Domestic Workers in Saudi Arabia 2026: Complete Guide to Recruitment, Nationalities, Trial Period, Absconding, and Dealing with Recruitment Offices

Introduction: The Importance of Domestic Workers in Saudi Families

Domestic workers are an essential part of Saudi family life, contributing to reducing daily burdens, caring for children and elderly, and managing household affairs. With the increasing demands of modern life and family members being busy with work and education, hiring domestic workers has become a necessity rather than a luxury. There are more than 3.7 million domestic workers in Saudi Arabia, representing 90 percent of domestic workers in Gulf countries. The recruitment sector has witnessed significant development in recent years with the launch of the electronic Musaned platform, which has facilitated all procedures and preserved the rights of all parties.

In this comprehensive guide, we review everything you need to know about recruiting domestic workers in Saudi Arabia for 2026, from available nationalities and prices to trial periods, procedures for dealing with absconding cases and complaints against recruitment offices, and the rights and duties of both employers and domestic workers.

Nationalities Available for Recruitment in Saudi Arabia

The Ministry of Human Resources and Social Development has specified a list of nationalities from which domestic workers can be recruited, totaling about 20 nationalities distributed across Asian and African countries. Each nationality has its own advantages, characteristics, and different costs.

Filipino Workers

Filipino workers are among the most sought-after nationalities in Saudi Arabia due to several advantages. Most Filipino workers are proficient in English, which facilitates communication. They have a high level of training and experience in household work. They are characterized by good skills in cooking and caring for children and elderly. Recruitment costs range from 14,000 to 17,000 Saudi Riyals. Monthly salary ranges from 1,200 to 1,500 Riyals.

Ethiopian Workers

Ethiopian workers have witnessed increasing demand in recent years due to lower costs. The Ministry of Human Resources reopened recruitment from Ethiopia after a temporary suspension. Ethiopian workers are characterized by quick learning and adaptation to the Saudi environment. Recruitment costs start from 5,000 Riyals up to 7,000 Riyals. Monthly salary ranges from 1,000 to 1,200 Riyals. Suitable for families looking for quality at a low price.

Kenyan Workers

Kenyan workers are characterized by activity and ability to work long hours. They have good English communication skills. Recruitment costs range from 8,000 to 10,000 Saudi Riyals. They excel in dealing with children. Monthly salary ranges from 1,000 to 1,200 Riyals.

Ugandan Workers

Ugandan workers are increasingly popular in Saudi Arabia. They are characterized by calmness and work commitment. Recruitment costs range from 8,000 to 9,500 Riyals. Suitable for elderly and child care.

Bangladeshi Workers

Workers from Bangladesh are known for endurance and patience. Recruitment costs range from 9,000 to 13,000 Riyals. They are characterized by commitment and seriousness at work. Monthly salary ranges from 1,000 to 1,200 Riyals.

Sri Lankan Workers

They have a good reputation in the Saudi market for many years. They are characterized by experience in various household tasks. Recruitment costs range from 13,000 to 15,000 Riyals. Some of them can speak basic Arabic.

Other Available Nationalities

Other nationalities available for recruitment include India, Pakistan, Madagascar, Burundi, Thailand, Vietnam, Mauritania, Uzbekistan, Cambodia, Niger, Mali, Eritrea, Sudan, Yemen, and Egypt. Each nationality has its own costs and characteristics that can be viewed through the Musaned platform.

Why Did Recruitment from Indonesia Stop?

Indonesian workers represented 85 percent of total domestic workers in Saudi Arabia before 2012 and were the first choice for Saudi families for many years. However, recruitment stopped due to disagreements between the two countries over working conditions and worker protection.

Reasons for the Suspension

The Indonesian side imposed new conditions that the Kingdom rejected. The conditions included imposing mandatory insurance on workers at high costs. Indonesia demanded placing surveillance cameras in employers homes. It required granting workers a mandatory weekly day off. It demanded increasing salaries to high levels. It required issuing a special card for Indonesian workers within one month of arrival.

Return of Recruitment from Indonesia

In 2018, the two countries signed an agreement to resume recruitment. In 2025, the One Channel Agreement was signed, opening the door for official recruitment resumption. Recruitment is now exclusively through licensed offices registered in the Musaned platform. Indonesian workers are known for experience, calmness, and quick adaptation to Saudi customs. However, costs and procedures are still being updated.

Recruitment Costs by Nationality

The Ministry of Human Resources has set the maximum ceiling for domestic worker recruitment costs from various countries, including visa fees, office fees, travel tickets, and medical examination.

Updated Price Schedule 2026

Recruiting a worker from the Philippines maximum 14,700 Riyals. From Sri Lanka maximum 13,800 Riyals. From Bangladesh maximum 11,750 Riyals. From Kenya maximum 9,000 Riyals. From Uganda maximum 8,300 Riyals. From Burundi maximum 7,500 Riyals. From Ethiopia maximum 5,900 Riyals. These prices do not include 15 percent VAT.

Additional Costs to Consider

Visa fees 2,000 Riyals. Annual health insurance 500 to 1,500 Riyals. Residence permit issuance fees 600 Riyals annually. Medical examination upon arrival approximately 300 Riyals. Monthly salary from 1,000 to 1,500 Riyals depending on nationality and experience.

Excess Worker Fees

Saudi citizens are entitled to 4 domestic workers without additional fees. Residents are entitled to 2 domestic workers without additional fees. For each worker exceeding the allowed limit, a fee of 9,600 Riyals annually is imposed. Exceptions are made for cases of disability, chronic diseases, and elderly after submitting an approved medical report.

Recruitment Steps Through Musaned Platform

Musaned is the official and only platform for recruiting domestic workers in Saudi Arabia, ensuring the rights of all parties and providing transparent and clear procedures.

Basic Requirements

Copy of valid national ID for the applicant. Proof of financial ability such as bank statement or salary certificate. No traffic violations on the applicant. No absent workers under their sponsorship.

Visa Issuance Steps

Login to Musaned platform with national ID. Choose recruitment type whether by specifications or by specific name. Specify required nationality and profession. Choose appropriate recruitment office from licensed offices. Receive offers from offices and compare them. Pay fees through the platform and issue visa. Follow up on application status until worker arrival.

Available Recruitment Types

Recruitment by specifications where you choose required specifications and the office provides suitable worker. Recruitment by specific name if you have a known worker you want to recruit by name and passport number. Recruitment from within the Kingdom through service transfer from one sponsor to another. Maarifa service for recruiting a worker who previously worked in Saudi Arabia and was evaluated.

The 90-Day Trial Period

The Domestic Workers Regulations have specified a trial period of 3 months or 90 days starting from the worker arrival date in the Kingdom. This period is very important for both parties to evaluate the contractual relationship.

Importance of Trial Period

Allows employer to evaluate worker efficiency and good behavior. Enables worker to learn about work environment and family requirements. During this period, recruitment office is fully responsible for the worker. Employer can return and replace worker if unsuitable.

Employer Rights During Trial Period

Return worker to office and replace with another suitable one. Receive financial compensation if office cannot provide replacement. Cancel contract without any liability if worker incompetence is proven. Obtain free replacement visa if worker is deported during trial period.

What Happens if Worker Refuses to Work During Trial Period?

She is returned directly to recruitment office. Office is obligated to provide replacement worker or full financial compensation. Compensation is calculated by the formula total recruitment cost divided by contract period in months multiplied by remaining period. Report through Musaned platform to officially document the case.

Important Notes About Trial Period

Employer is not required to transfer salary through digital wallet during trial period. Salary transfer service cannot be used until residence permit is issued. Trial period is not repeated unless both parties agree on different work.

Absconding or Absence Procedures for Domestic Workers

Domestic worker absconding is one of the most common problems facing Saudi families, especially after paying large recruitment costs. The Saudi system provides protection for employers and specifies clear procedures for dealing with these cases.

Worker Absconding Before Residence Issuance (During Trial Period)

Office responsibility where recruitment office remains responsible for worker during first 90 days. Contact office immediately to report absence. Office is obligated to provide replacement or full financial compensation. Submit absence report by visiting Passport Department as residence has not been issued yet. Keep all documents like contract and receipts to claim rights.

Worker Absconding After Residence Issuance (After Trial Period)

Submit absence report through Absher platform via worker services then report absence. Report submission conditions include valid residence permit and no final exit visa issued and absence more than 15 days. Absence report is submitted only once per worker. Report can be cancelled within 15 days only through Tawasul service in Absher.

Insurance Company Compensation

Insurance on domestic workers has become mandatory for first-time recruitment. Insurance covers return costs, rejection cases after trial, death or disability. To get compensation, go to Domestic Workers Dispute Resolution Committees for official decision then submit compensation request to insurance company with decision and documents. Insurance cost ranges from 600 to 2,000 Riyals depending on company, nationality, and contract period.

Penalties for Absconding Worker

Fine up to 2,000 Saudi Riyals. Permanent ban from working in Saudi Arabia. Deportation at her expense or state expense. Bearing return ticket costs.

Complaints Against Recruitment Offices

Some recruitment offices may delay contract execution, send workers not matching specifications, or impose additional fees. The system provides clear mechanisms to protect beneficiaries rights.

Cases Requiring Complaint Submission

Office delay in recruiting worker within specified period. Worker violating agreed conditions or specifications in contract. Demanding additional fees not specified. Not responding to inquiries or procrastinating in problem solving. Sending worker profile then delivering completely different worker. Office evading responsibility during trial period.

Steps to Submit Complaint Through Musaned

Login to Musaned platform. Go to contracts section and select concerned contract. Click on submit complaint option. Specify complaint type and fill required data. Attach supporting documents like contract and payment receipts. Submit complaint and follow its status through platform.

Escalating Complaint

If complaint is not resolved through Musaned, it can be escalated to Ministry of Human Resources. Visit one of labor office branches within 72 hours. If no solution is reached, it is decided by Ministry through court. Case can be filed through Najiz platform for labor cases.

Penalties for Violating Offices

Delay fine calculated for each day of delay in worker arrival. Temporary or permanent office suspension. Obligating office to replace worker at its expense. Revoking office license in serious violation cases. More than 90 violating recruitment offices have been suspended according to Musaned statistics.

Tips to Avoid Recruitment Office Problems

Ensure office is licensed and registered in Musaned platform. Review previous customer ratings. Read contract carefully before signing. Do not pay any amounts outside Musaned platform. Keep all receipts and documents. Communicate with office regularly to follow up on application.

Employer Rights and Duties

The Domestic Workers System clearly specifies rights and duties of each party to ensure a balanced and stable work relationship.

Employer Duties

Pay agreed salary at end of each Hijri month minimum 1,200 Riyals. Provide suitable accommodation and adequate food. Provide healthcare and medical insurance. Not assign worker dangerous tasks threatening her health or safety. Respect worker dignity and not abuse her. Bear recruitment fees, residence permit, work license and their renewals. Pay worker return ticket to her country at contract end. Grant worker paid annual leave.

Employer Rights

Receive worker matching agreed specifications. Return worker during trial period if unsuitable. Terminate contract if worker breaches her obligations. Submit absence report if worker absconds. Receive compensation from insurance in cases of absconding or work refusal. Demand replacement from office during trial period.

Employer Violation Penalties

Fine of 2,000 Riyals and employment ban for one year for first violation. Fine of 5,000 Riyals and employment ban for three years for second violation. Bearing worker return costs if contract is terminated for illegitimate reason.

Domestic Worker Rights and Duties

The Saudi system guarantees domestic worker rights and protects her from any violation, while specifying her duties toward the employer.

Domestic Worker Rights

Receive agreed salary on time. Suitable accommodation and food. Healthcare and medical insurance. Daily and weekly rest. Paid annual leave. Passport not to be confiscated. Treatment with dignity and respect. Return ticket at contract end. Right to complain through competent authorities.

Domestic Worker Duties

Perform agreed work perfectly. Comply with employer legitimate orders. Preserve employer property. Respect family privacy and not disclose secrets. Not work for others without permission. Adhere to work schedules. Not abscond or be absent without permission.

Worker Violation Penalties

Fine up to 2,000 Riyals. Ban from working in Saudi Arabia. Final deportation. Bearing return costs.

Tips for Dealing with New Domestic Worker

First Week

Welcome her warmly to make her feel comfortable. Introduce her to family members and house rooms. Explain required tasks clearly and patiently. Set work and rest times. Clarify house rules and prohibitions. Give her time to adapt to new environment.

First Month

Train her on family preferred cooking method. Follow her performance and correct mistakes gently. Build mutual respect relationship. Continuous communication to understand her needs. Evaluate her performance regularly.

General Success Tips

Clear expectations from beginning prevent problems later. Patience is required in first weeks for adaptation. Good communication is foundation of successful relationship. Respect her privacy and give her personal space. Paying salary on time builds trust. Humane treatment ensures loyalty and dedication.

Frequently Asked Questions

How much does it cost to recruit a domestic worker in Saudi Arabia?

Cost varies by nationality, ranging from 5,000 Riyals for Ethiopian to 17,000 Riyals for Filipino, plus visa fees of 2,000 Riyals, insurance, and residence.

How long is the trial period for domestic workers?

Trial period is 90 days starting from worker arrival date in Kingdom, during which recruitment office is responsible for worker.

What do I do if domestic worker absconds?

If within trial period, contact office immediately. If after trial period, submit absence report through Absher then go to insurance company for compensation.

Can I recruit a worker from Indonesia now?

Yes, recruitment from Indonesia has returned after signing One Channel Agreement, but exclusively through licensed offices in Musaned.

How do I file a complaint against recruitment office?

Through Musaned platform from your account, go to contracts, select concerned contract, and click submit complaint with attached documents.

What is the maximum number of domestic workers allowed?

Saudi citizen is entitled to 4 workers without additional fees, resident to 2 workers. Each excess worker has fees of 9,600 Riyals annually.

What is domestic worker salary in Saudi Arabia?

Minimum is 1,200 Riyals monthly, ranging by nationality and experience from 1,000 to 1,500 Riyals.

Is domestic worker insurance mandatory?

Yes, insurance is mandatory for first-time recruitment, covering absconding, death, and work refusal cases.

Conclusion

Recruiting domestic workers in Saudi Arabia has become organized and clear thanks to Musaned platform and new regulations. Available nationalities are multiple with each having its own advantages and different prices. The 90-day trial period protects employers and ensures getting suitable workers. In cases of absconding or work refusal, the system provides clear compensation mechanisms whether from office or insurance. Choosing a licensed and reliable recruitment office from the beginning saves you many problems later. Humane treatment of workers and giving them their rights ensures a successful and stable work relationship. Always remember that Musaned platform is your first reference for all procedures and complaints, and make sure to document everything to protect your rights.