Last updated: August 2026
Dubai Practical Editorial Team· Research and editorial
Desk research against primary sources. Figures are traced to the issuing UAE authority and linked on the page.
Overview: Domestic Workers Law in Dubai
Dubai and the UAE have one of the highest per-capita rates of domestic worker employment in the world. An estimated 750,000+ domestic workers are employed across the Emirates, covering roles including housemaids, nannies, cooks, private drivers, gardeners, and elderly caregivers. The sector was comprehensively regulated by Federal Decree-Law No. 9 of 2022 on Domestic Workers, which replaced older fragmented rules and brought the UAE into line with international labour standards.
The law applies to all seven emirates and covers all private household domestic workers regardless of nationality. It is enforced by the Ministry of Human Resources & Emiratisation (MoHRE), which operates the Tadbeer network of licensed recruitment centres.
Key Legal Framework
Federal Decree-Law 9/2022 is the primary law. Supporting regulations include the MoHRE Standard Domestic Worker Contract (mandatory), the UAE Wages Protection System (WPS) for salary payment, and DHA health insurance mandates. Violations can result in fines of AED 50,000–200,000 for serious employer offences.
Sponsorship Eligibility Requirements
Not every UAE resident can sponsor a domestic worker. The standard requirements are:
- Minimum monthly salary: AED 25,000 for individual sponsorship. This applies to single sponsors (one income).
- Combined household income: AED 6,000+ housing allowance may be considered alongside salary — consult your Tadbeer centre for current thresholds.
- Valid UAE residence visa and Emirates ID required for the sponsor.
- Suitable accommodation — must have a private room or suitable shared space for the helper.
- No existing MoHRE violations — prior labour violations may disqualify sponsorship.
If your salary is below AED 25,000, the Tadbeer hourly service model is available without any sponsorship requirement — Tadbeer remains the employer and provides workers for hourly bookings at AED 35–65/hour.
Eligibility for Multiple Helpers
The number of domestic workers you can sponsor depends on salary tier. At AED 25,000–40,000 you typically qualify for 1 helper. Higher salary brackets allow 2–3 helpers. Detailed guidance is available at any Tadbeer centre or MoHRE office.
Two Pathways: Direct Hire vs Tadbeer Hourly
There are two distinct models for accessing domestic help in Dubai:
Pathway 1: Direct Hire via Tadbeer (Full Sponsorship)
- You become the sponsor and legal employer
- 2-year MoHRE contract with full legal protections
- Helper lives in your home (live-in) or arranges own accommodation
- First-year all-in cost: AED 25,000–40,000
- Ongoing: AED 20,000–30,000/year (salary + insurance + food + flight amortised)
- Full legal obligations: WPS, health insurance, accommodation, EOS gratuity
Pathway 2: Tadbeer Hourly Services (No Sponsorship)
- Tadbeer is the employer — you are a client
- Book by the hour via app or phone
- AED 35–65/hour depending on service type
- No long-term commitment or legal obligations for you
- Available for: cleaning, ironing, cooking, gardening
- Not suitable for childcare (requires trusted ongoing relationship)
Salary by Nationality — 2026 Guide
Salaries vary by source country based on bilateral government agreements and market supply/demand. The figures below are 2026 market rates — the lower end is the practical minimum, the upper end reflects experienced workers with strong language skills or specialist skills (infant care, eldercare, cooking):
Nationality GroupPhilippines
Typical Salary (AED/mo)AED 1,500–2,200
LanguageEnglish (strong), Tagalog
Common SkillsChildcare, cooking (various cuisines), cleaning, driving
NotesMost requested; strong English is a major plus; POEA-regulated recruitment
Nationality GroupIndonesia
Typical Salary (AED/mo)AED 1,500–2,000
LanguageBahasa Indonesia, limited English
Common SkillsHousekeeping, childcare, cooking (SE Asian cuisine)
NotesReliable; less English than Filipino workers; popular in Muslim households (halal cooking)
Nationality GroupSri Lanka
Typical Salary (AED/mo)AED 1,300–1,800
LanguageSinhala/Tamil, limited English
Common SkillsHousekeeping, childcare
NotesSLBFE-regulated; long tradition of Gulf migration; typically cost-effective
Nationality GroupIndia
Typical Salary (AED/mo)AED 1,500–2,500
LanguageHindi/Malayalam/Tamil + basic English
Common SkillsCooking (South Asian), childcare, driving (males)
NotesKerala workers especially experienced; Indian employers often prefer for cuisine compatibility
Nationality GroupEthiopia / Kenya
Typical Salary (AED/mo)AED 1,300–1,800
LanguageAmharic/Swahili/English
Common SkillsGeneral housekeeping, caregiving
NotesGrowing presence; English (Kenya) a plus; often good with elderly care
Nationality GroupBangladesh / Nepal
Typical Salary (AED/mo)AED 1,200–1,600
LanguageBengali/Nepali, limited English
Common SkillsGeneral housekeeping, gardening (males)
NotesLower salary expectation; primarily housekeeping roles; English limited
Salary Negotiation Note
Salaries are agreed between employer and worker (mediated by Tadbeer) and must be documented in the MoHRE contract. You cannot reduce an agreed salary unilaterally after signing. Offering above-market rates for experienced workers significantly reduces turnover and re-recruitment costs.
Live-In vs Live-Out vs Tadbeer Hourly Compared
ArrangementLive-in (via Tadbeer)
Monthly Cost (AED)AED 8,000–14,000 total (salary + food + housing)
FlexibilityAlways available; on-call
Legal RequirementsFull MoHRE contract, health insurance, private room, WPS payments
Best ForFamilies with young children; frequent travel; elderly care
ArrangementLive-out (via Tadbeer)
Monthly Cost (AED)AED 2,000–3,500 salary (plus their own housing)
FlexibilityFixed hours; own schedule outside
Legal RequirementsFull MoHRE contract, health insurance, WPS payments
Best ForSingle professionals; couples; smaller apartments
ArrangementTadbeer Hourly Services
Monthly Cost (AED)AED 35–65/hour (no long-term commitment)
FlexibilityBook by hour; cancel any time
Legal RequirementsNone for employer — Tadbeer is the employer
Best ForOne-off cleaning; occasional help; no sponsorship eligibility
12-Step Tadbeer Hire Process
- 1
Confirm sponsorship eligibility
The sponsoring employer must earn at least AED 25,000/month (or AED 6,000+ housing allowance is sometimes accepted for combined-income couples). Proof of salary via bank statements or salary certificate required. Single sponsors under the threshold may need a co-sponsor or should consider Tadbeer hourly services instead.Time: 1–3 days - 2
Choose a Tadbeer centre
Tadbeer centres are federally regulated mediators licensed by the Ministry of Human Resources & Emiratisation (MoHRE). There are over 40 centres across Dubai. They handle recruitment, visa processing, MoHRE contract, and post-arrival support. Avoid unlicensed 'typing centres' offering cheaper domestic helper visas — these are illegal and the employer assumes full liability.Time: 1–2 days research - 3
Select source country and helper profile
Tell the Tadbeer centre your requirements: helper category (maid, nanny, cook, driver, caregiver), nationality preference, language skills, experience level, and live-in or live-out arrangement. The centre will match you from their pool or source from the country of origin. Philippines, Indonesia, Ethiopia, Kenya, India, Nepal, Sri Lanka, and Bangladesh are the most common source countries in Dubai.Time: 3–14 days - 4
Review and sign the MoHRE standard contract
Under Federal Decree-Law 9 of 2022, all domestic workers must be on the standard MoHRE contract. This is non-negotiable and protects both parties. The contract specifies: role, salary, working hours, accommodation standard, rest days, leave entitlement, and end-of-service gratuity. Read it carefully — any side agreements that reduce the worker's rights below the statutory minimum are unenforceable.Time: 1 day - 5
Pay Tadbeer service fee and initiate visa process
The Tadbeer fee covers recruitment, visa processing, Emirates ID, medical examination, and the standard MoHRE contract registration. Total Tadbeer service fees typically range from AED 10,000–20,000 depending on nationality, source country, and contract terms. Payment is usually split: deposit at signing, balance on helper arrival. Visa processing takes 4–8 weeks for overseas recruitment.Cost: AED 10,000–20,000Time: 4–8 weeks total - 6
Arrange accommodation before arrival
The law requires you to provide accommodation: either a private room for the helper or shared accommodation with children they look after. The room must have adequate ventilation, a bed, and storage. Basement rooms without natural light are prohibited. Photograph the accommodation and note it in the contract addendum to avoid later disputes.Time: Before arrival - 7
Receive helper at airport and complete orientation
Tadbeer centres typically arrange airport pickup. On arrival, conduct a formal orientation: show the accommodation, introduce household rules, confirm working hours and weekly day off (mandatory under the law), explain emergency contacts, and confirm salary payment method (must be via WPS — Wages Protection System). The helper must receive a copy of their contract.Time: Arrival day - 8
Register for WPS salary payments
All domestic worker salaries must be paid through the UAE Wages Protection System (WPS). Open a WPS-compatible account — most banks and exchanges including Al Ansari Exchange offer domestic worker WPS accounts. Salary must be paid on time each month. Late payments are a criminal offence under UAE labour law. Keep transfer receipts as proof.Cost: Account opening fees AED 0–100Time: 1–3 days - 9
Purchase mandatory health insurance
The Dubai Health Authority (DHA) requires all residents including domestic helpers to have health insurance. The employer is responsible for arranging and paying for the helper's insurance. Basic DHA-mandated insurance starts from AED 700–1,500/year. Check whether your existing family insurer offers a domestic worker add-on — this is often cheaper than a standalone policy.Cost: AED 700–1,500/yearTime: 1–5 days - 10
Probation period management (6 months)
The first 6 months is a statutory probation period. Either party may terminate during probation with written notice. If the employer terminates without cause after probation, they must pay: 1 month's salary notice and EOS gratuity. If the helper terminates, they must give 30 days notice. Termination during probation by either party requires a notice period of 30 days (post-probation: 60 days).Time: 6 months - 11
Annual contract renewal and biennial flight ticket
Domestic helper visas are typically 2-year contracts. At the end of 2 years the employer must either: renew the contract and provide a return flight ticket to the home country (or AED equivalent), or terminate with proper EOS gratuity payment. If renewing, the MoHRE contract must be re-signed and visa renewed before expiry. Do not let visas lapse — overstaying creates fines and bans for the helper.Cost: AED 1,500–3,500 for flight ticket every 2 yearsTime: Ongoing - 12
End-of-service gratuity payment on termination
Upon contract end (by either party after completion of 1+ year), the employer must pay End-of-Service (EOS) gratuity: 21 calendar days of basic salary for each year of service. This is calculated on basic salary only (excluding food/accommodation allowances). Example: if basic salary is AED 1,500/month and the helper worked 3 years, EOS = (1,500 ÷ 30) × 21 × 3 = AED 3,150. Part-year service is pro-rated.Time: Within 14 days of termination
Full First-Year Cost Breakdown
The following is a realistic cost breakdown for hiring a live-in domestic worker at AED 1,500/month basic salary through a Tadbeer centre. Actual costs vary by nationality, Tadbeer centre, and individual negotiation.
| Item | Price |
|---|---|
| One-time | |
Tadbeer recruitment + visa processing fee | AED 12000 |
Emirates ID (new) | AED 370 |
Medical examination (pre-arrival) | AED 400 |
WPS account setup / transfer fees | AED 200 |
| Recurring | |
Annual salary (AED 1,500/month × 12) | AED 18000 |
Health insurance (basic DHA plan) | AED 1200 |
Food contribution (estimated) | AED 3600 |
Annual return air ticket (amortised) | AED 1500 |
Accommodation (room within home — implicit) Part of housing cost | AED 0 |
Miscellaneous (uniforms, toiletries, transport) | AED 1200 |
| Estimated First-Year Total | AED 38,470 |
Note: Year 2 onwards costs drop significantly as the one-time recruitment and visa fees are not repeated. Renewal year costs are typically AED 22,000–28,000 (salary + insurance + food + pro-rated flight).
Mandatory Employer Obligations Under Federal Law
Working Hours
Maximum 9 working hours per day (including 1 hour rest). Minimum 8 hours continuous rest at night. Overtime permitted with worker consent at 125% rate (150% on rest days).
Weekly Rest Day
One full day off per week, non-negotiable and cannot be replaced with overtime pay. Most commonly Friday or Sunday. The helper may agree to work on the rest day in exchange for a different day off that same week.
Annual Leave
30 calendar days of paid annual leave per year after completing 1 year of service. Leave can be taken in instalments by mutual agreement. The employer pays for the return flight home if the leave coincides with the biennial home visit.
Sick Leave
Up to 30 days sick leave per year: first 15 days full pay, next 15 days half pay, after 30 days unpaid. Medical certificate from a licensed healthcare provider required.
Biennial Flight Ticket
Every 2 years the employer must provide (or reimburse) a return economy-class flight to the helper's home country. If the helper does not wish to travel, the cash equivalent may be agreed in writing.
Live-In vs Live-Out: Pros and Cons
Live-In: Advantages
- Available around the clock for childcare and emergencies
- No daily commute delays or no-shows due to transport
- Full household coverage including early mornings and late evenings
- Children build close bond and routine with one consistent carer
- Cost-effective if using many hours per day (vs hourly rates)
- Helper is familiar with household preferences and routines
Live-In: Disadvantages
- Requires a private room — not practical in small apartments
- Reduced household privacy for both family and helper
- Higher legal obligations (health insurance, accommodation standard, EOS gratuity)
- Sponsorship requires AED 25,000/month salary threshold
- First-year all-in cost AED 25,000–35,000+
- Termination requires proper notice and EOS payment
Live-Out: Advantages
- Helper has own life and accommodation — healthier boundaries
- No room requirement — works for apartment dwellers
- More structured working hours and clearer on/off time
- Cheaper overall if you only need daytime help
- Easier to manage if lifestyle changes (travel, work-from-home shifts)
Live-Out: Disadvantages
- No overnight or emergency coverage
- Transport delays can affect reliability
- Still requires full MoHRE sponsorship and legal obligations
- May need to supplement with Tadbeer hourly for gaps
- Higher salary expectation as helper funds own housing
Long-Term Employee vs Tadbeer Hourly: Pros and Cons
Long-Term Employee: Advantages
- Stability and deep knowledge of household preferences
- Children benefit from continuity of care
- Built trust reduces supervision overhead
- Lower annual cost after first-year recruitment fees are absorbed
- Loyal long-term helpers often become extended family
Long-Term Employee: Disadvantages
- EOS gratuity accumulates: 3 years = 2.25 months salary owed
- Visa renewal overhead every 2 years
- If personality mismatch, termination process takes 30–60 days
- Annual flight ticket obligation every 2 years
- Potential dependency on single helper (illness, return home)
Tadbeer Hourly: Advantages
- Zero legal sponsorship obligations — Tadbeer is the employer
- No long-term financial commitment
- Flexible: book 2 hours or 8 hours as needed
- No accommodation, health insurance, or EOS liability
- Easy to stop or change service provider
Tadbeer Hourly: Disadvantages
- AED 35–65/hr is expensive for full-time equivalent (25–30 hrs/week = AED 6,000–8,000/month)
- Different workers each time — no household consistency
- Not suitable for childcare requiring trusted relationship
- Not available 24/7 by default; booking required in advance
- Not a substitute for overnight or emergency care
Critical Legal Warnings for Employers
Passport Retention Is a Criminal Offence
Retaining your domestic helper's passport is illegal under UAE law and international labour conventions. It is classified as a form of forced labour. Penalties include criminal charges, fines up to AED 100,000, and potential imprisonment. The helper must hold their own passport at all times.
Withholding Salary Is a Criminal Offence
Failing to pay salary on time (via WPS) is a criminal violation of UAE labour law. MoHRE can impose fines of AED 50,000–200,000 per violation, suspend your ability to hire new workers, and refer cases for prosecution. Salary must be paid on or before the agreed monthly date.
Charging Recruitment Fees to the Worker Is Illegal
Under Federal Decree-Law 9/2022, it is strictly prohibited to charge the domestic worker any recruitment or visa fees. All costs must be borne by the employer. Some unscrupulous agencies ask helpers to repay visa costs from their salary — this is illegal and you as the employer can be held liable if you benefit from or permit this arrangement.
Loaning Your Helper to Others Is Prohibited
Your domestic worker may only work for you as the named sponsor. Allowing them to work for friends, relatives, or neighbours — even informally or for payment — constitutes an illegal labour transfer. Both you and the receiving party can face MoHRE penalties.
Helper Rights Are Actively Enforced
MoHRE operates a 24/7 Arabic and English hotline (800 60) for domestic worker complaints. Helpers can (and do) file complaints for: salary non-payment, passport retention, physical/verbal abuse, inadequate accommodation, and denied leave. All complaints are investigated. Maintain good records of salary payments, leave taken, and contract compliance.
Frequently Asked Questions
Frequently Asked Questions
Federal Decree-Law 9 of 2022 on Domestic Workers comprehensively updated UAE domestic worker protections. Key changes include: mandatory MoHRE standard contract for all helpers, formal probation period of 6 months, 30 days annual paid leave, guaranteed weekly day off, EOS gratuity of 21 days per year, prohibition on salary deductions without consent, and criminal penalties for employers who withhold passports, salaries, or charge recruitment fees to the worker. It applies to maids, nannies, drivers, cooks, gardeners, and private security guards working in households.
No. Retaining a domestic worker's passport is illegal under UAE law and is considered a serious human rights violation. The helper must hold their own passport at all times. Employers who confiscate passports can face criminal charges, fines, and deportation. Provide a secure storage location if the helper prefers, but the document must remain accessible to them.
There is no single UAE-wide minimum wage for domestic workers, but the standard varies by source country agreement. Typical minimums: Philippines AED 1,500, Indonesia AED 1,500, Sri Lanka AED 1,300, India AED 1,500, Ethiopia AED 1,300, Kenya AED 1,300, Bangladesh AED 1,200, Nepal AED 1,300. These are minimums — many families pay AED 1,800–2,500 for experienced workers or those with strong English. All salaries must be paid via WPS on time.
Tadbeer centres are federally licensed domestic worker recruitment agencies regulated by MoHRE. You do not have to use Tadbeer specifically, but you must use a licensed MoHRE-registered agency or go through a licensed partner. Tadbeer is the most common branded network. Direct street hiring of independent workers is illegal — the worker must have a valid work permit and sponsor relationship through proper channels.
The law requires adequate accommodation with: a private room or shared room with the children being cared for, proper ventilation, a bed, and storage space. Basement rooms without windows or natural light are not acceptable. The accommodation standard must be noted in the MoHRE contract. Failure to provide adequate accommodation can be grounds for the helper to terminate the contract and claim compensation.
Federal Decree-Law 9 of 2022 specifies 9 hours of work per day maximum (inclusive of 1 hour rest break), with at least 8 hours of consecutive rest at night. Overtime is permitted with the worker's consent and must be compensated at 125% of the hourly rate (150% on rest days). The mandatory weekly day off (typically Friday or Sunday) is non-negotiable and cannot be replaced with overtime pay.
No. Domestic helpers may not be 'loaned', transferred, or employed by anyone other than the named sponsor. Having the helper work for a third party — even a family member — without formal transfer of sponsorship is illegal and exposes the sponsor to criminal liability. If a permanent transfer is needed, the new employer must process a formal sponsorship transfer.
During probation (first 6 months): either party can terminate with 30 days written notice. After probation: 60 days written notice required. If the employer terminates without cause after probation, they must pay: salary for the notice period, any outstanding annual leave, and EOS gratuity (if 1+ year served). The employer must also arrange and pay for the helper's return flight to their home country.
EOS gratuity = 21 calendar days of basic salary per full year of service, calculated on basic salary only. Formula: (Basic monthly salary ÷ 30) × 21 × years served. Pro-rated for partial years after the first year. Example: AED 1,600 basic salary × 2.5 years = (1,600 ÷ 30) × 21 × 2.5 = AED 2,800. Payment is due within 14 days of contract end.
Yes. The employer must provide adequate food or a food allowance. Most families provide three meals daily or give a monthly food allowance of AED 200–400 in addition to salary. The obligation is specified in the MoHRE standard contract. Withholding food or providing inadequate nutrition is a contract violation and can be reported to MoHRE.
Employers must provide health insurance meeting the Dubai Health Authority (DHA) minimum standard. Basic plans start from AED 700–1,500/year. The insurance must cover in-patient and emergency treatment. Some employers add their helper to the family group policy — check if your corporate insurance permits this (many do not cover domestic workers under group plans, so a separate policy is usually needed).
The Wages Protection System (WPS) is a UAE government electronic salary transfer system that records all salary payments. Domestic worker salaries must be paid through WPS — cash payments are not compliant. Most exchange houses (Al Ansari, Al Rostamani) and banks offer WPS accounts for domestic workers. The employer transfers salary; the system records it. Unpaid salaries show as violations in the MoHRE system and can trigger inspections.
No. Domestic workers on Category 19 domestic worker visas cannot sponsor dependants in the UAE. Their visa status does not permit them to bring spouses or children to live with them. This is an important consideration for workers with families — they will need to budget for remittances and annual home visits.
If during the probation period: give 30 days written notice, pay out the notice period, and arrange return flight. If a serious issue arises (misconduct, abuse of trust, theft): you may terminate immediately for cause and file a police report if warranted. The helper can also complain to MoHRE or Tadbeer — the centre acts as a mediator for disputes. Tadbeer centres often offer replacement guarantees within the first 3–6 months for personality mismatches.
There is no personal income tax in the UAE, so salary payments to domestic helpers do not attract any tax obligation for the employer. However, the employer must comply with WPS requirements, and failure to pay correctly can result in MoHRE fines. For employers who are US citizens or tax residents elsewhere, the domestic worker salary may need to be reported as a household expense in their home country tax filings (consult a tax advisor).
Further Resources
- MoHRE Hotline: 800 60 (24/7, Arabic and English) — complaints and queries
- Tadbeer Centre Locator: mohre.gov.ae
- Federal Decree-Law 9 of 2022: Available in full on the MoHRE website
- WPS Complaint Portal: Available via MoHRE app and website
- Related reading: Sponsoring Parents Visa Guide | Expat Checklist