A separate law from FDL 33/2021
Domestic workers in the UAE are governed by Federal Decree-Law 9 of 2022 Concerning Domestic Workers — a distinct statute from the private-sector labor law (FDL 33/2021). "Domestic worker" covers a specific list of household roles: housemaids, drivers, cooks, gardeners, nannies, private tutors, watchmen, and similar. Anyone working inside a household under a sponsorship arrangement is covered.
Working time and rest
- 12 hours of rest per 24-hour day, of which at least 8 continuous.
- One paid weekly rest day. The day can be split with the worker's consent.
- 30 days of paid annual leave per year of service. Cash-out on termination for any unused days (same principle as Article 29(9) in the private-sector law).
- 30 days of paid sick leave per year — the private-sector 90-day rule does not apply.
End-of-service gratuity (14 days per year)
Domestic workers earn 14 days of pay per year of service — not the 21/30-day formula that applies to private-sector employees. Total gratuity is capped at 6 months of pay. Gratuity is due on end of the employment relationship regardless of who terminates, provided the worker has served at least one continuous year.
See the standard private-sector formula for contrast in the EOSB guide.
Wages and payment
Wages must be paid monthly, in cash or by bank transfer, within 10 days of the due date. Delays are treated as violations. Deductions are capped: no more than 25% of the monthly wage can be deducted for any reason including damages, absent a court order.
A written contract is mandatory, filed with MOHRE via the Tadbeer channel. Verbal agreements do not qualify — they leave both sides exposed.
Prohibited practices — the tight list
FDL 9/2022 explicitly forbids:
- Passport retention (see the passport withholding guide).
- Physical or psychological abuse.
- Assigning work outside the contract's job description without consent.
- Withholding wages, food, or medical care.
- Preventing the worker from communicating with family.
Violations can trigger MOHRE administrative penalties, fines, and — in serious patterns — criminal prosecution under the Combating Human Trafficking Law.
Health insurance
The employer must provide health insurance covering the worker for the full duration of employment. This is a mandatory sponsorship condition — no insurance means MOHRE will not issue or renew the work permit.
How to hire — the Tadbeer channel
All domestic-worker hiring in the UAE runs through Tadbeer service centres, which are MOHRE-regulated recruitment offices. Tadbeer handles:
- Contract drafting on the standard form.
- Medical fitness examinations.
- Pre-arrival and post-arrival orientation for the worker.
- Mediation if a dispute arises.
Direct hiring outside the Tadbeer system is not permitted for standard cases. Attempting to sponsor a domestic worker under any other employment category is a misuse of the sponsorship system with its own penalties.
Complaints and dispute resolution
Domestic workers can file complaints directly with MOHRE via the app, the 800-84 hotline, or a Tadbeer center. The initial route is mediation; unresolved complaints go to the labor court, which — like the private-sector claims — is fee-exempt for the worker for amounts up to AED 100,000.