The UAE has announced six key legal obligations for domestic worker recruitment centres and four essential responsibilities for employers, as part of new regulations aimed at enhancing labour standards and worker protection.
In a move aimed at strengthening labour protections and ensuring transparency in domestic worker employment, the UAE government has issued a detailed set of legal obligations for both recruitment centres and individual employers. The new measures, announced by the Ministry of Human Resources and Emiratisation (MoHRE), are designed to streamline hiring processes, ensure fair treatment of domestic workers, and promote ethical recruitment practices across the country.
Table of contents [Show]
Recruitment agencies that supply domestic workers in the UAE must now adhere to six core legal obligations. These new responsibilities are intended to curb unethical practices and ensure worker welfare from the start of the hiring process:
Mandatory Licensing:
All recruitment centres must be licensed by UAE authorities to legally provide domestic worker services. The licence must meet requirements for ownership structure, physical premises, and operational standards.
Transparency in Costs and Wages:
Agencies must clearly inform employers of the complete cost of hiring, including agency fees and worker salaries. They are required to present a written breakdown before any agreement is signed.
Legally Binding Employment Contracts:
A standard contract, valid for a minimum of two years, must be signed between the worker and the employer before placement. The agreement must outline job responsibilities, working hours, leave policies, and salary terms.
Orientation for Workers:
Agencies are responsible for providing domestic workers with comprehensive information about their rights and duties under UAE law. Workers must acknowledge their understanding of these rights before deployment.
Prohibition on Charging Workers:
Under no circumstance can recruitment centres charge domestic workers any fees for placement. All recruitment and processing fees must be borne by the employer.
Continuous Compliance Monitoring:
Agencies are expected to maintain electronic records of contracts, placements, and any disputes. These records must be regularly submitted to MoHRE for compliance checks.
Employers hiring domestic workers in the UAE are also subject to new regulations that aim to safeguard worker rights during the course of employment. These four key responsibilities include:
Proper Accommodation:
Employers must provide domestic workers with secure, clean, and private living arrangements, including access to water, electricity, and essential amenities.
Timely Wage Payments:
Salaries must be paid monthly, through an approved wage protection system (WPS), and must be accompanied by a wage slip. Delays or irregularities in payment could result in penalties.
Annual Leave and Healthcare:
Domestic workers are entitled to 30 days of paid annual leave and must be provided with medical insurance that covers treatment, emergencies, and general health needs as mandated by UAE regulations.
Exit and Transfer Support:
If a worker wishes to return to their home country or transfer to a new employer, the current employer is responsible for covering associated travel and administrative costs, including exit permits and visa transfers.
To enforce the new regulations, MoHRE has announced that regular inspections will be carried out at recruitment agencies and employer residences. Non-compliance with any of the listed duties can result in administrative penalties, including fines, licence suspension, or permanent bans from hiring domestic workers.
Agencies that repeatedly violate regulations may face criminal charges, while employers found guilty of withholding wages or mistreating workers could be added to a government blacklist, restricting future hiring abilities.
These new regulations are part of the UAE’s wider labour market modernization strategy, which aims to align national practices with international labour standards. The reforms emphasize digital accountability, fair labour conditions, and enhanced protections for vulnerable worker groups such as domestic staff, many of whom come from overseas.
Officials note that these changes reflect the UAE’s ongoing commitment to safeguarding human rights, enhancing worker satisfaction, and improving transparency in employment relationships.
Recruitment centres are urged to review all contract templates and procedures immediately to ensure full legal compliance.
Employers should verify that salary payments are routed through the proper wage system, contracts are up to date, and benefits are in place for workers.
Domestic workers are encouraged to familiarize themselves with their rights and report violations anonymously through approved government platforms.
With this latest policy update, the UAE continues to take decisive action to reform domestic labour practices and protect the wellbeing of those working in private homes. As enforcement begins, the country reaffirms its leadership in setting progressive standards for the region’s domestic labour sector.
