The UAE has implemented a significant update to its labour regulations, marking another step toward ensuring financial fairness, transparency, and protection for domestic workers across the country. The Ministry of Human Resources and Emiratisation (MOHRE) has officially confirmed that the Wage Protection System (WPS) is now mandatory for specific categories of domestic workers, strengthening accountability for timely salary payments and improving labour conditions across homes in the UAE.
WPS Becomes Mandatory for Selected Domestic Worker Roles
As of April 1, 2025, employers are now required to use the Wage Protection System to pay wages for five specific categories of domestic workers: private trainers, private teachers, home caregivers, private representatives, and private agricultural engineers. This decision reflects the country’s ongoing efforts to streamline wage payments and ensure consistency and fairness in the domestic employment sector.
Although the WPS has been available for other domestic worker professions for a while, it is now compulsory for the newly designated categories. Other domestic job roles remain optional but are still encouraged to use the system to promote clarity and accountability.
Understanding the Wage Protection System (WPS)
The Wage Protection System is an electronic salary payment system designed and supervised by the Central Bank of the UAE. It allows employers to transfer wages through banks, exchange houses, or financial institutions authorized by the Central Bank. By utilizing the WPS, employers can ensure that domestic workers receive their salaries on time and in compliance with UAE labour laws.
The system has long been used in the private sector and now brings domestic work more formally into the regulated economy. This update shows how the UAE continues to build a balanced framework between economic growth and social responsibility.
Legal Framework Underpinning the New Wage System
The WPS implementation for domestic workers is rooted in Federal Decree-Law No. (9) of 2022, particularly Article 15, which obligates employers to pay wages in UAE dirhams within ten working days of the due date specified in the contract. Failure to comply may result in administrative consequences, including suspension of the employer’s file.
The law is enforced under Ministerial Resolution No. (675) of 2022 and Executive Regulation No. (106) of 2022, which specify that employers who delay wage payments or fail to use the WPS may face penalties and restricted access to MOHRE services.
Timely Salary Payment Now More Transparent and Trackable
One of the key goals of the new rule is to guarantee the timely disbursement of wages. Employers are now considered late if they fail to pay within one month from the wage due date mentioned in the contract. Wages officially become due on the first day of the month following the period of work.
If an employer does not pay within two months of the due date, MOHRE may take action such as suspending the employer’s file, which would restrict their ability to hire or sponsor new workers. These measures aim to encourage timely salary payments and protect the rights of domestic workers who contribute to the functioning of homes and families across the country.
Simple and Accessible Payment Methods for Employers
To make the system efficient and user-friendly, MOHRE allows two main channels of payment through WPS: cash transfers via authorized financial institutions and electronic transfers using mobile or smart applications from these approved providers. These methods are designed to be accessible to all employers, regardless of their technological skills or location, while ensuring that every wage transaction is securely documented.
Employers can select their preferred agent or financial institution from the list approved by the UAE Central Bank. This flexibility supports a more inclusive adoption of the system and encourages compliance across all households in the country.
Documents Needed for Registration in the WPS
To register in the Wage Protection System, both the employer and the domestic worker must present their Emirates ID cards. The employer must also establish a contract with a wage payment agent authorized by the Central Bank. This straightforward process ensures that all parties are identifiable, which helps the Ministry monitor compliance and intervene where necessary.
MOHRE continues to send regular notifications to employers to remind them about their obligations, promoting awareness and easing the transition into the new system.
Exemptions and Special Conditions for Non-Compliance
Not all domestic workers are immediately required to be registered in the system. Some exceptions apply. For example, if a domestic worker is in the first 30 days of their employment contract, they are temporarily exempt. Likewise, if there is an ongoing labour dispute or if the worker has an “absconding” report filed against them, the wage transfer requirement may be suspended until the situation is resolved.
These exemptions are designed to acknowledge real-world complexities without compromising the overall goal of fairness. They reflect the UAE’s balanced approach to legislation—firm yet flexible when necessary.
Wider Positive Impact on the UAE Labour Ecosystem
The adoption of WPS for domestic workers reflects the UAE’s continued efforts to modernize its labour systems. It demonstrates that the country is committed to aligning its domestic employment laws with best practices seen in advanced economies. The initiative supports the broader UAE Vision of promoting justice, human dignity, and sustainable growth.
By embracing a system that promotes wage transparency and protects vulnerable groups, the UAE is reinforcing its image as a country that values every contributor to its society. Domestic workers, many of whom leave their own families behind to work in the UAE, now receive improved assurance that their work will be compensated on time and through secure means.
Building Stronger Employer–Employee Relationships in the Home
The relationship between domestic workers and employers is deeply personal, built within the homes of UAE residents. The WPS strengthens this relationship by reducing uncertainty, removing disputes over wage delays, and building trust through documented payments.
Employers benefit as well, since the WPS provides them with a clear record of wage transfers, which can serve as proof of compliance with national laws. This transparency not only protects employees but also shields employers from potential misunderstandings or legal complications.
A Step Forward in Fair Employment Practices
With the introduction of mandatory WPS registration for key domestic worker professions, the UAE has reaffirmed its commitment to safeguarding the rights of all workers—regardless of their job title or place of work. This initiative helps create a more organized and equitable employment landscape, reflecting the nation’s values of fairness, accountability, and continuous development.
The Ministry of Human Resources and Emiratisation has taken proactive steps to ensure that both employers and employees understand their responsibilities under the law. Through its emphasis on digital systems, accessible payment platforms, and legal clarity, the UAE is building a future where every worker’s contribution is recognized, documented, and protected.
If you’re a resident of the UAE who employs domestic workers, understanding and complying with the Wage Protection System is now more than a recommendation—it’s a legal and ethical responsibility. In doing so, residents also contribute to a broader vision of fairness and equality that defines the spirit of the United Arab Emirates.
