UAE Domestic Worker Visa: Costs & Process Guide [2026]

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Complete guide to hiring household staff in the UAE — covering sponsor eligibility, Tadbeer centres, visa fees, the MOHRE contract, worker rights under Federal Decree-Law No. 9 of 2022, and your legal obligations as an employer.

Sponsoring a domestic worker in the UAE costs between AED 5,000 and AED 17,000 depending on the recruitment channel, nationality of the worker, and insurance package. The process is governed by Federal Decree-Law No. 9 of 2022 on Domestic Workers (amended by Decree No. 21 of 2023) and administered by the Ministry of Human Resources and Emiratisation (MOHRE). Expatriate sponsors in Dubai must earn a minimum monthly salary of AED 25,000 (or lower thresholds in specific cases) and provide a two-bedroom residence.

This guide covers every step from eligibility and documents through to visa stamping, plus the ongoing legal obligations that many sponsors overlook — including the mandatory MOHRE Unified Standard Employment Contract, Wage Protection System (WPS) salary payments, worker entitlements under the law, and the penalties for non-compliance. All information is verified against the official UAE Government Portal, MOHRE regulations, and the executive regulations under Cabinet Resolution No. 106 of 2022.

Who Qualifies as a Domestic Worker in the UAE

The UAE Domestic Labour Law recognises 19 occupational categories that fall under the domestic worker classification: housemaid, sailor, guard, shepherd, jockey, tamer, falcon caretaker, worker, housekeeper, cook, nanny/babysitter, farm worker/grower, gardener, personal trainer/coach, private tutor, home nurse, personal assistant, private agricultural engineer, and personal/family driver. Each of these roles is regulated under Federal Decree-Law No. 9 of 2022 rather than the general private-sector labour law (Federal Decree-Law No. 33 of 2021).

This distinction matters because domestic workers have a separate set of entitlements, contract requirements, and dispute resolution procedures. The MOHRE Unified Standard Employment Contract is mandatory for all 19 categories — verbal agreements have no legal standing.

Sponsor Eligibility Requirements

Not every UAE resident can sponsor a domestic worker. The requirements reflect both financial capacity and accommodation standards to ensure the worker is housed and compensated appropriately.

Requirement	UAE Nationals	Expatriate Residents
Minimum monthly salary	AED 10,000	AED 25,000 (can be combined family income)
Medical necessity cases	AED 6,000	AED 15,000
Accommodation	Minimum two-bedroom property (tenancy contract or title deed)
Family status	Families generally eligible; single male sponsors face restrictions on sponsoring female domestic workers (medical exemptions may apply)
Valid UAE residency	Active residence visa and Emirates ID required

The AED 25,000 threshold for expatriates is notably higher than the AED 4,000 required for sponsoring family members. This salary can represent the combined household income of both spouses. Golden Visa holders can sponsor an unlimited number of domestic helpers under their visa without a separate salary threshold for each worker.

Worker Eligibility

Domestic workers must be at least 18 years old — hiring anyone under 18 is strictly prohibited under the law. Workers above 60 may continue employment provided they are medically fit, their medical expenses are covered by the sponsor, and they have government approval. Workers can only be recruited from countries with active bilateral labour agreements with the UAE, through MOHRE-licensed channels.

How to Apply: Step-by-Step Process

There are two main pathways for sponsoring a domestic worker: directly through GDRFA (with the sponsor handling each step individually) or through a licensed Tadbeer centre (which manages the entire process as a package). Most expatriates use Tadbeer centres for convenience, though direct application is also permitted.

Application Through a Tadbeer Centre

Tadbeer centres are MOHRE-licensed domestic worker service centres operating as public-private partnerships. They provide end-to-end services including recruitment from approved source countries, visa processing, medical tests, insurance, MOHRE contract registration, and ongoing support. Since 2018, only Tadbeer centres and licensed recruitment agencies are authorised to recruit domestic workers from abroad.

Select a worker — Choose a candidate from the Tadbeer centre’s database or request recruitment from a specific source country (Philippines, India, Ethiopia, Sri Lanka, Kenya, Uganda, Nepal, Myanmar, and others). Interview candidates either in person or via video.
Submit documents and pay fees — Provide sponsor documents (passport, Emirates ID, salary certificate, Ejari/title deed) and pay the Tadbeer package fee, which covers the entry permit, contract, medical test, insurance, and visa stamping.
Entry permit approval — The Tadbeer centre applies for the entry permit through GDRFA or MOHRE. The permit allows the worker to enter the UAE within 60 days of issuance.
Worker arrives in the UAE — Immigration stamps a 30-day entry upon arrival. All remaining visa steps must be completed within this period.
Medical fitness test — Mandatory screening for HIV, tuberculosis (chest X-ray), and other communicable diseases at an approved health centre. Results typically take 1–2 working days.
Emirates ID and biometrics — The worker registers at an ICP-approved centre for fingerprints and photograph. The Emirates ID is issued within 5–10 working days.
MOHRE contract registration — The employment contract is signed by both parties using the MOHRE Unified Standard Employment Contract and registered with the ministry. The contract must be registered within 30 days of the worker’s arrival.
Residence visa stamping — GDRFA or ICP issues the residence visa, valid for 2 years from the stamping date. Since 2022, an electronic visa linked to the Emirates ID largely replaces the physical passport stamp.

Direct Application (Without Tadbeer)

Sponsors can process the visa independently through the GDRFA website, the Dubai Now app, or authorised typing centres. This route involves handling each step separately — entry permit application, medical test scheduling, Emirates ID registration, contract typing, and visa stamping. It offers more control over costs but requires the sponsor to navigate multiple government portals and appointments.

Costs and Fee Breakdown

Domestic worker visa costs vary significantly depending on the processing channel, nationality of the worker (recruitment fees differ), and the insurance package selected.

Fee Component	Approximate Cost (AED)	Notes
Entry permit	500–1,000	Varies by whether worker is inside or outside the UAE
Medical fitness test	300–500	Standard vs VIP processing
Emirates ID (2 years)	270–370	Includes card issuance and typing
Residence visa stamping	500–700	Includes GDRFA fees and service charges
Health insurance (2 years)	1,000–3,500	Mandatory; basic to comprehensive coverage
MOHRE contract typing and registration	200–500	Via Tadbeer centre or typing centre
Recruitment fee (if hiring from abroad)	3,000–10,000+	Varies by nationality; Filipino workers typically AED 10,000+; African nationalities from AED 3,000
Estimated total (new hire from abroad)	8,500–17,000	All-inclusive Tadbeer package range

These figures represent initial visa costs only. Ongoing monthly obligations include the worker’s salary (market range: AED 1,500–3,500 depending on role, experience, and nationality), accommodation, food, and any additional benefits specified in the contract. Sponsorship transfer of a worker already in the UAE typically costs AED 6,000–10,000 through a Tadbeer centre, including visa cancellation, new visa issuance, medical test, and insurance.

Documents Required

The sponsor must prepare documentation proving both financial eligibility and accommodation suitability. The worker’s documents must be current and, where applicable, attested.

Sponsor Documents

Passport copy (minimum 6 months’ validity)
Emirates ID copy (valid)
Salary certificate or bank statements confirming minimum income threshold
Tenancy contract (Ejari in Dubai) or property title deed — must show at least two bedrooms
Employment contract (for private sector employees) or business licence (for business owners)

Worker Documents

Passport copy (minimum 6 months’ validity)
Passport-size photographs meeting ICP specifications
Medical fitness certificate from a UAE-approved health centre (issued after arrival)
Previous visa copy (if transferring sponsorship within the UAE)
No Objection Certificate (NOC) from current sponsor (if transferring)

The MOHRE Employment Contract: What It Must Include

Every domestic worker must have a written contract using the MOHRE Unified Standard Employment Contract. This is not optional — employment without a registered contract violates federal law and exposes the employer to fines. The contract must be signed by both parties, with a copy provided to the worker.

The contract specifies: names of both parties, place of work, date of signing, employment start date, type of work, contract duration (standard: 2 years), salary amount, payment method, entitled leaves, probation period (maximum 6 months), rest periods, termination conditions, and any additional clauses required by the nature of the work. The contract is registered with MOHRE, which verifies its compliance with federal requirements.

Sponsor Obligations Under the Law

Beyond the visa process, the law imposes significant ongoing obligations on employers. Non-compliance can result in fines, file suspension (blocking future domestic worker recruitment), and in severe cases, criminal prosecution.

Financial Obligations

Obligation	Details
Salary payment via WPS	Wages must be paid electronically through the Wage Protection System (WPS) within 10 days of the due date. Cash payments are not accepted under current regulations.
Health insurance	Mandatory for the duration of employment. Must cover hospital and emergency care at minimum.
Medical expenses	Employer bears medical costs and must compensate for work injuries and occupational diseases.
Return air ticket	Round-trip ticket to the worker’s home country every 2 years. Employer also bears repatriation costs upon contract end.
End-of-service gratuity	14 days’ basic wage per year of service for workers completing at least 1 year. Paid upon contract termination. The worker forfeits gratuity only if they leave without valid cause during the contract.

Non-Financial Obligations

Accommodation, food, and clothing — The employer must provide appropriate living quarters, meals, and work-suitable clothing at no cost to the worker.
Document retention — The worker must retain sole possession of their passport and Emirates ID. Confiscating a worker’s identification documents is illegal and constitutes a violation that can trigger criminal proceedings.
Working hours and rest — Maximum 12 hours of work per day, with at least 8 consecutive hours of rest. One paid day off per week.
Annual leave — Minimum 30 days of paid annual leave after completing one year of service.
Sick leave — Up to 30 days per year.
Respect and safety — The law prohibits all forms of verbal, physical, or sexual abuse. Workers can file complaints directly through MOHRE’s toll-free helpline (800-60) or online channels without employer permission.
No third-party employment — The worker cannot be “lent out” to another household except under conditions set by MOHRE regulations.

Worker Rights and Protections

Under the amended Domestic Workers Law, employees receive specific entitlements that employers must respect throughout the employment relationship:

Payment of wages as set in the standard contract, within 10 days of the due date
One paid rest day per week
12 hours of rest per day, including at least 8 consecutive hours
30 days of paid annual leave after one year of service
Round-trip ticket to home country every 2 years
Up to 30 days of sick leave per year
Possession of personal identification documents (passport, Emirates ID)
Right to resign with 30 days’ written notice after the 6-month probation period
Immediate right to leave without notice in cases of assault, humiliation, or sexual abuse

Workers may leave employment without notice if assaulted by the employer or the employer’s representative, but must report to authorities promptly and notify MOHRE within 3 days. In dispute situations, either party can file a complaint with MOHRE, which attempts mediation within two weeks. If unresolved, the case is referred to court. Domestic workers are exempt from litigation fees at all court stages.

Visa Renewal and Cancellation

The domestic worker visa is valid for 2 years. Renewal must be processed before the visa expires to avoid overstay fines of AED 50 per day (standardised across all residence visa categories by ICP). The renewal process mirrors the initial application: updated medical fitness test, Emirates ID renewal, new insurance policy, and fresh MOHRE contract registration.

Visa cancellation can only be initiated by the sponsor/employer, through the GDRFA website or a Tadbeer centre. When cancelling, the sponsor must settle all outstanding dues — salary, gratuity, unused leave compensation, and repatriation ticket. The worker’s visa must be cancelled before a new sponsor can issue a fresh visa, whether the worker is transferring within the UAE or returning to their home country.

Penalties for Non-Compliance

The UAE enforces the domestic workers law through administrative and criminal penalties. Cabinet Resolution No. 106 of 2022 specifies fines for employers and recruitment agencies. Key penalties include:

Hiring an unlicensed domestic worker — Fines up to AED 50,000 per violation. Repeat offenders may face deportation (for expatriate employers) or criminal prosecution.
Employing a worker under 18 — Prohibited under Article 4; subject to penalties under the law.
Failure to register the MOHRE contract — The employer’s file may be suspended, blocking future domestic worker recruitment.
Confiscating worker documents — Violation of Article 11; can trigger labour complaints and criminal proceedings.
Employing someone on an incorrect visa — Hiring a worker who is on a tourist visa, visit visa, or another sponsor’s visa is illegal and results in fines and potential deportation for both parties.
Non-payment of wages — WPS non-compliance triggers automatic MOHRE alerts and can result in file suspension, fines, and court referral.

Sponsorship Transfer Within the UAE

If you wish to hire a domestic worker who is already in the UAE under another sponsor, the process involves a sponsorship transfer rather than fresh recruitment. The previous employer must issue a No Objection Certificate (NOC) and settle all outstanding dues with the worker. The new sponsor then processes the transfer through a Tadbeer centre, which handles visa cancellation under the old sponsor and new visa issuance under the new sponsor. Total transfer cost is typically AED 6,000–10,000 including all government fees, medical test, insurance, and service charges. Processing takes 1–3 weeks.

FAQ

How Much Does a Domestic Worker Visa Cost in Dubai?

The total cost ranges from AED 8,500 to AED 17,000 for a new 2-year visa processed through a Tadbeer centre. This includes the entry permit, medical fitness test, Emirates ID, visa stamping, health insurance, MOHRE contract registration, and recruitment fees. The range depends primarily on the worker’s nationality and the insurance package. Filipino workers are typically at the higher end due to recruitment costs, while workers from African and South Asian countries may fall at the lower end.

What Is the Minimum Salary Required to Sponsor a Maid in Dubai?

Expatriate residents in Dubai generally need a minimum monthly salary of AED 25,000, which can be combined household income. UAE nationals need AED 10,000. For medically necessitated cases, the threshold drops to AED 15,000 for expatriates and AED 6,000 for nationals. These thresholds are subject to change — confirm current requirements with a Tadbeer centre or GDRFA before applying.

Can I Sponsor More Than One Domestic Worker?

Yes. UAE residents can sponsor multiple domestic workers provided they meet the income requirements for each worker and can demonstrate genuine need based on family size, number of dependants, or specific care requirements. Golden Visa holders can sponsor an unlimited number of domestic helpers.

What Is a Tadbeer Centre?

Tadbeer centres are MOHRE-licensed domestic worker service centres that handle recruitment, visa processing, contract registration, and ongoing employment management. They operate as public-private partnerships under MOHRE supervision. Using a Tadbeer centre is not strictly mandatory for visa processing — you can apply directly through GDRFA — but they are required if you want to recruit a worker from abroad. A list of approved centres is available on the MOHRE website.

Must I Pay My Domestic Worker Through the Wage Protection System?

Yes. Under Ministerial Resolution No. 675 of 2022, domestic worker salaries must be paid electronically through the WPS. Cash payments are not accepted under current regulations. The WPS ensures transparency and protects workers’ salary rights by creating a verifiable record of payments.

What Happens If My Domestic Worker Runs Away?

Report the absconding to GDRFA and MOHRE immediately. The worker’s visa status will be flagged in the system. As the sponsor, you remain legally responsible for the worker’s visa until it is officially cancelled. Do not attempt to resolve the situation privately — always use official channels. If the worker has a legitimate grievance (unpaid wages, abuse), they may file a counter-complaint with MOHRE.

Can a Domestic Worker Resign?

Yes. After the 6-month probation period, a domestic worker can resign by providing 30 days’ written notice and following the contract terms. If the worker resigns without valid cause before completing the contract, they may forfeit end-of-service gratuity and the employer is not obligated to cover the return air ticket. If the employer breaches the contract (delayed salary, abuse), the worker can terminate immediately and file a complaint with MOHRE.

Is End-of-Service Gratuity Required for Domestic Workers?

Yes. A domestic worker who completes at least one year of continuous service is entitled to end-of-service gratuity calculated at 14 days’ basic wage per year of service. This is paid upon contract termination. The gratuity is forfeited only if the worker leaves without valid cause during the contract period. Unpaid leave days are excluded from the service calculation.

Can I Bring My Own Domestic Worker From My Home Country?

Yes, provided you meet the sponsor eligibility requirements and the worker’s country has an active labour agreement with the UAE for domestic worker recruitment. You must process the visa through MOHRE-authorised channels — either a licensed Tadbeer centre or directly through GDRFA with proper documentation. Direct hiring outside official channels is illegal and carries fines and deportation risk for both employer and worker.

What Are the Working Hour Limits for Domestic Workers?

The law limits domestic workers to a maximum of 12 working hours per day. Workers must receive at least 12 hours of rest per day, of which a minimum of 8 hours must be consecutive. They are entitled to one paid rest day per week. If the worker is required to work on their rest day, they must be given an alternative day off or compensated with cash in lieu.

Official Sources

This article references information from the following UAE government authorities and legal texts:

This guide is for informational purposes only and does not constitute legal or employment advice. UAE regulations change frequently — verify current requirements with MOHRE or GDRFA before proceeding.

Omar Al Nasser

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About the authors

Omar Al Nasser

Omar Al Nasser is a Senior Content Creator & Analyst at UAE Experts HUB, specializing in Dubai real estate registration, title deeds, and official government procedures.