- Strict Measures to Enforce UAE Labour Laws
The Ministry of Human Resources and Emiratisation (MOHRE) has issued a strong warning to private sector establishments and employers, cautioning them against hiring individuals without a valid work permit issued by the ministry. This prohibition applies even if the employment is on a trial basis, whether within businesses or for domestic work.
The ministry stressed that attempting to “regularise” a worker’s status by employing them illegally, even temporarily, is a clear violation of UAE labour laws. Employers who fail to comply with these regulations risk severe legal and financial penalties, including labour file suspension, denial of new work permits, and potential prosecution.
This announcement, published in the latest edition of Human Resources Magazine on MOHRE’s official website, reaffirms the UAE’s commitment to ensuring legal employment practices while protecting both workers and employers.
Labour Law Violations
MOHRE, in collaboration with the Federal Authority for Identity, Citizenship, Customs, and Port Security (ICP), conducts regular joint inspections to detect illegal employment across the country. When an employer is found hiring undocumented workers, immediate administrative actions are enforced, including:
- Immediate suspension of the employer’s labour file.
- Denial of new work permits for domestic workers.
- Referral to the Public Prosecution for legal action and financial penalties.
These enforcement measures align with Federal Decree-Law No. 9 of 2022 on Domestic Workers and its Executive Regulations, which strictly prohibit hiring domestic workers without a valid permit or allowing them to work for others without legal compliance.
MOHRE reaffirmed that the hiring of domestic workers without a licence is a serious offense, carrying harsh penalties, including:
- A minimum of one year in prison.
- Fines ranging from Dh200,000 to Dh1 million.
This is in accordance with Article 27 of the Federal Decree-Law on Domestic Workers, which states:
“Anyone who engages in recruitment or temporary employment of domestic workers without a license will face imprisonment of no less than one year and a fine between Dh200,000 and Dh1 million, or both. The same penalty applies to those who misuse electronic access privileges granted to them by MOHRE, leading to violations in labor procedures, employment relationships, or ministry regulations.”
MOHRE further emphasized that employing undocumented domestic workers or allowing them to work for third parties without legal regularization is a serious legal violation that could pose health and social risks to employers and their families.
Employers Advised to Use Licensed Recruitment Agencies
To ensure compliance with labour laws and avoid potential penalties, MOHRE urged employers to only engage licensed recruitment agencies. These agencies operate under direct supervision of the ministry, ensuring high-quality services for both Emirati and expatriate households.
Employers can verify licensed agencies through:
- MOHRE’s official website
- Social media pages
- MOHRE’s service centers
Using an unlicensed agency not only puts employers at risk of legal action but may also expose workers to exploitation, wage theft, or poor working conditions. MOHRE’s licensing system guarantees that domestic workers and private sector employees are legally protected, with fair contracts, wages, and working conditions.
Labour Law Reforms
MOHRE highlighted several recent legislative amendments aimed at strengthening protections for both workers and employers. These reforms include:
1. Extended Probation Period for Domestic Workers
The probation period for domestic workers has been extended from three months to six months. This change benefits employers by allowing them more time to assess workers before confirming permanent employment.
2. Mandatory Two-Year Financial Guarantees from Recruitment Agencies
Recruitment agencies must now provide a two-year financial guarantee to employers, ensuring greater security and accountability in the hiring process. This measure prevents financial losses for employers in case of contract violations by agencies.
3. Clear Refund Policies for Recruitment and Employment Fees
Under the new Executive Regulations, recruitment agencies are required to refund employment fees under specific conditions. This ensures transparency and fairness, protecting employers from potential fraud or recruitment scams.
Legal Employment Options for Businesses
MOHRE also reminded businesses about its flexible work permit system, which allows legal hiring under different categories of permits. These include:
1. Part-Time Work Permit
Employers can legally hire part-time workers, allowing businesses to benefit from skilled employees working fewer hours or days compared to full-time workers.
2. Juvenile Work Permit
Young individuals aged 15 to 18 can obtain a juvenile work permit, enabling them to work under specific legal conditions set by MOHRE. This ensures safe and legal employment for minors, preventing exploitation.
These permits help businesses remain compliant with UAE labour laws while offering employment flexibility to meet market demands.
Zero-Tolerance Policy
MOHRE reaffirmed its zero-tolerance policy for labour law violations, stressing that strict legal action will be taken against employers who hire undocumented workers or fail to comply with recruitment regulations.
The ministry emphasized that its efforts aim to:
- Protect workers from exploitation and unfair treatment.
- Ensure ethical and legal hiring practices.
- Prevent economic and social risks associated with illegal employment.
The UAE’s commitment to labour law enforcement reflects its broader vision of creating a stable, secure, and transparent job market that benefits both employers and workers.
MOHRE’s Official Advisory to Employers
- Always hire workers through MOHRE-approved permits and agencies.
- Verify recruitment agencies on MOHRE’s official website.
- Do not engage in trial employment without proper permits.
- Report illegal employment practices to MOHRE.
Employers who comply with UAE labour laws can avoid legal risks, financial penalties, and operational disruptions, while ensuring a fair and ethical work environment.
