The United Arab Emirates (UAE) continues to be one of the most sought-after destinations for domestic workers from around the world. With a high demand for household staff, the domestic worker visa UAE provides a legal and structured pathway for employers and employees alike. This guide covers everything you need to know—from eligibility to application and employment regulations.
Understanding the Domestic Worker Visa UAE
The domestic worker visa UAE is a type of employment visa issued under the regulation of the UAE Ministry of Human Resources and Emiratisation (MoHRE). It allows foreign nationals to legally live and work as domestic help in Emirati households. Job roles typically include housemaids, drivers, nannies, cooks, gardeners, and personal assistants.
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Who Can Apply for a Domestic Worker Visa in the UAE?
Eligibility for Workers
To qualify for a domestic worker visa UAE, applicants must:
- Be at least 18 years of age.
- Be physically fit for domestic duties.
- Pass background checks from their home country.
- Possess at least basic knowledge of domestic tasks (e.g., cleaning, childcare).
- Undergo training in their country of origin if mandated.
Eligibility for Sponsors (Employers)
An individual or family can sponsor a domestic worker if:
- They are UAE nationals or expatriates with a valid residency visa.
- Their monthly income meets the minimum salary requirement (typically AED 25,000 or more).
- They can provide suitable accommodation and living conditions.
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Step-by-Step Process to Obtain a Domestic Worker Visa UAE
The following is a detailed breakdown of how to apply for a domestic worker visa UAE:
Step 1: Choose a Registered Recruitment Agency
The UAE government requires employers to hire domestic workers through licensed recruitment agencies. This ensures fair practices and protects the rights of both the employer and the employee.
Step 2: Submit the Visa Application
The recruitment agency will initiate the visa application process, which includes:
- Submission of a signed job offer contract.
- Providing identification documents for both employer and worker.
- Payment of initial application fees.
Step 3: Receive the Entry Permit
Once the application is approved, an entry permit (valid for 60 days) will be issued to the domestic worker. This allows them to legally enter the UAE.
Step 4: Medical Test and Emirates ID Registration
Upon arrival in the UAE, the worker must undergo:
- A medical fitness test (blood test, chest X-ray, etc.).
- Emirates ID biometric scanning.
- Health insurance enrollment (mandatory under UAE law).
Step 5: Visa Stamping and Residence Permit
Once the medical results are cleared, the domestic worker visa UAE will be stamped in the worker’s passport. This grants a legal residency permit, usually valid for one or two years, depending on the contract.
Required Documents for a Domestic Worker Visa UAE
For the Employer:
- Copy of passport and visa page
- Proof of income (salary certificate or bank statements)
- Tenancy contract or title deed for accommodation
- Emirates ID copy
For the Worker:
- Valid passport (minimum 6 months validity)
- Passport-size photos (white background)
- Police clearance certificate
- Educational and/or experience certificates (optional)
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Visa Costs and Fees
The domestic worker visa UAE involves multiple fees that may vary depending on the agency and emirate. Common charges include:
- Entry permit: AED 200–300
- Medical test: AED 300–500
- Emirates ID: AED 270–370
- Visa stamping: AED 500–800
- Agency service fees: AED 3,000–6,000+
Note: Employers are responsible for all visa-related costs.
Employment Contract and Rights
Standard Contract
A unified employment contract must be signed by both parties, which outlines:
- Job role and responsibilities
- Salary and payment frequency
- Working hours (maximum 12 hours/day with rest breaks)
- Weekly day off
- Annual leave (30 days)
- Health insurance coverage
Legal Protections for Domestic Workers
Under UAE’s Domestic Labor Law, workers are entitled to:
- Timely payment of wages
- One day off per week
- End-of-service benefits after contract completion
- Free accommodation and meals
- Access to complaint mechanisms in case of abuse or mistreatment
The law applies equally to all holders of a domestic worker visa UAE.
Renewing the Domestic Worker Visa UAE
The visa must be renewed before its expiry. The renewal process is similar to the initial application but requires fewer documents:
- Renewed employment contract
- Updated Emirates ID (if expired)
- New medical fitness certificate
The visa can be renewed for another one or two years depending on the employer’s agreement with the worker.
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Cancellation and Exit Procedures
When the employment ends, the employer must cancel the domestic worker visa UAE officially. The worker must then exit the UAE unless they secure a new sponsor. The cancellation process includes:
- Submission of cancellation form
- Visa cancellation stamp
- Return air ticket to the worker’s home country
Employers are required to provide a return ticket and settle any outstanding dues or benefits.
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Common Questions About Domestic Worker Visas
Can a worker switch employers?
Yes, but only under legal conditions and after the end of the initial contract period. New sponsorship must be arranged through the relevant authorities.
Is it possible to sponsor a domestic worker without using an agency?
While some exceptions may apply for Emirati citizens, most expatriates must go through a licensed recruitment agency.
What happens if the worker absconds?
If a worker with a domestic worker visa UAE goes missing or leaves without notice, the employer must report it immediately to avoid legal or financial penalties.
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Benefits of Hiring Through a Registered Agency
Using a registered agency offers:
- Verified background checks
- Training and orientation for workers
- Legal assurance in case of disputes
- Replacement guarantees within a trial period
This minimizes risk and ensures compliance with UAE labor laws.
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Disclaimer: The information provided in this article is intended for general informational purposes only. The details mentioned are based on the best available information at the time of publication and are subject to change without notice by the respective authorities. Readers are encouraged to consult the relevant offices directly for the most accurate and updated information.
