Understanding Domestic Worker Absence in Dubai

Waking up to find your domestic worker gone without any notice can be both shocking and stressful. You're left with immediate household responsibilities, unanswered questions, and uncertainty about the legal steps you need to take. If you're facing this situation in Dubai, you're not alone—and more importantly, there's a clear legal framework to guide you through it.

Under UAE law, specifically the Federal Decree-Law on Domestic Workers, both employers and workers have defined rights and obligations. When a domestic worker leaves without permission or notice, it triggers a specific legal process that you must follow to protect yourself and comply with regulations.

This guide walks you through everything you need to know about handling a domestic worker's unexpected absence, from understanding the legal definition of absconding to completing the official reporting process with the Ministry of Human Resources and Emiratisation (MOHRE).

When Does Absence Become Absconding?

Not every absence qualifies as absconding under UAE law. There's a specific threshold that determines when you need to take legal action.

According to MOHRE regulations, a domestic worker is considered to have absconded when they are absent from work for more than seven consecutive days without valid reason or prior approval. This seven-day period is the legal marker that separates a temporary absence from what the law recognizes as absconding.

During these first seven days, you should:

Attempt to contact the worker through phone calls, messages, or any emergency contacts they provided
Document your communication attempts with dates and times
Check with friends or relatives they may have mentioned to you
Review the employment contract to confirm any clauses related to absence or termination

If the worker returns or makes contact within seven days with a reasonable explanation (medical emergency, family crisis), you may choose to resolve the matter internally without involving authorities. However, once the seven-day threshold passes without contact or valid justification, you're legally required to report the absence to MOHRE.

Your Immediate Responsibilities as an Employer

When your domestic worker doesn't show up and cannot be reached, time becomes a factor. Here's what you need to do immediately to stay compliant with UAE law and protect your interests.

Within the First 48 Hours:

Start your documentation process right away. Create a timeline of events including the last time you saw the worker, any conversations you had, and when you noticed they were missing. Keep records of all attempted communications—call logs, text messages, WhatsApp messages. This documentation will be necessary when filing your official report.

Days 3-7:

Continue attempting contact and expand your search. If the worker provided emergency contact information during hiring, reach out to those contacts. Check if they left any personal belongings behind, as this can indicate whether they planned to return. Review your employment contract to understand your obligations and any specific procedures outlined there.

After Day 7:

Once seven days have passed without contact or resolution, you must initiate the official absconding report with MOHRE. Delaying this report can create legal complications for you as the sponsor and may result in penalties.

The Legal Reporting Process: Step-by-Step

Filing an absconding report with MOHRE is now a straightforward digital process. Here's exactly how to complete it:

Step 1: Access the MOHRE Portal

Visit the official MOHRE website (mohre.gov.ae) and navigate to the Services section. Look for "Absence from Work (Absconding Report) - Domestic Workers." You'll need your UAE Pass credentials to log in. If you haven't set up UAE Pass yet, do this first—it's the government's unified digital identity system.

Step 2: Complete the Online Application

The online form will ask for specific information about you (the employer) and the absent worker. You'll need to provide accurate details including the worker's full name as it appears on their passport, passport number, Emirates ID number, and the exact date they went missing. Be precise with dates, as this affects the legal timeline.

Step 3: Upload Required Documents

The system will prompt you to upload digital copies of necessary documents. These typically include copies of the worker's passport, Emirates ID (both sides), and your employment contract. Make sure all documents are clear and readable before uploading.

Step 4: Submit and Track

After submission, MOHRE processes absconding reports within two working days. You'll receive a reference number to track your application status. Keep this number safe for future reference.

Step 5: Follow Up If Needed

MOHRE may contact you for additional information or clarification. Respond promptly to any requests to avoid delays in processing your report.

Required Documents for Filing an Absconding Report

Preparation is key to a smooth reporting process. Gather these documents before you begin:

Copies of the worker's passport (information and photo pages)
Copy of the worker's Emirates ID (front and back)
Original employment contract or a certified copy
Your Emirates ID as the employer/sponsor
Proof of last salary payment (bank transfer records or signed receipts)
Communication records showing attempted contact
Police report (if you filed one for additional security)

Having these documents ready before you start the online application saves time and prevents delays in processing. Make sure all copies are legible and up-to-date.

What Happens After You File the Report?

Understanding the consequences of filing an absconding report helps you make informed decisions and sets realistic expectations.

Immediate Effects on the Worker:

Once MOHRE processes your absconding report, several things happen automatically. The worker's visa status changes to "absconding" in the government system, which affects their ability to work legally in the UAE. If they attempt to exit the country through official channels, they'll face legal consequences including fines and potential travel bans.

Your Status as Sponsor:

Filing the report formally ends your sponsorship obligations for that worker. You're no longer responsible for their visa status, accommodation, or legal compliance. However, this doesn't automatically resolve financial matters—if the worker owes you money for recruitment fees or other expenses, you may need to pursue that through separate legal channels.

Timeline Considerations:

After the report is filed and processed, you cannot hire a replacement worker immediately under some circumstances. Depending on your specific situation and visa quota, there may be waiting periods before you can sponsor a new domestic worker. Check with MOHRE or a legal advisor about your specific timeline.

Possibility of Return:

Some workers do return after an absconding report is filed. If this happens, you have options—you can choose to withdraw the report (more on this below) or proceed with the complaint, which could lead to deportation proceedings for the worker.

Can an Absconding Report Be Withdrawn?

Yes, absconding reports can be withdrawn if the worker returns and both parties agree to resolve the matter. This process requires mutual consent and proper documentation.

When Withdrawal Makes Sense:

You might consider withdrawing an absconding report if the worker had a legitimate emergency (sudden family death, medical crisis) and can provide documentation. Or perhaps there was a misunderstanding that's been resolved. Some employers withdraw reports when the worker agrees to pay back outstanding debts or complete their contract term.

The Withdrawal Process:

Withdrawal requests must be filed through the same MOHRE portal where you submitted the original report. Both the employer and the worker need to agree to the withdrawal. You'll need to provide the original absconding report reference number and explain the reason for withdrawal.

Required documents for withdrawal typically include:

Copy of the worker's Emirates ID
Copy of the worker's passport
Written agreement between both parties
Payment of any applicable fees

MOHRE reviews withdrawal requests and makes a decision based on the circumstances. Approval isn't guaranteed—they consider factors like how long the worker was absent, whether this is a repeat occurrence, and if all parties are acting in good faith.

Financial and Legal Implications for Employers

Beyond the immediate stress of losing household help, there are financial and legal considerations you need to understand.

Financial Costs:

Filing an absconding report involves minimal government fees, but the indirect costs can add up. You might need to hire temporary help at higher rates while searching for a replacement. If you used a recruitment agency, check your contract—some agencies offer replacement guarantees within certain timeframes. There may be costs associated with canceling the worker's visa and processing a new one for a replacement.

Legal Protection:

Filing the absconding report protects you legally. Without it, you remain the official sponsor of a worker who isn't fulfilling their contract obligations. This could create liability issues if the worker gets into legal trouble elsewhere in the UAE. The official report creates a clear record that you've followed proper procedures and ended the sponsorship relationship appropriately.

Insurance Considerations:

If you purchased domestic worker insurance (which is required in most emirates), notify your insurance provider about the situation. Some policies cover costs related to worker absence or replacement, but you typically need to report incidents within specific timeframes to maintain coverage.

How to Prevent Future Incidents

While you can't eliminate all risks, you can take practical steps to reduce the likelihood of future absconding incidents.

Thorough Hiring Process:

Work with reputable recruitment agencies that conduct proper background checks and verification. Ask detailed questions during interviews about the candidate's work history, family situation, and reasons for seeking employment in Dubai. Red flags include frequent job changes, vague answers about previous employers, or reluctance to provide references.

Clear Communication from Day One:

Many problems stem from miscommunication about expectations, duties, and rights. Sit down with your new domestic worker on their first day and clearly explain their responsibilities, your household rules, and their rights under UAE law. Make sure they understand their salary, days off, and the grievance process if they have concerns.

Build a Respectful Working Relationship:

Treat your domestic worker with dignity and respect. Pay salaries on time, honor agreed-upon days off, and maintain reasonable working hours. When workers feel valued and fairly treated, they're far less likely to leave without notice. Regular check-ins about their wellbeing and job satisfaction can help you address small issues before they become big problems.

Proper Documentation:

Keep meticulous records of everything—salary payments, time off granted, performance discussions, and any disciplinary actions. If issues arise, documentation helps you prove you've been a responsible employer and followed proper procedures.

Know the Warning Signs:

Workers who are planning to leave often show subtle signs. These might include suddenly asking for time off, being secretive about phone calls, asking unusual questions about their passport or visa, or withdrawing from normal household interactions. If you notice concerning behavior, have an open conversation about any problems or concerns.

Common Mistakes Employers Make

Learn from the errors others have made to avoid legal complications and stress.

Waiting Too Long to Report:

Some employers hope the worker will return and delay filing the absconding report beyond the required timeframe. This creates legal problems and extends your period of uncertainty. Once seven days pass, file the report promptly.

Withholding Passports:

This is illegal under UAE law. Workers have the right to keep their own passports, and confiscating them can result in penalties for you as the employer. Never use passport retention as a way to prevent workers from leaving.

Not Keeping Proper Records:

When disputes arise, documentation is your best defense. Employers who don't maintain records of salary payments, contracts, or communication find themselves in difficult positions when trying to prove they followed proper procedures.

Threatening or Intimidating Workers:

Some employers, when they sense a worker might leave, resort to threats or intimidation. This is counterproductive and illegal. It often accelerates the worker's decision to leave and can result in legal action against you.

Hiring Without Proper Contracts:

Every domestic worker must have a written employment contract approved by MOHRE. Working without proper documentation creates legal vulnerability for both parties and makes it much harder to resolve disputes through official channels.

Your Rights as an Employer

While much attention focuses on worker rights, employers have legitimate rights too that are protected under UAE law.

You have the right to expect your domestic worker to fulfill the terms of their employment contract, including completing the agreed-upon contract period and giving proper notice if they wish to terminate employment. The law recognizes that employers invest significant resources in bringing domestic workers to the UAE, including recruitment fees, visa costs, and training time.

If your worker leaves without notice and causes you financial losses, you may have grounds for legal recourse. This could include recovering recruitment costs, unpaid loans, or damages from breach of contract. However, pursuing these claims requires proper documentation and often legal assistance.

You also have the right to hire a replacement worker once the absconding report is processed, though there may be quota limitations or waiting periods depending on your specific circumstances. MOHRE can advise on your eligibility to sponsor a new domestic worker.

Moving Forward: Your Next Steps

Dealing with a domestic worker's unexpected absence is stressful, but following the proper legal process protects your interests and helps you move forward.

If you're currently facing this situation, take action today. Document everything that's happened so far, gather the required documents, and prepare to file your MOHRE report if the seven-day period has passed. Don't let stress or uncertainty cause you to delay—prompt action is always better than waiting.

For future hiring, consider working with professional HR services that specialize in domestic worker recruitment and management. At ImadHR, we help Dubai employers navigate the complexities of domestic worker sponsorship, ensuring compliance with UAE law while building positive working relationships that benefit everyone.

Need help managing domestic worker employment issues or want to ensure you're fully compliant with UAE regulations? Contact ImadHR today for expert guidance tailored to your specific situation. Our team stays current with all MOHRE regulations and can help you avoid the stress and complications of employment disputes.

Blog|15 Dec 2025

Domestic Worker Absence Without Notice in Dubai: Employer Responsibilities and Legal Process