Domestic Worker EOSB Rights — UAE & Saudi Arabia (Maids, Nannies, Drivers)

One of the most common misconceptions in the Gulf is that domestic workers — maids, nannies, drivers, cooks, gardeners, and private security guards — are not entitled to End of Service Benefits. This is wrong.

Both the UAE and Saudi Arabia have enacted specific legislation confirming that domestic workers are entitled to gratuity payments when their employment ends. The laws differ from the standard labour codes that cover private-sector employees, but the core right to an end-of-service payment is firmly established.

If you are a domestic worker (or an employer of one), this guide explains exactly what the law says, how the gratuity is calculated, and what to do if the employer refuses to pay.

The UAE regulates domestic workers under Federal Decree-Law No. 9 of 2022 Concerning Domestic Workers, which replaced the earlier Federal Law No. 10 of 2017. This law applies to all domestic workers employed in private households in the UAE, including:

• Housemaids and cleaners
• Nannies and babysitters
• Private drivers
• Cooks
• Gardeners
• Private nurses and caregivers
• Private guards

Key Rights Under the Law

• End-of-service gratuity — Article 19 confirms the right to gratuity upon contract completion or lawful termination
• Maximum working hours — 12 hours per day, with rest breaks (Article 11)
• Weekly rest day — At least one paid day off per week (Article 12)
• Annual leave — 30 days paid leave per year (Article 13)
• Sick leave — Up to 30 days per year (first 15 days fully paid, next 15 at half pay) (Article 14)
• Repatriation ticket — Employer must provide a return ticket at end of contract (Article 15)
• Decent accommodation — Employer must provide suitable food, accommodation, and clothing (Article 8)

EOSB Calculation for UAE Domestic Workers

The gratuity calculation for domestic workers under Federal Decree-Law No. 9 of 2022 follows a formula consistent with the general employment framework:

For example, a domestic worker earning AED 2,500 per month who has worked for 4 years and 6 months:

Contract Requirements

All domestic worker contracts in the UAE must be standard-form contracts issued through the MoHRE system or through an approved Tadbeer centre. The contract must specify salary, working hours, leave entitlements, and duties. A domestic worker without a written contract is still entitled to EOSB — the law applies regardless of documentation.

In Saudi Arabia, domestic workers are governed by the Domestic Workers Regulations issued under Council of Ministers Resolution No. 310 of 2013 (also known as the Household Regulation). This regulation applies to workers employed in private households, including:

• Housemaids
• Private drivers
• Nannies and babysitters
• Cooks
• Gardeners
• Private guards
• Family nurses

Key Rights Under the Regulation

• End-of-service benefit — Article 16 confirms entitlement to a lump-sum payment at the end of the contract
• Working hours — Maximum 15 hours per day with rest (Article 6)
• Weekly rest — At least one day off per week (Article 7)
• Annual leave — 30 days paid leave per year after 2 years of service (Article 8)
• Sick leave — Up to 30 days per year (Article 9)
• Medical care — Employer must provide medical insurance or cover treatment costs (Article 5)
• Decent accommodation and food — Employer must provide appropriate housing, food, and clothing (Article 5)
• Return ticket — Employer must pay repatriation at end of contract (Article 12)

EOSB Calculation for KSA Domestic Workers

The end-of-service benefit for domestic workers in KSA is calculated as follows under Article 16:

For example, a domestic worker earning SAR 2,000 per month who has worked for 6 years:

Although domestic workers have EOSB rights, there are important differences compared to standard private-sector employees. Understanding these helps set realistic expectations.

Domestic workers are among the most vulnerable to labour violations in the Gulf. If you are a domestic worker (or know one) whose rights are being denied, here is what you can do.

Most Common EOSB-Related Violations

• Refusing to pay EOSB entirely — Some employers claim domestic workers "are not covered." This is false under both UAE and KSA law.
• Deducting recruitment costs from EOSB — Illegal. The employer bears all recruitment and visa costs.
• Withholding passport — Illegal in both countries. Passport confiscation is a criminal offence in the UAE (Article 24 of Federal Decree-Law No. 9/2022).
• Paying less than contractual salary — The EOSB should be calculated on the salary stated in the contract, not a reduced amount.
• No written contract — Even without documentation, the worker is legally entitled to EOSB. The law applies to the employment relationship regardless.
• Forcing the worker to sign a "final settlement" waiver — These waivers are often unenforceable, especially if the worker signed under duress or without understanding the language.

UAE: How to File a Complaint

KSA: How to File a Complaint

Use our Demand Letter Generator to create a formal written demand before filing a complaint — it strengthens your case significantly.

Both the UAE and KSA have established official platforms to regulate the domestic worker market, improve contract transparency, and provide dispute resolution channels.

Tadbeer Centres — UAE

Tadbeer centres are licensed by MoHRE and serve as regulated intermediaries for hiring, managing, and resolving disputes involving domestic workers in the UAE.

• What they do: Recruit domestic workers, issue standardised contracts, handle payroll, manage disputes, and provide replacement workers if needed
• Contract protection: All Tadbeer contracts include EOSB entitlement by default. The centre ensures the employer pays gratuity at the end of the contract
• Dispute resolution: If a domestic worker hired through Tadbeer has an EOSB dispute, the centre mediates first. If unresolved, MoHRE takes over
• Temporary and permanent options: Tadbeer offers both part-time (temporary) and full-time (permanent) domestic worker arrangements
• Worker protections: Tadbeer centres must provide insurance, accommodation (for workers between jobs), and legal support

Tip: If you are hiring a domestic worker in the UAE, using a Tadbeer centre provides more legal protection for both parties than a private arrangement.

Musaned Platform — KSA

Musaned (musaned.com.sa) is the Saudi Ministry of Human Resources and Social Development's (HRSD) official platform for managing all domestic worker affairs.

• Contract registration: All domestic worker contracts must be registered on Musaned. This creates a digital record that includes salary, duties, and duration
• Visa processing: Domestic worker visas are issued through the platform
• Salary tracking: Musaned tracks salary payments. Late or missed payments trigger alerts to HRSD
• Complaint filing: Workers and employers can file disputes directly through the platform. Cases are referred to Domestic Worker Dispute Settlement Committees
• Transfer of sponsorship: Domestic workers can request transfer to a new employer through Musaned if conditions are met
• EOSB calculation: The platform records the employment period, which is used to calculate the end-of-service benefit upon contract termination

Domestic workers often work in private homes with no HR department, no payslips, and no colleagues as witnesses. This makes documentation critically important from day one.

What to Save (From the Start of Employment)

• Employment contract — Take a photo/scan on your first day. Email it to yourself. If your employer won't provide a copy, note the date you asked
• Salary records — Screenshot bank transfers, keep pay envelopes, or note payments in a diary with dates and amounts
• Start date evidence — Your visa stamp, entry stamp in passport, or any communication (WhatsApp message, email) confirming your start date
• Work duties — If your actual duties differ from the contract (e.g., you were hired as a nanny but also cook and clean for the entire household), document this
• Communication records — Save all WhatsApp messages, text messages, and voice notes from your employer. These are admissible as evidence in both UAE and KSA
• Photos of living conditions — If your accommodation or working conditions are substandard, photograph them. Date-stamped photos carry weight in complaints

At the End of Employment

• Do not sign anything you don't understand. Ask for translation. You have the right to have documents explained in your language
• Calculate your own EOSB using our UAE or KSA calculator before accepting any final settlement
• Get the final settlement in writing. If your employer pays EOSB in cash, insist on a signed receipt showing the amount and what it covers
• Do not surrender your passport until your flight day. If your employer insists on holding your passport, report it immediately
• Contact your embassy before leaving if you believe you have been underpaid. It is much harder to pursue a claim once you leave the country

Evidence Checklist

Domestic work has unique characteristics that affect EOSB entitlements. Here are situations that frequently arise.

Part-Time and Hourly Workers

In the UAE, domestic workers hired on an hourly or part-time basis through Tadbeer centres may have different EOSB arrangements. If you work for multiple households (e.g., 3 days per week for one family, 2 days for another), your EOSB is calculated per employer based on the hours and salary agreed in each contract.

Contract Renewal and Continuous Service

If your contract is renewed (common in 2-year cycles), your service is considered continuous for EOSB purposes. An employer cannot reset your service clock by issuing a new contract. If you have worked for the same family for 8 years across 4 contract renewals, your EOSB is calculated on 8 years of service.

Transfer Between Sponsors

If you transfer from one employer to another (via Musaned in KSA or MoHRE in UAE), your EOSB from the previous employer must be settled before the transfer completes. The new employer's EOSB clock starts fresh from the transfer date.

Death of the Employer

In both UAE and KSA, the death of the employer does not extinguish your EOSB claim. The estate (heirs) are responsible for settling all outstanding worker entitlements, including EOSB. If the family refuses to pay, file a complaint through the normal channels.

Worker Absconding

If a domestic worker is reported as "absconding" by the employer, this can affect EOSB entitlement. However, under both UAE and KSA reforms, workers now have channels to contest false absconding reports. In the UAE, contact MoHRE immediately. In KSA, file a counter-report on Musaned.

Live-In vs Live-Out Workers

Whether you live in the employer's home or commute from your own accommodation does not affect your EOSB calculation. The gratuity is based on salary and length of service, not living arrangements.