Tadbeer Domestic Worker Centres

Source-country bans are periodic. Wait for lift, or select a different nationality. Tadbeer centre will hold the package fee or refund per their terms.

Most packages include 1-2 replacements within 2-year window. Open replacement claim at Tadbeer with reason.

Sponsor agrees or refuses. With consent, Tadbeer facilitates transfer for a fee. Without consent, worker must establish breach ground at MOHRE.

File absconding report at Tadbeer immediately. Triggers MOHRE/police record. Package fee is forfeit; no further sponsor obligations.

MOHRE mediates. The Tadbeer contract is the legal record; review the renewal/termination clauses.

Part-time and full-time permits are separate. Cancel part-time first, then file full-time via Tadbeer.

Typically two to four weeks from sponsor's document submission to the worker's arrival in the UAE, assuming all paperwork is in order and the worker's country processing is on schedule. Filipino workers may take longer because of the additional POLO verification.

Income thresholds vary by emirate and household composition, but generally the sponsoring family must show a monthly income of AED 6,000-25,000 depending on the emirate and the number of dependents already on the file. Confirm with the specific Tadbeer centre as they apply the relevant emirate's rules.

Yes. Tadbeer covers the full domestic worker category under Federal Law No. 9 of 2022, which includes maids, nannies, cooks, drivers, gardeners, security guards (for households), and personal carers. Each has its own MOHRE job code.

One paid rest day per week, paid annual leave (typically 30 days), end-of-service gratuity, medical insurance paid by the employer, accommodation and food in line with UAE standards, retained passport, and a written MOHRE-registered contract. Salary must be paid monthly, on time, into a bank account.

Tadbeer typically offers a trial period (commonly 3 months) during which the worker can be replaced. After the trial period, ending the contract requires either a mutual agreement, a transfer to another sponsor with NOC, or a final settlement that includes the gratuity. Discuss the trial-period terms before signing.

No. Federal Law No. 9 of 2022 explicitly prohibits any sponsor from confiscating a worker's passport. The worker keeps the passport; the sponsor can offer a safe in the home but cannot hold the document. Breaches can be reported to MOHRE.

The visa is renewed at any Tadbeer centre 60-30 days before expiry. Documents required are the sponsor's Emirates ID and passport, the worker's passport and current Emirates ID, a valid medical fitness certificate, and the renewed health insurance policy. The fee schedule depends on the emirate and worker category.

Direct hire (the older 'sponsor-hire-directly' model) is being phased out; Tadbeer is now the primary authorised channel. Under Tadbeer the centre is the legal employer of the domestic worker on paper, the sponsor pays a package fee, and the worker is placed with the sponsor's household under a defined contract. The sponsor pays the package (AED 15,000-30,000+ for two years) up-front or in installments. Advantages: training is included, insurance is bundled, return ticket and disputes are handled by the centre, replacement is available if the worker is unsuitable. Disadvantages: higher up-front cost than older direct-hire model, less flexibility on contract terms. For most UAE families in 2026 Tadbeer is the only realistic legal path; direct hires from source countries are largely closed.

If the worker leaves without notice (absconds), the Tadbeer centre files an absconding report which triggers a MOHRE/police record. The sponsor is not liable for further obligations but loses the package fee paid. If the worker requests a transfer (to another household), the existing sponsor must agree to release; the Tadbeer centre facilitates the transfer for a fee. Worker-initiated transfers without sponsor consent are possible if the sponsor breached the contract (unpaid salary, abuse), but require evidence and MOHRE mediation. For the sponsor, the Tadbeer package usually includes one or two replacements within the two-year window if the original worker is unsuitable - confirm this clause before paying. Disputes at end of contract (worker wants to stay, sponsor wants to terminate) go through MOHRE.