UAE Domestic Worker Law Comes Into Effect Today
Earlier in October 2022, the Ministry of Human Resources and Emiratisation issued Decree Federal Law No.9 for 2022 to strengthen domestic labour rights which takes effect today 15 December 2022.
Read More: UAE Updates Domestic Workers Regulations
The law also stipulates that daily breaks cannot be less than 12 hours, including eight working hours.
The Federal Decree-Law No. (9) of 2022 on domestic workers will come into force as of December 15, 2022.
— وزارة الموارد البشرية والتوطين (@MOHRE_UAE) December 14, 2022
The decree-law establishes a comprehensive framework to strengthen and regulate labour relations for domestic workers' recruitment and employment in the UAE pic.twitter.com/3jsvp1PQmY
Travel
The decree law stipulates that if domestic workers wish to travel to their home countries on annual leave, employers must cover the cost of their return tickets once every two years. However, if the two parties agree to terminate or not renew their employment contract after the annual leave, the employer will only cover the cost of a one-way ticket.
An employer will also not be liable for the expenses of their worker’s return to their home country if they are working for another employer.
Annual Leave
If a work contract ends or is terminated by any related parties, but the domestic worker has not had their annual leave, they are entitled to be paid the cash equivalent.
Regarding annual leave, the decree law stipulates the right of domestic workers to be paid annual leave of no less than 30 days. If the service period is less than a year and more than six months, they are entitled to two days leave every month, and the employer can specify the start date of the annual leave.
Sick leave
The decree law affirms the right of domestic workers to sick leave for a period not exceeding 30 days during a contractual year, whether continuous or intermittent if the need for this leave can be proven by a medical report issued by an approved national health authority. This leave is calculated as the first 15 days being at full pay while the next 15 days being at half pay.
Other essential conidtions.
The decree law also identifies the responsibilities of employers included in the contract, which are maintaining the appropriate environment for performing the agreed work; providing suitable living accommodations for the domestic workers; providing meals and appropriate clothing to enable workers to perform their duties as long as they were hired on a full-time basis and not on temporary contracts, except if agreed otherwise; paying the wages of domestic workers in line with their work contracts; covering the costs of medical treatment for domestic workers under the framework the country’s health system; treating domestic workers in a manner that preserves their dignity and integrity, and not making them work for others except if this part of the terms and conditions.