UAE Gratuity for Domestic Workers: What the Law Actually Says in 2026

If you're a domestic worker in the UAE — or you employ one, whether as a nanny, housekeeper, driver, or caregiver — you may have noticed that gratuity information for this category of employment is far less clear-cut than the standard private-sector rules most articles describe. That's not an accident. Domestic workers in the UAE are governed by a completely separate legal framework from other private-sector employees, and recent legal changes have actually made the gratuity picture more uncertain, not less.

This guide walks through what the law currently says, what changed in 2022, and what domestic workers and employers should realistically expect regarding end-of-service benefits.

Domestic Workers Are Not Covered by the Standard Labour Law

It's important to understand upfront that domestic workers in the UAE — including housemaids, nannies, drivers, gardeners, cooks, and similar household roles — are not governed by Federal Decree-Law No. 33 of 2021, which is the standard labour law covering most private-sector gratuity rules discussed elsewhere. Instead, domestic workers fall under their own dedicated legislation, which has changed significantly in recent years.

What the Old Law (2017) Said About Gratuity

Under the previous domestic workers law, Federal Law No. 10 of 2017, gratuity was clearly defined. Article 26 of that law specified a straightforward formula:

Gratuity = 14 days of basic salary for each year of service

This was notably different from the standard private-sector formula (21 days for the first 5 years, 30 days after), reflecting the different nature of domestic work arrangements. Under this older law, a worker who completed at least one year of continuous service was entitled to gratuity upon termination, with partial years calculated proportionally.

What Changed: The 2022 Law

In December 2022, Federal Decree-Law No. 9 of 2022 replaced the 2017 law entirely. This is where the situation becomes genuinely uncertain: the new law does not include a specific gratuity calculation formula. Article 22 of the 2022 law only references the possibility of future ministerial decisions on the matter, without providing the calculation method itself.

As of now, no such implementing regulation with a specific formula has been issued. This means domestic workers and employers are currently operating without clear, codified guidance on exactly how gratuity should be calculated under the current law — a significant gap compared to the clarity that existed under the 2017 law.

So Are Domestic Workers Still Entitled to Gratuity?

This is genuinely a gray area, and it's important to be transparent about the uncertainty rather than presenting a false sense of clarity. Based on available information:

• The 2022 law does not explicitly cancel the right to end-of-service benefits, but it also doesn't provide a formula for calculating them.
• Some legal commentators argue the older 14-days-per-year calculation may still serve as a reasonable reference point, since Article 31 of the newer law contains provisions that could be interpreted as preserving prior entitlements in some circumstances.
• Other guidance suggests that, without a specific formula in force, gratuity for domestic workers isn't currently a clearly enforceable right in the same way it is for standard private-sector employees.

Given this ambiguity, the most reliable approach for both domestic workers and employers is to check directly with MOHRE for the most current official guidance, since this is an evolving area of law rather than a settled one.

What This Means in Practice

For Domestic Workers

If your employment contract explicitly includes an end-of-service benefit or gratuity clause, that contractual commitment generally stands regardless of the underlying legal ambiguity — employers can and do voluntarily commit to gratuity terms in the contract itself. If your contract is silent on the matter, it's worth having a direct conversation with your employer about expectations, since relying solely on statutory entitlement is currently less certain than it was under the 2017 law.

For Employers

Even where the law is ambiguous, clearly specifying gratuity terms in the employment contract removes uncertainty for both parties and reduces the risk of disputes. Many employers choose to continue honoring the 14-days-per-year standard from the previous law as a matter of good practice and fairness, even though it may not currently be a strict legal requirement under the 2022 framework.

Other Domestic Worker Entitlements That Still Apply

Regardless of the gratuity uncertainty, domestic workers in the UAE retain other clear legal protections under the 2022 law, including:

• Timely payment of wages — compensation must be paid within the legally specified timeframe after contract termination.
• Compensation for early termination without cause — if an employer ends a contract without valid reason, additional compensation, such as an extra month's salary, may apply.
• Protection from exploitation — clear provisions around working hours, rest periods, and workplace treatment.
• Unpaid leave exclusions — periods of unpaid absence are excluded from service calculations, consistent with the broader UAE labour framework.

How to Estimate Gratuity Using the Older Reference Formula

If you'd like a rough reference figure based on the widely used 2017-era formula (while keeping in mind its current legal status is uncertain), here's how the calculation worked:

1. Confirm the worker's basic monthly salary (excluding food, accommodation, or other in-kind benefits).
2. Divide the basic salary by 30 to determine the daily wage.
3. Multiply the daily wage by 14 days for each completed year of service.
4. Adjust proportionally for any partial year beyond a completed 12-month period.

Example: A domestic worker with a basic salary of AED 1,500 per month who completed 5 years of service would be calculated as: AED 1,500 ÷ 30 = AED 50 daily wage; AED 50 × 14 days × 5 years = AED 3,500 under the old reference formula.

This example illustrates the older methodology only — it should not be treated as a guaranteed current entitlement given the regulatory gap under the 2022 law.

Key Differences From Standard Private-Sector Gratuity

Factor	Standard Private Sector	Domestic Workers
Governing law	Federal Decree-Law No. 33 of 2021	Federal Decree-Law No. 9 of 2022
Gratuity formula specified?	Yes — clearly defined	Not currently specified in law
Historical reference rate	21/30 days per year (tiered)	14 days per year (2017 law, now uncertain)
Minimum service for eligibility	1 year	Historically 1 year; current status unclear

What to Do If You're Unsure About Your Entitlement

Given the legal uncertainty, the most practical steps for domestic workers are:

1. Review your employment contract carefully for any explicit gratuity or end-of-service benefit clause.
2. Contact MOHRE directly for the most current official position, since guidance in this area continues to evolve.
3. Keep clear records of your salary, start date, and any contract amendments throughout your employment.
4. If a dispute arises, seek guidance from MOHRE's official channels rather than relying solely on general online information, given how unsettled this specific area of law currently is.

Final Thoughts

Gratuity for domestic workers in the UAE sits in a genuinely uncertain legal position following the 2022 law reform — a notable contrast to the clear, well-defined rules that apply to standard private-sector employees. While the older 14-days-per-year formula remains a useful historical reference point, it's not a guaranteed current entitlement without a contractual commitment or updated ministerial regulation. If you're a standard private-sector employee rather than a domestic worker, the calculation rules are considerably clearer — you can check your expected payout using our free UAE Gratuity Calculator, and once you know your figure, it's worth thinking ahead to how to manage your payout effectively.

Frequently Asked Questions

Q: Are domestic workers in the UAE legally entitled to gratuity?
A: This is currently unclear. The 2022 law governing domestic workers does not specify a gratuity formula, leaving the matter in a legal gray area pending further ministerial regulation.

Q: What formula was used for domestic worker gratuity under the old law?
A: Under Federal Law No. 10 of 2017, gratuity was calculated at 14 days of basic salary for each year of service completed.

Q: Does a domestic worker's contract affect their gratuity entitlement?
A: Yes. If an employment contract explicitly includes a gratuity or end-of-service benefit clause, that contractual commitment generally applies regardless of the broader legal ambiguity.

Q: Who should I contact for official guidance on domestic worker gratuity?
A: MOHRE (Ministry of Human Resources and Emiratisation) is the appropriate authority to contact for the most current official position on this evolving area of law.