Domestic Helper Visa Guide Dubai — Complete 2026
Everything about sponsoring a domestic worker in Dubai — Tadbeer mandatory process, AED 25K salary threshold, 8 source countries compared, employer obligations, WPS payroll, health insurance, costs, and 14 FAQs.
Signed by: Sarah Al Qasimi (Lead Editor). Fact-checked by the full editorial team.
Dubai is home to one of the world's largest per-capita domestic worker populations, with hundreds of thousands of live-in maids, nannies, drivers, cooks, and household managers working in Emirati and expatriate households. The legal framework governing domestic workers was significantly strengthened by Federal Decree-Law 9 of 2022, which established minimum working conditions, mandatory WPS salary payments, accommodation standards, and criminal penalties for passport retention — making the UAE one of the more protective Gulf jurisdictions for domestic workers.
For employers, the system is now centred entirely on Tadbeer: a network of 40+ federally regulated recruitment and support centres in Dubai through which all live-in domestic worker recruitment must pass. This guide explains every step of the process — from eligibility and Tadbeer selection through source country comparison, costs, employer obligations, and what is legal and what is not. All figures are current to May 2026.
The 30-second answer
- Mandatory route: all live-in domestic worker hiring must go through a Tadbeer centre.
- Sponsor salary: AED 25,000/month minimum (some couples: combined AED 25K).
- Contract: 2-year MoHRE standard contract; 6-month probation (30-day notice).
- WPS: salary MUST be paid monthly via Wages Protection System — no exceptions.
- Cost: AED 12,000–30,000 first year including recruitment, visa, insurance, and salary start.
- Rights: 1 rest day/week, 30 days annual leave, biennial flight home, health insurance.
- Passport retention: CRIMINAL OFFENCE — worker keeps their own documents at all times.
- Hourly alternative: AED 35–65/hour via Tadbeer for households below threshold or needing flexibility.
Employer eligibility — who can sponsor a domestic worker?
Not all UAE residents can sponsor a live-in domestic worker. The eligibility requirements reflect the financial commitment involved in employing and housing a worker full-time.
- Minimum salary: AED 25,000/month for a single sponsor. Some authorities accept combined household income of AED 25,000 for married couples where both partners are UAE residents.
- Valid UAE residence visa and Emirates ID required. Tourist or visit visa holders cannot sponsor a domestic worker.
- Suitable accommodation: the home must have adequate space for a private room for the worker (basement rooms prohibited; minimum standards apply).
- Golden Visa holders are typically exempt from the income threshold — confirm current rules with your Tadbeer centre.
- Below threshold? Use Tadbeer hourly service (AED 35–65/hour, no sponsorship needed) or co-sponsor arrangements (limited availability).
The Tadbeer system — mandatory, regulated, and protective
Tadbeer is the UAE government's national system for domestic worker recruitment and support, regulated by MoHRE. There are 40+ Tadbeer centres across Dubai, all licensed and operating to federal standards. Using Tadbeer is not optional for live-in domestic worker hiring — it is the only legal pathway.
What Tadbeer centres do
- Recruit candidates in source countries through official bilateral channels.
- Handle all source country government clearances (POLO/POEA, BP2MI, etc.).
- Prepare MoHRE standard contracts in Arabic and English.
- Manage UAE entry permits, medical fitness, and visa stamping.
- Provide mandatory worker orientation (rights and obligations).
- Offer post-arrival support, dispute mediation, and contract renewal.
- Provide hourly worker services (no sponsorship needed).
Illegal recruitment routes carry criminal penalties
Bypassing Tadbeer and hiring via an unlicensed agency, informal typing centre, or direct social media contact is a criminal offence. Penalties include fines of AED 50,000–100,000, a permanent ban from domestic worker sponsorship, and possible criminal charges. The worker recruited outside Tadbeer also has no legal protections and cannot access MoHRE dispute resolution. The cost savings from informal hiring are never worth the legal risk.
Source countries — salary, skills, and clearance requirements
Salary ranges are indicative 2026 figures. Actual salaries depend on experience, skills, and negotiation. Some nationalities have government-mandated minimum salaries under bilateral agreements — your Tadbeer centre will advise on current minimums.
12-step Tadbeer hire process
- 1
Confirm employer eligibility — salary check
Verify that the primary sponsor (employer) earns a minimum of AED 25,000 per month, which is the standard income threshold to sponsor a live-in domestic worker. Some authorities accept combined household income of AED 25,000 for married couples. Single sponsors below the threshold who still require domestic help can use Tadbeer hourly services instead. Golden Visa holders are typically exempt from the income threshold. Ensure your UAE residence visa and Emirates ID are current and valid.Time: 1–2 days (verification) - 2
Select a Tadbeer centre and choose source country
Choose one of the 40+ federally regulated Tadbeer centres in Dubai. Tadbeer centres are the only authorised route for hiring live-in domestic workers in Dubai — using an unlicensed recruitment agency or informal 'typing centre' is illegal and can result in criminal penalties. Select your source country based on your household requirements, language preferences, and budget. Philippines, Indonesia, Sri Lanka, India, Ethiopia, Kenya, Bangladesh, and Nepal are the main source countries. Salary minimums and POLO/POEA requirements vary by nationality.Time: 1–2 days - 3
Sign MoHRE standard domestic worker contract
Sign the Ministry of Human Resources and Emiratisation (MoHRE) standard domestic worker contract through the Tadbeer centre. This is a legally binding contract specifying: monthly salary, working hours, rest days (minimum 1 per week), annual leave (30 days), accommodation type, duties, and terms of termination. Both employer and worker must receive a copy. The contract is available in Arabic and English (and other languages at larger Tadbeer centres). Do not accept non-standard contracts — they are not legally enforceable in UAE labour courts.Time: 1 day - 4
Pay Tadbeer service fee and recruitment costs
Pay the Tadbeer centre's recruitment and placement fee, which covers: job advertisement in the source country, candidate screening, POLO/POEA clearance (Philippines/Indonesia), medical check in source country, travel documentation, and UAE arrival coordination. Fees vary by source country and service tier: typically AED 8,000–18,000 for the full recruitment cycle. Fees are paid by the employer — charging any recruitment fee to the domestic worker is illegal.Cost: AED 8,000–18,000Time: 1–2 days (payment) - 5
Tadbeer processing and overseas recruitment
The Tadbeer centre manages the overseas recruitment process: advertising the position, screening candidates, arranging interviews (video call if needed), obtaining source country government clearances (e.g., POLO OEC for Filipino workers, BLMK clearance for Indonesian workers), and booking flights. This is the longest phase of the process. The Tadbeer centre keeps you updated on progress. Allow 4–8 weeks for this stage, though recruitment from some countries (Kenya, Ethiopia) can take 10–12 weeks.Time: 4–8 weeks - 6
Worker arrives in UAE — entry permit and orientation
The Tadbeer centre applies for and manages the domestic worker's UAE entry permit. On arrival, many Tadbeer centres provide a mandatory orientation programme covering the worker's rights and obligations under UAE law, the MoHRE contract terms, emergency contact procedures, and relevant UAE regulations. The employer receives the worker after the orientation is completed. The Tadbeer centre also manages the initial in-UAE visa processing steps.Time: 1–3 days (post-arrival orientation) - 7
Medical fitness test and UAE health insurance
The domestic worker must undergo a UAE medical fitness test (DHA/DOH/MOH approved centre). Test includes HIV, TB, hepatitis B, and other communicable diseases. Results in 1–3 working days. Employer must arrange mandatory UAE-compliant health insurance (DHA Essential Benefits Plan minimum, AED 700–1,500/year). The insurance card is required at visa stamping. Insurance must cover the worker for the duration of the contract — not just visa issuance.Cost: AED 350–700 (medical) + AED 700–1,500 (insurance)Time: 1–5 days - 8
Emirates ID and residence visa stamping
The Tadbeer centre or employer's PRO submits the Emirates ID application and residence visa stamping through ICA/GDRFA. The domestic worker's passport is stamped with the 2-year residence visa. Emirates ID is issued and must be held by the worker at all times — the employer is strictly prohibited from retaining the worker's passport or Emirates ID. Passport retention is a criminal offence in the UAE under Federal Decree-Law 9 of 2022.Cost: AED 1,000–1,500Time: 1–2 weeks - 9
Set up WPS bank account for salary payment
All domestic worker salaries must be paid monthly through the Wages Protection System (WPS) — the UAE government's mandatory electronic payroll transfer system. Set up a WPS-compliant bank account for the worker (most banks offer this; some Tadbeer centres assist). Monthly WPS payments must be made on time. Late WPS payments trigger fines and can result in employer blacklisting, preventing future domestic worker sponsorship. Workers have the right to receive their full salary on the agreed date every month.Cost: AED 0–500 (account fees vary)Time: 1–2 weeks (bank account opening) - 10
Six-month probation period begins
The first 6 months are the probation period under Federal Decree-Law 9 of 2022. During probation, either party can terminate the contract with 30 days' notice (no reason needed). After probation, termination requires 60 days' notice from either side. If the worker does not perform as agreed or there are irreconcilable compatibility issues, the probation period allows for termination without the more complex post-probation process.Time: 6 months - 11
Annual obligations — flights, leave, renewal
The employer's annual obligations include: paying WPS salary on time every month; providing 1 paid rest day per week; granting 30 days paid annual leave per year; providing a biennial (every 2 years) return flight ticket to the worker's home country; renewing the visa and Emirates ID before expiry (typically at the 2-year mark); and renewing health insurance continuously. Additionally, if the worker is entitled to end-of-service gratuity (21 days' basic salary for each year of service), this must be paid on contract end.Time: Ongoing throughout contract - 12
End of contract — proper cancellation and gratuity
At the end of a 2-year contract (or earlier termination): pay the end-of-service gratuity (21 days' basic salary per completed year); arrange and pay for the return flight to the worker's home country; formally cancel the residence visa through GDRFA; return the worker's passport (if held — which is illegal, so it should never have been withheld); and close the WPS account. Proper visa cancellation prevents overstay issues. The Tadbeer centre can manage this process.Cost: AED 1,000–2,000 (visa cancellation) + gratuity + flight ticketTime: 2–4 weeks
Live-in vs live-out vs hourly Tadbeer service
Advantages of 2-year Tadbeer live-in contract
- Full-time availability — 24/7 household support (with mandatory rest day)
- Cost effective for families with young children or elderly parents at home
- Worker integrated into household routine — consistency and familiarity
- Driver/maid combination possible — one visa for multiple duties
- End-of-service gratuity allows worker financial planning
- Visa and Emirates ID provides worker with legal UAE status
- MoHRE standard contract protects both employer and worker
Costs and challenges of the live-in route
- AED 25,000/month income threshold — inaccessible to many residents
- First-year cost AED 12,000–30,000 is a significant upfront investment
- Accommodation requirement: dedicated private room needed
- 2-year commitment — termination requires full notice period compliance
- Annual compliance: WPS, insurance renewal, Emirates ID renewal
- End-of-service gratuity adds to long-term cost
- Cultural fit and household integration can take months
First-year cost breakdown (2026)
The total first-year cost of hiring a live-in domestic worker in Dubai typically ranges from AED 12,000 (excluding salary) to AED 35,000+ (including 12 months of salary for a Filipino worker). The largest single cost item is the worker's monthly salary.
| Item | Price |
|---|---|
| Recruitment | |
Tadbeer recruitment and placement fee Varies by source country and tier | AED 8,000–18,000 |
| Visa | |
Visa application and entry permit | AED 1,000–1,500 |
| Medical | |
Medical fitness test | AED 350–700 |
| ID | |
Emirates ID | AED 270 |
| Insurance | |
Health insurance (per year) | AED 700–1,500 |
| Salary | |
Monthly salary (12 months, Philippine worker est.) AED 1,800–2,500/month | AED 21,600–30,000 |
| Accommodation | |
Accommodation allowance (if not live-in) Live-in: accommodation in employer's home | AED 0 |
| Banking | |
WPS bank account setup Some banks have maintenance fees | AED 0–500 |
| Total | AED 12,000–30,000 (exc. salary) / AED 35,000–50,000 (inc. first year salary) |
Employer obligations under Federal Decree-Law 9 of 2022
- MoHRE standard contract: must be signed, bilingual, and respected in full.
- Health insurance: mandatory — DHA EBP minimum; employer-paid.
- Accommodation: private room (not basement); adequate ventilation and light.
- Rest day: 1 paid rest day per week minimum.
- Annual leave: 30 paid days per year.
- Biennial flight: return flight to home country every 2 years (paid by employer).
- WPS salary: paid monthly, on time, electronically.
- End-of-service gratuity: 21 days' basic salary per completed year of service.
- Passport: worker holds their own passport and Emirates ID at all times.
- Recruitment fees: employer pays all fees — charging the worker is illegal.
What is illegal — employer red lines
Passport retention is a criminal offence
Retaining a domestic worker's passport, Emirates ID, or any other identity document is a criminal offence under UAE law. Workers must hold their own documents at all times. Violators face fines of AED 5,000–20,000, criminal charges, and a permanent ban from sponsoring domestic workers. If a Tadbeer centre or other authority investigates and finds passport retention, the criminal liability is entirely with the employer.
Withholding salary is a criminal labour law violation
Failing to pay the worker's salary on the agreed date via WPS — or withholding salary as "discipline" — is a serious labour law violation. Workers have the right to report unpaid salaries to MoHRE's hotline (800 60) and can initiate a labour complaint that leads to fines and employer blacklisting. Consistent WPS non-payment can result in criminal prosecution.
Loaning the worker to another household is illegal
Your domestic worker is sponsored to work exclusively in your household. Allowing, instructing, or facilitating the worker to work in any other household — even for a family member or close friend — violates the worker's visa conditions and UAE labour law. Both you and the receiving household can face criminal liability.
Typing centre cheap routes are illegal — not just risky
Some informal agencies and typing centres in Dubai advertise domestic worker recruitment at significantly lower fees than Tadbeer. These routes do not use the official bilateral government channels, do not comply with MoHRE contract requirements, and do not provide the worker with proper legal protections. Using them exposes you to criminal fines and a permanent sponsorship ban — and the worker to exploitation and deportation. Always verify that the centre you use is a licensed Tadbeer centre via the MoHRE website.
Renewal, visa extension, and end of contract
Domestic worker visas are issued for 2 years and must be renewed before expiry. The renewal process mirrors the initial application: updated medical fitness test, insurance renewal, Emirates ID renewal, and visa stamping — typically costing AED 1,500–2,500. If the worker returns to their home country during the 2-year period for their biennial leave, ensure they re-enter on a valid entry permit or the visa renewal is managed carefully to avoid status gaps.
At the end of the 2-year contract: pay end-of-service gratuity (21 days' basic salary per year); arrange and pay the return flight; formally cancel the residence visa; and ensure the worker has their passport and all personal documents. If both parties agree to continue, the contract can be renewed through Tadbeer for another 2-year term.