The United Arab Emirates Ministry of Human Resources and Emiratisation (MoHRE) has outlined the procedures and legal frameworks governing the recruitment of domestic workers, emphasizing two main options: through licensed recruitment agencies or via direct recruitment by employers without intermediaries.

According to MoHRE, recruitment through licensed agencies involves a contractual relationship between the employer and the agency, which is regulated under the Domestic Workers Law. This method offers legal protections and guarantees that do not apply to direct recruitment. Notably, employers using licensed agencies receive a two-year guarantee covering cases where a domestic worker absconds or refuses to perform their duties. Additionally, employers may be eligible for a partial refund of recruitment costs on a pro-rata basis if a worker resigns or abandons the job without a legitimate reason after the probation period but before the contract ends.

Licensed agencies, currently numbering 138 across the UAE, operate within a comprehensive regulatory framework that includes inspections and performance evaluations to ensure quality service. These agencies manage recruitment from overseas and within the country, handle all legal and administrative requirements, provide pre-employment training to workers, and deliver post-recruitment support. They also offer services such as worker replacements or fee refunds in specific circumstances mandated by law.

In contrast, direct recruitment requires employers to undertake the recruitment process themselves, with MoHRE requiring an approved undertaking from the employer assuming full responsibility. This route excludes employers from the protections afforded under the Domestic Workers Law. The ministry clarified that employers who recruit directly cannot invoke any statutory guarantees or rely on subsequent agreements to claim such protections. They bear sole responsibility for selecting workers, completing all recruitment steps, and resolving any issues that arise after the worker arrives in the country. Employers using this method are also ineligible for worker replacements or refunds on recruitment fees offered by licensed agencies.

MoHRE advises employers to carefully consider the differences between the two recruitment approaches. It highlighted that the agency-based option remains the safest and most secure for both employers and families due to the added legal safeguards and structured oversight. Through ongoing monitoring, complaint resolution, and quality assessments, MoHRE aims to maintain transparency and protect the rights of all parties involved in domestic worker recruitment across the UAE.