Key takeaways
- Domestic workers fall under Federal Decree-Law No. 9 of 2022, as amended, not the main UAE labour law.
- The law covers 19 occupations, and no one under 18 may be recruited or employed.
- Workers get at least 12 hours' rest a day, 8 of them in a row, plus a paid weekly rest day.
- Annual leave is at least 30 days a year; sick leave is up to 30 days, 15 on full pay and 15 on half pay.
- MOHRE decides claims up to AED 50,000, and either side can challenge its decision in court within 15 working days.
Which law covers domestic workers
The private-sector labour law in our guide to UAE labour law excludes domestic workers (Article 3). Their rules are in Federal Decree-Law No. 9 of 2022, in force since 15 December 2022, and its Executive Regulation, Cabinet Resolution No. 106 of 2022. Later decree-laws in 2023 and 2024 each replaced only Article 23, on disputes.
The regulation lists 19 occupations, including housekeepers, cooks, nannies, gardeners, guards, private drivers, private tutors and home carers. Article 4(3) bans recruiting or employing anyone under 18, and MOHRE's work permit service sets an upper age of 60, except for a worker already in the UAE whose domestic visa was cancelled no more than three months ago.
Recruitment, probation and refunds
Recruiting or placing domestic workers without a MOHRE license is banned (Article 4(1)) and carries up to a year in prison and/or a fine of AED 200,000 to AED 1,000,000 (Article 27(4)). u.ae points to MOHRE-approved service centres; in Abu Dhabi, the Residents Office directs residents to Tadbeer centres.
The office must explain the work, wage and conditions before the worker leaves home, and can't charge the worker commissions or costs (Article 5). If it breaks its MOHRE-form contract with you, you can refuse the worker, and u.ae says it must replace them or refund your fees.
Probation can last up to six months (Article 8). Article 6 of the Executive Regulation sets these refunds:
| Situation | Refund from the office |
|---|---|
| The problem arises in the worker's first month, or the worker is proven physically unfit during probation | Full recruitment cost, plus government fees if the worker is unfit |
| After that: the worker lacks competence or good conduct during probation, leaves outside the cases the regulation allows, or you end the contract because agreed conditions weren't met | Total recruitment cost ÷ contract months × months remaining |
| You recruited the worker directly or named them yourself | No refund |
The office must pay within two weeks of the worker's return to it, or of the absence notice. MOHRE's employer guide gives this example: AED 12,000 ÷ 24 months × 10 months left = AED 5,000.
Contract, rest, leave and pay
You must sign an employment agreement on MOHRE's form and give the worker a copy. It runs for two years and can be renewed for the same period (Article 7).
| Right | What the law says |
|---|---|
| Daily rest | At least 12 hours a day, 8 of them consecutive |
| Weekly rest | One paid day, set by agreement; if worked, another rest day or a day's wage; no more than two rest days worked in two consecutive weeks unless agreed |
| Annual leave | At least 30 days a year, paid before it's taken; 2 days a month for service over six months but under a year |
| Ticket home | Return ticket once every two years; one-way ticket if you both agree to end or not renew the contract after the leave |
| Sick leave | Up to 30 days a contract year with a medical report: 15 days full pay, 15 days half pay; none paid if caused by the worker's misconduct |
| Wages | Monthly, in UAE dirhams, within 10 days of the due date |
| Final dues | All entitlements within 10 days of the agreement ending |
Unused leave is paid in cash at the end, on the last wage (Article 10(5)). The decree-law sets no daily hours cap in its text; Article 9 leaves work and rest times to MOHRE decisions, within the rest floor above.
Medical care, documents and prohibited practices
You must pay for the worker's medical treatment under the UAE health system or provide suitable health insurance (Article 11(5)), and pay compensation for work injuries (Article 11(9)). MOHRE's work permit service also needs an insurance policy on your file. You can compare health insurance cover through us; we aren't an insurer.
- Documents. Article 11(11): you must ensure the worker's right to keep their own identification documents.
- Money from the worker. You can't take payments from the worker unless the rules allow it (Article 11(13)).
- Abuse. Article 4(4) bans discrimination, sexual harassment, forced labour and human trafficking.
- Other work. You can't move the worker to a different profession without their consent (Article 11(10)).
- Unauthorised workers. Employing a worker who isn't authorised to work for you carries a fine of AED 50,000 to AED 200,000 (Article 27(3)).
On end-of-service gratuity, Article 22 lets the Cabinet approve how it's calculated and paid. Neither the decree-law nor its regulation sets a rate, so check your contract and MOHRE's current guidance.
How to sponsor a domestic worker's visa
u.ae says domestic helpers live and work in the UAE on the domestic worker's visa; our guide to the types of UAE visa covers the others.
- 1. Check you can sponsor. MOHRE's work permit service needs your valid passport, plus a valid Emirates ID (citizens) or residence permit (residents and investors). Executive Regulation Article 17(2) lets the Minister set a minimum salary or income for foreign residents but states no amount, so confirm the current rule with MOHRE or your centre.
- 2. Choose a package. MOHRE's employer guide lists traditional (the worker is on your file and lives with you), temporary and flexible packages. Under temporary employment, the office is the employer (Article 14).
- 3. Get the work permit. The worker needs a passport valid for at least three months and no other valid work permit. The permit normally runs for two years; MOHRE also lists a one-year option outside Dubai.
- 4. Contract, medical and residence. In Dubai, the Domestic Worker Package on the Dubai Now app, launched by MOHRE and GDRFA Dubai in December 2024, covers the residence permit, e-contract, medical exam and Emirates ID. In Abu Dhabi, Tadbeer centres handle these steps.
Complaints and disputes
Under Article 23, as replaced by Federal Decree-Law No. 8 of 2024 (issued 29 July 2024), disputes go to MOHRE first. If it can't settle them in time, it refers them to the Court of First Instance. MOHRE itself decides claims up to AED 50,000, and claims that a party broke an earlier MOHRE settlement. Either side can challenge that decision in the Court of First Instance within 15 working days of notification; the court rules within 30 working days, and its ruling is final.
The 2023 version sent challenges to the Court of Appeal, and some English pages show older wording, so rely on the 2024 Arabic text on the UAE Legislation portal. Claims aren't heard more than three months after employment ends (Article 26(2)), and workers' lawsuits are exempt from court fees.
Global Sky PRO isn't a law firm or recruitment office. We help you prepare a labour complaint and its documents, and our payroll and HR services team handles HR paperwork.
Sources
- UAE Legislation: Federal Decree-Law No. 9 of 2022 Concerning Domestic Workers
- UAE Legislation: Cabinet Resolution No. 106 of 2022, Executive Regulation of the domestic workers law
- UAE Legislation: Federal Decree-Law No. 8 of 2024 amending the domestic workers law (Arabic)
- u.ae: Domestic workers
- MOHRE: Issuing a new work permit for domestic workers
- MOHRE: Employers' guide for domestic workers
- GDRFA Dubai: Domestic Worker Package on the Dubai Now app
Official sources checked on 12 November 2026. This guide explains published rules in plain English and is not legal or tax advice. Rules change; we check the current position for your case before you act.