Finding reliable domestic staff in Dubai requires understanding local regulations and hiring processes. This guide will help expat families and household managers learn how to hire domestic staff Dubai effectively. You’ll discover MOHRE contract rules, agency licensing requirements, realistic cost breakdowns, probation periods, end-of-service gratuity calculations, and a practical step-by-step checklist. By the end, you’ll understand your legal obligations and what to budget.
Quick Summary
- Employment of domestic workers in the UAE is governed by Federal Decree-Law No. 9 of 2022 and its Executive Regulations. These define contracts, rest periods, leave entitlements, agency licensing, and obligations. (polaris.ae)
- Recruitment agencies must be MOHRE-licensed, maintain a bank guarantee of at least AED 500,000, use standardized contracts, perform medical checks, and cannot charge fees to workers. (polaris.ae)
- Costs vary significantly: salary (typically AED 1,200–2,500/month for live-in staff), visa and permit fees, medical tests, insurance, and recruitment fees. First-year costs range from AED 23,000–44,000 for private hiring; agency packages often include additional services. (gccdomestic.com)
- Probation lasts up to six months. After this period, either party can end the contract following legal grounds. End-of-service gratuity is roughly 14 days’ wage for each year of service. (polaris.ae)
Domestic Worker Hiring vs Professional Hiring
Hiring domestic staff differs significantly from professional recruitment. Understanding these distinctions helps you navigate the process correctly.
| Element | Professional Employee | Domestic Worker |
|---|---|---|
| Governing law | UAE Labour Law (Federal Decree-Law No. 33 of 2021) | Federal Decree-Law No. 9 of 2022 + Executive Regulations |
| Types of roles | Corporate: HR, admin, industry-specific roles | Household: housekeeper, nanny, cook, driver (19 defined occupations) (u.ae) |
| Leave, rest, contracts | Standard Labour Law terms | Standardized 2-year renewable contracts; paid annual and sick leave; mandatory rest periods; weekly rest day (polaris.ae) |
Choosing a Recruitment Agency: Licensing Requirements
Before selecting an agency, verify their compliance with MOHRE regulations. This protects both you and the worker.
Essential Agency Credentials
- MOHRE Licence: Must hold a licence under the Domestic Workers Recruitment scheme. A general trade license is insufficient. (u.ae)
- Bank Guarantee: Minimum AED 500,000, auto-renewable. The Ministry may increase this based on risk or agency size. (polaris.ae)
- Ownership Requirements: Applicant must be a UAE citizen or meet MOHRE criteria. They must have a clean reputation with no fraud or trafficking convictions. (u.ae)
- Approved Contracts: Employment contracts must use MOHRE’s unified standard form. The recruitment agreement with you should detail wages, recruitment fees, and transfer costs. (u.ae)
MOHRE Contract Requirements for Domestic Workers
Your employment contract must comply with Federal Decree-Law No. 9 of 2022. Include these key elements:
- Party Information: Full names, workplace address, role, date of signing, and contract start date
- Contract Duration: Limited term of two years, renewable. This structure protects both parties. (polaris.ae)
- Compensation: Basic salary plus any allowances, payment method, and payment frequency. Payment must occur within 10 days of the due date.
- Probation Terms: Maximum six-month probation period with clear termination conditions (polaris.ae)
- Rest and Working Hours: Minimum 12 hours daily rest (8 consecutive hours), one full weekly rest day. (polaris.ae)
- Leave Entitlements: 30 days paid annual leave, sick leave eligibility, medical care provisions, and accommodation standards
- Employer Obligations: Must provide suitable housing, meals, medical care, and ensure worker dignity. (polaris.ae)
Probation, Licensing Details, and End-of-Service Pay
Probation Period Rules
Probation provides flexibility for both parties. During this six-month period, you have specific rights if the worker doesn’t meet expectations.
If you need to terminate during probation, refund eligibility depends on timing. Within the first month, you receive a full refund of recruitment fees if the worker is unfit or leaves. After one month, refunds are prorated according to the administrative resolution. (mohre.gov.ae)
Tadbeer Centres and Licensed Agencies
Tadbeer centres are MOHRE-licensed domestic recruitment services. They handle the entire hiring process, visa processing, and ongoing administration. Many families prefer this route for convenience and risk management. (taxadvisors.ae)
End-of-Service Gratuity
Domestic workers earn end-of-service compensation under Federal Decree-Law No. 9. Calculate gratuity at 14 days’ wage per year of service after the first year. This must be paid within 14 days of termination. (taxadvisors.ae)
Agency Fees: Placement vs Monthly Payroll Models
Two main hiring approaches exist. Each has different cost structures and ongoing responsibilities.
| Model | Year One Costs | Ongoing Monthly Costs | Best For |
|---|---|---|---|
| Direct Hire (Self-Sponsorship) | AED 8,500–14,500 for recruitment, visa, medical, and Entry Permit (ae-profile.com) | Salary (AED 1,200–2,500) + visa renewals + insurance + gratuity accrual | Maximum control; lower long-term costs if worker stays; higher administrative burden |
| Agency/Tadbeer Package | AED 8,500–12,000 bundled (visa, medical, Emirates ID, insurance included) (gccdomestic.com) | Monthly salary + optional service charge; agency manages administration | Convenience; reduced administrative work; higher potential long-term cost |
Real-World Pricing Examples
Excellence Centre Tadbeer in Abu Dhabi offers live-in maid and nanny packages starting at AED 2,500/month, including visa and insurance. (luxury.me)
For direct private sponsorship, expect first-year costs of AED 23,000–44,000 total per domestic worker, including salary, fees, and visa expenses. (gccdomestic.com)
Detailed Cost Breakdown
Understanding all expenses helps you budget accurately. Here’s what you’ll encounter:
| Expense | Typical Cost (2026) | Notes |
|---|---|---|
| Monthly Salary | AED 1,200–2,500 | Varies by role, nationality, and experience. Nannies and drivers typically earn more. (ae-profile.com) |
| Visa Entry Permit + Medical + Emirates ID (2-year) | AED 3,000–5,000 | Often included in agency packages; higher if self-sponsored |
| Health & Liability Insurance (Annual) | AED 500–1,500 | Depends on provider and coverage level (luxury.me) |
| Recruitment or Agency Package Fee | AED 8,000–15,000 (one-time) | Lower for direct hire; included in full-service Tadbeer packages (gccdomestic.com) |
| Government Sponsorship Fees (Annual) | ~AED 5,000 | For resident sponsors; includes application, ID, and smart service fees (luxury.me) |
| End-of-Service Gratuity | 14 days’ wage per year | Accrued after first year; paid upon contract termination (taxadvisors.ae) |
Step-by-Step Hiring Checklist
Follow this comprehensive checklist from initial planning through visa stamping and ongoing employment.
Step 1: Define Your Role and Budget
- Identify the specific role needed: housekeeper, nanny, driver, cook, or combination
- Research typical salary ranges (AED 1,200–2,500/month for live-in housekeepers)
- Calculate total first-year investment: salary plus visa, insurance, agency fees, and accommodation
Step 2: Select a Licensed Agency or Hiring Route
- Decide between direct sponsorship or agency/Tadbeer services
- Verify MOHRE licensing and request the agency’s licence number
- Confirm bank guarantee amount (minimum AED 500,000)
- Collect and compare quotes from at least three providers, noting what’s included and excluded
Step 3: Review Contracts and Agreements
- Request the MOHRE standardized domestic worker employment contract
- Verify all essential fields: salary, probation period (max 6 months), rest entitlements, leave provisions, and role description
- Review the recruitment agreement: confirm what fees cover (visa, medical, transfer, insurance), replacement guarantees, and probation refund terms