The term "domestic worker" encompasses a wide range of occupations, including:
These occupations are characterized by their focus on providing domestic or personal services within a private household or setting.
Imdad-Tadbeer-Dubai-Responsible-online-services-medical insurance-work-permit.
Imdad Center has the following responsibilities toward domestic workers:
In case of any recruitment agencies violating these conditions, the Decree Law mandates providing an alternative worker or refunding recruitment
fees to the employer, along with compensation for any damages caused by a breach of contract.
Employers must not hire domestic workers without valid work permits. They must also enter into an employment contract with the worker in accordance
with the unified standard contract mandated by Ministry of Human Resources & Emiratisation (MoHRE).
Workers must receive a copy of the contract.The employment contract should outline the specified recruitment period and the employer's
basic rights and obligations regarding the domestic worker's job and salary.
It should also specify the employer's financial obligations to bring the worker from their country to the UAE and the Imdad Center's fees.
The probation period of a domestic worker should not exceed six months.
Employers must fulfill the terms of the employment contract and adhere to additional obligations, including:
The domestic workers law dictates that the following acts must not be committed by employers and recruiters of
domestic workers, whether they are hired on a temporary basis or retained on a permanent basis:
a) Discrimination against domestic workers on the basis of race, color, gender, religious belief, nationality,
ethnic origin, or disability, which would hinder equal opportunities or prejudice adequate employment opportunities and rights.
b) Any form of sexual harassment perpetrated against a domestic worker, whether it is verbal or physical in nature.
c) Forced labor or any practice that constitutes human trafficking according to local laws and state-ratified agreements.
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Domestic workers are required to fulfill the obligations outlined in employment contracts, along with the following additional responsibilities:
Recruitment agencies and employers must enter into a standardized labor contract, outlining their respective responsibilities in the recruitment of domestic workers. This agreement should specifically address the following aspects:
Recruitment of domestic workers based on the employer's specific requirements and preferences.
Employers' obligation to adhere to the rights and privileges of domestic workers, including ... those related to the nature of work and the total wages.
Determination of the total costs incurred by the employer for the domestic worker's ... journey from their home country to the UAE, as well as the compensation payable to the recruitment agency. The Ministery of Human Resources and Emiratisation, with the approval of the UAE Cabinet, has the authority to establish the guidelines and fees structure for recruitment services.
A clear timeframe for completing the recruitment process.
If the recruitment agencies fails to fulfill its obligations as outlined in clause (1), the employer has the right to refuse employment to the recruited domestic worker. In such instances, the provisions of the Implementing Regulation and applicable Ministerial decisions regarding the provision of an alternative domestic worker or reimbursement of recruitment fees to the employer shall apply. This does not negate the employer's right to seek compensation from the recruitment agency for any damages incurred due to the breach of labor contract.
Monthly salaries must be paid in UAE dirhams within 10 days of their due date.
The Ministry of Human Resources and Emiratisation (MoHRE) has the authority to implement the most appropriate
method for ensuring timely wage payment.
Domestic workers are entitled to their wages upon entering the UAE or upon a change in their employment status. Wage payment
must be documented through a written receipt or any other method deemed acceptable by MoHRE.
Domestic workers are entitled to a paid weekly rest day as mandated by the Decree-Law. If a domestic worker is required to work on their designated rest day, they must be granted an alternate day off for rest or compensated financially in lieu of the rest day. Additionally, domestic workers are entitled to at least twelve (12) hours of rest per day, of which at least eight (8) hours must be consecutive working hours, in accordance with the executive decisions issued by the Ministry of Human Resources and Emiratisation (MoHRE), UAE government.
In case of a disagreement between an employer and a domestic worker that cannot be resolved amicably, the matter must be brought to the attention of the Ministry of Human Resources and Emiratisation (MoHRE). If the issue remains unresolved within two weeks, it will be referred to a court, accompanied by MoHRE's recommendations. Labor cases filed by workers are exempt from court fees at all stages of litigation and must be handled promptly and efficiently.
Arabic is the mandatory language for all records, registers, data, contracts, forms, agreements, and other documents as stipulated in this Decree-Law or any subsequent regulations issued in its implementation. The Arabic text must be accompanied by a foreign language comprehensible to the non-Arabic-speaking domestic worker, ensuring consistency between the two languages. In the event a foreign language other than Arabic is used, the Arabic text shall take precedence in case of any discrepancies.
Domestic service refers to the tasks and duties performed by a domestic worker for an employer or their family within the employer's residence, as defined by the UAE Domestic Labour Law.
A domestic worker is an employed individual, women or men, who performs household services for an employer in exchange for wages, working under the employer's direction, supervision, and guidance.
An employer can be either an individual or a recruitment agency that hires a domestic worker to perform households' duties on demand.
The term "employer's family" encompasses any individual bound by kinship or marriage to the employer, as well as those receiving financial support from the employer in accordance with applicable laws.
The workplace refers to the permanent or temporary residence or household of the employer or beneficiary, along with their family members. This includes residential properties, farmland, and similar facilities.
A recruitment agency is a company authorized to act as an intermediary between employers and domestic workers. They facilitate the recruitment process, whether through physical locations or digital platforms.
Direct recruitment of a named domestic worker allows an employer to recruit a specific domestic worker through a recruitment agency, even if the worker is not currently registered with the agency. This is done based on the employer's specific request and needs.
In the temporary employment system, a recruitment agency hires a domestic worker and assigns them to a third party, known as the beneficiary. This arrangement is governed by the provisions of the UAE Domestic Labour Law. The employees i.e the domestic workers performs specific tasks under the supervision and direction of the beneficiary for a specific period or to complete a particular project.
Recruitment through mediation is a service provided by recruitment agencies where domestic workers are recruited but not registered under the employer's file. The agency essentially acts as a facilitator without becoming a party to the employment contract.
A beneficiary is an individual who employs a domestic worker to perform specific tasks under their supervision and direction. This employment relationship is governed by a temporary employment contract and may be for a fixed duration or to accomplish a specific task or service.
An employment work contract is a legally binding agreement between the employers and the domestic workers (employees) that outlines the rights and obligations of both parties. It must adhere to the unified standard contract template adopted by the Ministry of Human Resources and Emiratisation (MoHRE), UAE Government.
A probation period is a trial phase implemented by the employers to assess the performance and suitability of a newly hired domestic worker. It also allows the domestic worker to familiarize themselves with their responsibilities and the work environment.
Basic remuneration refers to the fixed salary specified in the employment contract, excluding any additional bonuses, allowances, or benefits.
Total remuneration encompasses the basic wage plus all allowances, bonuses, and any other benefits stipulated in the domestic worker's employment contract.
Hire domestic workers in Dubai with Imdad Center for Domestic workers Services.
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Imdad Center – Making Domestic Employment Easy, Legal, and Reliable.
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Office No 1, Malik Amer Ibrahim - Bur Dubai, Ras Al Khor Industrial Area 1 - Dubai
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