Identify the employer named in the approved employment arrangement before deciding who handles permits, wages, accommodation and termination. “The agency arranged the visa” does not establish that the agency remains the employer, and “monthly package” does not identify the worker's registration file.
UAE law distinguishes mediation, where the worker is registered on the household employer's file, from temporary employment, where an agency employs the worker and supplies services to a beneficiary. Check the permit and contract to establish which model applies to your household. Federal Decree-Law 9/2022, Article 1
Household employer or agency employer?
| Question | Household-employer recruitment | Agency temporary employment |
|---|---|---|
| Who is the employer? | The household employer in the approved employment relationship | The agency employing the worker |
| What agreement needs checking? | Recruitment agreement and employer–worker contract | Employment contract and agency–beneficiary agreement |
| Who uses the worker's services? | The household within the lawful arrangement | The beneficiary under the approved temporary arrangement |
| What remains important? | Permit, wages, accommodation, leave and termination obligations | Agency duties, beneficiary responsibilities and the worker's protected rights |
The law expressly treats the agency as the employer in temporary employment. The implementing regulation also requires an approved beneficiary agreement and a copy for the worker. The agency cannot withhold worker rights because a beneficiary has not paid; the regulation provides joint responsibility with the beneficiary while preserving the agency's remedies against that beneficiary. Federal Decree-Law 9/2022, Article 14 Cabinet Resolution 106/2022, Article 9
Separate the employment permit from residence
A residence document is not, by itself, permission to work for your household. The worker must work under a valid MOHRE permit and its conditions. Employing someone through another family's arrangement or transferring them informally is not a substitute for the Ministry's procedures. Federal Decree-Law 9/2022, Article 11 Federal Decree-Law 9/2022, Article 12 Cabinet Resolution 106/2022, Article 11
Check MOHRE's new-permit requirements for both the employer and worker. Confirm which person or agency will submit each request, pay each fee and receive the official approvals. Treat an application receipt as evidence of an application, not automatically as evidence that all work authorisation has been issued. MOHRE: new domestic-worker work permit
Responsibilities continue after arrival
The household employer's obligations include lawful wages, suitable accommodation, work tools, healthcare and respectful treatment, subject to the relevant employment model. The worker is entitled to keep their identification documents. Paying an agency to assist with administration does not remove the employer's legal responsibilities. Federal Decree-Law 9/2022, Article 11
For covered permit issuance and renewal, valid health insurance must be provided under the 2026 insurance resolution. The worker must not be charged the insurance subscription or renewal premium. Identify the responsible payer in your agreement without treating this legal duty as proof of a package inclusion. Ministerial Resolution 504/2026, Articles 1–3, PDF pp. 1–2
If the employer changes
A worker may move to another employer under the applicable Ministry requirements. The law preserves the original employer's rights within that process and contains specific travel-cost consequences when the worker lawfully takes another job. An informal handover between households is not the required transfer procedure. Federal Decree-Law 9/2022, Article 21
Before signing, obtain a written responsibility list covering permits, wages, insurance, accommodation, leave, cancellation and any proposed transfer. Keep copies of the approved contracts and approvals.
For INAYA assistance, use this practical request: contact INAYA to confirm the support available for your case, applicable requirements and fees. Do not assume that an agency will submit an application, obtain approval or act as employer without confirming the actual arrangement.