UAE: Top five risks of hiring domestic workers through unlicensed maid agencies

The UAE's Ministry of Human Resources and Emiratisation (Mohre) continues to caution employers and families about the risks of hiring domestic workers through unlicensed recruitment agencies.

With the increasing use of social media platforms to promote unverified domestic labour services, the authority reinforced the importance of dealing only with approved and regulated agencies.

Recommended For You

Filipino lawmakers slam Trump’s Hormuz strait blockade plan, warn of reckless escalation

'Zaghroota' explained: Sabrina Carpenter’s Coachella reaction sparks cultural conversation

Trump says Iran war 'close to over'; Pakistan army chief arrives in Tehran

India forecasts 'below-normal' monsoon rainfall in 2026 as El Niño threatens agriculture

How UAE’s hidden professionals quietly protect flights, digital systems and daily life

 

Hiring from unregulated parties may result in significant health and security risks to families, in addition to having to face the legal consequences for employing unlicensed workers.

Stay up to date with the latest news. Follow KT on WhatsApp Channels.

Why hire domestic workers from licenced agencies

Approved recruitment agencies operate under the UAE's Domestic Workers Law, ensuring that formal legal structures protect both employers and workers. These agencies are closely monitored to ensure compliance with labour regulations, including adherence to prices that the Ministry determines are in line with recruitment costs from the countries sending this category of workers.

Five risks of dealing with unlicensed recruiters

Authorities have identified five key risks for employers who choose to work with unlicensed or informal domestic labour providers:

1. Legal accountability: Hiring a domestic worker without proper authorisation can expose employers to legal consequences. It is also against the law to recruit a worker without sponsorship or official documentation.

2. Health hazards: Without official health screenings, there's no guarantee that the worker is free of infectious diseases.

3. Security threats: Unlicensed workers may have criminal backgrounds or be involved in illegal activities. The employer's safety can be jeopardised. 

4. Untrained workers: Workers recruited informally may not have undergone proper training or vetting, leading to poor service or safety issues.

5. No contractual guarantees: The absence of a valid contract and professional services makes the employing family unable to guarantee the worker, who can leave without a legitimate reason, perform poorly or does not come into agreement with the employer on the required duties. It also doesn't give the family official means to report violations.

Licensed agencies, regulated Mohre offer three primary packages:

Traditional package

• The domestic worker is registered under the employer’s sponsorship.

• The contract duration is two years, during which the worker resides with the employer.

• Includes a six-month probation period, where the employer is eligible for replacement or refund in the following cases:

  — The worker resigns without a valid reason.

  — The worker absconds.

  — The worker is found unfit or medically unsuitable.

  — The worker fails to perform duties as agreed.

Partial refunds are also available after the probation period, depending on the remaining duration of the contract, in cases of resignation or abandonment without valid cause.

Temporary package

• Provides trained domestic workers within 24 hours.

• The worker remains under the agency's sponsorship and does not reside with the employer.

• Contract valid for two years.

• Suitable for employers needing assistance without the commitment of full-time, live-in arrangements.

Flexible package

• Offers assistant workers on an hourly, daily, weekly, or monthly basis.

• Workers are registered with the agency, not the employer.

• Includes unlimited replacements and service provision within 24 hours.

• Employers can look for on-demand domestic assistance without long-term commitments.

The UAE has implemented several reforms to improve domestic worker recruitment and employment. Certain domestic worker categories must have their salaries paid through the Wages Protection System (WPS), ensuring timely and documented payments.

• The WPS is designed to provide easy solutions for employers to pay domestic workers’ wages.

• Document wage payments electronically and enhance transparency.

• Improve electronic safety in wage disbursement.

• Support contractual stability between employers and domestic workers.

• Keep the MoHRE constantly informed with updated wage data.

• Reduce labour disputes related to wage payments.

• Promote a safe and stable work environment for domestic workers.