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The Ministry of Human Resources and Emiratisation requires employers to file an absconding report once a domestic worker has remained absent for more than seven consecutive days without any contact or known location. Sponsors should first make reasonable efforts to locate the individual before submitting the report, the ministry’s official service description states. Failure to notify authorities promptly can result in legal accountability for the employer, a point the Dubai Public Prosecution has repeatedly stressed in past guidance. The process forms part of federal regulations governing domestic labour that aim to balance worker rights with sponsor responsibilities.
Employers outside Dubai begin the procedure by logging into the MOHRE website or smart application with UAE Pass credentials, according to the ministry. They then select the absence from work report under domestic worker services and input the employee’s full name, passport number, Emirates ID, unified number, nationality, date of birth and the precise date the absence started. Supporting documents such as copies of the passport or visa must be attached where available, and the transaction carries a fee of 315 dirhams excluding taxes and commissions, MOHRE figures show. The service typically completes within two working days, after which applicants receive confirmation through the same channels.
In Dubai the equivalent process runs through the General Directorate of Residency and Foreigners Affairs rather than MOHRE, local residency authorities have confirmed. Submissions can be made at the Al Aweer Public Services Section or any Amer Centre for a fee ranging between 100 and 141 dirhams depending on the location, GDRFA data places. Once accepted the report flags the worker across UAE immigration databases, increasing the likelihood of detention at borders or security checkpoints until the matter is resolved. Employers must also pursue separate cancellation of the work permit to finalise the case.
A federal decree-law amending domestic workers regulations, issued in 2024, shifted dispute resolution from the Court of Appeal to the Court of First Instance, the UAE government announcement stated. Under the updated rules the Ministry of Human Resources and Emiratisation first attempts amicable settlement, referring unresolved cases to court with a summary memorandum if necessary. Ministry decisions on claims not exceeding 50,000 dirhams carry executive force, although parties retain the right to challenge them in the Court of First Instance within 15 working days.
The UAE Labour Market Observatory, maintained by MOHRE, supplies broader context on domestic worker employment including access to healthcare and complaint resolution statistics. The observatory’s platform at observatory.mohre.gov.ae allows employers to review labour laws and available communication channels such as the toll-free number 80084, official ministry publications note. Domestic workers form a substantial portion of the expatriate workforce, and structured reporting mechanisms help prevent disputes from escalating while protecting all parties under existing legislation.
Additional support is available through MOHRE service centres, the Tawseel platform or the call centre at 600590000, the ministry has indicated. Employers can also track application status via the website, smart app or chatbot service once a reference number has been issued. These digital tools reflect ongoing efforts to simplify administrative procedures across the labour sector.
