UAE Domestic Worker Gratuity Calculator

Domestic workers — including maids, housemaids, nannies, drivers, gardeners, cooks, and other household staff — represent one of the largest employment categories in the UAE. Yet their rights and entitlements are frequently misunderstood by both employers and employees. This guide explains everything you need to know about UAE domestic worker gratuity, the applicable law, and how to calculate the end-of-service benefits owed. **The Legal Framework: Federal Decree-Law No. 9 of 2022** Domestic workers in the UAE are governed by a dedicated legal framework that is entirely separate from the main private-sector labour law. The current legislation is Federal Decree-Law No. 9 of 2022 on Domestic Workers, which came into force in 2023 and replaced the earlier Federal Law No. 10 of 2017. This distinction matters: if you are searching for "maid gratuity rules UAE" or "domestic worker labour law UAE," you need to reference the domestic workers law specifically, not the general labour code. The 2022 law explicitly recognises end-of-service gratuity as an entitlement. However, it defers the precise "systems and mechanisms for calculating and paying the end-of-service gratuity" to a future Cabinet of Ministers decision. In practice, MOHRE guidance and most employers continue to apply the 14-days-per-year formula established under the 2017 law. This calculator uses that formula while clearly disclosing the legal status. **Gratuity for Domestic Workers: The 14-Day Formula** The widely applied formula for domestic worker gratuity in the UAE is: **Gratuity = (Basic Monthly Wage ÷ 30) × 14 × Years of Service** Key rules: - Minimum 1 full year of continuous service required - Calculation is based on basic wage only — food allowance, housing allowance, and other benefits are excluded - Partial years beyond the first are pro-rated on a daily basis - The reason for termination affects the entitlement (see below) **Example:** A housemaid with a basic salary of AED 1,500/month who has worked for 3 years: - Daily wage = AED 1,500 ÷ 30 = AED 50/day - Gratuity = AED 50 × 14 days × 3 years = **AED 2,100** **How Termination Reason Affects Domestic Worker Gratuity in UAE** Unlike the main private-sector law (which equalised resignation and termination under the 2021 reform), domestic worker gratuity may vary based on how the employment ends: | Reason | Gratuity Entitlement | |---|---| | Contract completed / mutual end | Full entitlement | | Employer terminates without cause | Full entitlement | | Worker resigns — valid reason (employer breach) | Full entitlement | | Worker resigns — no valid reason, < 3 years | ~1/3 of full entitlement | | Worker resigns — no valid reason, 3–5 years | ~2/3 of full entitlement | | Worker resigns — no valid reason, 5+ years | Full entitlement | | Termination for serious misconduct | Possible forfeiture | These distinctions mirror the pre-2022 practice and MOHRE's Domestic Workers Dues Calculator approach. **Other Entitlements at End of Service** Gratuity is not the only financial entitlement a domestic worker has at the end of their contract. UAE law also provides for: *Annual Leave Encashment:* Domestic workers are entitled to 30 days of paid annual leave per year of service under the 2022 law. If any leave has accrued but not been taken at the time of departure, the employer must pay the cash equivalent. This is calculated as the daily wage multiplied by the number of unused leave days. *Repatriation Costs:* The employer is legally responsible for funding the domestic worker's return to their home country upon contract termination (unless the worker is immediately joining another employer or leaving for their own reasons). This includes the cost of an air ticket. *Outstanding Wages:* Any unpaid wages, overtime, or agreed allowances must be settled in full. *Payment Deadline:* All financial entitlements must be paid within 10 days of the contract end date. Delays entitle the worker to file a complaint with MOHRE. **What is Excluded from the Gratuity Base?** Gratuity is calculated solely on the basic wage. The following are explicitly excluded: - Food allowance - Housing (if provided as cash allowance) - Transport allowance - Any in-kind benefits (accommodation, meals provided in the home) - Overtime pay This means if an employer pays a "package" that bundles several elements, only the documented basic wage component is used for the gratuity calculation. Workers and employers should ensure employment contracts clearly state the basic wage to avoid disputes. **Nanny Gratuity UAE & Other Household Roles** The same rules apply whether the worker is a live-in maid, a part-time housemaid, a nanny, a driver, a gardener, a cook, or any other domestic worker category registered under the MOHRE domestic worker framework. The 2022 law covers all these roles uniformly. One important note for part-time domestic workers: their entitlements are calculated on a prorated basis relative to actual working hours or days, in line with how their wage is structured. **Registering Contracts and Resolving Disputes** All domestic worker employment contracts in the UAE must be registered through the MOHRE-approved Tadbeer centres or similar channels. A written contract in both Arabic and the worker's native language is required. This protects both parties if a dispute arises over entitlements. If a dispute arises regarding gratuity for a maid in the UAE, or any other domestic worker end-of-service matter, the recommended steps are: 1. Attempt an amicable settlement directly 2. File a complaint with MOHRE through the official portal or call centre 3. Use MOHRE's official Domestic Workers Dues Calculator as a reference 4. If unresolved, the matter may be referred to the competent court **How to Use This Calculator** Enter the basic monthly salary (excluding allowances), select the employment start and end dates, choose the reason for contract termination, and optionally input unpaid leave days and unused annual leave. The calculator will produce an itemised estimate of gratuity and other dues. Use the "Try sample" button to see how a typical 3-year contract with AED 1,500 basic salary is calculated. *Important Disclaimer: This tool provides estimates based on the 14-days-per-year formula commonly applied in practice and referenced by MOHRE guidance. Federal Decree-Law No. 9 of 2022 defers the exact official formula to a future Cabinet decision. This is not legal advice. Always verify entitlements with MOHRE directly or consult a qualified legal professional for your specific case.*