UAE Sets Out Six Legal Obligations for Domestic Worker Recruitment Centres and Four Key Duties for Employers

The Ministry of Human Resources and Emiratisation (MoHRE) has issued detailed guidelines outlining six essential legal obligations that domestic worker recruitment centres in the UAE must adhere to, in relation to both workers and employers.

 

Additionally, the Ministry has highlighted four primary responsibilities for employers, including the timely payment of wages, provision of medical care, and suitable accommodation.

 

Responsibilities of Recruitment Centres

In its Employer Awareness Toolkit for Domestic Workers, published on its official social media platforms, the Ministry stated that all recruitment offices are required to sign contracts with employers using MoHRE-approved templates.

 

Recruitment centres must also:

 

• Educate domestic workers on the UAE’s customs and traditions

• Explain the appropriate procedures for filing complaints

• Bear the cost of repatriating workers if required

• Provide alternative workers or refund recruitment fees if the placement fails

• Ensure all workers undergo medical examinations within 30 days of arrival in the UAE

• Offer appropriate accommodation before the worker is handed over or in the case of a return

 

Recruitment centres must refund full or partial recruitment fees in the following cases:

• The worker is deemed professionally or behaviourally unfit during the probation period

• The worker leaves without a valid reason

• The employer terminates the contract due to breach of terms

• The worker is found to be medically unfit

 

Refund Policy for Employers

If a domestic worker is declared medically unfit within the six-month probation period, the employer is entitled to a full refund (including any government charges) if the issue arises within the first month. In cases of later termination, a partial refund is calculated using the formula:

(Total recruitment cost ÷ contract duration in months) × remaining contract period

 

Employer Obligations

MoHRE has outlined the following four main responsibilities for employers:

 

• Pay all recruitment centre and government-related fees

• Provide the agreed salary in accordance with MoHRE regulations

• Cover all medical expenses as per UAE labour laws

• Provide the necessary tools for the job and ensure adequate 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 employment lasting between six months and one year. If the employment contract ends before leave is taken, workers must be compensated in cash for any unused leave. A return air ticket must also be provided once every two years as part of their leave entitlement.

 

Domestic Worker Recruitment Packages

MoHRE currently offers three recruitment models:

 

• Traditional Package: The worker is under the employer’s sponsorship for a two-year period

• Temporary Package: The worker remains under the centre’s sponsorship but is employed under a two-year contract

• Flexible Package: The worker is sponsored by the centre and may be hired on an hourly, daily, or monthly basis

 

Domestic Workers Law

The Federal Law on Domestic Workers ensures that workers give informed consent, having a clear understanding of their contractual obligations, job roles, salary, rest hours, and workplace location prior to deployment. The law covers 19 distinct domestic worker roles and aligns with ILO Convention No. 189and Recommendation No. 201.

 

The law explicitly prohibits all forms of discrimination based on race, gender, religion, nationality, or social background.

 

Digital Services and Legal Framework

The UAE government offers digital services for:

 

• Licensing and regulation of approved recruitment agencies

• Submitting queries and lodging complaints

 

These services are available through the official MoHRE website and the Abu Dhabi TAMM portal.

 

Decree-Law on Domestic Workers

Federal Decree-Law No. 21 of 2023, which amends Decree-Law No. 9 of 2022, governs employment relations concerning domestic workers. Under this legislation, the following are strictly prohibited:

 

• Employment of individuals under the age of 18

• Discrimination on any basis

• Sexual harassment, whether verbal or physical

• Forced labour or human trafficking

• Assigning harmful tasks or duties beyond the legal job scope

• Hiring for unauthorised roles without prior Ministry approval

 

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