In the application of the provisions of this Law, the following terms and expressions shall have the meanings assigned hereto unless the context otherwise requires:

State: United Arab Emirates.

Ministry: Ministry of Human Resources and Emiratization.

Minister: Minister of Human Resources and Emiratization.

Domestic Work: The work performed by the worker to the employer or his family, in the workplace according to the provisions of this Law.

Worker: A physical person who performs a domestic work against a comprehensive wage under the management, supervision and direction of the employer.

Employer: Any physical person, or recruitment office, who recruits a worker for the performance of a domestic work.

Family: The persons to whom the employer is related by kinship or marriage, or of whom he takes care for any legal or moral reason.

Workplace: The permanent residence or temporary residence of the employer or his family, the beneficiary of the domestic work or his family, including private farms and the like.

Recruitment Office: The office licensed, in accordance with the provisions of this Law, to mediate the recruitment of workers, on the basis of the employer's requirements, or to provide the temporary employment of workers.

Temporary Employment: A system under which the recruitment office employs one of his workers for the purpose of making him available to a third party (the beneficiary) so as to perform a work that is subject to the provisions of this Law. The performance of this work shall be under the supervision and management of the beneficiary.

Contract of Employment: Each fixed-term agreement concluded between the employer and the worker and regulating the rights and obligations of the parties according to the model approved by the Ministry.

Wage: The basic wage provided for in the Contract of Employment, without the addition of any allowances, remunerations or other benefits.

Comprehensive Wage: The basic wage plus all allowances, remunerations and any other benefits stipulated in the Contract of Employment.

1. The provisions of this Law shall apply to the recruitment and employment of Workers whose occupations are indicated in the attached table, and the relevant parties. The Council of Ministers shall, upon the proposal of the Minister, make any amendment to the occupations mentioned in the said table.

2. In the case of travel of the Worker with the Employer or his family outside the State, the parties to the contract concluded in accordance with this Law shall comply with the provisions thereof unless the law of the foreign country otherwise requires.

1. No physical or juristic person shall act as an intermediary for the recruitment or temporary employment of workers, unless such person is a national of good conduct and licensed to carry out such activity in accordance with this Law and its Implementing Regulations. The licensed establishment shall have a director to be of good conduct and reputation and shall provide the required guarantees as determined by the Implementing Regulations of this Law.

The granting of the licence shall be subject to the fulfilment of the other conditions specified by this Law, its Implementing Regulations and the decisions issued by the Ministry.

2. The Worker may not be recruited or employed except in accordance with the conditions, controls and procedures provided for in this Law, its Implementing Regulations, the decisions issued by the Ministry and any legislation in force in the State in this field, and subject to the necessary legal conditions for licensing each profession, if any.

In all cases it is prohibited to recruit or employ a worker under 18 years of age.

3. In the case of the recruitment or temporary employment of workers, the following acts shall be prohibited:

(a) Discrimination between workers in violation of the principle of equality on the basis of race, colour, sex, religion, political opinion, national origin or social origin.

(b) Sexual harassment of the Worker, whether verbal or physical.

(c) Forced labour, or any other act that comes under the trafficking in persons, in accordance with the laws enacted or agreements ratified by the State.

4. The Workers may not be employed in works for which the provisions of this Law are not applicable unless they have obtained the approval of the competent authorities.

5. The Minister shall issue a decision specifying the necessary controls for the work of the Recruitment Offices and the conditions that must be met in the Employer to allow him to recruit and employ Workers subject to the provisions of this Law. The rules, procedures and forms to be used by these Offices shall also be issued.

The Recruitment Office shall:

1. Not bring the Worker from his country unless after informing him of the type and nature of the work, the amount of the comprehensive wage and ensuring the availability of proof of medical, psychological, and professional fitness, and other conditions determined by the Implementing Regulations of this Law, taking into account the nature of each occupation.

2. Not solicit, on its own or through a third party, or accept from any Worker, whether prior to or after employment, any form of commission in exchange for employment, or collect therefrom any expenses.

3. Conduct the necessary medical examinations for the Worker within thirty days at the most prior to entering the State.

4. Bear the expenses of sending back the worker to his home country and provide a replacement thereof without imposing upon the Employer any additional expenses, or refund all the amounts paid by the Employer according to the latter's choice if any of the following is found out during the probation period referred to in Article (9) of this Law:

(a) The Worker's lack of professional competence and good personal behaviour.

(b) The Worker’s established medical unfitness according to the conditions specified by the Implementing Regulations of this Law after entering the State and during the probation period, taking into account the nature of each profession.

(c) The Worker’s absence from work, other than in the authorised cases, as set out in the Implementing Regulations of this Law.

(d) Termination of the contract at the Worker's will or because of him for failure to meet the conditions agreed upon.

5. Raise awareness and knowledge of the Worker as regards the customs and traditions of society in the State.

6. Provide temporary housing for the Worker, to be equipped with decent means of living whenever there is a need for the worker to stay in the Office for a period that requires a place to reside in.

7. Treat the Worker in a good manner and not expose him to violence.

8. Inform the Worker of the authorities competent to consider his complaint regarding any violation of his rights and freedoms.

9. Deliver to the Employer a handbook of pay receipts.

10. Refund to the Employer all amounts paid by the latter to the Office or a part thereof, as determined by the Implementing Regulations of this Law in any of the following two cases:

(a) The Worker's termination of the contract after the probation period, and without any reason due to the Employer.

(b) The Worker's absence from work at the Employer without an acceptable reason, after the probation period.

1. A contract shall be concluded, in accordance with the model approved by the Ministry, between the Recruitment Office and the Employer to regulate the obligations for the recruitment of the Worker, provided that this contract includes in particular the following:

(a) The conditions as determined by the Employer to be met by the worker to be recruited by the Office.

(b) The basic rights and obligations that the Employer commits to the worker, especially the type of work and the amount of the comprehensive wage.

(c) The financial obligations necessary for bringing the worker from his country to the State, and the fees of services due to the Office and others. The Minister or his delegate may issue a decision on the controls and the value of such fees.

(d) The period specified for the implementation of the recruitment procedures.

2. If the Recruitment Office violates the conditions agreed upon in the contract provided for in clause (1) of this Article, the Employer shall have the right to refuse to employ the Worker who has been recruited. The notice of refusal shall be in writing and the Employer shall have the right to refuse to employ the Worker recruited. The notice of refusal shall be in writing and the provisions of Article 4/4 of this Law shall apply without prejudice to the right of the Employer to claim compensation from the Recruitment Office for any damage caused as a result of breach of contract terms.

The Employer shall conclude a Contract of Employment with the Worker in accordance with the model approved by the Ministry. The contract shall be drafted in four copies, one of which to be delivered to the Worker and the second to the Employer and the third to be deposited with the Recruitment Office and the fourth with the Ministry.

In all cases, the parties to the contract may provide for any additional conditions in any subsequent contract.

The Contract of Employment shall include the names of the parties, the workplace, the date of its conclusion, the date of commencement of work, the type of the work, the duration of the contract, the amount of the comprehensive wage, the method of payment, the Worker’s permitted leave, probation period, rest periods and the conditions that may result in the termination of the contract, in addition to any other conditions required by the nature of the work, and contained in the contract model approved by the Ministry.

In all cases, the duration of the first contract shall not exceed two years and may be renewed for other periods by mutual agreement.

In case of denial and absence of legal excuse, the claim for any of the rights arising under the provisions of this Law shall not be heard after the lapse of six months from the date of termination of the employment relationship.

The Worker shall be under probation for a six-month period as of the date he joins the work.

The monthly wage shall be paid in UAE Dirham within a period not exceeding ten days from its due date. The Ministry may lay down the regulation it deems more appropriate as to the method to settle and ensure payment of the wage.

The comprehensive wage of the Worker shall be due from the date of his entry to the State, or from the date of modification of his status. The payment of the comprehensive wage shall be proved by written receipt or other means of proof determined by the Ministry.

1. The amount necessary for the settlement of the debts in execution of a court ruling shall be deducted from the comprehensive wage of the Worker, provided that it does not exceed one quarter thereof.

2. If the Worker commits an act which caused harm to the Employer such as the loss or damage of the tools, machines, products or materials owned by the latter, or whatever is in the Worker’s custody of or at his disposal, due to his gross negligence or violation of instructions, the Employer may in this case, with the consent of the Worker, and with the consent of the relevant authority in the Ministry, if the worker does not agree, deduct from the comprehensive wage, any amount necessary for compensation of the damage, as estimated by the Ministry, provided that such amount does not exceed one quarter of the comprehensive wage. If the parties do not consent to the Ministry's decision, the dispute shall be referred to the competent court.

3. In all cases, the said amount shall be deducted from the end-of-service gratuity to pay the amounts due by the Worker if it is not possible to deduct the same from the wage.

1. The Worker shall have the right to a weekly rest day with a comprehensive wage in accordance with the Implementing Regulations of this Law. He may be employed on his weekly rest day, in which case he shall have the right to an alternative day off or a monetary allowance.

2. The Implementing Regulations of this Law shall regulate the Worker’s working and rest hours where the daily rest shall not be less than twelve hours per day, including at least eight consecutive hours.

1. The Worker shall be entitled to 30 days' annual leave upon completion of each year of employment, to be paid before taking it. If the period of service is less than one year and more than six months, he shall be entitled to two days of leave for each month. The Employer shall set the date of commencement of the annual leave and may divide it where necessary to a maximum of two periods. If the working conditions require that the Worker be employed during all or some of his annual leave, and the period of leave during which he worked is not carried forward to the following year, the Employer shall pay him his wages plus a holiday pay for his work days equal to his basic wage. In all cases, the Worker may not be employed during his annual leave more than once during two consecutive years.

2. The holidays determined by law, or by agreement as well as any other periods due to sickness if they coincide with this leave shall be counted when calculating the period of annual leave granted to the Worker.

3. Subject to the provisions of Article (7) of this Law, in the case of the renewal of the Employment Contract, the Worker may accrue annual leaves for more than two years and take them altogether.

4. The Employer shall bear the value of the Worker's round trip ticket home every two years, or the cash allowance equal to the holiday pay due to the Worker for two years, in addition to the value of the ticket if the Worker expresses his desire to continue working and not to take annual leave.

5. If the Employment Contract is terminated or has been rescinded by one of its parties without the Worker having obtained his annual leave, the Worker shall be entitled to a monetary allowance equivalent to the amount of the days of leave due to him. The wage shall be calculated by its category at the time the leave is due unless the failure to obtain leave is due to the Employer, in which case the wage shall be calculated by its category at the time he has paid it to the Worker.

The Worker shall have the right to sick leave for a period not exceeding thirty days in the contractual year, to be obtained consecutively or intermittently if it is proved necessary by a medical report issued by the health authority officially accredited in the State. The sick leave shall be calculated as follows:

1. The first fifteen days with a comprehensive wage.

2. The next fifteen days without pay.

The Employer shall abide by the obligations stipulated in the Contract of Employment and its annexes, and shall in addition:

1. Provide the requirements for the performance of work agreed upon.

2. Prepare a decent accommodation for the Worker.

3. Provide the Worker’s needs of meals and clothing suitable for the performance of work as long as he works full-time and not on the basis of the temporary employment system, unless otherwise agreed.

4. Bear the cost of the Worker’s medical treatment in accordance with the health regulation in force in the State.

5. Treat the worker in a good manner that preserves his dignity and the safety of his body.

6. Not permit the Worker to engage in any work with a third party except in accordance with the conditions and rules stipulated in the Implementing Regulations of this Law, and not employ any of his workers unless the latter is authorised to work in accordance with the provisions of this Law and its Implementing Regulations.

7. Pay the necessary compensation resulting from occupational injuries and occupational diseases in accordance with the tables of compensation attached to the law in force regulating the employment relationships, unless the insurance company pays this compensation.

8. Not employ a Worker in a profession that is different from the nature of his work unless with his consent and provided that it is one of the professions covered by this Law.

9. Guarantee the right of the Worker to retain his evidentiary documents.

10. Grant the heirs of the Worker who dies during service the comprehensive wage for the month in which he died, and any other entitlements thereto.

11. Not receive, in person or through his intermediaries, any sums or any remuneration, unless provided for in this Law, the Implementing Regulations or the contract model approved by the Ministry.

12. Notify the Ministry of any violation by the Worker of the regulations in force. The Employer must comply with the Ministry's requests in these cases.

The Worker shall abide by the obligations stipulated in the Contract of Employment and shall in addition:

1. Perform with due care the work by himself according to the direction and supervision of the Employer, and as stipulated in the contract, and not stop working without an acceptable excuse.

2. Observe the customs and traditions of society and commit to public ethics.

3. Comply with the Employer's orders for the implementation of the agreed work unless these orders are contrary to the contract or the law or public order and public morals, or endangers him or exposes him to legal accountability.

4. Preserve the Employer’s property, work tools and everything in his custody, or at his disposal, take the care of the same and carry out all the necessary procedures for their preservation and safety.

5. Respect privacy and not disclose the secrets that come to his knowledge by virtue of his work, even after the end of his service.

6. Not use work tools outside the workplace without the consent of the Employer and keep these tools in the places assigned thereto.

7. Provide the necessary assistance in the event of disasters and threats to the workplace or the safety of those present therein.

8. Not work under any form except in accordance with a work permit issued by the Ministry and in accordance with the terms of this permit.

9. Notify the Ministry in the event of change of residence registered in the work permit within a period of time not exceeding seven days from the date of change.

The Employer must inform the Ministry within five days of the worker's absence from work without a legitimate reason. The Worker must inform the Ministry within 48 hours of leaving the job without the Employer's knowledge.

The Employer and the Worker must comply with the approved occupational health and safety requirements and the methods of health protection in accordance with the Implementing Regulations of this Law and any other legislation in force in the State.

The Minister shall nominate the judicial officers in charge with the following tasks:

1. Control of the implementation of the provisions of this Law and the regulations and decisions issued in implementation thereof.

2. Control of all violations of the provisions of this Law and the regulations and decisions issued in implementation thereof.

3. Inspection of Recruitment Offices.

4. Inspection of workplaces and Workers' residences, subject to the provisions of Article (20) of this Law.

Subject to the provisions of Article (19) of this Law, inspectors may not enter the workplaces and workers' residence without the permission of their owners or the permission of the Public Prosecution, in the following two cases:

1. Where a complaint has been filed by the Worker or the Employer.

2. Where there is reasonable evidence of violations of the provisions of this Law and the regulations and decisions issued in implementation thereof.

1. If the parties to the contract fail to settle amicably a dispute that has arisen between them, they shall refer it to the Ministry.

2. The Ministry shall take whatever it deems appropriate to settle the dispute amicably within two weeks in accordance with the procedures stipulated in the Implementing Regulations of this Law.

3. The case shall not be admitted before the competent court before following the procedures provided for in this Law and its Implementing Regulations.

1. The Employment Contract shall terminate in one of the following cases:

(a) Expiry of its term unless it is renewed in accordance with the provisions of this Law, its Implementing Regulations and ministerial decisions issued in this regard.

(b) The death of the Worker or his disability during and because of the work. The disability shall be proved, and its percentage shall be determined by a report from a competent medical committee. The Employer shall bear the costs of returning the body of the deceased Worker or the disabled Worker to his country.

(c) The death of the Employer. The contract may continue until the expiry of its term with the approval of the Ministry.

(d) The conviction of the Worker for a felony or imposition of a custodial sentence upon him for a felony or misdemeanour.

(e) The parties’ agreement to terminate the contract.

(f) The Worker’s attainment of 60 years of age. The Minister shall determine the cases in which the service may be extended beyond this age.

(g) Exhaustion of sick leave or lack of fitness for work.

(h) The Worker’s absence from work without any acceptable excuse during the contractual year for ten consecutive days or fifteen intermittent days.

(i) An established breach by one of the parties to the contract of the obligations prescribed by law or by agreement. In this case, the provisions of Article (23) of this Law shall apply.

2. The Employer shall pay to the Worker all his financial dues within ten days from the date of termination of the contract.

1. Either party to the Contract of Employment may terminate it by unilateral will if the other party breaches its obligations under Articles 15 and 16 of this Law.

2. The Employer and the Worker may terminate the contract. If the contract is terminated by the Employer for a reason not due to the Worker, the Employer shall provide a ticket for the return of the Worker to his country, in addition to payment of compensation equivalent to the comprehensive wage for one month as well as any other entitlements due to the Worker by the Employer due and any other compensation that may be decided by the Court.

3. If the contract is terminated by the Worker for a reason due to him after the probation period, the Worker shall bear the expenses of his return to his country in addition to payment of compensation to the Employer equivalent to the comprehensive wage for one month as well as any other entitlements due to the Employer by the Worker and any other compensation that may be decided by the Court.

4. In all cases of termination of the employment relationship, the Ministry shall have the power to grant the Worker a new work permit or otherwise in accordance with the rules determined in this regard, without prejudice to the provisions in force in the State.

All sums due to the Worker or to his heirs under the provisions of this Law shall have a privilege over all the movable property and real estate of the Employer and shall be paid directly after the amounts due to the Public Treasury and the legal maintenance.

In all cases of termination of the employment relationship, the Employer shall not be liable for the expenses of returning the Worker to his country if the Worker joins another work, as specified in the Implementing Regulations of the Law.

1. A worker who has completed one or more years of continuous service shall be entitled to end-of-service gratuity at the end of his service and the period of unpaid leave shall not be counted in calculating the period of service. The end-of-service gratuity shall be calculated on the basis of fourteen days' wages for the year, provided that the Worker receives the end-of-service gratuity at the end of the contract. The end-of-service gratuity shall be renewed by renewing the contract.

2. The Worker shall be entitled to gratuity for the fractions of the last year in proportion to his days of work, provided that he has completed one year of continuous service.

The Worker shall be deprived of his end-of-service gratuity if the contract is terminated by reason of his unlawful absence from of work or if the contract is terminated by the Worker without a legitimate reason.

(1) Where a Worker is detained in custody, his comprehensive wage shall not be suspended for the duration of his detention.

2. If the criminal proceedings are filed on the basis of a reporting by the Employer and the investigation has been filed or a final judgment on the acquittal of the Worker has been issued, the Worker shall be paid his comprehensive wage for the period of detention. In case of conviction, he shall be denied such wage.

3. If the criminal proceedings are filed on the basis of a reporting by other than the Employer, and the Worker is convicted, he shall not be paid his comprehensive wage that has been suspended, however, if the investigation has been filed or the Worker has been acquitted, the person who made the report shall pay the said wage.

Without prejudice to any more severe penalty provided for in any other law, shall be liable to imprisonment for a period not exceeding six months and a fine of not less than ten thousand dirhams and not exceeding one hundred thousand dirhams or either of these two penalties:

1. Any person who obstructs or prevents an employee who is charged with the implementation of the provisions of this Law or the regulations or decisions issued in implementation thereof from the performance of his work or has begun to do so.

2. Every employee charged with the implementation of the provisions of this Law who discloses a secret he may have been informed of by virtue of his employment, even after leaving work.

3. Whoever helps a Worker to leave his work or provides a housing therefor, for the purpose of exploiting or him or employing him illegally. The Court may decide to deport him upon conviction.

1. Without prejudice to any more severe penalty provided for in any other law, any person who violates any of the provisions of Article (3/1, 2, 3 and 4) of this Law shall be fined not less than fifty thousand dirhams and not exceeding one hundred thousand dirhams. The penalty shall be doubled in case of repetition of the commission of such act within one year from the date of sentence.

2. The Recruitment Office which violates any of the provisions of Article (4) of this Law shall be punished by the same penalty stipulated in clause (1) of this Article.

Without prejudice to any more severe penalty provided for in any other law, a fine of not more than ten thousand dirhams shall be imposed on anyone who violates any other provision of this Law or the regulations or decisions issued in implementation thereof.

The Recruitment Office shall be the employer in the temporary employment without prejudice to the Worker's obligations towards the physical person or his family who benefits from the service. The Implementing Regulations of this Law shall regulate the procedures and conditions of temporary employment.

Arabic is the language of contracts, and when using a foreign language besides Arabic, the Arabic text shall be adopted.

Lawsuits filed by Workers in accordance with the provisions of this Law shall be exempted from all judicial fees in all stages of litigation and shall be heard summarily.

Offices working in the field of recruitment or temporary employment of workers shall adjust their situation in accordance with the provisions of this Law and the regulations and decisions issued in implementation thereof within six months from the date of entry into force of this Law.

Subject to the provisions of Article 5 (c) of this Law, the fees due for the implementation of the provisions of this Law shall be determined by a Cabinet Decision.

Any condition provided for in a contract or agreement in violation of the provisions of this Law shall be null and void, even if set forth prior to the entry into force of the present Law, unless it is more beneficial to the Worker.

The courts of the State shall be competent to hear disputes and claims brought against the violation of the provisions of this Law or the regulations or decisions issued in implementation thereof and of the contracts it regulates.

Any provision contrary to or inconsistent with the provisions of this Law shall be abrogated.

The Council of Ministers or whoever it delegates shall issue the Implementing Regulations and decisions necessary to implement the provisions of this Law within a period not exceeding six months from the date of its entry into force. The applicable rules shall remain in effect at the time of issuance of the present Law until the new regulations and decisions are adopted.

This Law shall be published in the Official Gazette and shall come into force two months after the date of its publication.