UAE issues legal obligations for domestic worker recruiters, employers

The Ministry of Human Resources and Emiratisation (MoHRE) has issued a detailed breakdown of legal responsibilities that recruitment centres and employers must follow when hiring domestic workers in the UAE.

The announcement, part of the Ministry’s Employer Awareness Toolkit for Domestic Workers, was shared via its official social media platforms. It includes specific directives aimed at protecting the rights of both domestic workers and employers, in line with Federal Decree-Law No. 21 of 2023.

Recruitment Centre Obligations

Recruitment offices must use MoHRE-approved contract templates and fulfill six key responsibilities:

• Educate workers on UAE customs and traditions.
• Explain complaint procedures clearly.
• Repatriate workers at their own cost if required.
• Provide replacement workers or refund fees for failed placements.
• Conduct mandatory medical checks within 30 days of the worker’s arrival.
• Offer accommodation before handover or during repatriation.

Refunds, either full or partial, are mandatory if a worker is found unfit, leaves without reason, fails to meet contract terms or is medically disqualified.

If a domestic worker is medically unfit within the six-month probation, employers are entitled to a full refund, including government fees, within the first month. After that, a partial refund is calculated proportionally based on the remaining contract period.

Employer Responsibilities

MoHRE outlined four key obligations for employers:

• Pay all recruitment and government-related fees.
• Ensure timely salary payment per MoHRE rules.
• Cover medical treatment costs.
• Provide essential work tools and suitable accommodation.

Domestic workers are entitled to 30 days of paid annual leave per year or two days per month if employed between six months and a year. If the worker leaves before taking leave, the employer must provide compensation. A round-trip ticket must also be provided every two years.

MoHRE offers three domestic worker hiring options:

• Traditional: Worker is sponsored by the employer.
• Temporary: Worker is under the centre’s sponsorship for two years.
• Flexible: Worker remains under the centre’s sponsorship and works part-time.

Domestic Workers Law

The Federal Law on Domestic Workers covers 19 job roles and is aligned with international standards, including ILO (International Labour Organization) Convention No. 189. It ensures workers are informed about job conditions and prohibits discrimination based on race, religion, gender, or nationality.

The government provides online platforms for licensing recruitment agencies and handling complaints via the MoHRE website and the Abu Dhabi TAMM portal.

Strict Protections under the Law

• The updated Decree-Law No. 21 of 2023 bans:
• Employment of individuals under 18.
• All forms of discrimination and harassment.
• Forced labour and human trafficking.
• Assignment of unauthorized or harmful work.