The UAE Domestic Labour Law establishes the principle of informed consent, ensuring that workers are aware of the terms of the contract, nature of work, the workplace, the remuneration and the period of daily and weekly rest as set out by the executive regulations and before they cross their national borders.
The domestic helpers law (PDF, 500 KB) applies to the following service work occupations:
Tadbeer centres (PDF, 100 KB) whose services are regulated by MoHRE, replaced agencies for recruiting domestic helpers. These centres guarantee a visa, orientation and training to the workers. Tadbeer centres provide customers with four packages to choose from to recruit domestic helpers. The packages are as follows:
The UAE Domestic Labour Law regulates four key areas in the protection of domestic workers:
The recruitment agency must present a copy of the job offer to the worker prior to the worker's departure from his country of origin. A standard contract accredited by Ministry of Human Resources and Emiratisation (MoHRE) will govern the terms and conditions of the employment.
Either employer or domestic worker may terminate the contract if the other party fails to meet his obligations. The employer or worker may terminate the contract even if the other party has met his obligations. This is called a ‘no-fault’ termination and it is subject to compensation as outlined in the Domestic Labour Law.
As per the Domestic Labour Law, domestic workers are entitled to:
Cabinet Resolution No. (22) of 2019 Regarding the Executive Regulation of the Law on Domestic Workers, provides that expatriate residents cannot hire a domestic helper unless on temporary basis and not being under his/her sponsorship under provisions set by the Ministry of Human Resources and Emiratisation. The following categories exempted from the above regulation:
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Domestic Labour Law prohibits the following:
Only UAE-registered natural or legal persons with good standing may recruit domestic workers into the UAE. An agency may not, on its own or through a third party, solicit or accept from any worker, whether prior to or after employment, any form of commission in exchange for employment.
In the event of early termination, the agency must repatriate the worker at its expense and either offer the employer an acceptable substitute worker or return to the employer the fee they had paid.
The agency must at all times treat the worker decently and refrain from exposing him/her to any form of violence.
More details in Cabinet Resolution No. 92 Of 2022 Concerning Licensing and Regulating the Work of Domestic Workers Recruitment Offices - (PDF, 69.3 KB).
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