and Emiratisation (MoHRE) has detailed six key legal obligations that domestic worker recruitment centres in the UAE must uphold concerning both workers and employers.

It has also outlined four major responsibilities for employers, including salary payments, medical care, and proper accommodation.

Recruitment centre responsibilities

In its Employer Awareness Toolkit for Domestic Workers, published via its official social media channels, the Ministry clarified that all recruitment offices must sign contracts with employers using MoHRE’s approved templates. Recruitment centres must also:

Educate workers about the UAE’s customs and traditions
Inform them of proper complaint procedures
Repatriate workers at their own cost if needed
Provide alternative workers or refund the recruitment fee if a placement fails
Ensure all domestic workers undergo medical checks within 30 days of entering the UAE
Offer suitable accommodation prior to worker handover or in the event of return

Also Read: UAE’s Wage Protection System allows cash, digital wages for domestic workers

Recruitment centres are required to refund full or partial recruitment fees in any of the following cases:

The worker is professionally or behaviourally unfit during the probation period
The worker leaves without valid reason
The employer terminates the contract due to unmet terms
The worker is declared medically unfit

Refund policy for employers

If a domestic worker is found medically unfit within the six-month probationary period, a full refund (including government fees) is required within the first month. For later terminations, a partial refund is calculated as: (Total recruitment cost ÷ contract duration in months) × remaining contract period.

Also Read: MoHRE fines 40 domestic worker recruitment offices for 140 legal violations

Employer responsibilities

MoHRE has highlighted four major obligations for employers:

Pay all recruitment centre and government fees
Provide the worker’s agreed salary in line with MoHRE rules
Cover the worker’s medical treatment as per UAE laws
Supply required tools for tasks and ensure appropriate accommodation

Annual leave entitlements

Domestic workers are entitled to 30 days of paid annual leave for each year of service, or two days per month for service between six months and a year. If employment ends before leave is taken, workers must receive cash compensation for unused leave. A round-trip air ticket is also provided every two years during leave.

Also Read: UAE shuts down 77 sites for illegal domestic worker recruitment

Domestic worker recruitment packages

MoHRE currently offers three packages:

Traditional package: Worker is under the employer’s sponsorship for two years
Temporary package: Worker remains under the centre’s sponsorship with a two-year contract
Flexible package: Worker is under centre’s sponsorship and works hourly, daily, or monthly

Domestic Workers Law

The Federal Law on Domestic Workers ensures informed consent, requiring workers to fully understand contract terms, job roles, salaries, rest periods, and location prior to recruitment. The law covers 19 domestic worker roles and aligns with ILO Convention No. 189 and Recommendation No. 201.

The law strictly prohibits discrimination based on race, gender, religion, nationality, or social origin.

Also Read: UAE launches sustainability guidelines for domestic workers in 8 languages

Digital services and legal framework

The UAE government provides digital platforms for:

Licensing and oversight of authorised recruitment agencies
Submitting inquiries and complaints

These services are accessible via the MoHRE website and the Abu Dhabi TAMM portal.

Decree-law on domestic workers

Federal Decree-Law No. 21 of 2023 (amending Decree-Law No. 9 of 2022) governs employment relations for domestic workers. It prohibits:

Hiring workers under 18
Discrimination on any grounds
Sexual harassment (verbal or physical)
Forced labour and human trafficking
Harmful work or duties outside the legal job scope
Employment in unauthorised roles without prior Ministry approval

Abdulla RasheedEditor - Abu Dhabi

Abdullah Rashid Al Hammadi  is an accomplished Emirati journalist with over 45 years of experience in both Arabic and English media. He currently serves as the Abu Dhabi Bureau Chief fo Gulf News. Al Hammadi began his career in 1980 with Al Ittihad newspaper, where he rose through the ranks to hold key editorial positions, including Head of International News, Director of the Research Center, and Acting Managing Editor. A founding member of the UAE Journalists Association and a former board member, he is also affiliated with the General Federation of Arab Journalists and the International Federation of Journalists. Al Hammadi studied Information Systems Technology at the University of Virginia and completed journalism training with Reuters in Cairo and London. During his time in Washington, D.C., he reported for Alittihad  and became a member of the National Press Club. From 2000 to 2008, he wrote the widely read Dababees column, known for its critical take on social issues. Throughout his career, Al Hammadi has conducted high-profile interviews with prominent leaders including UAE President His Highness Sheikh Mohamed bin Zayed Al Nahyan, HH Sheikh Mohammed bin Rashid Al Maktoum, and key Arab figures such as the late Yasser Arafat and former presidents of Yemen and Egypt. He has reported on major historical events such as the Iran-Iraq war, the liberation of Kuwait, the fall of the Berlin Wall, and the establishment of the Palestinian Authority. His work continues to shape and influence journalism in the UAE and the wider Arab world.