The UAE has outlined clear legal responsibilities for both domestic worker recruitment centres and employers to ensure fair and ethical treatment aligned with international labour standards.
Recruitment Centre Responsibilities:
Recruitment agencies must use official contract templates and ensure domestic workers are informed about UAE traditions and proper complaint procedures. They are responsible for repatriating workers at their own cost if required, providing replacements or refunds if a placement fails, and ensuring all workers undergo medical examinations within 30 days of arrival. Suitable temporary accommodation must also be offered if needed.
Refunds to employers must be provided if the worker is medically unfit, leaves without reason, is unfit during probation, or if the employer ends the contract due to non-compliance.
Employer Responsibilities:
Employers must pay all recruitment and government fees, provide the agreed salary, cover medical treatment costs, and ensure proper living conditions and necessary tools for work.
Annual Leave and Benefits:
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 a worker hasn’t used their leave before leaving the job, they must be paid for unused days. A round-trip ticket every two years is also mandatory.
Recruitment Packages:
Three recruitment options are available: traditional (under employer’s sponsorship), temporary (under agency sponsorship for two years), and flexible (hourly, daily, or monthly basis).
Worker Rights and Legal Protections:
The law covers 19 types of domestic jobs and mandates informed consent regarding job terms. It strictly bans discrimination, forced labour, trafficking, and harassment. Workers must be at least 18 years old, and employment outside approved job roles is not permitted without prior approval.
