- Minimum salary to sponsor a domestic worker in UAE: AED 6,000/month (MOHRE official guidance)
- Government visa fees: AED 900–1,400 (entry permit + visa stamping combined)
- Year 1 total cost: AED 2,300–5,800 (direct hire) or AED 7,300–25,800 (via agency)
- Tadbeer all-inclusive package: AED 10,000–25,000 (visa, worker training, health insurance & flight included)
- Domestic workers are entitled to 1 day off per week, 30 days paid annual leave (after 2 years), and 12 hours daily rest under Federal Law No. 10 of 2017
- Over 750,000 domestic workers are employed in the UAE; 80%+ of UAE households earning AED 100,000+/year employ at least one
Updated August 2026. Hiring a maid, nanny, cook, or driver in the UAE involves a structured government process managed by the Ministry of Human Resources & Emiratisation (MOHRE). This guide covers who qualifies to sponsor, which categories of domestic workers are permitted, exact government fees, how Tadbeer centers work, and the full legal rights domestic workers hold under Federal Law No. 10 of 2017 (UAE Domestic Workers Law). All figures are current as of August 2026.
Who Can Sponsor a Domestic Worker in UAE?
Not every UAE resident is automatically eligible to sponsor a domestic worker. MOHRE sets clear eligibility criteria based on residency status and income level. The family sponsor is always the primary visa holder of the household.
| Sponsor Type | Eligible? | Key Conditions |
|---|---|---|
| UAE National | Yes (unlimited, some restrictions) | No minimum salary requirement; number of permitted workers may be regulated by household size |
| Expat Resident (visa holder) | Yes, if salary ≥ AED 6,000/month | Must hold UAE residence visa; MOHRE guidance sets AED 6,000 threshold (some agents cite AED 5,000 — official figure is AED 6,000) |
| Expat Sponsored by Employer | Conditional | Employer’s written NOC typically required; not all companies permit secondary sponsorship — confirm with your HR department |
| Free Zone Employee | Yes, if salary threshold met | Free zone visa holders are UAE residents and follow the same MOHRE eligibility rules; process goes through MOHRE, not the free zone authority |
If your spouse holds the household residence visa, sponsorship is typically filed under the primary earner’s name. Check with MOHRE or a Tadbeer center if your household visa structure is non-standard.
Types of Domestic Workers You Can Sponsor in the UAE
MOHRE recognises specific permitted categories of domestic workers. Sponsoring a domestic worker to perform commercial activities — for example, having your “maid” work shifts in a business you own — is prohibited and carries significant penalties.
| Category | Role Notes |
|---|---|
| Maid / Housemaid | Most common category; live-in arrangement is standard; responsible for general household cleaning and upkeep |
| Nanny | Child care focus; typically tied to households with young children; may overlap with general domestic duties |
| Cook / Chef | Household cooking only; cannot be employed to cook for commercial kitchens or restaurants under a domestic visa |
| Driver | Must hold a valid UAE driving licence or a recognized foreign equivalent; transports family members only |
| Gardener | Landscape maintenance for private residential property; villas and private estates; part-time arrangements are common |
| Babysitter | Part-time child care; role may overlap with nanny; increasingly sought for flexible household arrangements |
| Security Guard | Household security; rare domestic category; primarily applicable to large private estates and high-net-worth residences |
Step-by-Step: How to Sponsor a Domestic Worker in UAE (2026)
There are two main routes: recruiting through a Tadbeer (MOHRE-accredited) center, or hiring a worker already in the UAE via transfer. Both routes require MOHRE approval and follow the same core steps.
| Step | Action | Typical Cost (AED) |
|---|---|---|
| Step 1 | Apply via MOHRE portal, a Tadbeer center, or an AMER service center; submit sponsor eligibility documents (salary certificate, passport copy, residence visa copy) | Included in visa fees |
| Step 2 | Obtain entry permit (required if bringing worker from overseas; skip if transferring a worker already in UAE) | 500–800 |
| Step 3 | Worker undergoes mandatory medical fitness test upon arrival in UAE (blood test + chest X-ray at approved medical centre) | 200–400 |
| Step 4 | Visa stamping in worker’s passport at GDRFA (General Directorate of Residency and Foreigners Affairs) | 200–400 |
| Step 5 | Emirates ID registration at ICA (Federal Authority for Identity, Citizenship, Customs & Ports Security) | 100–200 |
| Step 6 | Obtain mandatory health insurance policy for the domestic worker (required by law since 2021) | 500–2,000/year |
Complete Cost Breakdown: Sponsoring a Domestic Worker in UAE (2026)
Costs differ significantly depending on whether you recruit through a Tadbeer agency (new worker from overseas) or transfer a worker already in the UAE. Both scenarios are shown below.
| Cost Item | Direct / Transfer Hire (AED) | Via Tadbeer Agency (AED) |
|---|---|---|
| Entry permit | 500–800 | Included in package |
| Visa stamping | 200–400 | Included in package |
| Medical fitness test | 200–400 | Included in package |
| Emirates ID | 100–200 | Included in package |
| Health insurance (mandatory, annual) | 500–2,000 | Included in package |
| Visa transfer fee (worker already in UAE) | 1,000–2,000 | N/A |
| Recruitment / agency fee | — | 5,000–20,000 |
| Annual visa renewal (Year 2 onwards) | 600–1,000 | 600–1,000 |
| Total Year 1 Estimate | AED 2,300–5,800 | AED 7,300–25,800 |
Tadbeer all-inclusive packages (AED 10,000–25,000) cover visa processing, worker training, health insurance, and the return flight from the worker’s home country. These government fee estimates exclude the domestic worker’s monthly salary, accommodation, food, and annual return flight — which add AED 600–1,500/month in effective employer cost on top of cash wages.
Tadbeer Centers: MOHRE’s Official Domestic Worker Channel
Tadbeer centers are private companies licensed and regulated directly by MOHRE. They replaced a large segment of unregulated private recruitment brokers, many of which were banned from 2020 onwards. Using a Tadbeer center gives both sponsor and worker clear legal recourse.
| Feature | Details |
|---|---|
| Package cost | AED 10,000–25,000 all-inclusive; covers entry permit, medical, Emirates ID, visa stamping, pre-arrival training, health insurance, and return flight from home country |
| Trial period | 3-month trial included in most packages; if the placement is unsatisfactory the center must provide a replacement candidate |
| Source countries | Philippines, Indonesia, Sri Lanka, Ethiopia, India, Nepal, Bangladesh — availability varies by center and may change subject to bilateral agreements |
| Worker training | Workers complete pre-departure or pre-placement training; centers must meet MOHRE welfare and accommodation standards for workers in their care |
| Accreditation check | Always verify the Tadbeer center’s license number on the MOHRE website (mohre.gov.ae) before paying any fees; unlicensed operators still exist |
| How to find a center | Search via the MOHRE website or Tadbeer portal; centers operate across all seven emirates including Dubai, Abu Dhabi, Sharjah, Ajman, and Ras Al Khaimah |
Domestic Worker Rights Under UAE Law (Federal Law No. 10 of 2017)
The UAE Domestic Workers Law, enacted in 2017, extended formal labour protections to household workers for the first time. Violations expose employers to criminal penalties and civil claims through MOHRE dispute resolution.
| Right / Entitlement | Legal Standard |
|---|---|
| Weekly day off | 1 full day per week; mandatory; cannot be waived or traded away by mutual agreement |
| Annual leave | 30 days paid annual leave per year, earned after completing 2 years of continuous service; 14 days if service is between 1–2 years |
| Daily rest | Minimum 12 hours rest per day, including at least 8 consecutive hours of uninterrupted sleep |
| Rest day overtime | Work performed on the designated weekly rest day must be compensated with a full day’s equivalent pay or a substitute day off in lieu |
| Notice period on dismissal | Employer must give at least 1 month’s written notice before dismissal, or pay 1 month’s salary in lieu of notice |
| Passport confiscation | Criminal offence. Employers who confiscate a domestic worker’s passport face prosecution under UAE law regardless of claimed justification |
| Accommodation & meals | Employer must provide suitable accommodation and sufficient food (or a food allowance) at no cost to the worker |
| Health insurance & medical care | Employer must provide mandatory health insurance; medical treatment costs arising from work-related matters are the employer’s responsibility |
Monthly Salary Ranges for Domestic Workers in UAE (2026)
Figures below are indicative monthly cash wages. All roles additionally require the employer to provide accommodation, meals, and an annual return flight to the worker’s home country — adding AED 600–1,500/month in effective total employer cost above the cash wage.
| Role | Monthly Cash Salary (AED) | Notes |
|---|---|---|
| Maid / Housemaid | AED 800–1,500 | Most common role; live-in; salary varies by nationality and prior UAE experience |
| Nanny | AED 1,200–2,500 | Higher rates for English-speaking candidates and those with childcare certifications |
| Cook / Chef | AED 1,500–3,000 | Specialist cooks (Arabic, Asian, Western) command higher rates; multi-cuisine skills attract premium |
| Driver | AED 1,200–2,500 | Valid UAE driving licence mandatory; salary rises with years of UAE driving experience and clean record |
| Gardener | AED 800–1,500 | Part-time arrangements common for smaller properties; full-time for large villa estates |
Frequently Asked Questions
What is the minimum salary required to sponsor a maid in the UAE?
The minimum salary to sponsor a domestic worker (including a maid or housemaid) in the UAE is AED 6,000 per month, as set out in MOHRE guidance for expat residents. Some private recruitment agents and informal sources cite AED 5,000, but the official MOHRE-published threshold is AED 6,000/month. UAE nationals are not subject to the same salary floor. The sponsoring expat must also hold a valid UAE residence visa in their own name. If your salary is close to the threshold, it is advisable to confirm eligibility directly with MOHRE or a Tadbeer center before applying, as case officers may also consider total household size and the number of existing dependants when assessing applications.
How does the Tadbeer center process work?
Tadbeer centers are MOHRE-accredited agencies that manage the complete end-to-end recruitment and placement of domestic workers. The process typically works as follows: (1) You contact a Tadbeer center and specify your requirements — role type, preferred nationality, language skills, and specific household needs. (2) The center presents candidates from its roster of pre-screened, trained workers sourced from countries such as the Philippines, Indonesia, Sri Lanka, Ethiopia, India, Nepal, or Bangladesh. (3) Once you select a candidate, the center handles the entry permit, medical fitness test, Emirates ID registration, visa stamping, and mandatory health insurance. (4) The worker arrives in the UAE and a 3-month trial period begins — if the placement does not work out during this window, the center is contractually obligated to provide a replacement. Tadbeer package fees range from AED 10,000 to AED 25,000 all-inclusive. Always verify the center’s accreditation on the MOHRE website (mohre.gov.ae) before transferring any fees.
Can a free zone employee sponsor a domestic worker (maid) in the UAE?
Yes. Employees who hold a UAE residence visa issued through a free zone employer — such as JAFZA, DIFC, ADGM, Dubai South, Hamriyah Free Zone, or any of the UAE’s 40+ free zones — are UAE residents and are subject to the same MOHRE domestic worker sponsorship rules as mainland employees. Sponsorship eligibility requires a salary of at least AED 6,000/month and a valid UAE residence visa. The key procedural distinction is that domestic worker sponsorship applications are submitted through MOHRE, not through the free zone authority. If your company’s employment contract or your UAE residence visa requires a written NOC from your employer before you sponsor secondary dependants, obtain that NOC before applying. There is no additional restriction or surcharge specific to free zone visa holders.
What is the annual leave entitlement for domestic workers in UAE?
Under Federal Law No. 10 of 2017 (UAE Domestic Workers Law), domestic workers are entitled to 30 days of paid annual leave per year. This entitlement is earned after completing 2 full years of continuous service with the same employer. Workers who have completed at least 1 year but fewer than 2 years of service are entitled to 14 days of leave on contract expiry or termination. The employer is required to fund the worker’s annual return flight to their home country to be used during the leave period. This 30-day annual leave entitlement applies equally to all domestic worker categories — maids, nannies, cooks, drivers, gardeners, and babysitters. Employers who refuse annual leave rights are in breach of the Domestic Workers Law and workers can file a complaint through MOHRE or call the MOHRE hotline on 800 60.
Which nationalities are most available for domestic worker hire in the UAE?
The UAE recruits domestic workers from a range of countries, with availability governed by bilateral labour agreements between the UAE and the worker’s home country. The most consistently available source countries through Tadbeer centers are the Philippines, Indonesia, Sri Lanka, Ethiopia, India, Nepal, and Bangladesh. Filipino domestic workers typically command AED 1,200–1,500/month or higher, reflecting strong English proficiency and high demand; Philippine Overseas Employment Administration (POEA) rules also apply and require POEA-approved contracts. Workers from Nepal and Ethiopia frequently accept AED 800–1,000/month. Some source countries (including Ethiopia) have periodically been subject to recruitment pauses due to bilateral review processes — always confirm current availability with your chosen Tadbeer center before selecting a preferred nationality, as the situation changes from year to year.