Hiring household help looks straightforward until the sponsorship rules come into play. Many business owners in the UAE assume a domestic worker can be sponsored through their company in the same way as an employee. That is not how the system works. Domestic worker sponsorship is personal, governed by its own federal law, and handled entirely separately from company hiring.
What the Domestic Worker Visa Covers
A domestic worker visa is a residence permit that allows a UAE resident to sponsor someone to work in their household. The domestic category covers roles such as housemaids, nannies, private drivers, cooks, housekeepers, private tutors and security guards for a private home. The worker serves a household rather than a business, so using a domestic worker for commercial tasks breaches the purpose of the visa. A practical guide to domestic worker visa sponsorship in the UAE walks through each stage in more detail.
Who Can Sponsor
The sponsor must be an individual resident, not a company. Sponsors generally need a valid residence visa, suitable accommodation and sufficient income to support the worker. A business owner who holds a trade license therefore sponsors household help in a personal capacity, and company staff visas and household visas are kept entirely separate.
The Legal Framework and Worker Rights
Domestic employment is governed by Federal Decree-Law No. 9 of 2022 Concerning Domestic Workers, which came into force in December 2022, together with its implementing regulation, Cabinet Resolution No. 106 of 2022. Amendments introduced by Federal Decree-Law No. 21 of 2023 took effect on 1 January 2024. This framework is separate from Federal Decree-Law No. 33 of 2021, which covers private sector employment, so company HR policies do not automatically apply.
According to the UAE government portal, domestic workers are entitled to wages paid as set out in their standard contract within 10 days of falling due, one paid rest day each week, at least 12 hours of rest per day including eight consecutive hours, 30 days of paid annual leave, up to 30 days of sick leave a year and a return ticket home every two years. Workers must keep possession of their own passports and identity documents, and the law prohibits employing anyone under 18. Recruitment costs are borne by the employer, not the worker.
The Sponsorship Process
Recruitment should go through a licensed channel. Tadbeer centres, which are regulated by the Ministry of Human Resources and Emiratisation (MOHRE), handle recruitment and prepare contracts in the approved format, while unlicensed agents should be avoided. A worker already in the UAE can usually be hired through a status transfer rather than a new entry permit.
Once a candidate is chosen, the sponsor and worker sign the standard contract, making sure the job title matches the actual duties, and an entry permit is issued for a worker coming from abroad. After arrival, the worker completes the medical fitness test, the sponsor arranges health insurance, and biometrics are taken for the Emirates ID before residency is issued. Arranging insurance before the Emirates ID stage helps avoid delays.
Records, Renewals and Risks
Sponsors remain responsible for the worker’s legal status throughout the employment. Keeping the signed contract and a record of every wage payment protects both sides if a dispute arises, while paying cash without records leaves the employer with little evidence. Visas should be renewed before expiry and cancelled correctly when employment ends to avoid overstay fines. Unresolved disputes are referred to MOHRE.
Costs to Plan For
Costs typically include recruitment fees, visa and Emirates ID charges, medical testing, insurance and monthly wages. Government fees are set by the authorities, while recruitment charges vary between centres, so it is sensible to ask each centre for an itemised quote. For households with limited needs, licensed hourly or part-time services may be a better fit than full sponsorship.
Conclusion
Domestic worker sponsorship in the UAE is personal, governed by its own law and separate from company hiring. Using a licensed recruitment route, keeping a written contract and accurate wage records, and renewing on time keeps the arrangement compliant. Founders relocating to set up companies in free zones such as Meydan Free Zone should secure their own residency first, since a valid residence visa is the foundation for sponsoring household help.
