Labour Law for Domestic Workers in UAE: Your Rights Explained (2026)

If you employ a housemaid, nanny, cook, or driver in your home, or you work in one, the rules that govern that relationship are not the same as the rules for office and company jobs. Domestic work in the UAE has its own dedicated law, with its own contract, rest, and leave protections, and its own complaint route through the Ministry of Human Resources and Emiratisation (MOHRE).

Direct answer. The labour law for domestic workers in the UAE is [Federal Decree-Law](/dictionary/federal-decree-law) No. 9 of 2022 on Domestic Workers, which replaced the earlier Law No. 10 of 2017. It is administered by MOHRE and is deliberately kept separate from the main private-sector labour law (Federal Decree-Law No. 33 of 2021) that covers company employees. Decree-Law No. 9 of 2022 sets the framework for the employment contract, paid rest days, annual leave, wage protection, and the duties of licensed recruitment offices. Because exact figures and procedures can be updated by ministerial decision, you should confirm any specific number on mohre.gov.ae before you rely on it.

Who counts as a domestic worker

A domestic worker is someone employed to perform work inside a private household, for the household itself rather than for a company or commercial business. The category is defined by the type of role and where it is carried out, not by nationality or gender.

Roles that are commonly treated as domestic work include:

• Housemaids and household cleaners
• Nannies and childminders
• Private cooks
• Family drivers
• Gardeners, security guards, and farm or stable hands attached to a private residence
• Carers for elderly or unwell family members

The exact list of covered job titles is set out in the law and its executive regulations. If you are not sure whether a particular role falls under the domestic-worker law or the main labour law, confirm the current list of designated occupations on mohre.gov.ae before signing anything, because the wrong classification changes which rules and which complaint channel apply.

For comparison, an employee at a company, shop, or office is covered by the main private-sector framework instead. If that describes your situation, our complete guide to UAE labour law is the better starting point.

The domestic worker contract

Under Decree-Law No. 9 of 2022, the relationship must be set out in a written employment contract. This is not optional paperwork; it is the document MOHRE relies on if a dispute later arises, so both sides benefit from getting it right.

A domestic worker contract should make the core terms clear, including:

• The job title and the nature of the duties
• The agreed wage and how and when it is paid
• Working and rest arrangements, including the weekly rest day
• Leave entitlements
• Accommodation, food, and other in-kind benefits where these are provided
• The probation period, if any, and how the contract can end

Two practical points matter here. First, the worker should understand the contract in a language they can read; a contract someone cannot read is a contract they cannot truly agree to. Second, the employer generally cannot make the worker carry the cost of recruitment fees. For the precise rules on fees and on the standard contract form, check the current guidance on mohre.gov.ae, as these are the details most often updated.

If your written terms and your day-to-day reality have drifted apart, the same principles that apply to company contracts are worth understanding too — see our explainer on employment contract termination in the UAE.

Daily and weekly rest

Rest is one of the areas where the domestic-worker law is most protective, precisely because the work happens inside the home and the line between "on duty" and "off duty" can blur.

The law provides for:

• Daily rest — a set number of hours of rest within each day, including uninterrupted hours for sleep
• A weekly rest day — at least one paid day of rest each week

If a worker agrees to work on their weekly rest day, that agreement should be genuine and compensated rather than simply assumed. The specific number of daily rest hours and the rules around paid or compensated rest days are fixed by the law and its regulations, and they are exactly the kind of figure worth confirming on mohre.gov.ae before relying on it. The principle to hold onto is simple: rest is an entitlement, not a favour.

Annual leave for domestic workers

Domestic workers are entitled to paid annual leave under Decree-Law No. 9 of 2022. This is separate from the weekly rest day and from public holidays.

A few things to keep in mind:

• Annual leave for domestic workers accrues over the year of service and is paid.
• The number of leave days for domestic workers is set by the domestic-worker law and may differ from the 30 calendar days that company employees receive under the main labour law. Confirm the current figure on mohre.gov.ae before relying on it.
• Leave should be planned cooperatively so the household can cover the period, but it cannot simply be cancelled at will.

If you are comparing the domestic-worker regime with the company-employee regime, our breakdown of UAE annual leave entitlements for 2026 explains how the main labour law treats leave, which is a useful contrast.

Wages and wage protection

Wages must be paid in full, on time, and in line with what the contract states. Wage protection is one of the central aims of the domestic-worker law, because household workers can be more isolated than company staff and less able to chase unpaid amounts.

Good practice — and increasingly the expectation — is that wages are paid through a traceable method so there is a clear record of what was paid and when. A documented payment trail protects both sides: it protects the worker from underpayment claims being ignored, and it protects the employer from a later claim that wages were never paid.

If wages fall behind, that is one of the clearest grounds for a complaint to MOHRE. Do not let arrears build up quietly; raise them early and keep records.

End of service and final entitlements

When the relationship ends — whether the contract runs its course, the worker resigns, or the employer ends it — there are final entitlements to settle. For domestic workers these typically include any unpaid wages, payment for accrued but untaken annual leave, and an end-of-service benefit where the law provides for one.

It is important not to assume the figures carry over from the main labour law. Company employees receive an end-of-service gratuity calculated at 21 days of basic wage per year for the first five years and 30 days per year after that under Federal Decree-Law No. 33 of 2021. The domestic-worker law has its own end-of-service rules, which may differ in how the benefit is calculated. Confirm the current domestic-worker end-of-service figures on mohre.gov.ae before relying on them.

For background on how the company-side calculation works — useful as a contrast, not as the domestic-worker rule — see our guide to end-of-service gratuity calculation.

A final settlement should be paid promptly once the relationship ends. If it is withheld without a clear reason, that is again a matter you can raise with MOHRE.

How to resolve a dispute

Disputes between a domestic worker and their employer are handled through MOHRE, not through the same first step as ordinary company labour cases. The ministry provides a route to register a complaint and to attempt an amicable settlement before any matter moves further.

In broad terms, the path looks like this:

1. Raise it directly first. Many disputes — a misunderstanding over leave, a delayed wage — can be fixed without a formal complaint. Keep a written record of what was agreed.
2. File a complaint with MOHRE. Either the worker or the employer can register the dispute. MOHRE will try to settle it amicably between the parties.
3. Referral onward if unresolved. If MOHRE cannot resolve the matter, it can be referred to the competent court for a binding decision.

The exact channels, any time limits, and any fees are set by MOHRE and can change, so check the current process on mohre.gov.ae or the unified government portal at u.ae before you file. Keep every document you can — the contract, payment records, messages, and any notices — because a dispute is far easier to resolve when the paper trail is clear.

The general labour-court process for company employees is different again; if your situation is actually a company-employment dispute, our walkthrough of the Dubai labour court procedure sets out that path instead.

The role of recruitment offices

Most domestic workers in the UAE are hired through a licensed recruitment office (often called a Tadbeer service centre or an authorised agency). These offices are regulated, and the law places duties on them so that the worker is not left unprotected during recruitment and placement.

In practice, a licensed office is expected to:

• Operate under a valid MOHRE licence
• Give both the worker and the employer accurate information before placement
• Handle the contract and documentation correctly
• Avoid charging the worker prohibited recruitment fees
• Provide support if problems arise early in the placement

Using a licensed office matters. It gives you a regulated counterparty and a clearer line of recourse if something goes wrong, compared with an informal arrangement that sits outside the system. You can verify whether an office is licensed, and check the current rules on recruitment, on mohre.gov.ae.

Common questions employers get wrong

A few recurring misunderstandings are worth naming directly:

• "Domestic work follows the same rules as company jobs." It does not — it has its own law, its own contract, and its own complaint route.
• "The weekly rest day is optional if I pay a bit more." Rest is an entitlement; any work on a rest day should be genuinely agreed and compensated, not assumed.
• "I can deduct recruitment costs from the wage." Making the worker bear recruitment fees is generally not allowed — confirm the current rule on mohre.gov.ae.
• "Cash wages with no record are fine." A documented payment trail protects both sides and is increasingly expected.

When the stakes are higher — a contested final settlement, an allegation of mistreatment, or a dispute that MOHRE could not settle — it is worth getting tailored advice rather than guessing.

When to talk to a lawyer

Most domestic-employment questions can be answered by reading the contract and the current MOHRE guidance. But some situations genuinely call for professional help: a withheld final settlement, a serious dispute over conditions, a contract that does not match what was agreed, or any matter that has been referred to court.

If you are weighing your options, you can browse verified UAE lawyers on LEXAI and reach out to one who handles employment and domestic-worker matters. You can also put a quick question to our free legal AI assistant to understand the issue before you speak to anyone. Either way, the earlier you get clear on your position, the easier the matter is to resolve.

This article is general information about UAE law and is not legal advice. For specifics about your situation, confirm the current rules on [mohre.gov.ae](https://mohre.gov.ae) and consult a qualified lawyer.