Domestic Worker Gratuity in the UAE (2026 Guide)

By the UAE Gratuity Calculator Editorial Team | Reviewed for accuracy against UAE Federal Decree-Law No. 33 of 2021 | Last updated: October 2026

The UAE is home to hundreds of thousands of domestic workers. They are housemaids, nannies, drivers, cooks, gardeners, and private caregivers. They are not covered by the standard labour law (Decree-Law No. 33 of 2021). Instead, Federal Law No. 10 of 2017 on Domestic Workers sets their rights. It was updated by Federal Decree-Law No. 9 of 2022 (the Domestic Workers Law). The gratuity formula is completely different: 14 days' pay per year of service. It is not the 21/30-day rule that applies to office employees.

This guide covers the domestic worker end-of-service rules and leave entitlements. It shows exactly how to calculate the payout in AED.

Domestic Workers vs Private-Sector Employees

1. The 14-Day Formula: How Domestic Worker Gratuity Works

Article 22 of the Domestic Workers Law grants an end-of-service benefit. It is 14 days' pay for each year of service. You earn it after completing at least one year with the same employer. Key points:

• The "pay" is the total agreed monthly pay in the domestic worker contract. Unlike the private sector, there is no basic/allowance split to argue over
• Daily pay = monthly pay ÷ 30
• Fractions of a year are paid in proportion
• There is no two-year cap in the domestic worker framework. The 14-day accrual simply continues year after year

Worked example: 3 years of service

Amina works as a housemaid on AED 1,500/month for exactly 3 years.

• Daily pay: 1,500 ÷ 30 = AED 50
• Gratuity: 14 × 3 × 50 = AED 2,100

Worked example: 5 years and 6 months

Joseph works as a family driver on AED 2,000/month for 5.5 years.

• Daily pay: 2,000 ÷ 30 = AED 66.67
• Gratuity: 14 × 5.5 × 66.67 = AED 5,133

Worked example: comparing the two systems

A nanny on AED 2,500/month with 4 years of service:

• As a domestic worker: 14 × 4 × 83.33 = AED 4,667
• If the private-sector formula applied: 21 × 4 × 83.33 = AED 7,000

The domestic worker formula pays less. That is exactly why correct classification matters (see Section 6).

2. Who Counts as a Domestic Worker?

The law lists 19 categories. They include housemaids, nannies/babysitters, cooks, drivers, gardeners, private nurses and caregivers, watchmen, and farm workers. In short, it covers anyone employed inside or for a private household rather than a business. If you work for a company, the standard labour law applies — even if you do "domestic-like" tasks. For example, a cleaner employed by a cleaning firm is not covered by the domestic worker law.

3. Leave and Rest Entitlements

• Annual leave: 30 days of paid leave per year of service. You can use it, and you can cash it in on departure for unused days
• Weekly rest: one fully paid day off per week. The employer and worker agree which day
• Daily rest: at least 12 hours of rest per day, including 8 consecutive hours
• Sick leave: up to 30 days per year with a medical certificate
• Public holidays: domestic workers get paid public holidays. If they must work, compensatory arrangements apply

A common violation: employers who give no weekly day off. Over a year, that is 52 denied rest days. Document it. It strengthens any MOHRE complaint significantly. MOHRE is the Ministry of Human Resources and Emiratisation.

4. Recruitment, Contracts, and Tadbeer

Since the 2022 reforms, domestic worker recruitment runs through Tadbeer centres. These are MOHRE-licensed one-stop service centres. They replaced the old unregulated agency model. The standard contract must specify:

• Exact pay and payment method (monthly, via approved channels)
• Job description and working conditions
• Leave and rest day arrangements
• Contract duration (typically 2 years, renewable)

Employer obligations include: paying recruitment costs (the worker must never pay to get the job). They also include providing health insurance, decent accommodation, food or a food allowance, and work attire. The employer must also cover the worker's repatriation ticket at contract end.

5. End-of-Contract Settlement: What Must Be Paid

When the contract ends — expiry, termination, or resignation after due notice — the employer must pay:

1. End-of-service benefit: 14 days' pay per year (1+ year of service)
2. Unused annual leave in cash
3. Pay for days worked up to departure
4. Repatriation ticket to the worker's home country (unless the worker transfers to a new employer within the UAE)

Worked example: full settlement

Maria, a nanny on AED 1,800/month, completes 2 years with 10 unused leave days:

• End-of-service: 14 × 2 × 60 = AED 1,680
• Leave encashment: 10 × 60 = AED 600
• Repatriation ticket: the employer's obligation (or transfer)
• Core cash settlement: AED 2,280 plus the final month's pay

6. Misclassification: The Most Expensive Mistake

Some employers register company staff as "domestic workers". They do this to pay the lower 14-day gratuity and avoid WPS obligations. WPS is the Wage Protection System. MOHRE treats this as a serious violation:

• If you actually work for a business (office, shop, restaurant), you are a private-sector employee. The 21/30-day formula applies to you, no matter what your visa says
• Fines for misclassification are heavy. The worker can claim the difference between what was paid and the correct entitlement
• If this affects you, file with MOHRE. Bring evidence of your actual workplace and duties (photos, messages, witness statements)

7. Passport, Freedom of Movement, and Abuse Protections

The law is explicit:

• Withholding a passport is illegal. The worker keeps their own passport at all times
• The worker may not be assigned to work for another household without consent
• Physical abuse, harassment, or degrading treatment can be reported to MOHRE and the police. Criminal liability applies
• If the employer dies or becomes incapacitated, the contract transfers or the worker is assisted to transfer. They are not left without status

The Standard Contract: What Must Be in It

Every domestic worker must have a MOHRE-approved standard contract. Before signing (or arriving), verify it contains:

• Exact monthly pay in AED — vague promises of "good salary" are worthless
• Job title and duties — the specific work you will do
• Working hours and rest arrangements — including the weekly day off
• Contract duration — typically 2 years, renewable
• Leave entitlements — annual, sick, and holiday terms
• Repatriation clause — the employer's obligation for the return ticket

Never sign a blank or incomplete contract. Keep a copy (a photo on your phone at minimum). Workers who arrive to find different terms than promised should contact their Tadbeer centre immediately. Contract substitution is a violation.

Wage Payment Rules

• Pay must be paid monthly, no later than the agreed payday
• Payment should be documented — bank transfer is best. If cash, get a signed receipt each month
• No deductions are permitted except those the law allows (for example, court-ordered ones). "Deductions" for breakages, food, or recruitment fees are illegal
• The employer cannot withhold pay as punishment or to stop the worker from leaving

Worked example: recovering unpaid pay

Grace, a cook on AED 1,600/month, is paid 3 months late. Her claim:

• Unpaid pay: 3 × 1,600 = AED 4,800
• Plus any end-of-service and leave dues on top
• MOHRE can also fine the employer and suspend their ability to hire

Late pay payment is one of the fastest MOHRE complaints to resolve. The evidence (missing transfers) is binary.

Health Insurance and Medical Care

Employers must provide health insurance for their domestic workers. This is mandatory in Abu Dhabi and Dubai. It is increasingly enforced across all emirates. The employer also covers:

• Medical treatment costs for work-related injuries, without exception
• Sick leave as described in Section 3, with no pay deduction for the paid portion

If you are injured on the job, report it immediately and get a medical report. Work-injury compensation is separate from your normal dues. It is additional to them.

Transferring to a New Employer: Step by Step

1. With employer agreement: the current employer, new employer, and worker sign a transfer through Tadbeer/MOHRE. Your end-of-service benefit for the completed period must be settled first
2. Without agreement (contract violation): if the employer breached the contract — unpaid pay, no rest day, abuse — MOHRE can cancel the work permit. It can authorise transfer without the employer's consent
3. Contract expiry: at the end of the 2-year term, you are free to transfer or return home. The employer settles all dues and provides the ticket if you are leaving
4. New contract, new terms: the new employer's Tadbeer centre issues a fresh standard contract. Verify the pay and conditions before signing

Never work for a new household "informally" without a transferred permit. Undocumented work strips you of every protection in this guide. The transfer process through Tadbeer typically takes days, not weeks, when both employers cooperate. There is no legitimate reason to skip it.

Sponsorship and Visa: How It Works

The employer is the sponsor. They handle and pay for:

• Entry permit and residence visa costs
• Emirates ID processing
• Medical fitness testing
• Health insurance (mandatory)

The worker must never pay recruitment or visa fees. "Paying for your own visa" is a red flag for exploitation. It is illegal. If an agency or employer demanded payment from you, report it to MOHRE. Licensed Tadbeer centres are prohibited from charging workers.

Visa renewal typically aligns with the 2-year contract cycle. If the employer delays renewal, the worker should not work on an expired permit. Contact Tadbeer immediately. Overstay fines can otherwise pile up through no fault of the worker.

Probation for Domestic Workers

A probation period of up to 6 months may apply. During probation:

• Either party can end the arrangement with shorter notice
• The employer should assess suitability fairly. Repeated "failed probations" to cycle through workers without paying benefits is a pattern MOHRE investigates
• If the worker passes probation, that period counts toward the one-year gratuity threshold like any other service

Ramadan and Working Hours

During Ramadan, working hours are reduced by law. This applies to domestic workers as well as the private sector. The 2022 executive regulations confirm reduced hours. The weekly rest day and daily rest minimums continue to apply. Employers who keep full schedules through Ramadan while denying the reduction are in violation.

What the 2022 Reforms Changed

Federal Decree-Law No. 9 of 2022 significantly strengthened the 2017 domestic worker framework. The practical changes workers feel:

• Tadbeer replaced unregulated agencies. Recruitment now runs through MOHRE-licensed centres with standardised contracts and published service fees (paid by the employer, never the worker)
• Stronger transfer rights. Workers can move between employers more freely, including without current-employer consent in violation cases
• Clearer working-hour and rest protections. The 12-hour daily rest (8 consecutive) and weekly day off are now spelled out in executive regulations, not just guidance
• Tougher penalties. Fines for agencies and employers that charge workers fees, withhold passports, or misclassify staff increased substantially

If your experience predates these reforms (recruited through an old-style agency with fees deducted from pay), the current law still protects you. Illegal historic deductions can be part of a MOHRE complaint. Keep any old receipts, contracts, or messages showing what was taken from your pay.

Common Scenarios

The employer refuses to pay the end-of-service benefit, saying "we paid for your visa." Recruitment costs are the employer's legal obligation. They can never be deducted from the worker's dues. The 14-day benefit stands regardless.

The worker wants to change employers. With the employer's agreement, transfer is straightforward through Tadbeer/MOHRE. Without agreement, the worker can still seek transfer in cases of contract violation or abuse. MOHRE can cancel the work permit and allow transfer.

The employer demands the worker pay for the flight home. Repatriation at contract end is the employer's cost by law. The only exception is early unjustified termination by the worker, where costs may shift. Get MOHRE's ruling rather than accepting the employer's word.

Pay is paid late or in cash without records. Insist on documented payment (bank transfer or signed receipts). Undocumented cash pay makes every future claim harder to prove.

Your Rights and Remedies: MOHRE and Tadbeer

1. Tadbeer centre first. For contract, transfer, and day-to-day issues, your Tadbeer centre is the fastest channel
2. MOHRE hotline 800-60. Free, multilingual, and handles domestic worker complaints specifically
3. MOHRE app. File complaints with documents attached
4. Labour court. Unresolved financial claims go to court like any other labour dispute
5. Police (999 / nearest station). For abuse, assault, passport confiscation, or trafficking indicators — these are criminal matters, not just labour disputes

File within one year of the dues becoming payable. Keep copies of your contract, pay receipts, and any messages with your employer.

Frequently Asked Questions

1. How is domestic worker gratuity different from normal gratuity?

Normal private-sector employees get 21 days' basic pay per year (years 1–5) and 30 days per year after that. Domestic workers get a flat 14 days' pay per year of service under Law No. 10 of 2017. Different law, different formula — make sure you are classified correctly.

2. Is the 14-day benefit based on basic salary or total salary?

The total agreed monthly pay in your domestic worker contract. Domestic contracts do not use the basic/allowance split. So the calculation is simpler: monthly pay ÷ 30 × 14 × years of service.

3. Do I get gratuity if I worked 10 months?

No — like the private sector, the threshold is one full year of continuous service. At 10 months there is no end-of-service benefit. Unpaid pay and leave (if any accrued) are still owed though.

4. Can my employer deduct "food and housing" from my gratuity?

No. Accommodation and food are the employer's obligations. They are not deductions from your entitlements. Any deduction from the end-of-service benefit outside the law is unlawful.

5. What happens if my employer cancels my visa before paying?

The dues survive visa cancellation. File with MOHRE immediately. Do not leave the UAE without either your settlement or a filed complaint. Pursuing it from abroad is far harder. If you have already left, a representative in the UAE (with power of attorney) can still file on your behalf within the one-year deadline. In-person follow-up is always stronger though.

6. I am a driver for a family but my visa says "private sector." Which law covers me?

What matters is the reality of the work. Employed by a household for household duties = domestic worker law. If in doubt, MOHRE determines classification based on the actual employment relationship, not just the visa label. Get a written determination before accepting a lower payout.

Calculate the Benefit

If you are a domestic worker — or employ one — run the 14-day formula with exact dates. Our free [UAE gratuity calculator](https://uaegratuitycalc.org/) handles the standard private-sector formula. For domestic workers, divide your monthly pay by 30, multiply by 14, and multiply by your years of service (including fractions). Knowing the precise figure is the strongest protection you have. Calculate it before you need it.