Target Domestic Workers Services L.L.C.

[Customer name]

The worker shall be placed under probation for a period of six (6) months from the date of commencing work.

The First Party Shall Commit to the Following:

• Provide the worker within a period not exceeding thirty (30) days from the date of entry permit issuance.
• Conduct a medical examination for the domestic worker prior to their arrival, within a period not exceeding thirty (30) days, to ensure medical fitness, in accordance with the conditions set by the approved medical authorities in the country.
• Recruit the domestic worker in accordance with the employer's requirements as outlined in the preliminary agreement between the recruitment agency and the employer.
• Provide a replacement or refund the recruitment fee to the employer in the event the employment relationship is terminated, in accordance with Federal Decree-Law No. (9) of 2022 concerning Domestic Workers and its Executive Regulations.
• Bear the costs of repatriating the worker to their home country in the event the employment relationship ends during the probation period or if the worker leaves the job after the probation period.
• Not collect any additional fees beyond the recruitment fee approved by the Ministry and listed in Schedule No. (1).
• Retrieve the domestic worker from the employer during or after the probation period in the event of a dispute between the parties.
• Issue the necessary license for the domestic worker in professions that require licensing, unless otherwise agreed by both parties.
• Adhere to any additional obligations stated in the applicable laws, regulations, decisions, and circulars issued by the competent ministry.

The Second Party Shall Commit to the Following:

• Pay the applicable government fees and complete all necessary procedures for obtaining the domestic worker's work permit.
• Employ the worker according to the agreed job description and wage established prior to recruitment.
• Provide the worker with appropriate accommodation, meals, suitable clothing, and necessary work supplies.
• Grant the worker one weekly rest day, as mutually agreed upon between the employer and the worker.
• Cover all costs related to medical treatment and work-related injuries, in accordance with the country’s health regulations.
• Not employ the worker for any third party.
• Not assign the worker to a different job other than what was agreed upon unless with their consent, except in the cases permitted under the Executive Regulations and Federal Decree-Law No. (9) of 2022.
• Not collect any money or financial compensation from the worker.
• Pay the worker’s monthly salary starting from the date of entry into the country, if registered under the employer’s file, with payment due within ten (10) days of the salary due date.
• Pay the worker’s monthly salary from the date of status adjustment if not initially registered under the employer’s file, with payment due within ten (10) days of the salary due date.
• Settle all financial entitlements due to the worker from the date of contract termination.
• Notify the Ministry within five (5) days if the worker is absent from work without a valid reason.
• Report to the Ministry any violations committed by the worker against the applicable legal regulations.
• Comply with any additional obligations as stated in the relevant laws and regulations enforced in the country.

If the First Party breaches any of the terms agreed upon in this contract, the Second Party shall have the right to take the following actions: First: In the event that a domestic worker is not provided within thirty (30) days from the date of entry permit issuance:

• Terminate the contract.
• Request a replacement worker within no more than ten (10) days, without the employer bearing any additional costs, or request a full refund of the paid recruitment amount.
• Request a full refund of all government fees paid.

Second: In the event of any of the following violations by the First Party or the worker:

• Proven lack of professional competence or poor personal conduct of the worker.
• The worker leaving the job or terminating the contract outside the legally permitted cases.
• Termination of the contract by the employer due to the failure of the recruitment agency to fulfill the terms agreed upon in the preliminary agreement or formal contract.
• Any other cases specified by a ministerial decision.

If the worker is found medically unfit, the agency shall refund the full recruitment fee along with all government charges.

Calculation Method for Partial Refund of Recruitment Fees: In the cases mentioned in Clause Five, the refund due to the employer shall be calculated using the following formula: (Total Recruitment Cost ÷ Duration of the Worker’s Contract in Months) × Remaining Contract Duration (in Months). The recruitment agency shall refund the calculated amount to the employer within a maximum of two (2) weeks from the date of:

• The worker’s return to the agency, or
• Official notification of the worker’s unauthorized absence from work.

In the event of any dispute between the parties to the contract (the employer and the recruitment agency), and failure to reach an amicable settlement, the dispute shall be referred to the Ministry of Human Resources and Emiratisation. The Ministry shall take appropriate actions to resolve the dispute in accordance with the procedures stipulated in Federal Decree-Law No. (9) of 2022 concerning Domestic Workers, its Executive Regulations, and other applicable legal frameworks. If no resolution is reached within two (2) weeks from the date of filing the complaint, the dispute shall be referred to the competent court for adjudication.