Filing a Labour Complaint in the UAE: Claiming Unpaid Wages & Benefits

The UAE has made major changes to its employment system in recent years, from overhauling the Labour Law to rolling out the Wages Protection System. These have brought more structure to the way salaries are paid and disputes handled.

Despite this, disputes related to delayed salaries, unpaid end-of-service benefits, or withheld leave entitlements are still common.

When that happens, there’s a clear legal route for employees to raise a complaint and recover what they’re owed. This article explains how the process works and what to expect once a claim is filed.

Before you file a complaint

Before turning to formal channels, it’s usually worth raising the issue directly. Many cases are resolved this way, especially where the delay is recent or due to an administrative slip. A short, polite message to HR or the employer asking for clarification is often a helpful first step.

From the start, it’s also important to keep a clear written record of all communication. Even if things can’t be resolved informally, having this evidence in hand will help if the issue continues.

Filing a complaint with MOHRE

If internal steps lead nowhere, the next move is to submit a complaint to MOHRE. This can be done through the MOHRE mobile app, website, call centre or in person at a Tasheel service centre. The process is straightforward, and in most cases, it takes only a few minutes to register.

You’ll need your Emirates ID, labour card or work permit number, along with basic details of your employer and the issue you’re raising. Once submitted, a one-time password (OTP) will be sent to your phone to confirm the filing. After that, MOHRE will usually follow up by phone within a few days, often to schedule a short mediation call between you and your employer.

For workers concerned about retaliation, there’s also the ‘My Salary Complaint’ channel. This allows anonymous reporting, though it’s more limited in what can be pursued. Either way, MOHRE will log the case and begin the process of resolving it.

Mediation and resolution window

Once a complaint is logged, the case is passed to a Twa-fouq centre for mediation. This starts with a call or message to both parties to try to settle the issue quickly, either over the phone or by scheduling a meeting.

Most disputes are resolved within the two-week window. If the employer admits fault or agrees to a settlement, the matter usually ends there. But where no agreement is reached, MOHRE may step in directly. For claims under AED 50,000, the ministry can issue a decision that carries legal weight and must be followed. Larger claims are referred to the labour court with an official memo that outlines the case details and what’s already been attempted.

Labour court escalation

If your case moves to court, MOHRE will give you a referral letter confirming that mediation has ended and the complaint is now in the hands of the labour court.

You’ll need to file your claim with the court and include supporting documents, translated into Arabic if they aren’t already. For claims under AED 100,000, you don’t have to hire a lawyer. You can handle it yourself, though legal help can still be useful if things get complicated or if the employer contests the claim.

Hearings usually start within a few weeks. The court may ask for more documents or clarification, so it helps to have everything organised from the start. Most cases are resolved within a few months, though that can depend on how the other side responds.

DIFC and free zone employees

The process is slightly different if your employer is registered in a free zone. Most zones handle initial disputes through their own mediation services. While they can help find a resolution, they do not have the authority to enforce outcomes. If that stage doesn’t lead anywhere, they can issue a no-objection letter so you can move the case to court.

DIFC follows its own legal framework. Claims here are handled by either the Small Claims Tribunal or the Court of First Instance, depending on the value and complexity of the dispute. Each has its own procedures, so it helps to check the rules that apply to your situation.

While the case is ongoing

You’re allowed to stay in the UAE while your case is ongoing, and in many cases, MOHRE can issue a temporary work permit so you can legally take up another job during that time. These permits are usually granted if the complaint is registered and the original employer is no longer paying salary or has blocked transfers.

If the claim involves unpaid wages, MOHRE may also issue an order requiring the employer to continue salary payments for up to two months, but this depends on the circumstances and whether the employer is still operational.

You’ll need to apply for the permit through a Tasheel or MOHRE service centre, and it must be approved before starting work elsewhere. Taking a job without it can lead to penalties and may affect the outcome of your case or future visa applications.

Outcomes and enforcement

If the case is successful, the court can order the employer to pay back wages, leave balances, end-of-service dues and any related fines. Employees can often transfer to another sponsor without needing a NOC, even if the contract is still active. If the employer doesn’t comply, MOHRE may step in to enforce payment or freeze their permits. In more serious cases, the company can even be blacklisted, which affects its ability to hire or renew visas until the judgment is settled.

Common delays and how to avoid them

Fortunately, most cases are resolved through mediation long before they reach court. Even so, things can drag on if key documents are missing or the claim isn’t clear. A well-prepared file, with dates, amounts and any written records, makes the process much easier to move forward. It often saves weeks of back and forth.