UAE Domestic Worker Contract 2026 — What Every Employer Must Know

Every domestic worker in the UAE must have a written employment contract registered with MOHRE. This guide breaks down every mandatory clause, explains common pitfalls, and includes a sample template so you know exactly what you're signing before hiring through a Tadbeer center or private agency.

What Is the MOHRE Standard Employment Contract?

The MOHRE standard employment contract is a bilingual document (Arabic and English) that defines the rights and obligations of both the employer and the worker. It is registered electronically through a licensed Tadbeer center or authorized recruitment agency — you cannot register it directly as an individual.

This is not optional. It is a legal requirement under Federal Decree-Law No. 9 of 2022 on Domestic Workers.

Key facts:

• Contract duration: 2 years (standard), renewable
• Registration deadline: Must be registered with MOHRE shortly after the worker's entry
• Language: Arabic + English (Arabic text prevails in disputes)
• Parties: Employer (sponsor), worker, and the recruitment agency/Tadbeer center
• Governing law: Federal Decree-Law No. 9 of 2022 and MOHRE executive regulations

If you are hiring through a Tadbeer center or private agency, the agency handles contract registration as part of the placement package. Your role is to review, understand, and sign the contract before it is submitted.

Mandatory Contract Clauses — What Must Be Included

The MOHRE standard contract includes specific clauses that cannot be removed or weakened. Here is every mandatory section:

1. Salary and Payment Method

The contract must state the agreed monthly salary in AED. Key rules:

• Salary must be paid on time, every month — no later than 10 days after the due date.
• Payment must be traceable: bank transfer or Wage Protection System (WPS).
• Cash payments without receipts are not compliant and leave you unprotected in disputes.
• The salary amount is negotiated between employer and worker (no official minimum wage), but market rates apply. Use our maid salary calculator to see current rates by nationality.

2. Working Hours and Rest

• Maximum working hours: 12 hours per day (including breaks).
• Daily rest: The worker is entitled to at least 12 consecutive hours of rest per day, including at least 8 hours of uninterrupted sleep.
• Weekly day off: One full day off per week (typically Friday, but can be any agreed day).
• Overtime: Any work beyond the agreed schedule should be compensated or offset with additional rest, as agreed in the contract.

3. Annual Leave

• 30 days paid leave per year after completing 12 months of service.
• Leave can be taken in one block or split, as agreed between employer and worker.
• The employer pays for the worker's return flight ticket to their home country once per contract period.
• If the worker does not take leave, the employer must pay the equivalent salary for the untaken days.

4. Accommodation and Food

The employer must provide:

• Suitable accommodation — a private room with adequate ventilation, lighting, and furnishings for live-in workers.
• Adequate food or a food allowance (if agreed in writing).
• Basic necessities — bedding, toiletries, and access to kitchen/bathroom facilities.

5. Medical Care and Insurance

• The employer must provide health insurance for the worker (mandatory in all emirates).
• The employer covers medical treatment costs not covered by insurance.
• If the worker becomes seriously ill or injured, the employer must ensure they receive treatment and, if necessary, repatriation.

6. Probation Period

• The contract may include a probation period of up to 6 months.
• During probation, either party can terminate with 14 days' written notice.
• If the employer terminates during probation, they must pay the worker's return ticket.
• If the worker terminates during probation, the agency's replacement guarantee typically applies.

7. End-of-Service Gratuity

• After completing 1 year of continuous service, the worker is entitled to end-of-service gratuity.
• Calculation: Equivalent to 14 days' salary for each year of service (or proportional for partial years beyond the first).
• Gratuity is paid upon contract completion or termination, alongside any outstanding salary and unused leave payment.
• Example: A worker earning AED 1,500/month for 2 years: 14 days per year × 2 years = 28 days of salary ≈ AED 1,400 in gratuity.

8. Termination Clauses

Termination by employer (without cause):

• 14 days' written notice during probation.
• 30 days' written notice after probation.
• Employer must pay: outstanding salary, unused leave, end-of-service gratuity, and the return flight ticket.

Termination by worker (without cause):

• 14 days' written notice during probation.
• 30 days' written notice after probation.
• The worker forfeits the return ticket cost if they resign before completing the contract (unless the employer agrees otherwise).

Immediate termination (by either party):

• The employer may terminate immediately if the worker commits a serious offence (theft, violence, repeated refusal to work).
• The worker may terminate immediately if the employer fails to pay salary for 2+ months, assaults the worker, or violates the contract terms.
• In cases of immediate termination, the terminating party must still settle financial obligations (outstanding salary, gratuity).

9. Passport and Personal Documents

• The employer must NOT confiscate the worker's passport or personal documents. This is explicitly prohibited under UAE law.
• The worker must have access to their own documents at all times.
• Violation carries fines and potential criminal charges.

10. Repatriation

• The employer pays for the worker's return flight to their home country at the end of the contract, upon termination, or if the contract is not renewed.
• If the worker is recruited from abroad, the employer also bears the cost of their initial travel to the UAE (typically included in the agency package).

Common Pitfalls — Clauses to Watch For

Even with a standard MOHRE contract, problems arise from misunderstanding or ignoring specific terms. Watch for these:

1. Verbal Agreements Instead of Written Terms

Never agree to anything verbally that contradicts the written contract. If you agree to a higher salary, different working hours, or additional duties — put it in writing as an addendum. MOHRE will only enforce what is in the registered contract.

2. Unclear Overtime Arrangements

The contract should specify what happens when the worker works beyond the agreed hours. Without this, disputes are common — especially during Ramadan, holidays, or when hosting guests.

3. Missing Replacement Guarantee Terms

The contract is between you and the worker, but your agency agreement (separate document) should specify the replacement guarantee. Make sure you have both documents:

• MOHRE employment contract — registered with the government
• Agency service agreement — your commercial agreement with the Tadbeer center or agency

4. Not Registering the Contract Promptly

Contracts must be registered with MOHRE shortly after the worker's entry. Failure to register can result in:

• Significant fines from MOHRE
• The worker may be considered unauthorized to work
• Loss of legal protection in case of disputes

5. Confiscating the Worker's Passport

This is illegal, full stop. Some employers still do this "for safekeeping" — do not. Provide the worker with a secure place to store their own documents.

Sample Contract Template

Below is a sample template based on the structure of the MOHRE Standard Domestic Worker Employment Contract. Review it to understand what you will sign when hiring through a Tadbeer center or agency.

Frequently Asked Questions

Monthly Salary Reference

After signing the contract, here are current 2026 monthly salary ranges by nationality:

Use our interactive maid salary calculator to get a detailed cost estimate for your specific requirements.

Ready to hire? Browse 41 verified agencies in Dubai or see our complete guide to hiring a maid in Dubai. Need to budget first? Check Tadbeer center fees across the UAE or estimate your total cost by nationality.

Last updated: April 2026. Contract information based on Federal Decree-Law No. 9 of 2022 and MOHRE standard domestic worker employment contract structure.