Who Counts as a Domestic Worker in the UAE, and What Households Need to Know

Not every person working in or around a household in the UAE falls under the same employment framework. Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations excludes domestic workers from its scope, while domestic workers are covered by Federal Decree-Law No. 9 of 2022 on Domestic Workers, as amended by Federal Decree-Law No. 21 of 2023. Identifying the correct framework matters because it affects the contract, permit process, employer obligations, and dispute procedures that apply.

What the Law Actually Covers

The Decree-Law defines a domestic worker as a natural person authorised by the Ministry of Human Resources and Emiratisation (MOHRE) to perform domestic work for a fee under the management, supervision and direction of the employer or the beneficiary, as the case may be. A beneficiary is separately defined as a person who receives a worker through the temporary employment system. The law also defines domestic work as a service provided to the employer or their family at the workplace.

The framework applies to occupations listed in its Executive Regulations. The UAE Government's current portal lists 19 occupations: housemaid, sailor, guard, shepherd, jockey, tamer, falcon caretaker, worker, housekeeper, cook, nanny or babysitter, farm worker or grower, gardener, personal trainer or coach, private tutor, home nurse, personal assistant, private agricultural engineer, and personal or family driver. The Executive Regulations also contain a schedule of 19 domestic-worker occupations.

What the Distinction Means for Employers

Under the Decree-Law, an employer is a natural person or recruitment agency that hires a worker to perform domestic work. The employer must conclude a written employment agreement with the worker using the form and mechanisms approved by MOHRE and provide the worker with a copy. The agreement must address matters including the type of work, contract term, wage, payment method, permitted leave, probation where applicable, rest periods, and circumstances in which the contract may end.

Employers also have obligations that continue beyond signing the contract. These include providing what the worker needs to perform the agreed work, suitable accommodation, and medical treatment or health insurance in accordance with applicable rules. Meals and appropriate work clothing are required for workers employed on a full-time rather than temporary basis unless otherwise agreed. Employers must also treat workers in a way that preserves their dignity and physical safety.

The rules also restrict how a worker may be used. An employer must not require a domestic worker to work for others except under the procedures permitted by the regulations and MOHRE decisions. A worker should not be employed in a different profession from the nature of their work unless they consent and the profession falls within the occupations covered by the Executive Regulations.

A valid work permit is another essential part of the arrangement. The law prohibits an employer from employing a domestic worker who is not authorised to work under the applicable framework. MOHRE's current domestic-worker permit service also requires the occupation assigned to the worker to meet the requirements of that occupation.

Mistakes That Create Legal Risk

An informal arrangement does not automatically place paid domestic work outside the legal framework. The Decree-Law states that domestic workers may only be recruited or employed in accordance with the applicable legal conditions and procedures, while recruitment or temporary employment activity itself requires a MOHRE licence. Employers should therefore use the appropriate permit, contract, and recruitment procedures rather than assuming that a casual payment arrangement removes those requirements.

Another risk is assuming that a worker can simply be moved into a substantially different occupation. For example, a household should not assume that a worker engaged for one domestic occupation can automatically be reassigned to another. The worker's consent, the occupations covered by the regulations, and any applicable permit or MOHRE requirements should be checked before changing the arrangement.

Domestic workers are also not simply treated as ordinary private-sector company employees. The UAE's official portal confirms that they are excluded from the general private-sector Labour Law and regulated through the separate domestic-worker framework, which has its own employment agreements, work-permit procedures, employer obligations, and dispute process.

For a household considering domestic help, a practical starting point is to check whether the intended occupation appears on the official list, confirm the applicable MOHRE requirements, and complete the necessary employment contract and work-permit process before the worker is employed.

Key Takeaways

• UAE domestic workers are governed by a separate legal framework under Federal Decree-Law No. 9 of 2022 and its amendments rather than the general private-sector Labour Law.
• The current official UAE Government portal lists 19 occupations within the domestic-worker framework.
• Employers must use the MOHRE-approved employment agreement and comply with obligations covering matters such as accommodation, medical care, worker safety, and permitted work.
• Domestic workers must have valid work authorisation, and employers should check the applicable occupation and permit requirements before employment begins.

Sources: The Official Platform of the UAE Government, UAE Legislation — Federal Decree-Law No. 9 of 2022, UAE Legislation — Cabinet Resolution No. 106 of 2022, MOHRE.

Disclaimer: This content is for educational and informational purposes only. It is not legal, financial, investment, cybersecurity, medical, business, career, or other professional advice. Verify important information with official sources or qualified professionals before acting.