“Verified” should identify a specific check, its date, who performed it and what the evidence establishes. The word alone does not mean that every background, medical, employment, language and professional check has been completed, or that future performance is guaranteed.
UAE regulation sets requirements for domestic-worker recruitment, including medical fitness, relevant professional certificates where required and a criminal-record certificate in cases specified by the Ministry. A legal requirement must be distinguished from evidence that a check has actually been completed for an individual candidate. Cabinet Resolution 106/2022, Article 4
Ask what was checked
| Check area | What useful verification establishes | What it does not establish by itself |
|---|---|---|
| Identity | The person matches the appropriate official record | Suitability for every household task |
| Work permission | The permit covers the actual employment arrangement | A professional nursing qualification |
| Medical fitness | The result relates to the required examination and its date | Unlimited ability to perform any care role |
| Employment history | The source and scope of a reference or documented experience | Guaranteed future performance |
| Skills and language | What was assessed and how it relates to the duties | Proficiency inferred from nationality |
| Professional credential | Issuer, category, validity and scope where relevant | Authorisation outside that credential's scope |
Use this as a request for explanation, not as a declaration that all these checks are mandatory in every case or have been performed on every candidate.
Keep the legal requirements precise
Required pre-entry medical examinations fall within the thirty days before entry under Article 5. An agency's statement that a worker is medically fit should therefore identify the relevant result and date, without exposing detailed private medical records unnecessarily. Federal Decree-Law 9/2022, Article 5
A residence visa is separate from permission to work. The worker must have a valid work permit and comply with its conditions. If the proposed role requires professional licensing, check that separately. Federal Decree-Law 9/2022, Article 12 Federal Decree-Law 9/2022, Article 4
Criminal-record certificates are required in the cases designated by the Ministry. Do not turn that conditional requirement into a claim that every agency performs a universal international background check, or that a certificate covers every country and every period. Article 4(5) also provides limited exceptions to certain agency obligations for direct named recruitment, subject to the public-interest condition. These do not exempt the worker from all medical requirements, work permission or required occupational licensing. Check the actual route. Cabinet Resolution 106/2022, Article 4
Understand the limits of evidence
A reference reflects the information its source can provide. A skills assessment reflects the tasks assessed. A certificate has a stated issuer and scope. Ask whether the evidence relates to the individual you are considering and whether it is relevant to the proposed work.
For example, a candidate with general household experience may still need instruction on your equipment. A childcare course does not automatically establish newborn specialisation. A caregiving profile does not establish a clinical nursing licence; nursing has a separate health-authority licensing process. MOHAP: licensing nursing and medical professionals, PDF p. 1
Verify without circulating sensitive records
Ask for an appropriate summary or an authorised way to confirm a result, rather than unrestricted copies of passports, identity documents or medical reports. Recruitment offices have confidentiality obligations under the regulation. Ask the contracting party to explain the authorised recipients, purpose and retention arrangements for the records. Cabinet Resolution 106/2022, Article 4
If documents must be supplied, confirm the authorised recipient and purpose. Keep your own contract and payment records securely, and avoid placing candidate documents in public groups.
A better question than “Are all workers verified?”
Ask: “For this candidate and these duties, which checks have been completed, on what dates, and what evidence can appropriately be confirmed?” Then compare that answer with the lawful occupation, contract and household needs.
Contact INAYA to request the evidence available for the individual candidate. Ask which checks were completed, their dates and limitations, and how the results can appropriately be confirmed for your proposed duties.