UAE Domestic Workers Law: Hiring From India, and Employer Duties on Pay, Housing, Medical Care Explained

The process of hiring a domestic worker in the UAE — particularly from India — is governed by a detailed legal and administrative framework that combines UAE labour law with Indian emigration rules. At the centre of this regime is the Federal Decree Law No. 9 of 2022, which sets out the rights, duties and protections applicable to domestic workers and their employers.

Under the law, employers are subject to defined obligations aimed at ensuring fair treatment and adequate living conditions. Article 11 requires employers to provide suitable accommodation, facilities to perform assigned duties, meals and appropriate clothing. Timely payment of wages is mandatory, along with access to medical care. Employers must also treat domestic workers with dignity and respect, and bear the cost of repatriation at the end of employment. These provisions form part of a broader legal structure that also covers workers’ duties (Article 12), recruitment agencies (Article 5), employment contracts (Articles 6 and 7), working hours (Article 9), and end-of-service gratuity (Article 22).

For UAE residents seeking to recruit domestic workers from India, compliance begins outside the UAE. The worker must hold an Emigration Check Required (ECR) passport, and the employer must register on India’s E-Migrant portal. This platform, operated by the Government of India, regulates overseas employment and aims to protect migrant workers.

Following registration, the employer submits relevant details and documentation through the portal, along with a request to the Consulate General of India in Dubai. Once login credentials are issued, the process moves to document verification and attestation through consulate-authorised channels. At this stage, the employer is also required to sign an affidavit confirming that there is no familial relationship with the prospective worker.

The next phase involves applying for an entry permit and employment approval through the Ministry of Human Resources and Emiratisation, typically via approved service centres. Employers must meet eligibility criteria, including minimum salary thresholds, and submit a comprehensive set of documents. These include passport and visa copies, Emirates ID, tenancy contract or property title deed (generally requiring at least a two-bedroom residence), utility bills, bank statements, and proof of employment or business ownership. Documents relating to the employer’s spouse, such as identification and an attested marriage certificate, are also required.

Once processed, an offer letter in the approved format is issued, followed by an entry permit from the General Directorate of Residency and Foreigners Affairs. The documents are then attested through consulate-authorised channels, along with a refundable deposit mandated by the Indian consulate. The E-Migrant system subsequently generates a formal employment agreement, which is shared with the worker and forwarded to India’s Protector of Emigrants for clearance.

After emigration approval is granted, the worker may travel to the UAE. Upon arrival, the employer must complete further formalities, including an entry interview at the Indian Consulate within two weeks. The employment contract issued under MoHRE guidelines must match the earlier offer terms. The worker is also required to undergo a medical fitness test, while the employer must arrange health insurance and complete the UAE ID process.

This multi-layered system reflects a dual regulatory approach, ensuring compliance with UAE labour protections while safeguarding the rights of Indian migrant workers. Authorities including MoHRE, immigration departments, Tadbeer centres and Indian diplomatic missions coordinate the process, while welfare support services also assist expatriates navigating the system.

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