The Ministry of Human Resources and Emiratisation (MoHRE) has affirmed that lawsuits filed by domestic workers are exempt from all judicial fees at all stages of litigation and are heard urgently, in accordance with the provisions of the law.

No judicial fees would be collected from domestic workers when filing a lawsuit, it added, noting that no lawsuit would be heard regarding any of the rights arising under the provisions of the law after three months have passed from the date of termination of the employment relationship.

If a dispute arises between a domestic worker and a recruitment agency and they fail to settle it amicably, they must refer it to the MoHRE, which will take legal measures to settle the dispute amicably; otherwise, the dispute would be referred to the competent court, it said.

If a dispute arises between an employer and a domestic worker, however, and they fail to resolve it amicably, they must refer it to the MoHRE, which would take whatever measures it deems appropriate to resolve the dispute amicably; otherwise, the dispute would be referred to the competent court, it added.

The employment contract of a domestic worker is for a definite period of two years and may be renewed for a similar period, it said. If the two parties continue their work relationship after the expiry of the original two-year term, the original contract will be deemed to have been implicitly extended with the same conditions contained therein, including the term condition, it added, noting that the contract may be terminated with the consent of both parties before the expiration of its term.

The domestic worker or the employer has the right to terminate the employment contract unilaterally if the other party fails to fulfill his obligations, it said.

If the employer has terminated the employment contract for a reason not attributable to the domestic worker, the former is obligated to provide a flight ticket for the latter to return to his country and to pay any other dues owed to the domestic worker, it added.

If the contract is terminated by the domestic worker after the probation period for reasons attributable to him, the obligations will be as specified in the following cases:

If the domestic worker is recruited by name/direct recruitment, the domestic worker will bear the cost of his return to his country and any other dues to the employer will be paid by the domestic worker. If the domestic worker is unable to bear the cost of his return to his country, the employer will bear this cost. If the domestic worker is recruited through a recruitment agency, the agency will bear the cost of returning the domestic worker to his country.