Labour Complaint in UAE: How to File with MOHRE

A labour complaint is a formal request submitted by an employee or employer to resolve a dispute arising from an employment relationship in the UAE. Common complaints involve unpaid salaries, unlawful deductions, withheld end-of-service benefits, contract violations, wrongful termination, workplace harassment and work permit cancellation.

Most private-sector labour complaints are handled first by the Ministry of Human Resources and Emiratisation, commonly known as MOHRE. The Ministry reviews the dispute, contacts both parties and attempts to reach an amicable settlement before issuing a decision or referring the matter to court.

UAE Labour Complaint Process at a Glance

What Is a Labour Complaint in the UAE?

A UAE labour complaint is a legal procedure used when an employer or employee believes the other party has breached the employment contract or UAE labour legislation. It gives both sides an opportunity to explain the dispute and submit supporting evidence.

MOHRE normally tries to settle the matter without court proceedings. If settlement is unsuccessful, the next step depends on the amount claimed, the nature of the dispute and the Ministry’s legal authority to decide the case.

The complaint process may involve:

• Reviewing the employment relationship
• Contacting the employee and employer
• Examining contracts and supporting documents
• Calculating outstanding employment entitlements
• Attempting an amicable settlement
• Issuing a decision in qualifying disputes
• Referring unresolved cases to the competent labour court

Who Can File a Labour Complaint?

A private-sector employee registered in MOHRE’s database can generally submit a complaint against an employer. Employers may also complain when an employee breaches contractual or legal obligations.

You may be eligible to file when:

• You have a MOHRE-registered employment relationship
• Your employer has breached your contract or legal rights
• You are claiming unpaid employment entitlements
• Your work permit needs to be cancelled following a dispute
• Your employer has filed an incorrect absence-from-work complaint
• You have been dismissed or disciplined in violation of the law
• The employer refuses to complete required employment procedures

An employee generally cannot open another complaint concerning the same dispute while an existing complaint or court case remains pending.

Common Reasons for Filing a Labour Complaint

A labour complaint should identify a specific breach rather than a general disagreement with a manager or workplace policy. The strongest complaints clearly explain what happened, when it happened and which entitlement remains unpaid or unresolved.

Unpaid or Delayed Salary

Employees may complain when wages are not paid on the contractual date or are repeatedly delayed. Salary disputes can also involve partial payments, unexplained reductions or payments made outside the agreed wage arrangement.

Workers may use the confidential salary complaint service when they want MOHRE to investigate delayed wages without initially disclosing the complainant’s identity to the employer.

Illegal Salary Deductions

An employer cannot make arbitrary deductions from an employee’s salary. Deductions must have a lawful basis and must comply with the limits and procedures established under UAE labour rules.

Keep salary slips, bank statements, Wage Protection System records and written explanations of each deduction.

Unpaid End-of-Service Benefits

Employees may file a complaint when gratuity or other final entitlements are calculated incorrectly, withheld or not paid after employment ends.

The employer is generally required to settle wages and other employment entitlements within 14 days from the end of the contract.

Wrongful or Unlawful Termination

Termination alone does not automatically prove a legal violation. The complaint must show that the dismissal breached the contract, statutory notice requirements or employee protections under UAE labour law.

Evidence may include the termination letter, warning notices, performance records, emails and proof that the dismissal followed a protected complaint made to the authorities.

Notice-Period Disputes

A complaint may arise when either party fails to provide or honour the contractual notice period. The affected party may claim notice-period compensation where legally applicable.

The employment contract and termination correspondence are particularly important in these cases.

Unpaid Overtime or Leave Entitlements

Employees may complain about unpaid overtime, denied annual leave, unpaid leave salary or incorrect treatment of official holidays and weekly rest days.

A clear record of working hours, attendance reports, duty rosters and approved leave requests can strengthen the claim.

Withholding a Passport or Personal Documents

An employer should not use an employee’s passport as leverage to prevent resignation, movement or access to legal remedies. Employees facing document retention should clearly explain who holds the passport and whether its return has been refused.

Passport-related conduct may require assistance beyond an ordinary financial labour claim depending on the circumstances.

Workplace Harassment, Bullying or Discrimination

A manager being rude or difficult is not always enough to establish a labour violation. A complaint becomes stronger when the conduct involves threats, harassment, discrimination, psychological abuse, physical violence, retaliation or another identifiable breach.

Document dates, locations, witnesses, messages and prior reports made to HR. Serious physical threats or criminal conduct may also require a police complaint.

Employment Contract Violations

Examples include changing the employee’s salary without consent, assigning materially different conditions, failing to provide agreed benefits or requiring work that contradicts the approved employment relationship.

Compare the signed job offer, MOHRE contract and actual working conditions before filing.

Refusal to Cancel a Work Permit

An employer’s refusal to cooperate with work permit cancellation can prevent an employee from moving forward after resignation or termination.

MOHRE may address cancellation as part of the complaint, depending on the employment status and the dispute’s circumstances.

Incorrect Absence-from-Work Complaint

An employer may report an employee’s absence when the employee has stopped attending work for more than seven consecutive days, the employer does not know the employee’s location and cannot contact the employee.

An employee can challenge a false report by showing that:

• The absence lasted fewer than seven consecutive days
• The employee was on approved or statutory leave
• The employer knew the employee’s location
• Communication with the employer was ongoing
• The employment relationship ended by agreement
• The employer allowed the employee to stop work
• There was a legitimate reason for the absence
• The employee remained present and available for work

Types of Labour Complaints in the UAE

Choosing the correct complaint service can prevent delays.

How to File a Labour Complaint Online Through MOHRE

The online labour complaint process is available through MOHRE’s digital services. The wording and screen layout may change, but the required information remains broadly similar.

Step 1: Select the Correct Complaint Service

Choose the service for registering a private-sector labour complaint. Do not use a general feedback or violation-reporting form when you are seeking payment of personal employment entitlements.

For salary delays only, check whether the confidential salary complaint service better matches your situation.

Step 2: Verify Your Identity

Enter the requested identity and employment information. This may include:

• Emirates ID number
• Passport details
• Full name
• Date of birth
• Nationality
• Work permit information
• Mobile number
• Email address

An OTP may be sent by text message or email to confirm the applicant’s identity. Authentication may be handled differently when using the official mobile application.

Step 3: Enter the Employer’s Details

Provide the company name and any available establishment, licence or employment details.

Check that the complaint is directed against the legal employer shown in your MOHRE employment record, not merely a brand name, client or workplace location.

Step 4: Explain the Complaint Clearly

Describe the issue in chronological order. State:

1. What the employer agreed to provide
2. What actually happened
3. When the breach occurred
4. How much money is being claimed
5. What resolution you are requesting

Avoid insults, emotional accusations and unrelated workplace history. A factual complaint is easier to review.

Step 5: Upload Supporting Evidence

Attach documents that directly support each part of your claim. Examples include a resignation letter, dismissal notice, salary record or employment contract.

Use readable files and descriptive filenames. Blurred screenshots and incomplete conversations can make the dispute harder to assess.

Step 6: Review the Claim Amount

Break the amount into separate categories rather than entering one unsupported total.

For example:

The actual amount must be based on your salary, contract, service period and legal eligibility.

Step 7: Submit and Save the Reference Number

After submission, save the complaint number, confirmation message and any appointment details.

MOHRE may contact both parties by telephone, text message or email. Failure to respond can delay the case or affect the Ministry’s ability to assess your position.

How to File a Labour Complaint by Phone

Employees who need advice before filing can contact the Labour Claims and Advisory Centre on 80084.

You can also contact the MOHRE call centre on 600 590000. Support is available in multiple languages, including Arabic, English and Urdu through applicable service channels.

Before calling, keep the following ready:

• Emirates ID
• Passport number
• Work permit or labour details
• Employer’s legal name
• Complaint summary
• Dates of salary delay, resignation or dismissal
• Total amount being claimed
• Relevant documents

The adviser may explain the correct service or help identify whether your issue falls within MOHRE’s jurisdiction.

Documents Needed for a Labour Complaint

MOHRE may allow a complaint to be opened with limited documents, but evidence can determine how effectively the claim is resolved.

Useful documents include:

• Emirates ID
• Passport and visa copy
• MOHRE employment contract
• Signed job offer
• Work permit information
• Salary slips
• Bank statements
• Wage transfer records
• Attendance sheets
• Duty schedules
• Overtime records
• Leave applications
• Resignation letter
• Termination letter
• Warning notices
• Gratuity calculation
• Emails and workplace messages
• HR complaints
• Proof of returned company property
• Evidence of handover
• Witness details where relevant

How to Organise Your Evidence

Create a simple timeline showing each important event.

A structured timeline helps the officer understand the dispute without reviewing hundreds of unrelated messages.

What Happens After You Submit the Complaint?

MOHRE reviews the information and assigns the matter to a competent officer. The officer may contact the complainant and respondent separately before arranging further discussions.

The usual process includes:

1. Initial review of the complaint
2. Contact with the employee
3. Contact with the employer
4. Legal assessment of the claim
5. Attempted amicable settlement
6. Follow-up contact or scheduled meeting
7. Decision or court referral
8. Notification by text message or another registered channel

The official service target for a standard private-sector labour complaint is generally 14 working days. Complex disputes may continue beyond the initial service stage, particularly if a court case is required.

MOHRE Decisions for Claims Up to AED 50,000

MOHRE may issue a final enforceable decision when the value of an individual labour claim does not exceed AED 50,000.

The Ministry may also decide a dispute involving failure to comply with a previously reached amicable settlement, regardless of the amount involved.

A party dissatisfied with an eligible MOHRE decision may file a case before the competent Court of Appeals within 15 working days of notification. Filing the appeal suspends enforcement of the disputed decision while the appeal is considered.

What Happens When the Claim Exceeds AED 50,000?

For claims above AED 50,000, MOHRE first attempts an amicable settlement. If the parties cannot agree, the Ministry may refer the dispute to the competent labour court with a memorandum summarising the case.

The employee must follow the instructions and deadlines stated in the referral. Missing the court-filing deadline after referral may create procedural problems.

Court proceedings may require:

• A referral document from MOHRE
• A statement of claim
• Supporting documents
• Arabic translations where required
• Attendance at scheduled hearings
• Responses to expert or court requests
• Enforcement procedures after judgment

Labour Complaint Fees and Court Costs

MOHRE does not charge a service fee for registering a standard private-sector labour complaint through its official digital channels.

Workers or their heirs may also be exempt from judicial fees at the litigation and enforcement stages for qualifying labour claims not exceeding AED 100,000.

The exemption does not necessarily cover every possible expense. Translation, expert assistance, document preparation and private legal representation may create additional costs.

Time Limit for Filing a Labour Complaint

Employees and employers should report a breach promptly. Labour complaint procedures contemplate filing shortly after the contractual or legal violation, and early filing makes evidence easier to preserve.

A separate limitation rule generally prevents a lawsuit from being heard after one year has passed from the date the employment right became due.

For example, the maturity date may be:

• The contractual salary payment date
• The date an employment entitlement became payable
• The termination date for certain final dues
• The date a disputed deduction was made

Do not assume that internal HR discussions stop the limitation period. Seek formal guidance early if the deadline may be approaching.

How to Track a MOHRE Labour Complaint

You can track the complaint through MOHRE’s inquiry services, the mobile application or the contact centre.

Keep the following details available:

• Complaint reference number
• Emirates ID number
• Registered mobile number
• Work permit details
• Date of submission

Status updates may show that the complaint is under review, awaiting contact, scheduled for a meeting, settled, decided or referred to court.

How to Prepare for a MOHRE Settlement Call

The settlement call is not the time to introduce an unclear claim for the first time. Prepare a brief explanation and an accurate calculation beforehand.

During the call:

• Confirm your identity and employer’s details
• Explain the dispute in date order
• Separate each financial claim
• Refer to specific supporting documents
• State what has already been paid
• Explain the settlement you would accept
• Record the reference number and next steps
• Do not agree to figures you have not checked

Ask for clarification before accepting a settlement that includes cancellation of the work permit, withdrawal of the complaint or confirmation that all dues have been received.

Should You Resign Before Filing a Labour Complaint?

There is no single answer for every case. Filing a complaint does not automatically require resignation, and resigning without reviewing the contract may create a separate notice-period dispute.

Before resigning, consider:

• The required notice period
• Outstanding salary
• Unused annual leave
• Gratuity eligibility
• Company property that must be returned
• Work permit cancellation
• The effect on health insurance or accommodation
• Whether the employer has committed a serious breach
• Whether another job offer is available

Submit the resignation in writing and retain proof of delivery. Avoid simply stopping work unless you have received reliable guidance about your legal position.

Can You Work for Another Employer During the Dispute?

An active labour complaint does not automatically authorise an employee to work elsewhere. A valid permit or other legal approval is normally required.

In some court-referred disputes, an employee may qualify for a temporary work permit without approval from the original employer, subject to MOHRE conditions. Eligibility depends on the employee’s status, the type of complaint and any absence-from-work report.

Do not start unapproved work while assuming the complaint protects you from immigration or labour consequences.

Confidential Salary Complaint vs General Labour Complaint

These services have different purposes.

Use the general complaint route when you need an individual monetary settlement involving several employment entitlements.

Labour Complaints for Free-Zone Employees

Not every free-zone employee follows the same procedure. Some free zones work with MOHRE, while others have their own employment regulations and dispute-resolution authorities.

Check:

• The authority that issued the work permit
• The legal employer shown on the permit
• The free zone’s employment rules
• Whether the free-zone authority requires an internal complaint first
• Which court or tribunal has jurisdiction

Employees in jurisdictions such as the Dubai International Financial Centre and Abu Dhabi Global Market operate under separate employment frameworks. Their disputes are not handled in exactly the same way as standard MOHRE private-sector complaints.

Labour Complaints for Domestic Workers

Domestic workers are covered by a separate UAE legal framework. Complaints involving domestic workers, household employers and domestic worker recruitment agencies may still be handled through MOHRE’s designated channels.

Common disputes include:

• Unpaid wages
• Recruitment agency problems
• Failure to provide agreed rest
• Contract violations
• Abuse or unsafe conditions
• Unlawful deductions
• Retention of identity documents
• End-of-service disputes
• Refusal to complete cancellation or transfer procedures

Claims of AED 50,000 or less may fall within MOHRE’s authority to issue an enforceable decision, subject to the applicable domestic worker legislation and procedures.

What to Do if Your Employer Threatens You After a Complaint

Retaliation, threats and pressure to withdraw a complaint should be documented. Save messages, record dates and report new employment violations through the appropriate official channel.

Take extra care when asked to:

• Sign a blank document
• Confirm receipt of money not paid
• Withdraw the complaint before payment
• Accept an incorrect gratuity calculation
• Surrender your passport
• Pay an unlawful visa or recruitment charge
• Admit to absence from work
• Sign a resignation with a false date

A settlement should clearly state the amount, payment method, deadline and effect on the employment relationship.

Common Labour Complaint Mistakes

Claiming an Unsupported Amount

A large figure without calculations is less persuasive than a smaller claim supported by contract terms and payment records.

Break down salary, leave, notice pay, gratuity and deductions separately.

Relying Only on Verbal Promises

Verbal discussions can be difficult to prove. Confirm important conversations by email or message.

Keep communications professional because they may later be reviewed by an officer or court.

Filing Against the Wrong Company

The workplace name and legal employer may differ. Use the employer registered on your work permit and contract.

Mention any related entity only when it is relevant to the employment arrangement.

Deleting Messages or Returning a Work Phone Too Early

Back up lawful employment records before losing access to company systems. Do not remove confidential business information that is unrelated to your claim.

Preserve only the material needed to prove your employment rights.

Stopping Work Without Formal Advice

An employee who stops attending work without handling resignation, notice or lawful absence correctly may face an absence-from-work complaint.

Document approved leave, medical absence and all communication with the employer.

Signing a Final Settlement Without Checking It

A final settlement may state that all employment dues have been received. Compare it with your contract, salary records and service period before signing.

Do not confirm payment until the agreed funds have actually been received.

Practical Example of a Labour Complaint

An employee earns AED 5,000 per month and is dismissed after three years of service. The employer pays the final month’s salary but refuses to pay unused leave, notice compensation and gratuity.

The employee should prepare:

• The MOHRE employment contract
• Termination letter
• Salary payment records
• Leave balance
• Service dates
• Separate calculations for each claim
• Communication requesting settlement

The complaint should state the exact amounts claimed and explain how each amount was calculated. If the total does not exceed AED 50,000, MOHRE may have authority to issue an enforceable decision after reviewing the dispute.

Labour Complaint Checklist

Before submitting, confirm that you have:

• Identified the correct legal employer
• Chosen the correct complaint service
• Written a clear timeline
• Calculated each entitlement separately
• Saved relevant employment documents
• Included resignation or dismissal evidence
• Confirmed your registered mobile number
• Avoided unsupported allegations
• Preserved the complaint reference number
• Prepared to answer MOHRE calls
• Checked any filing or appeal deadline
• Avoided signing an inaccurate final settlement

Frequently Asked Questions

How do I file a labour complaint in the UAE?

You can file a labour complaint through MOHRE’s website or mobile application by entering your identity, employment and employer details. Explain the breach, state the amount claimed and attach available evidence. You may contact the Labour Claims and Advisory Centre on 80084 for guidance before submitting the case.

Is it free to file a labour complaint with MOHRE?

MOHRE does not charge a service fee for registering a standard private-sector labour complaint through its official channels. Additional expenses may arise if the dispute reaches court and requires document translation, expert work or private legal representation. Qualifying employee claims up to AED 100,000 may be exempt from judicial fees.

How long does a MOHRE labour complaint take?

The standard service completion target for a private-sector labour complaint is 14 working days. During that period, MOHRE reviews the claim, contacts both parties and attempts a settlement. A case may take longer when documents are missing, parties do not respond or the dispute is referred to a labour court.

Can I file a labour complaint for unpaid salary?

Yes. You may submit a general labour complaint to claim unpaid salary together with other entitlements. MOHRE also provides a confidential salary complaint service for delayed wages. Keep bank statements, payslips, Wage Protection System records and written communication showing when the salary became due and remained unpaid.

Can my employer cancel my visa after I file a labour complaint?

A labour complaint does not automatically prevent every work permit or residency procedure. MOHRE will consider the employment status, requested cancellation and nature of the dispute. Do not sign a cancellation or final settlement stating that all dues were received unless the figures are correct and payment has actually been completed.

Can I file a labour complaint after leaving the UAE?

A former employee may still have a valid claim, but practical procedures depend on identity verification, employment records, representation and filing deadlines. A labour complaint should be submitted promptly. UAE labour claims generally cannot be heard after one year from the date the disputed employment right became due.

What happens if my labour complaint is not settled?

When settlement fails, MOHRE may issue an enforceable decision for a qualifying labour complaint worth up to AED 50,000. Other unresolved cases may be referred to the competent court. Follow the referral instructions carefully because court filing and appeal stages are subject to strict procedural deadlines.

Can an employer punish me for filing a labour complaint?

An employer should not retaliate against an employee for lawfully reporting a genuine employment violation. Document threats, dismissal messages, deductions or pressure to withdraw the labour complaint. The legal outcome depends on the evidence, timing and reason for the employer’s action, so preserve all relevant communications and employment records.