Federal Decree-Law 9 of 2022 (UAE Domestic Workers) — Complete 2026 Guide
Quick answer: Federal Decree-Law 9 of 2022 is the UAE's primary law governing domestic workers (maids, nannies, cooks, drivers, gardeners, etc.). It replaced Federal Law 10 of 2017. The August 2024 amendments strengthened worker passport-protection rules, formalized WPS as the only legal salary channel, and updated probation/end-of-service provisions. The law is administered by MOHRE (Ministry of Human Resources & Emiratisation) and applies in all 7 emirates.
If you sponsor a maid in the UAE — or you're a Tadbeer center — every meaningful interaction is governed by this law. This guide walks through the 23 most-cited articles, the August 2024 amendments, and the practical implications for both sides.
Why FDL 9/2022 Replaced Federal Law 10/2017
Federal Law 10 of 2017 was the UAE's first dedicated domestic worker law. Five years of practice revealed gaps:
- Salary disputes hard to enforce (no WPS for domestic)
- Passport confiscation widespread
- Inconsistent end-of-service calculations
- No standard contract format
Federal Decree-Law 9 of 2022 addressed all four. The August 2024 amendments tightened enforcement.
The 7 Most Important Articles (Plain English)
Article 5 — Eligibility
- Worker must be 18+ years old
- Worker must hold a valid passport with 6+ months validity
- Worker can never be charged any recruitment fee — sponsor pays everything
Article 8 — Probation Period
- 6 months from worker's arrival date
- Either party can terminate with 14 days' written notice during probation
- Sponsor still owes salary for days worked + return air ticket
Article 14 — Worker's Right to Refuse Transfer
- A worker cannot be transferred to a new sponsor without her written consent
- Forcing transfer is a violation; worker can file a Musaned/MOHRE complaint
Article 16 — Working Hours, Rest, Leave
- Maximum 12 hours/day with rest breaks
- Minimum 12 hours daily rest, including 8 continuous sleep hours
- Minimum 1 paid day off per week
- 30 days paid annual leave per year
- 30 days sick leave per year (15 paid in full, 15 at half)
- Mandatory return air ticket at contract end (or cash equivalent)
Article 17 — Salary Payment & Reductions
- Salary must be paid via Wages Protection System (WPS)
- Salary cannot be reduced without worker's written consent
- Salary cannot be withheld as discipline
- Late salary triggers Musaned/WPP complaint rights
Article 19 — End-of-Service Gratuity
- < 1 year of service: nil
- 1–5 years: ½ month's salary per year
- 5+ years: full month's salary per year (after the first 5)
- Calculation based on last basic salary
Article 21 — Refund / Replacement Rights
- Worker arrived but unfit / never arrived → 100% refund within 30 days
- Worker absconded ≤ 30 days → 100% refund
- Worker absconded 30–90 days → 75% refund
- Worker absconded 90–180 days → 50% refund
- Worker medically unfit (not disclosed) → 100% refund
These rules govern your dealings with the Tadbeer center. Quote the article number when filing claims — agencies respond faster.
The August 2024 Amendments (Key Changes)
Passport Protection (strengthened)
- Sponsors cannot confiscate the worker's passport, Emirates ID, or personal documents
- Confiscation now triggers administrative + criminal penalties
- Workers receive a Musaned QR code to file complaints anonymously
WPS Made Mandatory for Domestic Workers
- Pre-2024: WPS was optional for domestic
- Post-Aug 2024: WPS is the only legal salary channel
- Cash payments no longer create a legal payment record
Medical Re-Test Schedule Updated
- Pre-2024: every 2 years on visa renewal
- Post-Aug 2024: every 2 years OR upon any change in worker's health condition
Probation Definition Tightened
- Pre-2024: probation could be extended in some emirates
- Post-Aug 2024: 6 months maximum, no extension allowed
Worker Rights Under FDL 9/2022
✅ Receive full salary on time via WPS ✅ Keep her own passport — sponsor cannot confiscate ✅ Refuse unsafe work without retaliation ✅ Take 1 paid day off per week ✅ Take 30 days paid annual leave per year ✅ Receive medical care + insurance (sponsor pays) ✅ Communicate with family without restriction ✅ Refuse sponsorship transfer unless she consents ✅ File complaints free at MOHRE / Musaned / WPP ✅ Receive end-of-service gratuity per Article 19 ✅ Receive return air ticket or cash equivalent at contract end ✅ Never pay any recruitment fee under any circumstances
For workers in distress, the 800-MOHRE (800-6647) hotline is free and confidential.
Sponsor Obligations Under FDL 9/2022
✅ Pay salary in full on agreed date via WPS ✅ Provide accommodation, food, hygiene supplies, clothing ✅ Provide medical care and DHA-mandated insurance ✅ Treat worker with dignity (abuse triggers criminal liability) ✅ Renew worker's permit before expiry ✅ Keep worker's passport in worker's possession ✅ Provide return air ticket at contract end
🚫 Cannot reduce salary without worker's written consent 🚫 Cannot file false absconding reports (now AED 50,000 fine under MD 702/2025) 🚫 Cannot restrict worker's communication with family
How FDL 9/2022 Connects to Other UAE Laws
- Ministerial Decision 702 of 2025 — penalty framework for Business Centers (license violations, false absconding, etc.)
- MOHRE / Tadbeer system — implementing infrastructure
- Wages Protection Programme (WPP) — salary dispute mechanism
- NAFIS Emiratisation — agency-side workforce rules
The four together form the UAE's domestic worker compliance stack. FDL 9/2022 is the foundational law; the others are operational.
What This Means in Practice
If you're hiring or already employing a domestic worker:
- Sign the Standard Contract under FDL 9/2022 — no other format is legal
- Pay via WPS — bank transfer, never cash
- Keep your worker's passport in her possession — never confiscate
- Track expiry dates — visa, medical, insurance, work permit
- Calculate EOS correctly at contract end (Article 19)
- Provide return ticket — non-negotiable
For everyday questions, Hayat is our free AI helper that answers UAE labor law in native Gulf Arabic on WhatsApp.
Frequently Asked Questions
What law governs domestic workers in the UAE?
Federal Decree-Law 9 of 2022 is the UAE's primary domestic worker law. It replaced Federal Law 10 of 2017 and was substantially amended in August 2024. It's administered by MOHRE.
Can my sponsor confiscate my passport in the UAE?
No. Under the August 2024 amendments to FDL 9/2022, sponsors cannot confiscate a worker's passport, Emirates ID, or personal documents. Confiscation triggers administrative and criminal penalties.
What is the maximum probation period for a domestic worker in the UAE?
6 months from arrival date. The August 2024 amendment removed the option to extend. Either party can terminate with 14 days' notice during probation.
How is end-of-service calculated under FDL 9/2022?
Under Article 19: Less than 1 year — nil. 1–5 years — ½ month's salary per year. 5+ years — full month's salary per year (after the first 5). Calculation is based on the worker's last basic salary.
What's the refund schedule if a maid absconds?
Under Article 21: ≤30 days from arrival — 100% refund. 30–90 days — 75%. 90–180 days — 50%. After 180 days — discretionary, depending on Tadbeer center policy.
Where can I read the full FDL 9/2022 text?
The Arabic original and the official English translation are available on mohre.gov.ae/en/laws-and-regulations.aspx. The August 2024 amendment is published as a separate decree — same source.
Related Reading
- How to Hire a Maid in Dubai 2026
- Ministerial Decision 702/2025 Absconding Fines
- WPP Wages Protection — How to File a Salary Complaint
- UAE Police Clearance Certificate 2026
- Browse 134+ verified Tadbeer centers
Last updated May 2026. Cross-checked with mohre.gov.ae published text. Next review: August 2026 (anniversary of last amendment).