An editorial published by The National on 27 February highlights a renewed enforcement drive against unlicensed employment brokers who target both domestic workers and the UAE households that employ them. Under amendments to Federal Law 10-2017, anyone recruiting staff without a licence, charging workers placement fees or misusing work permits now faces fines ranging from Dh50,000 to Dh200,000 and possible jail terms.
While most licensed agencies comply with the rules, authorities say a minority exploit gaps between source and destination countries, luring workers with false promises and leaving employers without legal sponsorship. Recent cases include a Dubai resident who lost Dh10,000 to scammers posing as a recruitment office and several workers abandoned without visas after paying illegal fees abroad.
Against this backdrop, VisaHQ’s specialists can be a practical ally. Through its UAE portal (https://www.visahq.com/united-arab-emirates/), the platform provides up-to-date checklists, application tracking and document-preparation support for domestic staff and their employers, ensuring compliance with MoHRE requirements and helping users steer clear of unlicensed intermediaries.
![UAE steps up clamp-down on rogue recruiters to protect domestic workers and sponsoring families]()
The Ministry of Human Resources and Emiratisation (MoHRE) has responded by shutting down offending agencies, publishing their names and referring owners to the Public Prosecution. The editorial notes that the UAE takes a “humane view” when resolving workers’ status—echoing the 2024 visa-amnesty precedent—but warns households that hiring through informal channels could expose them to hefty penalties.
For global mobility managers, the crackdown underscores the importance of using MoHRE-approved Tadbeer centres or licensed Dubai Domestic Worker Service (DDWS) providers when arranging household staff for expatriate assignees. Companies offering relocation benefits are advised to audit third-party vendors and include proof of MoHRE registration in their compliance files. Failure to do so could invalidate residence-permit applications connected to the worker and jeopardise the sponsoring employee’s own immigration status.
The editorial concludes that publicity around prosecutions is intended as both a deterrent and a reassurance—signalling that, while opportunities exist for abuse, the legal framework is robust and being actively enforced.
While most licensed agencies comply with the rules, authorities say a minority exploit gaps between source and destination countries, luring workers with false promises and leaving employers without legal sponsorship. Recent cases include a Dubai resident who lost Dh10,000 to scammers posing as a recruitment office and several workers abandoned without visas after paying illegal fees abroad.
Against this backdrop, VisaHQ’s specialists can be a practical ally. Through its UAE portal (https://www.visahq.com/united-arab-emirates/), the platform provides up-to-date checklists, application tracking and document-preparation support for domestic staff and their employers, ensuring compliance with MoHRE requirements and helping users steer clear of unlicensed intermediaries.
The Ministry of Human Resources and Emiratisation (MoHRE) has responded by shutting down offending agencies, publishing their names and referring owners to the Public Prosecution. The editorial notes that the UAE takes a “humane view” when resolving workers’ status—echoing the 2024 visa-amnesty precedent—but warns households that hiring through informal channels could expose them to hefty penalties.
For global mobility managers, the crackdown underscores the importance of using MoHRE-approved Tadbeer centres or licensed Dubai Domestic Worker Service (DDWS) providers when arranging household staff for expatriate assignees. Companies offering relocation benefits are advised to audit third-party vendors and include proof of MoHRE registration in their compliance files. Failure to do so could invalidate residence-permit applications connected to the worker and jeopardise the sponsoring employee’s own immigration status.
The editorial concludes that publicity around prosecutions is intended as both a deterrent and a reassurance—signalling that, while opportunities exist for abuse, the legal framework is robust and being actively enforced.
