The Ministry of Labour in a Tweet, has listed the most prominent features, conditions and procedures for licensing the recruitment of domestic workers from abroad, which will enter into force on Saturday, 8 January 2022.

انفوغرافك |
أبرز ملامح قرار سعادة وزير العمل ، بشأن تنظيم شروط وإجراءات الترخيص باستقدام العمال من الخارج لحساب الغير ، والذي سيدخل حيز التنفيذ يوم السبت الثامن من يناير الجاري .#MOLQTR pic.twitter.com/PYhwYF4Ipl

— وزارة العمل (@MOLQTR) January 6, 2022

• According to this decision, recruitment agencies are obligated to guarantee the domestic worker an additional period of 6 months, starting immediately after the end of the preliminary probation period (3 months), bringing the total probation period to 9 months.
• To take advantage of the new guarantee, the contract must be signed by employer after 8/1/2022.
• During the additional probationary period, the owner of the labour recruitment office is obligated to return the amounts paid by the employer, minus 15% of the total amount due, for each month the domestic worker spent during the additional probation period, with deduction of the government fees incurred by the office, in the following cases:
  • Employee's refusal to work.
  • Employee's illness with a critical disease.
  • Employee quits.
  • Violation of the terms of contract by the employee.

The conditions that must be adhered to in the recruitment contracts between the employer and recruitment agencies:

The employer has the right to set the conditions he deems appropriate in the recruitment contract between him and the office, provided that the following conditions are included:

• The type and nature of the work agreed upon.
• Duration of the contract.
• Any other conditions to be agreed upon, provided that the labor law is not violated.
• The value of the wage accepted by the worker.

The employer has the right to determine the recruitment period in agreement with the office, and the period begins immediately on the next day from the date of the contract.

To preserve the rights of the employer, he must obtain the contract certified by the recruitment office immediately after signing the contract.

The labour recruitment office is obligated to pay compensation to the employer in the amount of (1%) of the agreed-upon amount for each day of delay in the event of exceeding the period agreed upon in the contract for the arrival of the domestic worker.

Source: Ministry of Labour (Twitter)

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