The UAE employment disputes we handle
- unpaid or late salary;
- dismissal without end-of-service gratuity, payment for untaken leave or the return ticket;
- dismissal without valid grounds or without the required notice;
- disputes over bonuses, commission and offer terms that never made it into the contract;
- deductions from salary or gratuity that the employee disputes;
- for employers — claims involving departing staff who join competitors, confidentiality breaches and unworked notice periods.
What employees are entitled to
Private-sector employment is governed by Federal Decree-Law No. 33 of 2021, as amended. The key rules:
- Gratuity is due after at least one year of continuous service. It is calculated on basic salary: 21 days for each of the first five years and 30 days for each year after that, capped at two years' pay.
- Payment deadline: the employer must pay what is due within 14 days of the contract ending.
- Untaken leave and other sums owed are paid on termination.
- Limitation: since the 2024 amendments, employment claims can be brought within two years of the end of employment.
The DIFC and ADGM have their own employment laws and courts, so different rules apply to staff of companies in those financial centres. More in our guide to UAE employment law.
How a MOHRE complaint works
- Filing the complaint with the Ministry of Human Resources and Emiratisation (MOHRE) — online, via the app or at a service centre.
- Amicable settlement. MOHRE first tries to resolve the dispute between the parties.
- MOHRE decision — for claims up to AED 50,000 the Ministry can issue a binding decision itself, which can be challenged in court.
- Labour court. Larger or unresolved disputes are referred to court, and the case must be registered within a short deadline.
- Enforcement of the judgment through the court's execution department.
In the labour courts we work alongside a licensed UAE advocate with rights of audience — see litigation in the UAE.
What we do
- review the contract, offer letter, payslips and correspondence, and calculate gratuity and other amounts due;
- prepare a formal demand to the employer — often enough to secure payment;
- file and run the MOHRE complaint and prepare your position for settlement;
- support the court case and enforcement of the judgment;
- for employers — review HR documentation, draft termination agreements and represent the company before MOHRE.
What to bring to the first consultation: the employment contract and offer letter, payslips, bank statements showing salary payments, the termination notice and your correspondence with the employer.
If you have already left the UAE, the case can run under a power of attorney — see powers of attorney and legalisation. If the dispute has led to travel restrictions, see UAE travel ban.
Timing and fees
Timing depends on whether the dispute settles at the MOHRE stage, the size of the claim and whether there is an appeal. A consultation with a calculation of your entitlements starts at AED 750 for 60 minutes and is credited if you engage us. Running the dispute: a fixed fee from AED 5,000, or a success fee of 10–25% of the amount recovered plus a fixed element. Government fees and translations are extra and listed in the estimate.
FAQ
On basic salary: 21 days for each of the first five years and 30 days for each year after that, capped at two years' pay. Entitlement starts after one year of continuous service.
Within 14 days of the contract ending.
Since the 2024 amendments, two years from the end of employment. It is still best not to wait, as evidence gets harder to gather.
Yes, under a power of attorney signed in your country.