Federal Law No. 10 of 2017 on Domestic Workerschapter by chapter

Article 3(3)If a domestic worker travels abroad with the employer or family, all parties must abide by the employment contract's ...

When a domestic worker travels abroad with the employer or family, all parties must follow the employment contract terms unless the destination country's laws provide otherwise.

Article 4(1)Domestic workers may not be hired or temporarily employed without a Ministry license (held by the recruitment agency).

Domestic workers may not be hired or temporarily employed unless a recruitment agency holds the required Ministry licence for that employment.

Article 4(2)Recruitment and employment of domestic workers must follow the requirements, regulations and procedures of this Decre...

Recruitment and employment of domestic workers must follow the Decree-Law, its Implementing Regulation, Ministry decisions, and other UAE legislation, including occupation-specific licensing.

Article 4(3)Recruiting or hiring a domestic worker under the age of 18 is prohibited.

Recruiting or hiring a domestic worker under age 18 is prohibited, setting a minimum age for domestic worker employment.

Article 4(4)Employers and recruiters must not discriminate against domestic workers, subject them to sexual harassment, or engage...

Employers and recruiters must not discriminate against domestic workers, subject them to sexual harassment, or engage in forced labour or human trafficking practices.

Article 4(5)Domestic workers must not be employed for tasks not covered by this Decree-Law without the Ministry's prior approval.

Domestic workers must not be employed for tasks outside the Decree-Law's scope without the Ministry's prior approval.

Article 5(1)Before recruiting a domestic worker from their country of origin, the agency must provide information on the type, na...

Before recruiting a domestic worker from abroad, the agency must disclose the work type, nature, and wages, and confirm the worker's physical, psychological, and professional fitness.

Article 5(2)The agency must not demand or accept, directly or indirectly, any commission or expenses from the domestic worker for...

Recruitment agencies must not demand or accept any commission or expenses, directly or indirectly, from domestic workers for securing their employment.

Article 5(3)Required medical examinations for the domestic worker must be conducted within 30 days prior to arrival in the UAE.

Domestic worker's required medical examinations must be completed within 30 days before arrival in the UAE.

Article 5(4)The agency must provide the domestic worker with education and exposure to UAE customs and traditions.

Recruitment agencies must provide domestic workers with education and exposure to UAE customs and traditions.

Article 5(5)The agency must provide decent, equipped temporary accommodation for domestic workers awaiting placement or returned ...

The agency must provide decent, equipped temporary accommodation for domestic workers awaiting placement or returned to the office.

Article 5(6)The agency must be courteous to domestic workers, treat them with respect, and avoid exposing them to violence.

Domestic worker recruitment agencies must treat domestic workers courteously and with respect, and must avoid exposing them to violence.

Article 5(7)The agency must ensure domestic workers are aware of their rights and know the proper channels if their rights or fre...

The agency must ensure domestic workers are aware of their rights and of proper channels for reporting violations of their rights or freedom.

Article 5(8)The agency must provide the employer with a booklet of wage receipts or other documentation proving wages were paid t...

Domestic worker agencies must give employers a booklet of wage receipts or other documents proving wages were paid through Ministry-specified channels.

Article 5(9)The agency must bear repatriation costs and provide a suitable replacement worker at no extra cost, or reimburse the ...

Domestic worker recruitment agencies must bear repatriation costs and provide a suitable replacement worker at no extra cost, or reimburse the employer.

Article 6(1)Recruitment agencies and employers must enter into a contract, per the Ministry's unified standard form, covering rec...

Recruitment agencies and employers must sign a contract using the Ministry's standard form, outlining recruitment basis, worker rights, wages, and process timing.

Article 7(1)Employers must enter into an employment contract with the domestic worker using the Ministry's unified standard form,...

Employers must enter into an employment contract with a domestic worker using the Ministry's unified standard form and must give the worker a copy.

Article 7(2)The contract must state both parties' names, contract/joining dates, nature and place of work, duration, total remune...

Employers must ensure domestic worker contracts state parties' names, dates, work details, duration, remuneration, payment method, leave, probation, rest periods and termination, per the Ministry standard form.

Article 7(3)A limited-term contract runs two years and may be renewed for a similar period; continued application after expiry is...

Domestic worker limited-term contracts run two years and may be renewed for a similar period, with continued application after expiry treated as an extension on the same conditions.

Article 8The employer may place a domestic worker on probation for no more than six months from the date of employment.

An employer may place a domestic worker on probation for no more than six months from the date of employment under the Domestic Workers Law.

Article 9(1)Domestic workers are entitled to a paid weekly rest day; if worked, the employer must grant an alternate day off or p...

Domestic workers are entitled to a paid weekly rest day; if they work it, employers must provide an alternate day off or pay cash instead.

Article 9(2)Domestic workers are entitled to at least 12 hours' daily rest, of which at least 8 hours are consecutive, per Minist...

Domestic workers are entitled to at least 12 hours' daily rest, of which at least 8 hours must be consecutive, as set by Ministry executive decisions.

Article 10(1)Domestic workers are entitled to at least 30 days' paid annual leave per year of service (pro-rated at 2 days/month f...

Employers must grant domestic workers at least 30 days' paid annual leave per year of service, paid in full before leave, and may split it into two parts.

Article 10(2)If the worker works during annual leave (not carried forward), the employer must pay wage plus cash in lieu for those...

Employers must pay wages plus cash in lieu if workers work during uncarried-over annual leave, limited to once in two years.

Article 10(3)Public holidays occurring during a domestic worker's annual leave are included within that annual leave.

Public holidays falling during a domestic worker's annual leave are counted as part of that annual leave period.

Article 10(4)If the domestic worker wishes to spend annual leave in their home country, the employer must bear the cost of a retur...

Employers must bear the cost of a return ticket for domestic workers taking annual leave in their home country once every two years; one-way if contract mutually terminated after leave.

Article 10(5)Upon expiry or termination of the contract, the worker is entitled to cash in lieu of unused annual leave, calculated...

Domestic workers are entitled to cash payment for unused annual leave upon contract expiry or termination, calculated on their last remuneration received.

Article 10(6)Domestic workers are entitled to 30 days' sick leave per year of service (continuous or intermittent) supported by an...

Domestic workers get 30 days' sick leave per year of service, backed by an approved medical report: first 15 days full pay, next 15 half pay.

Article 10(7)No sick-leave payment is due if the domestic worker's own behaviour contributed to the illness.

Domestic workers are not entitled to sick-leave pay where their own behaviour contributed to the illness.

Article 11(1)-(2)The employer must provide the facilities needed for the worker to perform duties, and prepare appropriate accommodation.

Employers are required to provide necessary facilities and appropriate accommodation for domestic workers to perform their duties.

Article 11(3)Full-time domestic workers must be provided meals and clothing necessary for their duties, unless otherwise agreed.

Employers must provide full-time domestic workers with the meals and clothing necessary for their duties, unless the parties otherwise agree.

Article 11(4)The employer must pay the domestic worker's remuneration on time per the contract, the Decree-Law and Ministry decisi...

Employers must pay domestic workers their remuneration on time, as set out in the employment contract, the Decree-Law and Ministry decisions.

Article 11(5)The employer must bear the domestic worker's medical care costs (per the state health system) or provide appropriate ...

The employer must bear the domestic worker's medical care costs, either through the state health system or by providing appropriate health insurance coverage for the worker.

Article 11(6)The employer must treat the domestic worker respectfully and maintain their dignity and safety.

Under the domestic workers law, employers must treat domestic workers respectfully and maintain their dignity and safety.

Article 11(7)The domestic worker may not be employed by any other person except as permitted by the Implementing Regulation and Mi...

A domestic worker may not be employed by any other person except as permitted by the Implementing Regulation and Ministry decisions.

Article 11(8)The employer must not hire a domestic worker without a valid work licence/permit.

Employers must not hire domestic workers without a valid work licence or permit.

Article 11(9)The employer must provide compensation for work injuries and occupational diseases per Federal Decree-Law No. 33 of 2...

Employers must provide compensation for work injuries and occupational diseases according to Federal Decree-Law No. 33 of 2021, remaining liable without insurer coverage.

Article 11(10)The domestic worker may not be assigned duties different from their contracted work nature without explicit consent, ...

Domestic workers must not be assigned different duties from their contract without explicit consent, limited to occupations listed in regulations.

Article 11(11)The domestic worker must be allowed to retain all of their official documents.

A domestic worker must be permitted to keep possession of all of their official documents, including personal identity and travel papers.

Article 11(12)If a domestic worker dies during service, heirs are entitled to the wages for the month of death plus other entitleme...

Heirs of a domestic worker who dies during service are entitled to the wages for the month of death plus other entitlements due.

Article 11(13)The employer may not charge the domestic worker any costs or charges unless specifically permitted by the Decree-Law,...

Employers may not charge domestic workers any fees unless explicitly allowed by law or an approved contract.

Article 11(14)Any violation of applicable legislation by the domestic worker must be reported to the Ministry, and the employer mus...

Employers must report any violation of applicable legislation by a domestic worker to the Ministry and must comply with the Ministry's resulting decision.

Article 11(15)The employer must bear the costs of repatriating the domestic worker to their home country per the Decree-Law and Imp...

Employers must pay the cost of repatriating a domestic worker to their home country, as set out in the Decree-Law and its Implementing Regulation.

Article 13Both employer and domestic worker must adhere to approved occupational health and safety requirements and preventativ...

Employers and domestic workers must both comply with approved occupational health and safety requirements and preventive health measures.

Article 14(1)-(2)For temporary employment, the recruitment office acts as employer of record without affecting the worker's obligation...

Recruitment offices act as employer of record for temporary domestic workers, without affecting the worker's obligations to the beneficiary under the governing Decree-Law.

Article 15(1)Monthly salaries must be paid in UAE dirhams within 10 days of the maturity date, per the Ministry's specified paymen...

Employers must pay monthly domestic worker salaries in UAE dirhams within 10 days of the maturity date, using the payment method specified by the Ministry.

Article 15(2)Domestic workers are entitled to wages as soon as they enter the state or change status, and payment must be confirme...

Domestic workers are entitled to wages from entry into the state or change of status, with payment confirmed by written receipt or other Ministry-specified method.

Article 16(1)Deductions for debts payable under a court judgment may not exceed one quarter of the domestic worker's pay.

Deductions from a domestic worker's pay for debts under a court judgment may not exceed one quarter of that pay.

Article 16(2)For loss/damage caused by the worker, the employer may deduct the repair/replacement cost (capped at one quarter of p...

An employer may deduct the repair or replacement cost of loss or damage caused by a domestic worker from pay, capped at one quarter of pay, only with the worker's consent or Ministry approval.

Article 17(1)-(3)Wages are suspended during a worker's provisional detention; on employer-notified cases, full back-pay is due if the ...

Wages are suspended during provisional detention, with full back-pay due if the worker is released or acquitted under certain conditions.

Article 18(2)Employers must notify the Ministry within five days if a domestic worker abandons work.

Employers must notify the Ministry within five days when a domestic worker abandons work.

Article 19(2)On the domestic worker's death or total disability, the employer is responsible for repatriation costs of the decease...

Employers must bear repatriation costs of a domestic worker who dies or becomes totally disabled, returning the deceased or ill worker to their homeland.

Article 19(9)Upon contract expiry, the employer must pay the domestic worker's compensation within 10 days of the expiry date, per...

Employers must pay a domestic worker's end-of-contract compensation within 10 days of the contract expiry date, as set out in the Implementing Regulation.

Article 20(2)If termination is for reasons not attributable to the domestic worker, the employer must pay due compensation and the...

An employer must pay due compensation and the domestic worker's repatriation costs when termination is for reasons not attributable to the worker.

Article 23(1)-(2)Employers, workers, and recruitment agencies must engage with the Ministry's amicable-dispute-resolution process befo...

Employers, workers, and recruitment agencies must engage in the Ministry's amicable-dispute-resolution process before escalating disputes to court.

Article 23(8)The Ministry may, during dispute/complaint investigations, order a recruitment agency to satisfy obligations under th...

The Ministry may order a recruitment agency to fulfill its obligations during dispute investigations involving workers, employers, or beneficiaries.

Article 24(1)-(2)Ministry inspectors have authority to inspect recruitment agencies and domestic workers' places of work/residence (ag...

Ministry inspectors may inspect recruitment agencies and domestic workers' workplaces and agency-provided accommodation; entering an employer's family residence requires owner consent or Public Prosecutor permission.

Article 27(2)(a)Submitting false information or documents to recruit a domestic worker is punishable by up to 6 months' imprisonment ...

Submitting false information or documents to recruit a domestic worker is punishable by up to six months' imprisonment and/or a fine of AED 20,000 to 100,000 under the Domestic Workers Law.

Article 27(2)(b)Obstructing or attempting to prevent a judicial/Ministry inspection officer from performing duties (including via for...

Obstructing or attempting to prevent a judicial or Ministry inspection officer from performing duties, including through force, violence or threats, is punishable by imprisonment and/or a fine of AED 20,000 to 100,000.

Article 27(3)(a)Employing a domestic worker without a work permit is punishable by a fine of AED 50,000-200,000.

Employers who hire a domestic worker without a work permit face a fine of AED 50,000 to 200,000.

Article 27(3)(b)Recruiting or employing a domestic worker and then failing to provide them with employment is punishable by a fine of...

Recruiting or employing a domestic worker and then failing to provide them with employment carries a fine of AED 50,000 to 200,000 under the Domestic Workers Law.

Article 27(3)(c)Using a domestic worker's work permit for purposes other than those for which it was issued is punishable by a fine o...

Using a domestic worker's work permit for any purpose other than the one it was issued for is punishable by a fine of AED 50,000 to 200,000.

Article 27(3)(d)Closing or ceasing recruitment agency operations without settling domestic workers' dues per required procedures is p...

Closing or ceasing recruitment agency operations without settling domestic workers' dues under required procedures is punishable by a fine of AED 50,000 to 200,000.

Article 27(3)(e)Recruiting or employing a worker under 18 is punishable by a fine of AED 50,000-200,000 (in addition to the Article 4...

Recruiting or employing a worker under 18 is punishable by a fine of AED 50,000 to 200,000 under the Domestic Workers Law.

Article 27(3)(f)Assisting a domestic worker to abandon employment, or sheltering/housing them to exploit or illegally employ them, is...

Assisting a domestic worker to abandon employment, or sheltering them to exploit or illegally employ them, is punishable by a fine of AED 50,000 to 200,000.

Article 27(4)(a)Engaging in mediation or temporary employment of domestic workers without a licence is punishable by up to 1 year's i...

Mediation or temporary employment of domestic workers without a licence may lead to up to one year's imprisonment and fines between AED 200,000 to 1,000,000.

Article 27(4)(b)Misusing Ministry system access credentials, or allowing others to misuse them in a way that disrupts labour relation...

Misusing Ministry system credentials, or letting others misuse them to disrupt labour procedures, is punishable by up to one year's imprisonment and/or AED 200,000–1,000,000 fine.

Article 27(5)Recruitment agencies violating the Decree-Law, Implementing Regulation, or related decisions are subject to a fine of...

Recruitment agencies that violate the Domestic Workers Decree-Law, its Implementing Regulation, or related decisions face a fine ranging from AED 50,000 to AED 200,000.

Article 27(6)A catch-all fine of AED 5,000-1,000,000 applies to any violation of the Decree-Law, Implementing Regulation or relate...

Any violation of the Domestic Workers Decree-Law, its Implementing Regulation or related Resolutions attracts a catch-all fine of AED 5,000 to AED 1,000,000.

Article 27(7)Fines under the Decree-Law are multiplied by the number of workers involved in a violation, up to a maximum of AED 10...

Fines for violations are multiplied per number of involved workers, capped at AED 10,000,000.

Article 27(8)If an offender repeats a violation within one year of conviction for a similar violation, the penalty is doubled.

Repeat offenders who commit a similar violation within one year of conviction face a penalty that is doubled.

Article 28(1)The Decree-Law's rights represent a statutory minimum; more favourable rights granted under other laws, agreements or...

The statutory minimum rights under the Domestic Workers Decree-Law stand as a floor, so more favourable rights from other laws, agreements or contracts remain valid.

Article 28(4)Provisions contrary to the Decree-Law (even predating it) are void unless more beneficial to the domestic worker.

Provisions in conflict with the Domestic Workers Decree-Law, even if predating it, are void unless they benefit the domestic worker more.

Article 28(5)Arabic is the approved language for all records, registers, contracts and forms; where a foreign language is used for...

All records, registers, contracts and forms must be in Arabic; where a foreign language is used for a non-Arabic-speaking worker, the Arabic text prevails in any discrepancy.

Article 3(1)(a)An owner or partner applying for a recruitment agency license must not have a prior conviction for an offence against...

A recruitment agency license applicant or partner must not have a prior conviction for honour offences, breach of trust, or human trafficking, unless rehabilitated or time has passed.

Article 3(1)(b)Recruitment agencies (sole proprietorships and legal persons) must hold a bank guarantee of not less than AED 500,000...

Recruitment agencies must hold a bank guarantee of at least AED 500,000 for the license term, replenishing any shortfall drawn by the Ministry within 30 days.

Article 3(1)(c)License applicants (individuals, institutions, or partners in a legal entity) must submit a credit report reflecting ...

License applicants, whether individuals, institutions or partners in a legal entity, must submit a credit report from a competent authority showing their financial standing.

Article 3(1)(d)A recruitment agency combining the activity of labor-recruitment mediation with temporary employment of domestic work...

Recruitment agencies combining labour recruitment mediation with temporary domestic worker employment must hold a separate licence for each activity, meeting that activity's conditions, requirements and fees.

Article 3(2)Recruitment agency licenses are automatically renewed annually, provided that all licensing requirements continue to ...

Recruitment agency licences under the Domestic Workers Law renew automatically each year, provided all licensing requirements remain satisfied.

Article 3(3)(e)A licensee is prohibited from assigning, transferring, or subleasing its license, or changing its partners (adding or...

Licensees may not assign, transfer, sublet their licence, or change partners without prior Ministry approval; unapproved partner changes carry an AED 10,000 fine.

Article 4(1)(a)Before a domestic worker enters the country, the recruitment office must ensure the worker undergoes a medical examin...

Recruitment offices must ensure domestic workers undergo a medical examination to verify suitability and freedom from disqualifying health conditions before entry.

Article 4(1)(b)The recruitment office must ensure the domestic worker is made aware of all qualification and experience requirements...

A domestic worker recruitment office must ensure the domestic worker is made aware of all qualification and experience requirements set by the employer.

Article 4(1)(c)Where the profession requires an experience certificate (e.g., nursing, driving), the recruitment office must ensure ...

Recruitment offices must ensure an experience certificate is available for domestic workers whenever the profession, such as nursing or driving, requires one.

Article 4(1)(d)The recruitment office must allow the domestic worker to review the job offer consistent with the employment contract...

A recruitment office must let the domestic worker review the job offer against the intended employment contract and obtain the worker's signature confirming agreement.

Article 4(1)(e)In cases specified by the Ministry, the recruitment office must obtain a certificate from the competent authorities i...

Recruitment offices must obtain a certificate from competent home-country authorities confirming no criminal record and good conduct, where the Ministry specifies.

Article 4(1)(f)The recruitment office must provide evidence that it operates in coordination with officially accredited agencies in ...

Recruitment office must provide evidence that it operates in coordination with officially accredited agencies in the source countries from which domestic workers are recruited.

Article 4(1)(g)The recruitment office must provide evidence that it is directly responsible for paying any commissions necessary to ...

Recruitment offices must prove they directly bear any commissions needed to facilitate a domestic worker's arrival and contract completion, and must not charge the worker for those payments.

Article 4(2)(a)The recruitment office must observe the requirements and controls in the Memorandum of Understanding (MOU) signed bet...

Recruitment offices must comply with the Ministry's MOU with the source country and report to the Ministry the number and details of domestic workers assigned to them.

Article 4(2)(b)The recruitment office must enter into an Initial Agreement with overseas recruitment agencies describing the require...

Recruitment offices must sign an Initial Agreement with overseas agencies outlining requirements and employer responsibilities for domestic workers.

Article 4(2)(c)The recruitment office is banned from dealing with any unlicensed recruitment agency, office, person, or entity outsi...

Recruitment offices are prohibited from dealing with unlicensed agencies or persons abroad and must follow Ministry directives barring dealings with specified overseas entities, with a AED 10,000 fine for breach.

Article 4(3)(a)The recruitment office must maintain confidentiality of all details and information acquired through its activities a...

Recruitment offices must keep all information acquired through their activities confidential and must not disclose it without prior Ministry approval.

Article 4(3)(b)-(d)The recruitment office must charge only the Ministry-approved fee schedule and government service fees for services t...

Recruitment offices must charge only Ministry-approved fees and government service fees, collect no additional charges, and clearly display prices, with fines for overcharging and for failing to display prices.

Article 4(3)(e)The recruitment office must ensure that the systems and programs specified by the Ministry are used.

Recruitment offices must ensure that the systems and programs specified by the Ministry of Human Resources and Emiratisation are used in their operations.

Article 4(3)(f)Employment contracts concluded by the recruitment office must be in accordance with the Ministry's approved forms (Sc...

Recruitment offices must conclude domestic worker employment contracts using the Ministry's approved forms, with non-compliant contract forms penalised at AED 5,000 per case.

Article 4(3)(g)The recruitment office must maintain records in accordance with the Ministry's requirements.

Recruitment offices must keep records in accordance with the Ministry's requirements under the domestic workers record-keeping rules.

Article 4(3)(h)The recruitment office must establish a database, per the Ministry's models and standards, containing all information...

Recruitment offices must keep a database of all employers they dealt with, including addresses and domestic worker types recruited, per Ministry standards, retained for at least 10 years.

Article 4(3)(i)The recruitment office may not make its workers available for recruitment by an employer whose file has been suspende...

A recruitment office may not supply its workers to an employer whose file is suspended in the Ministry's system, except for Ministry-approved temporary employment.

Article 4(4)(a)-(b)The recruitment office must enter into a contract with the employer/beneficiary (on the Ministry-approved form) speci...

A domestic worker recruitment office must enter into a Ministry-approved form contract with the employer covering recruitment and employment obligations, and conduct recruitment in accordance with the Initial Agreement.

Article 6(1)-(3)The recruitment office must refund all or part of the recruitment fees paid by the employer where: the worker shows i...

Recruitment offices must refund part of recruitment fees if the worker demonstrates incompetence or the employer terminates due to non-compliance.

Article 6(5)In addition to refunding recruitment fees, the recruitment office must reimburse any government fees incurred by the ...

Recruitment offices must refund recruitment fees and also reimburse employers' government fees if a domestic worker is found medically unfit during probation.

Article 6(6)Upon the domestic worker being returned to the recruitment office or the worker's absence from work being reported, t...

Domestic worker recruitment offices must refund amounts due to employers within two weeks after a worker is returned or reported absent; failure incurs AED 2,000 fine per case.

Article 6(7)Where a directly (by-name) recruited worker wishes to join a new employer during the validity of the first contract, ...

New employers taking a directly recruited worker mid-contract must pay part of the recruitment fee and the original employer's government fees, unless both parties agree otherwise.

Article 6(8)Where a domestic worker wishes to change employers after the employment contract has been renewed, and the transfer o...

When a domestic worker transfers to a new employer within three months of contract renewal, the new employer must reimburse the original employer's renewal fees.

Article 7Employers may schedule the domestic worker's working hours based on work nature/household needs, provided the worker ...

Employers may schedule domestic worker hours by work nature and household needs, provided workers get 12 daily rest hours and 8 consecutive working hours; eating and rest time excluded from working hours.

Article 8(1)Domestic workers are entitled to a weekly rest day agreed between worker and employer; if the employer requires the w...

Domestic workers are entitled to a weekly rest day agreed with the employer; if the employer requires work on that day, the employer must provide an alternative rest day or pay cash instead.

Article 8(2)The domestic worker may not be required to forgo the weekly rest day for more than two consecutive weeks, unless othe...

A domestic worker may not be required to forgo the weekly rest day for more than two consecutive weeks unless otherwise agreed.

Article 9(2)(b)Domestic workers employed on a temporary basis must reside at the work site specified by the beneficiary, unless othe...

Temporary domestic workers must reside at the work site specified by the beneficiary, unless the recruitment office and beneficiary agree otherwise.

Article 9(2)(c)Recruitment offices and beneficiaries must conclude a temporary-employment contract in the Ministry's prescribed form...

Recruitment offices and beneficiaries must conclude a temporary employment contract in the Ministry's prescribed form, and the domestic worker must receive a copy under the Ministry's procedure.

Article 9(3)The recruitment office may not evade any of its obligations as employer toward the domestic worker due to the benefic...

A recruitment office cannot evade employer obligations to a domestic worker when the beneficiary defaults; it stays jointly liable and retains its rights against the beneficiary.

Article 10(3)-2Article (10) Abandonment of Employment by Domestic Workers

Domestic workers who abandon employment in the specified circumstances must return to their recruitment office, which must accept, house them and notify the Ministry.

Article 11(1)A domestic worker may not work for any party other than the employer or beneficiary named in the employment contract,...

Domestic workers may work only for the employer or beneficiary named in their contract unless the Ministry specifies otherwise; employers permitting unlawful work face AED 5,000 fines per worker.

Article 11(2)With the domestic worker's consent, a worker may work for the employer's relatives up to the second degree, as an exc...

With the domestic worker's consent, an employer may engage the worker for the employer's relatives up to the second degree, as an exception to the general restriction on such work.

Article 12(1)The employer must inform the domestic worker, at the time of appointment, of the hazards associated with the professi...

Employers must inform domestic workers of job hazards and precautions at appointment, provide adequate protective equipment, and take all reasonable measures against occupational injuries and diseases.

Article 13(1)Where a dispute arises between the employer and the domestic worker and the parties cannot reach an amicable agreemen...

Employers and domestic workers whose dispute cannot be settled amicably must refer it to the Ministry through the specified channels.

Article 13(3)All disputes must be processed through the Ministry's procedures under this Article before they may be accepted for h...

All disputes involving domestic workers must be processed through Ministry procedures before being accepted by the competent court.

Article 14A domestic worker whose work permit has expired or been revoked must change their status or leave the country in acco...

A domestic worker whose work permit has expired or been revoked must change status or leave the country, and employers must promptly regularize the worker's permit or arrange departure once it lapses.

Article 15(1)-2Article (15) File Suspension for Employers

The Ministry may suspend a domestic worker employer's file where the employer fails to comply with any contractual obligation under the law, resolutions, Ministry decisions or the worker contract.

Article 15(2)-2Article (15) File Suspension for Employers

The Ministry may suspend an employer's file for more than two months where the employer fails to pay the wage agreed in the employment contract.

Article 15(3)The Ministry may suspend an employer's file if it is proven that the employer or their representative assaulted, hara...

The Ministry may suspend an employer's file if proven that the employer or representative assaulted, harassed, or contemptuously treated a domestic worker; assault fines reach AED 20,000 per case.

Article 15(4)The Ministry may suspend an employer's file if an absconding report submitted by the employer against the worker is f...

The Ministry may suspend an employer's file if an absconding report the employer filed against a worker is found to be false, and employers filing fictitious reports face a AED 5,000 fine per worker.

Article 16 / Schedule 2 (Employer #2)An employer must not submit incorrect documents or information in order to obtain a service or benefit (fine: not les...

Employers must not submit incorrect documents or information to obtain a service or benefit, subject to fines of AED 1,000 to AED 10,000 per case.

Article 16 / Schedule 2 (Employer #4)An employer must obtain a work permit before employing a domestic worker, must actually employ the worker for whom a ...

An employer must obtain a work permit before employing a domestic worker, actually employ the permitted worker, and not let the worker work for others without settling legal status.

Article 16 / Schedule 2 (Employer #5)An employer must pay the domestic worker's wages in accordance with Ministry regulations and deadlines (fine: not les...

Employers must pay domestic workers' wages in line with Ministry regulations and deadlines, with fines of AED 500 to AED 5,000 per domestic worker for non-compliance.

Article 16 / Schedule 2 (Employer #7)An employer must provide adequate accommodation, meals, and clothing for the domestic worker to perform their duties,...

Employers of domestic workers must provide adequate accommodation, meals and clothing, and may not assign work outside the contracted occupation without the worker's consent; fines apply.

Article 16 / Schedule 2 (Employer #8)An employer must cover the domestic worker's medical treatment expenses in accordance with the applicable health syst...

Employers must pay a domestic worker's medical treatment costs under the applicable health system and pay work injury and occupational disease compensation under Decree-Law No. 33 of 2021.

Article 16 / Schedule 2 (Employer #9)An employer must not withhold the domestic worker's identification documents (fine: AED 500/worker).

Employers must not withhold a domestic worker's identification documents, with a fine of AED 500 per worker for breaching this prohibition.

Article 16 / Schedule 2 (Employer #10)An employer must register the domestic worker in the wage protection system (WPS) in accordance with Ministry require...

Employers must register domestic workers in the wage protection system (WPS) per Ministry specifications, with fines for non-compliance.

Article 16 / Schedule 2 (Recruitment Office #3)A recruitment office must not provide resumes of illegal domestic workers or absconders, nor contract with employers ...

A recruitment office must not supply resumes of illegal domestic workers or absconders, or contract with employers to hire them; violations carry a fine of AED 5,000 per case.

Article 16 / Schedule 2 (Recruitment Office #6)A recruitment office that recruits a domestic worker from outside the country must deliver the worker to the employer...

Recruitment offices that bring a domestic worker from abroad must deliver the worker to the employer within the agreed timeframe, or face daily fines capped at AED 1,000.

Article 16 / Schedule 2 (Recruitment Office #8)A recruitment office must obtain the Ministry's prior approval before contracting with individuals, corporations, or ...

Recruitment offices must obtain prior Ministry approval before contracting any individual, corporation or institution to perform administrative or operational duties at the office, failing which a AED 10,000 fine applies.

Article 16 / Schedule 2 (Recruitment Office #11)A recruitment office must obtain the Ministry's prior approval before closing the office or suspending recruitment ac...

A recruitment office must obtain the Ministry's prior approval before closing the office or suspending recruitment activities, with an AED 5,000 fine for breach.

Article 16 / Schedule 2 (Recruitment Office #13)A recruitment office must obtain the Ministry's prior approval before providing any commercial or government service ...

Recruitment offices must obtain the Ministry's prior approval before providing any commercial or government service, failing which a AED 10,000 fine applies.

Article 16 / Schedule 2 (Recruitment Office #14)A recruitment office must provide each domestic worker with sufficient information about the authority responsible fo...

Recruitment offices must give each domestic worker sufficient information about the authority handling complaints over violations of their rights and freedoms, failing which a fine of AED 1,000 per worker applies.

Article 16 / Schedule 2 (Recruitment Office #18)A recruitment office must comply with the guidelines established by the Ministry regarding the training of domestic w...

Recruitment offices must comply with Ministry guidelines on domestic worker training, failing which a fine of AED 1,000 per worker applies.

Article 16 / Schedule 2 (Recruitment Office #19)A recruitment office must comply with the rules, circulars, decisions, pledges, and other work manuals issued by the ...

Recruitment offices must comply with rules, circulars, decisions, pledges and work manuals issued by the Ministry, failing which a fine of AED 5,000 applies.