Master prompt
Domestic worker sponsorship — Tadbeer centre route
Domestic helper recruitment under Federal Law 10/2017 + MR 280/2022. Tadbeer-authorised centre route; bypasses direct sponsor recruitment.
UAEDomestic WorkerTadbeerMOHREFL 10/2017
Build a UAE domestic-worker sponsorship strategy for [SPONSOR_NAME] (salary AED [SPONSOR_SALARY_AED], emirate [EMIRATE]) recruiting a [WORKER_CATEGORY] of [WORKER_NATIONALITY] nationality via [RECRUITMENT_PATH]. §1 — LEGAL FRAMEWORK (90-120 words) Domestic workers are governed by a SEPARATE legal regime from MOHRE labour law: • Federal Law No. 10 of 2017 on Domestic Workers (replaced Decree 22/2014) • Ministerial Resolution No. 280 of 2022 on Domestic Worker Permits + Tadbeer regulation • Cabinet Resolution No. 22 of 2017 on Tadbeer centres Tadbeer is MOHRE's authorised "domestic-worker outsourcing centre" model — private centres licensed by MOHRE that recruit, train, and supply domestic workers. The 19 sponsorable domestic-worker categories include: housemaid, nanny / babysitter, driver, cook, gardener, watchman, farmer, personal trainer, private tutor, private nurse / health aide, private agriculture engineer, falcon trainer, horse trainer, housekeeper, parking valet, private sailor, private PRO, household labourer, and shepherd. §2 — SPONSOR ELIGIBILITY (60-80 words) • UAE resident (citizen, GCC national, or expat with valid residence visa) • Minimum AED 25,000/month family income (Dubai administrative bar) OR AED 25,000 individual salary — varies; some emirates accept AED 6,000-10,000 for single category • Adequate accommodation (separate room for the worker in many cases) • No prior absconding-domestic-worker record on the sponsor's file For [SPONSOR_NAME] at AED [SPONSOR_SALARY_AED]: confirm threshold for [WORKER_CATEGORY] (some categories like driver / gardener have lower bars). §3 — TADBEER VS DIRECT RECRUITMENT (110-140 words) Path A — TADBEER CENTRE (recommended for most sponsors): • Centre is the legal sponsor; provides worker to client family on a service contract • Trial period available (typically 6 months) • Replacement guarantee if worker leaves / underperforms • All MOHRE work-permit + GDRFA/ICP residence steps handled by centre • Centre fees: AED 12,000-30,000+ depending on nationality, category, and contract length • Reduces absconding-liability for sponsor Path B — DIRECT SPONSOR RECRUITMENT: • Sponsor takes on full employer obligations under Law 10/2017 • Sponsor recruits via authorised agency in source country (Philippines POEA, India eMigrate POE, etc.) • Costs lower upfront but full liability + paperwork on sponsor • Source countries periodically suspend direct recruitment (Philippines + Ethiopia have done so historically) Path C — TRANSFER from another sponsor: • Subject to previous sponsor's NOC + MOHRE clearance • Worker must clear any labour-ban / absconding record first §4 — RECRUITMENT-COUNTRY RESTRICTIONS (60-80 words) Bans/restrictions on direct UAE recruitment have been imposed at various times by: • Philippines (POEA) — suspensions for individual employers/agencies failing standards • Indonesia — direct domestic-worker recruitment to UAE generally restricted • Ethiopia — periodic moratoria • Sri Lanka — Bureau of Foreign Employment (SLBFE) age + skill requirements Indian domestic workers: female workers aged 30+ via eMigrate POE registration; many states (Kerala, AP, TN) have additional permissions. Verify current source-country status before quoting [WORKER_NATIONALITY] recruitment. §5 — DOCUMENTS + PROCESS (90-120 words) Tadbeer centre route: (1) Client family signs service contract with Tadbeer centre (2) Pay centre fee + government work-permit fee (~AED 2,000-5,000) + medical + Emirates ID (3) Centre files work permit with MOHRE + entry permit with GDRFA/ICP (4) Worker arrives; medical fitness test; Emirates ID; residence stamping (5) Service contract live; worker performs at client home; centre handles payroll + leave + insurance Sponsor-side documents: □ Passport + Emirates ID + residence visa page □ Salary certificate + bank statements □ Tenancy contract (adequate accommodation evidence) □ Family information (spouse + children Emirates IDs if any) □ Service contract signed with Tadbeer centre §6 — WAGES + WELFARE (60-80 words) Federal Law 10/2017 mandates: • Written contract in language worker understands • Monthly wage paid through WPS (Wage Protection System) extended to domestic workers (2022+) • Weekly rest day (paid) • 30 days annual leave • Healthcare insurance • End-of-service gratuity (21 days basic pay per year, 30 days after 5 years — same formula as MOHRE workers) • Return air ticket on contract end Minimum-wage rates set bilaterally by source-country embassies (e.g., Philippines AED 1,400+, India AED 1,500+ for female housemaids — verify current). §7 — KEY RISKS (40-60 words) • Absconding cases: sponsor must report within 14-21 days or face fines + sponsorship-ban • Worker-injury liability: under Law 10/2017, sponsor responsible for medical costs • Mistreatment complaints: criminal liability + future sponsorship-ban • Source-country moratorium: worker can be repatriated mid-contract if source country acts End with: "DRAFT domestic-worker sponsorship strategy — DRAFT only. Licensed UAE legal consultant or authorised Tadbeer centre review required before filing. Source-country recruitment bans + minimum-wage rates change frequently — verify current status with the [WORKER_NATIONALITY] embassy + MOHRE on date of contract."
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