Select against the tasks and communication your home needs, then check the individual candidate's evidence. Nationality, a job label or a brief profile does not establish cooking ability, spoken-language proficiency, newborn experience or a professional qualification.
The agency–employer recruitment agreement should record the characteristics required in the worker and the work to be performed. UAE law also requires the agency to explain the work and wage to the worker. Put essential requirements into the agreement so that both sides understand the same job. Federal Decree-Law 9/2022, Article 6 Federal Decree-Law 9/2022, Article 5
Turn a general request into observable requirements
| Instead of a broad label | Ask for an individual explanation or demonstration |
|---|---|
| “Good English” | Can the person understand your normal instructions, ask questions and explain a problem? |
| “Experienced cook” | Which dishes and equipment have they used, and can they follow your household's recipes? |
| “Good with children” | Which ages have they cared for, what was their responsibility and what training can be evidenced? |
| “Caregiver” | Which non-clinical support tasks can they perform, and which tasks need a licensed professional? |
| “Experienced cleaner” | Can they explain safe use of your equipment and how they handle unfamiliar materials? |
These are selection questions, not a guarantee that any candidate possesses those skills.
Distinguish experience from qualifications
Ask what the person actually did, how recently, and whether the experience relates to your proposed duties. An account of working in a large household may not answer whether they can manage your particular routine or use your equipment.
The implementing regulation describes agency checks of relevant professional certificates where required and addresses medical fitness. Article 4(5) has limited exceptions to certain agency obligations for direct named recruitment; these do not remove occupation-specific licensing requirements. Criminal-record certificates are required in cases specified by the Ministry, not as an automatic universal check asserted for every worker. A clinical nursing licence is separate from a domestic-worker profile. Cabinet Resolution 106/2022, Article 4 Federal Decree-Law 9/2022, Article 4
Where supporting evidence is available, identify its issuer, date and scope. A course attendance certificate, an employment reference and a professional licence establish different things. Avoid describing all three simply as “certified.”
Make language assessment practical
Use the language that your household will actually use. Ask the candidate to explain a short ordinary instruction in their own words and describe how they would seek clarification. Check communication with the person who will normally supervise the work.
Use an interpreter where needed for a fair interview and contract explanation. The law requires contractual terms in Arabic and a language understood by the worker, with consistency between them; the Arabic text controls in a difference. Comfortable everyday conversation is not proof that every contractual term has been understood. Federal Decree-Law 9/2022, Article 28
Avoid assigning several specialised roles by default
Cooking, cleaning and childcare can compete for attention. Agree priorities and the work that can realistically be performed. Employer instructions must stay within the lawful contract and must not expose the worker to danger. Changes of occupation require the worker's consent and must remain within the covered occupations. Federal Decree-Law 9/2022, Article 11 Federal Decree-Law 9/2022, Article 12
Hypothetical example: A family needs Arabic communication with an older relative and meal preparation. It can assess these two requirements separately instead of assuming both from the candidate's nationality. It can then discuss the assessed skills against the agreed job scope.
Prepare three lists before your interview: essential skills, skills that can be taught during handover, and tasks that require a different qualified professional. Contact INAYA to confirm the evidence available for the specific candidate and the duties and terms of the proposed arrangement.
Useful INAYA pages
- Domestic-worker services
- Choosing between household help and childcare roles
- Candidate verification guidance