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

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

AbuDhabi: The Ministry of Human Resources and Emiratisation (MoHRE) has detailed six key legal obligations. These obligations must be upheld by domestic worker recruitment centers in the UAE about both workers and employers.

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

Recruitment center responsibilities

In its Employer Awareness Toolkit for Domestic Workers, published via its official social media channels, the Ministry clarified important guidelines. All recruitment offices must sign contracts with employers. These contracts should use MoHRE’s approved templates. Recruitment centers 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
Offer substitute workers or refund the recruitment fee if a placement fails
Make sure all domestic workers undergo medical checks within 30 days of entering the UAE
Offer suitable accommodation before worker handover or in case of return

Recruitment centers must refund full or partial recruitment fees in any of the next cases:

The worker is professionally or behaviorally 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 is required. This applies if the situation arises in the first month. This includes government fees. For later terminations, a partial refund is calculated. The formula is: (Total recruitment cost ÷ contract duration in months) × remaining contract period.

Employer responsibilities

MoHRE has highlighted four major obligations for employers:

Pay all recruitment center and government fees
Give 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 guarantee appropriate accommodation

Annual leave entitlements

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

Domestic worker recruitment packages

MoHRE now offers three packages:

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

Domestic Workers Law

The Federal Law on Domestic Workers ensures informed consent. Workers must fully understand contract terms, job roles, and salaries. They must also understand rest periods and location before 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.