Gratuity Calculation for Domestic Workers in UAE

Federal Decree-Law No. 9 of 2022 does not itself prescribe a specific end-of-service gratuity formula for domestic workers. Instead, Article 22 provides that the UAE Cabinet shall adopt the rules for calculating and paying end-of-service gratuity.

Standard private sector employee? Use our Gratuity Calculator UAE for the formula that applies to you.

Is There a Fixed Gratuity Formula for Domestic Workers?

This is genuinely unclear under the current legal framework. Federal Decree-Law No. 9 of 2022 does not set out a specific gratuity formula for domestic workers. Instead, Article 22 provides that the UAE Cabinet shall adopt the rules and regulations for calculating and paying end-of-service gratuity. This is different from the standard private-sector framework, which has its own statutory gratuity formula.

The Previous Domestic Worker Gratuity Formula

The previous domestic-worker legislation, Federal Law No. 10 of 2017, contained a specific end-of-service gratuity provision. However, the current Federal Decree-Law No. 9 of 2022 does not reproduce that formula. Instead, Article 22 leaves the calculation and payment rules to a Cabinet decision.

For this reason, an older gratuity formula should not be presented as a confirmed current legal entitlement unless supported by the applicable Cabinet decision or current MOHRE guidance.

Domestic Worker Eligibility to Hire in the UAE

If you are looking to hire a domestic worker rather than calculate gratuity as one, MOHRE sets specific requirements for sponsoring employers.

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Expatriate sponsors must meet the applicable minimum income and eligibility requirements set by the UAE authorities for hiring a domestic worker.

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Proof of suitable accommodation may be required as part of the domestic worker hiring and sponsorship process.

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The domestic worker must meet the applicable age, work-permit and eligibility requirements under the current MOHRE rules.

How to Apply for a Domestic Worker Work Permit

Apply through the official MOHRE service channels or an approved domestic worker service centre, following the requirements for the specific work-permit application.

Submit the required documents and information for the application, which may include the domestic worker’s passport and residence or entry documents, together with the sponsor’s required eligibility documents.

Pay the applicable government and service fees and complete any required insurance arrangements for the domestic worker. MOHRE guidance identifies insurance as a prerequisite for issuing a domestic worker work permit.

Complete any additional requirements requested by MOHRE, such as medical examination or other permit and residency procedures, before the work permit is issued.

Applications and contract renewals can also be handled through licensed Tadbeer centers rather than only online, which many employers prefer for document verification support.

Domestic Worker Rights Under Current Law

Federal Decree-Law No. 9 of 2022 sets out several protections that apply regardless of the unresolved gratuity question.

At least 12 hours of rest per day, including at least 8 consecutive hours of rest

One paid weekly rest day, with an alternative day off or cash compensation if the worker is required to work on the rest day

At least 30 days of paid annual leave for each year of service. For broader UAE private-sector annual leave rules, see our Annual Leave Calculator UAE guide.

Suitable accommodation and other basic provisions required under the employment arrangement

Health insurance and medical-care requirements may apply according to the applicable UAE and emirate-specific rules

MOHRE Domestic Worker Complaints

If a dispute arises between an employer and a domestic worker that cannot be resolved directly, either party can refer the matter to MOHRE. MOHRE will attempt to mediate an amicable settlement first, and if that fails within the period set out in the executive regulations, the dispute is referred to the competent court.

Only use MOHRE licensed Tadbeer centers and recruitment agencies for hiring, since MOHRE has revoked licenses from and shut down several unlicensed domestic worker recruitment operations, which carry real legal risk for both employers and workers.

Common Mistakes People Make

Treating the old 14-day gratuity formula as a confirmed current legal entitlement when the current law leaves the calculation and payment rules to a Cabinet decision

Assuming domestic worker gratuity follows the same 21-day and 30-day formula that applies to qualifying full-time employees under the standard private-sector labour law

Hiring through an unlicensed recruitment agency or service centre instead of using a licensed domestic-worker recruitment channel approved by the relevant UAE authorities

Assuming that standard private-sector leave and working-time rules automatically apply to domestic workers, who are governed by a separate legal framework

Relying on an online gratuity estimate without first confirming the applicable rules and final-settlement amount with MOHRE or the relevant authority

Transferring a Domestic Worker to a New Employer

A domestic worker can generally move to a new sponsoring employer under specific conditions set out in the executive regulations, rather than only through a fresh recruitment process from abroad. This transfer process still runs through MOHRE and typically requires updated documentation, a new work permit, and confirmation that the previous employment relationship has been properly closed out, including any final settlement owed to the worker.

What Happens to Repatriation Costs on Transfer

If a domestic worker joins a new employer within the UAE rather than returning to their home country, the original employer is generally not responsible for covering repatriation costs, since that responsibility effectively passes along with the new employment arrangement. This is a useful distinction for both employers and workers to understand before assuming who bears which cost during a transfer.

Domestic Worker Contracts and Documentation

Every domestic worker employment relationship should be documented through a MOHRE registered standard contract, not just a private arrangement between the household and the worker. This contract sets out salary, working conditions, and the responsibilities of both parties, and having it properly registered matters significantly if a dispute or gratuity question arises later.

What the Contract Should Cover

The agreed monthly wage, including how and when it will be paid

Working hours, daily rest periods, and the weekly paid rest day arrangement

Suitable accommodation and, where applicable, meals and other provisions the employer is required to provide

The agreed contract term, including the start date and duration of the employment relationship

Keeping a signed copy of this contract, along with recent salary records, protects both employer and worker if questions come up later about entitlements or the terms actually agreed.

Wage Protection for Domestic Workers

Certain domestic-worker professions are covered by the Wage Protection System under the specific rules issued by MOHRE. Whether WPS applies depends on the worker’s profession and the applicable requirements. Employers should check the worker’s current MOHRE record and applicable WPS rules rather than assuming that every domestic worker is covered in exactly the same way.

Domestic Worker Health Insurance and Medical Care

Employers must provide medical care or health insurance for domestic workers as required under the applicable UAE rules. From 1 January 2025, health insurance is also required as a prerequisite for the issuance or renewal of residency permits for private-sector employees and domestic workers, subject to the applicable rules and exceptions.

What If My Employer Refuses to Provide Insurance or Medical Care

This is a valid basis for a MOHRE complaint. Domestic workers, like standard private sector employees, can raise disputes over unmet employer obligations directly with MOHRE, which will attempt mediation before referring an unresolved case to the relevant court.

Working Hours and Rest for Domestic Workers

Unlike standard private sector roles with an 8 hour daily cap, domestic worker hours are structured around a rest guarantee rather than a fixed maximum working day. The law requires at least 12 hours of rest within each 24 hour period, with at least 8 of those hours consecutive, which in practice limits how much active working time is possible in a single day without breaching the rest requirement.

Frequently Asked Questions

Do domestic workers get gratuity in the UAE?

Yes, domestic workers are covered by an end-of-service gratuity provision under Federal Decree-Law No. 9 of 2022. However, Article 22 provides that the UAE Cabinet shall adopt the rules and regulations for calculating and paying this gratuity. The law itself does not set out the standard 21-day or 30-day private-sector formula for domestic workers.

What is the minimum salary required to sponsor a domestic worker?

Sponsorship eligibility depends on the applicable UAE requirements for the employer and the domestic worker. These requirements can vary according to the sponsor’s status and the type of domestic-worker service being requested, so the current eligibility and income requirements should be confirmed through MOHRE or an authorised domestic-worker service channel before applying.

Can I hire a domestic worker without going through a Tadbeer center?

Domestic-worker recruitment and work-permit applications should be handled through the official MOHRE channels or licensed domestic-worker recruitment and service centres. Tadbeer is one recognised service-channel model, but the important point is to use an authorised channel rather than an unlicensed agency.

How much annual leave do domestic workers get?

Domestic workers are entitled to at least 30 days of paid annual leave for each year of service under Federal Decree-Law No. 9 of 2022. For service of more than six months but less than one year, the entitlement is two days per month.

How much sick leave do domestic workers get in the UAE?

Domestic workers are entitled to up to 30 days of sick leave for each year of service when an approved health authority confirms the need for leave. The first 15 days are paid in full and the following 15 days are paid at half wage. This is a separate provision from the standard private-sector sick-leave rules.