Essential Employer Obligations for Proving Domestic Worker Payments in the UAE

In the UAE, employers have specific obligations to prove that they are paying their domestic workers according to the law. These obligations are part of the broader legal framework that protects domestic workers' rights, ensuring they receive their salaries in full and on time. Here are the key obligations:

1. Payment Through Approved Channels:

Employers must pay domestic workers through official, traceable channels. This is typically done through bank transfers to the worker's bank account. Cash payments are generally discouraged because they are difficult to prove.
The UAE's Wage Protection System (WPS) is not mandatory for domestic workers as it is for other categories of workers, but using similar methods of payment that allow for easy verification (such as bank transfers) is highly recommended.

2. Documentary Evidence:

Employers must maintain proof of salary payments, such as bank statements, salary slips, or payment receipts, which show that the salary has been paid as per the agreed terms in the employment contract.
These records should clearly indicate the amount paid, the date of payment, and the period covered by the payment.

3. Signed Receipts:

If payment is made in cash (though this is not recommended), employers should obtain signed receipts from the domestic worker for every payment. The receipt should include the amount paid, the date of payment, and the period it covers.
It’s advisable to have the receipt in a language the domestic worker understands.

4. Compliance with Contractual Terms:

Employers must ensure that payments align with the contractual terms agreed upon, including the amount, frequency, and any additional benefits. The employment contract serves as a key document that both parties can refer to in case of any disputes regarding payments.

5. Reporting and Responding to Complaints:

If a domestic worker files a complaint with the relevant authorities regarding non-payment or delayed payment of wages, the employer must provide evidence of payments made. This would include bank transfer records, signed receipts, or any other proof of payment.

6. Record-Keeping:

Employers should keep records of all payments for at least one year after the employment relationship ends. These records can be crucial if there are any disputes or claims related to salary payments.

7. Adherence to Deadlines:

Salaries must be paid on time, typically at the end of each month or on the date specified in the employment contract. Delays in payment can result in legal action by the domestic worker or penalties for the employer.

8. Providing a Pay Slip:

While not mandatory, providing a monthly pay slip that details the salary, any deductions, and the net amount paid is good practice. It helps in maintaining transparency and serves as evidence of compliance with payment obligations.

By fulfilling these obligations, employers/families can ensure they are in compliance with UAE labor laws and protect themselves against potential disputes or legal issues regarding the payment of domestic workers.