Domestic worker disputes: the MoHRE and Tadbeer route

How UAE domestic worker disputes are handled under Federal Decree-Law No. 9 of 2022: MoHRE complaints, recruitment office refunds and rights on both sides.

Disputes between a household employer, a domestic worker and a recruitment office (including Tadbeer centres) go to the Ministry of Human Resources and Emiratisation (MoHRE) under Federal Decree-Law No. 9 of 2022 on Domestic Workers. MoHRE first tries to settle the dispute. It can decide claims up to AED 50,000 itself, and it refers other unresolved disputes to court. Both employers and workers can complain through the MoHRE app, the website, a service centre or the MoHRE call centres. Time limits are short, so act early.

Who this guide is for

This guide is for household employers (sponsors) and for domestic workers such as housemaids, nannies, cooks, drivers and gardeners, where the occupation is covered by Federal Decree-Law No. 9 of 2022 and its implementing regulation. It also covers disputes with licensed recruitment offices.

Domestic workers are not covered by the private-sector Labour Law (Federal Decree-Law No. 33 of 2021). Some rules, such as gratuity, notice and time limits, therefore work differently. For a wider comparison, see our guide on mainland, free zone and domestic worker complaints.

Key rules for both sides

Licensed recruitment only. Article 4 says domestic workers may only be recruited or placed by offices licensed by MoHRE. Tadbeer centres are among the MoHRE-approved domestic worker service centres.
Standard contract. Article 7 requires the MoHRE standard contract, with a copy for the worker. A fixed contract runs for two years and can be renewed.
Probation. Article 8 allows a probation period of up to six months.
Wages. Article 15 says monthly wages are paid in dirhams within 10 days of falling due. MoHRE's employer awareness package describes the Wage Protection System for domestic workers.
Documents. Article 11 says the worker keeps their own official documents.
No recruitment fees from the worker. Article 5 says recruitment offices may not take any commission or costs from the worker. Article 11 says employers may not charge the worker costs except where the rules allow.
Leaving work. Article 18 says an employer must tell MoHRE within five days if a worker abandons work. A worker who leaves without the employer's knowledge must tell MoHRE within two days.
Ticket home. Under Article 20, if the employer ends the contract for a reason not attributable to the worker, the employer pays the worker's dues and ticket home. If a worker recruited directly by name ends the contract after probation for reasons attributable to them, the worker pays the ticket, unless they cannot afford it, in which case the employer pays.
Dues insurance. MoHRE's employer awareness package describes a required insurance policy covering unpaid dues up to AED 20,000 (as of September 2026).

Recruitment office refunds (employer side)

MoHRE's awareness package for employers says the recruitment office must refund the recruitment amount in listed cases. These include a worker found unsuitable during probation, a worker who ends the contract or leaves without a valid reason, a contract ended because agreed conditions were not met, and a worker who is not physically fit during probation. As of September 2026, the package says:

the full amount is refunded within the first month;
the full amount plus government fees is refunded if the worker is medically unfit during the six-month probation;
after the first month, a share is refunded: total recruitment cost ÷ contract months × remaining months;
amounts owed should be refunded within two weeks if the worker is returned or an absence report is filed.

Example (hypothetical): a recruitment cost of AED 15,000 on a 24-month contract, with 15 months remaining. Refund: 15,000 ÷ 24 × 15 = AED 9,375.00.

Check your own contract with the office. MoHRE may update these rules.

Step by step

Try to talk it through first. Put the problem and your proposed solution in a short written message.
Collect the paperwork. Contract, wage receipts or WPS records, and messages (see the checklist below).
Choose the right complaint. Worker against employer, employer against worker, or either party against a recruitment office.
File with MoHRE. MoHRE's "Register a Labor Complaint (Domestic Workers)" service runs through the MoHRE app and service centres, with a stated completion time of 14 working days. The call centre is 600590000, available 24/7. Complaints against a recruitment office can also go through the MoHRE website or 80084.
File quickly. Ministerial Resolution No. 782 of 2023 refers to complaints within 30 days of the breach, including domestic worker cases.
Attend the settlement stage. MoHRE tries to settle the dispute. For disputes between an employer and a recruitment office, Article 23 says MoHRE refers the matter to court if there is no settlement within two weeks.
Understand MoHRE's decision. For claims up to AED 50,000, MoHRE can decide the dispute itself, and its decision is enforceable. Either side may bring a case before the competent Court of First Instance within 15 working days of being notified, which suspends the decision (Article 23, as amended in 2024).
Watch the court time limit. Article 26 says a lawsuit over any right under the Domestic Workers Law will not be heard after three months from the end of the employment relationship. Cases brought by domestic workers are exempt from all court fees and are heard urgently.
Handle cancellation properly. ICP says a domestic worker's residence is cancelled through MoHRE or the domestic work service bundle. Do not leave the status unresolved.

Documents checklist

MoHRE standard employment contract
Contract with the recruitment office or Tadbeer centre, and payment receipts
Wage receipts, WPS records or bank transfers
Passport, visa and Emirates ID copies (the worker keeps the originals)
Leave and ticket records
Medical fitness results, if relevant
Messages between the parties, with dates
Any absence report reference or MoHRE complaint number
A short timeline and a table of the amounts claimed

Common mistakes

Using an unlicensed agent. MoHRE warns that employers who recruit through unauthorised entities risk legal liability and fraud, and the refund rules above are obligations of licensed offices.
Keeping the worker's passport. Article 11 says the worker keeps their own documents.
Paying cash with no receipt. Article 15 requires proof of payment. Use WPS or keep signed receipts.
Missing the short time limits. The 30-day complaint window and the three-month court limit are much shorter than for company employees.
Filing an absence report as a shortcut. Only report a genuine absence of more than seven days. Settle other disagreements through a complaint.
Workers leaving without telling MoHRE. Article 18 requires notice to MoHRE within two days.

When to speak to a licensed lawyer

Most domestic worker disputes are settled at MoHRE. Legal advice may help if there are allegations of abuse or a crime, if a large refund or salary claim goes to court, or if a party wants to challenge a MoHRE decision in court. Workers facing mistreatment should contact MoHRE and, in an emergency, the police. If you choose, CaseDaleel can introduce you to an independent licensed professional. You can also start with a free case check and use the evidence checklist builder.

Frequently asked questions

Which authority handles domestic worker disputes?

MoHRE, under Federal Decree-Law No. 9 of 2022, with referral to court if no settlement is reached.

What is a Tadbeer centre?

A MoHRE-approved domestic worker services centre that handles recruitment, contracts and related transactions.

How long is the probation period?

Up to six months under Article 8 of Federal Decree-Law No. 9 of 2022.

When must a domestic worker's salary be paid?

Within 10 days of the due date, in dirhams, under Article 15.

Can I get my recruitment fee back?

In the cases in MoHRE's rules, yes, in full in the first month, and a share based on the remaining contract months after that.

Can a domestic worker change employer?

Article 21 allows a transfer if the contract conditions are met and the original employer's rights are respected, under MoHRE's procedures.

Is there a deadline to go to court?

Yes. Article 26 of Federal Decree-Law No. 9 of 2022 says a lawsuit over any right under the law is not heard after three months from the end of the employment relationship.

Official sources

General information, not legal advice. CaseDaleel is not a law firm.