Saudi Arabia will bar employers from passing any costs to domestic workers for recruitment, work permits, residency permits (iqama), changes of profession, or transfer of services starting in October 2025. The ban, issued through the Ministry of Human Resources and Social Development, sets out penalties for violations, including fines of up to SAR 20,000 and a three-year ban on hiring domestic workers.

Authorities stated that repeat offenders will face tougher measures, sending a clear message that fee-shifting and other abusive practices will no longer be tolerated.

Policy framework and purpose

The policy is laid out in the government’s new Guide to the Rights and Obligations of Domestic Workers, a framework designed to:

• Put workers’ rights on firm legal ground.
• Standardize employer duties across the sector.
• Stop the cycle of debt caused by recruitment fees charged to workers.

According to analysis by VisaVerge.com, the move aligns with a broader push to ensure fair treatment and decent working conditions in the domestic labor market.

Policy details and enforcement

Under the new rules, employers must cover all recruitment and permitting expenses. This includes costs tied to:

• Initial hiring and recruitment fees
• Issuance and renewal of work permits and iqama
• Any change of profession
• Transfers of services between employers

The government says any attempt to collect these costs from domestic workers is prohibited. Violators face SAR 20,000 in fines and a three-year suspension from hiring in the domestic sector; if an employer repeats the offense, the penalties increase.

The Ministry of Human Resources will be responsible for:

• Inspections and enforcement
• Handling complaints through official channels

Authorities emphasized that domestic workers are guaranteed essential labor rights under the unified employment contract, which the guide reinforces. The rules lay out a baseline of humane conditions and fair pay that employers must meet, regardless of job title or place of work.

Worker protections and daily conditions

The guide lists several protections that are now standard across the domestic sector:

• Full pay in line with the unified employment contract
• A weekly rest day and at least eight consecutive hours of daily rest
• One month of paid leave every two years
• The right to keep personal documents—including the passport and iqama—without employer interference
• Suitable accommodation, meals or a cash allowance, and healthcare coverage
• Freedom to communicate with family without restrictions

These rules address common problems in the domestic service industry, including unpaid wages, document confiscation, and round-the-clock work without rest. By explicitly stating the right to keep personal documents, the government is tackling the power imbalance that arises when employers hold passports or iqamas — a practice that can make it difficult for workers to seek help or leave abusive situations.

Recognized domestic roles

The guide clarifies the range of recognized roles in the domestic sector so protections apply across job types. These include:

• Domestic worker
• Private driver
• Educator
• Home nurse
• Home cook
• Tailor
• Butler
• House manager

Authorities may add more roles as needed to reflect the breadth of household support services and ensure protections cover various jobs performed in private homes.

Expectations for employers and agencies

Officials note this policy is part of a wider strategy to set fair standards across the labor market while maintaining clarity for employers. Key employer and agency responsibilities include:

• Covering all recruitment and permit costs (no passing fees to workers)
• Reviewing and updating recruitment agency contracts to remove unlawful clauses
• Ensuring any wage deductions comply with the unified contract and are not used to recover recruitment or permit costs
• Providing clear work schedules respecting the weekly rest day and eight hours of daily rest
• Updating internal policies on accommodation, food allowances, and healthcare coverage to meet guide standards

Contracts must clearly state that workers owe no recruitment fees, permit costs, or charges tied to transfers or profession changes.

Guidance for workers

The guide clarifies what workers can expect and what to do if those expectations are not met. Recommended steps for workers:

1. Keep copies of contracts, pay records, and proof of rest periods and leave.
2. Report withholdings of documents or attempts to collect fees to the Ministry through official complaint channels.
3. Seek support from community groups, embassies, or legal aid if assistance is needed.

Advocates stress that swift action on complaints is key, because abuse in domestic work often occurs behind closed doors and the fear of retaliation can prevent people from seeking help.

Enforcement coordination and timeline

Authorities will rely on coordinated enforcement measures:

• Inspections by the Ministry of Human Resources
• Complaint systems for workers
• Penalties to discourage violations and resolve cases quickly

The timeline gives stakeholders time to prepare: implementation begins in October 2025. Recruitment agencies must review fee structures and contracts to align with the ban. Employers and households should seek licensed recruiters for advice on compliant contracts and fair onboarding.

Broader implications and expected outcomes

While the policy targets domestic labor, it carries broader implications:

• Clear, enforceable rules can improve market stability by reducing disputes and setting predictable costs.
• Workers unburdened by debt are less likely to leave jobs suddenly, benefiting employers through a more stable workforce.
• The shift may increase transparency in the recruitment chain as agencies adjust practices to meet the law (per VisaVerge.com).

The government has urged all parties to review the official guide and follow its terms. The Ministry of Human Resources and Social Development provides policy materials and service portals on its website, where households and workers can find updates and complaint procedures.

For authoritative details and future circulars related to domestic labor rights, visit the Ministry’s official site at Ministry of Human Resources and Social Development.

For authoritative details and future circulars related to domestic labor rights, visit the Ministry’s official site at Ministry of Human Resources and Social Development.

For authoritative details and future circulars related to domestic labor rights, visit the Ministry’s official site at Ministry of Human Resources and Social Development.

Measuring success

The policy’s success will be measured not only by fines issued but by day-to-day changes in homes across the country:

• Wages paid on time
• Proper rest after long shifts
• Access to healthcare
• The ability to call family without interference

Setting these standards in law is a strong step. Making them real for people — through clear contracts, responsive complaint systems, and steady oversight — is what will define this reform in the lives of domestic workers.