Filing a MOHRE Complaint for Unpaid Salary: Step-by-Step Process and Escalation

A practical guide for UAE private-sector employees who haven’t been paid — covering the complaint channels, mediation at Tawafuq centres, the AED 50,000 binding-decision threshold, escalation to the labour court, and how to keep working legally while your case is resolved.

Filing a complaint with the Ministry of Human Resources and Emiratisation (MOHRE) is the formal legal route to recover unpaid wages in the UAE — and since January 2024, MOHRE can issue final enforceable decisions for claims up to AED 50,000 without court involvement. For larger claims, MOHRE mediates within 14 days and then refers unresolved disputes to the labour court, where employees with claims under AED 100,000 pay zero court fees. This guide walks through every stage of the process: the filing channels, what happens during mediation, how escalation works, the temporary work permit that lets you earn while your case proceeds, and the deadlines you cannot miss.

This guide covers: who can file and which authority handles your case, how to submit a complaint online and in person, the Tawafuq mediation process, how MOHRE decides claims under AED 50,000, court referral for larger claims, applying for a temporary work permit during a dispute, the statute of limitations and critical deadlines, and free zone employee procedures.

Who Can File a MOHRE Salary Complaint

Any private-sector employee whose employer is registered with MOHRE can file a labour complaint for unpaid or delayed wages. This includes full-time workers, part-time employees, and those on temporary contracts — provided the employer holds a mainland trade licence regulated by MOHRE. The complaint must be filed within two years of the date the salary became due, as set out in Article 54(9) of Federal Decree-Law No. 33 of 2021 (as amended). After this two-year window, the right to claim is lost regardless of the merit of the case.

Under UAE labour law, employers must pay wages on the date specified in the employment contract. Article 22 of the law requires that salaries be paid via the Wage Protection System (WPS), which creates an electronic record of every payment. If your employer has missed salary payments, that WPS data becomes a critical piece of evidence in your complaint — MOHRE can access WPS records directly to verify whether and when payments were made.

When MOHRE Is Not the Right Authority

MOHRE handles complaints for mainland private-sector companies. If your employer is registered in a free zone (such as DMCC, JAFZA, or DAFZA), you must first file your complaint with the free zone’s own mediation or disputes office. Free zone authorities attempt to resolve the matter internally but cannot issue enforceable decisions. If mediation fails, the free zone issues a No Objection Certificate (NOC) that allows you to take the case to the labour court. Employees in the Dubai International Financial Centre (DIFC) and Abu Dhabi Global Market (ADGM) fall under entirely separate legal frameworks and must use their respective courts.

Before Filing: Document Everything

Before submitting a formal complaint, raise the issue directly with your employer in writing — an email to HR or a written message to your manager requesting an explanation for the delay. This step is not legally mandatory, but it creates a paper trail and resolves many cases where the delay is administrative. More importantly, it demonstrates that you attempted to resolve the matter before escalating, which strengthens your position if the case reaches mediation or court.

Documents to prepare before filing:

• Emirates ID — required for identity verification on all MOHRE channels
• Labour card / work permit number — MOHRE uses this to locate your employment record
• Employment contract — shows agreed salary, payment terms, and contract dates
• Bank statements — proving which months’ salaries were not received
• WPS records — available through the MOHRE app or your bank; confirms salary payment history
• Written correspondence — emails, messages, or letters sent to the employer about the unpaid salary
• Payslips — if available, showing discrepancies between agreed and actual pay

Keep copies of everything. If your case goes to court, all non-Arabic documents must be translated by a Ministry of Justice-approved translator — starting with clear originals saves time and cost later.

How to File a MOHRE Complaint for Unpaid Salary

MOHRE offers four channels for filing a labour complaint, all free of charge. The complaint registration process is the same regardless of channel — you provide your details, select the complaint type (unpaid wages), specify the claim amount, and submit supporting evidence.

Filing Channel	How to Access	Notes
MOHRE website	eservices.mohre.gov.ae → Services → Labour Complaint	Requires UAE Pass login; upload documents digitally
MOHRE mobile app	Download from App Store / Google Play → Labour Complaint	Same functionality as website; enables tracking
Call centre	Toll-free 80084 (Labour Claims & Advisory Centre)	Available 24/7; support in 18+ languages including Arabic, English, Urdu, Hindi, Tagalog
Tasheel service centre	Visit any Tasheel centre in person	Staff assist with form completion; bring original documents

Step-by-Step: Filing Online via the MOHRE App or Website

Step 1: Log in to the MOHRE app or eServices portal using your UAE Pass credentials.

Step 2: Navigate to “Services for Employees” and select “Labour Complaint” (or “Individual Labour Complaint”).

Step 3: MOHRE will automatically retrieve your employment record using your Emirates ID and work permit number. Verify the details displayed — employer name, labour card number, and current status.

Step 4: Enter your contact details (mobile number, email), then specify whether your employment contract has ended. Confirm whether your actual salary matches the amount in your contract — if not, enter the true figure.

Step 5: Select the complaint type as “Late or Unpaid Wages” and enter the total claim amount (the sum of all unpaid salary months plus any other entitlements you are owed).

Step 6: Upload supporting documents (contract, bank statements, correspondence).

Step 7: Submit the complaint. You will receive a one-time password (OTP) to your registered mobile number to confirm the filing. After verification, MOHRE assigns a case reference number — save this for all future correspondence and tracking.

In practice, you receive an SMS confirmation with your case number within minutes of submission. The portal status changes to “Under Review”, which is the standard initial status.

Anonymous Reporting: The “My Salary Complaint” Service

If you are still employed and concerned about retaliation, MOHRE operates a confidential channel called “My Salary Complaint”. This service allows you to report an employer’s failure to pay wages on time without revealing your identity. MOHRE investigates the employer based on WPS data and company-wide payment patterns. However, this channel has limitations: it cannot pursue an individual claim for specific amounts owed to you personally. If you need to recover a defined sum, you must file a standard (non-anonymous) complaint.

You cannot use the “My Salary Complaint” service if you already have a pending labour complaint or an active court case against the same employer.

MOHRE Mediation: The Tawafuq Centre Stage

Once your complaint is registered, MOHRE passes the case to a Tawafuq centre for mediation — and the law gives the ministry 14 days to either settle the dispute, issue a binding decision (for claims up to AED 50,000), or refer the case to court. The Tawafuq system is MOHRE’s electronic dispute resolution platform, staffed by legal researchers who handle the mediation process.

Within a few days of filing, MOHRE typically contacts both you and your employer by phone to schedule a mediation session. This can take place by phone, video call, or in person at a MOHRE office. The mediator reviews the case, examines WPS payment records, and attempts to reach an agreement. In Dubai specifically, accelerated settlement models have reduced the typical resolution timeline to approximately 10 days.

What Happens During Mediation

The mediator’s role is to facilitate a settlement — not to act as a judge. Both parties present their positions, and the mediator proposes a resolution. In unpaid salary cases, the mediation often focuses on agreeing a payment schedule or confirming the total amount owed. If both parties accept the mediator’s proposal, the settlement is formalised and becomes binding. MOHRE monitors compliance with settlement terms, and breaching an agreed settlement can itself become the basis for an enforceable MOHRE decision regardless of the claim amount.

Most unpaid salary disputes are resolved at the mediation stage. Having your WPS records, bank statements, and contract ready accelerates the process significantly — cases with incomplete documentation can stall, requiring additional back-and-forth that eats into the 14-day window.

How MOHRE Decides Claims Under and Over AED 50,000

Since 1 January 2024, Federal Decree-Law No. 20 of 2023 fundamentally changed MOHRE’s role in dispute resolution. The ministry is no longer limited to mediation — it now functions as a decision-maker for smaller claims.

Claim Amount	MOHRE’s Authority	What Happens Next
Up to AED 50,000	Issues a final, legally binding decision (writ of execution)	Decision is enforceable like a court judgment. Either party can appeal to the Court of Appeal within 15 working days.
Over AED 50,000	Mediates only; cannot issue a binding decision	If no settlement within 14 days, MOHRE issues a referral letter (NOC) and transfers the case file to the labour court.
Any amount — breach of prior MOHRE settlement	Issues a final, binding decision regardless of value	If the employer breached a previously agreed MOHRE mediation settlement, MOHRE can issue an enforceable order for the full amount.

This AED 50,000 threshold covers the vast majority of salary disputes. For a worker earning AED 5,000 per month with three months unpaid (AED 15,000 total), MOHRE handles and decides the case entirely — no court involvement needed. The decision carries the same legal weight as a court judgment and can be executed directly against the employer’s assets.

Filing an Appeal Against a MOHRE Decision

If you disagree with MOHRE’s binding decision (or if the employer challenges it), either party may appeal to the competent Court of Appeal within 15 working days of receiving the decision. Filing an appeal suspends the implementation of MOHRE’s decision until the court rules. The Court of Appeal’s judgment is final — there is no further appeal to the Court of Cassation for disputes that originated under MOHRE’s binding-decision authority.

Escalation to the Labour Court

For claims exceeding AED 50,000 where mediation fails, MOHRE refers the case to the labour court with a memo summarising the dispute, the evidence from both parties, and the ministry’s assessment. The court must schedule the first hearing within three working days of receiving the referral, according to Article 54 of the UAE Labour Law.

Critical Deadline: Register Your Court Case Within 14 Days

Under Ministerial Resolution No. 47 of 2022, every employee whose complaint is referred to the labour court must register the case with the court within 14 days of MOHRE issuing the referral. Missing this deadline can jeopardise your claim — treat it as non-negotiable.

Court Fees and Financial Protections

Claim Value	Court Fees for the Employee
Under AED 100,000	Zero — employees and their heirs are exempt at all stages of litigation and execution (Article 55, Federal Decree-Law No. 33/2021)
AED 100,000 and above	5% of the total claim amount (capped at AED 20,000). Employees can request the court to defer payment until the final judgment.

Employers must pay court fees regardless of the outcome. This fee structure is deliberately designed to ensure that cost does not prevent lower-paid workers from pursuing legitimate claims.

What the Court Can Order

The labour court can order the employer to pay all back wages, accrued leave balances, end-of-service gratuity, notice period compensation, and any related fines. If the employer does not comply, MOHRE may freeze the company’s ability to issue or renew work permits. In serious cases of non-compliance, the establishment can be blacklisted — preventing it from hiring or renewing visas until the judgment is satisfied.

Court proceedings are conducted entirely in Arabic. If your evidence documents (emails, contracts, correspondence) are in English or another language, they must be translated by a translator approved by the Ministry of Justice before submission. Self-representation is permitted at the Court of First Instance and Court of Appeal, but legal representation becomes mandatory at the Court of Cassation stage. For complex cases or contested claims, engaging a labour lawyer is strongly advisable even at earlier stages.

Salary Continuation and Two-Month Wage Claim During a Dispute

MOHRE can order your employer to continue paying your salary for up to two months while the dispute is being resolved. This protection, introduced by the 2024 amendments to the labour law, applies when the dispute has caused the suspension of your salary — meaning the employer stopped paying because of (or during) the dispute process. The order is discretionary and depends on whether the employer is still operational and whether the claim has prima facie merit.

Separately, under Article 31 of Cabinet Resolution No. 1 of 2022, if your complaint is referred to the labour court and you continue working for the employer during the proceedings, you have the right to claim two months’ wages as additional compensation for the dispute period. This claim is made through the court, not MOHRE.

Temporary Work Permit: How to Work Legally During a Labour Dispute

Losing your income source while waiting for a complaint to be resolved creates obvious financial pressure. UAE law addresses this by allowing employees with active labour complaints to apply for a temporary work permit, enabling them to work for a different employer while the case proceeds.

Eligibility for a Temporary Work Permit During a Dispute

You can apply for a temporary work permit if your labour complaint has been registered with MOHRE and either of these conditions is met: the complaint has been referred to the labour court, or your employer has failed to pay wages for more than two months (confirmed by WPS records). The key exception: if your employer has filed an absconding report against you, you are not eligible for a temporary work permit until that report is resolved. Check your status through the MOHRE app or by calling 80084 before applying. If you suspect an absconding case has been filed, our guide on checking and removing an absconding complaint covers the process.

How to Apply

The temporary work permit application is submitted by the new employer (not by you personally) through the MOHRE eServices portal or a Tasheel centre. Required documents include your passport copy (valid for at least six months), current residence visa copy, and evidence of the registered labour complaint. The new employer must hold a valid trade licence and the job must match the licence’s activity type. Once approved, the permit is valid for up to six months.

You must not start working for a new employer before the temporary permit is approved. Working without a valid permit can result in fines, affect the outcome of your labour case, and create complications for future visa applications.

What Happens to Your Original Work Permit

If the labour complaint leads to the end of your employment relationship, your original work permit is cancelled six months after the date the complaint was referred to the labour court. Once MOHRE issues a final decision (for claims under AED 50,000) or the court issues a judgment, you must cancel the original work permit within 60 days — unless the employment relationship is continuing.

Employer Penalties for Non-Payment of Salary

The UAE takes salary non-payment seriously, and the consequences for employers extend beyond simply paying what is owed. Under the amended labour law, MOHRE has expanded enforcement powers:

• Administrative suspension: MOHRE can freeze the employer’s file, preventing issuance or renewal of any work permits
• WPS non-compliance flag: Companies that consistently fail to pay through WPS face automatic MOHRE monitoring and potential category downgrade
• Blacklisting: Persistent offenders can be blacklisted, blocking all visa and hiring activity until debts are settled
• Fines up to AED 1,000,000: The 2024 amendments introduced significantly higher penalties for labour law violations
• Precautionary measures: The Minister has the authority to impose administrative measures on an employer to prevent individual salary disputes from escalating into collective disputes affecting the wider workforce

For employees, this means MOHRE has real leverage to compel payment — the threat of losing the ability to hire or sponsor workers is a powerful motivator for most employers.

Free Zone Employees: Different Starting Point, Same Endpoint

If you work for a company registered in a free zone (outside DIFC and ADGM), the complaint process starts differently but follows the same escalation path:

Step 1: File your complaint with your free zone’s dispute resolution or mediation office (e.g., DMCC Disputes Centre, JAFZA Labour Department).

Step 2: The free zone authority mediates between you and your employer. Free zone mediation offices do not have the power to issue enforceable decisions.

Step 3: If mediation fails, the free zone authority issues a No Objection Certificate (NOC).

Step 4: Take the NOC and file your case directly with the labour court. The same court fee exemptions (under AED 100,000) and procedural rules apply.

Free zone employees should note that the MOHRE AED 50,000 binding-decision mechanism does not apply to their cases — free zone disputes that cannot be settled go directly to court.

Key Deadlines and Timelines at a Glance

Deadline / Timeline	Duration	Legal Basis
Statute of limitations for filing a salary claim	2 years from the date the salary became due	Article 54(9), Federal Decree-Law No. 33/2021 (as amended)
MOHRE mediation and resolution window	14 days from complaint registration	Article 54, Federal Decree-Law No. 33/2021
Appeal against MOHRE binding decision	15 working days from receiving the decision	Federal Decree-Law No. 20/2023
Register court case after MOHRE referral	14 days from referral date	Ministerial Resolution No. 47/2022
Court schedules first hearing after referral	3 working days	Article 54, Federal Decree-Law No. 33/2021
Employer must settle dues after contract termination	14 days	Article 53, Federal Decree-Law No. 33/2021
Cancel original work permit after final decision	60 days	Ministerial Resolution No. 47/2022
Work permit auto-cancelled if dispute leads to work cessation	6 months from court referral date	Ministerial Resolution No. 47/2022

Common Mistakes That Weaken an Unpaid Salary Claim

Not every complaint results in a straightforward payout. Based on the patterns that emerge in MOHRE disputes, these are the most common pitfalls:

• Filing without evidence of the agreed salary. If your actual salary differs from the amount on your contract (a common scenario), you need bank statements, WPS records, or other documentation proving the real figure. MOHRE and the court will typically rely on what the contract states unless you can prove otherwise.
• Missing the 14-day court registration deadline. Once MOHRE refers your case to court, you have exactly 14 days to register it. Workers who delay — especially those unfamiliar with the process or waiting to find a lawyer — risk procedural complications.
• Working for a new employer without a temporary permit. Taking a job while your case is pending, without first obtaining an approved temporary work permit, can result in penalties and may be used against you in the proceedings.
• Not checking for an absconding report. Some employers file an absconding complaint as a counter-move when an employee raises a salary dispute. An unresolved absconding case blocks your ability to get a temporary work permit and complicates your legal position.
• Claiming amounts you cannot verify. Inflating the claim beyond what you can document (e.g., including overtime hours without records) weakens your credibility for the entire complaint, including the portions that are well-supported.
• Exceeding the statute of limitations. The two-year limitation period runs from the date each salary payment was due — not from the date of resignation or termination. If you wait 18 months after leaving and then file, salary from more than two years ago is already time-barred.

What You Can Claim Through MOHRE

A salary complaint is not limited to base salary. You can include any monetary entitlement your employer owes under the employment contract and the labour law:

• Unpaid basic salary — all outstanding months
• Unpaid allowances — housing, transport, or other contractual allowances
• Overtime pay — if you worked overtime and it was not compensated per the legal rates
• Unused annual leave balance — cash equivalent of accrued leave not taken
• Public holiday pay — if you worked on public holidays without the legally mandated premium
• End-of-service gratuity — if your employment has ended and gratuity was not paid
• Notice period compensation — if you were terminated without serving or receiving notice pay
• Arbitrary dismissal compensation — up to three months’ salary if termination was retaliatory (e.g., you were fired for filing the complaint)

Calculate the total accurately before filing. The claim amount determines whether MOHRE can issue a binding decision (under AED 50,000) or must refer to court (over AED 50,000), so precision matters for the procedural path your case will take.

FAQ

How long does MOHRE take to resolve an unpaid salary complaint?

MOHRE must settle, decide, or refer the complaint within 14 days of registration. In Dubai, accelerated resolution models often resolve straightforward cases within 10 days. If your claim is under AED 50,000, MOHRE can issue a final decision within this period. For larger claims requiring court referral, the total resolution timeline extends to several months depending on the court’s schedule and whether the employer contests the claim.

Is there a fee to file a MOHRE labour complaint?

No. Filing a complaint through any MOHRE channel — website, app, call centre, or Tasheel centre — is completely free. If the case escalates to court and your claim is under AED 100,000, you are also exempt from court fees under Article 55 of the UAE Labour Law. For claims of AED 100,000 or more, court fees are 5% of the claim amount (capped at AED 20,000), but you can request the court to defer payment until the final judgment.

Can I file a salary complaint if I have already left the UAE?

Yes, but with practical limitations. You can authorise a legal representative in the UAE to file and pursue the complaint on your behalf through a power of attorney. The two-year statute of limitations still applies from the date each salary instalment was due. Court proceedings require attendance (or representation), and all documents must be in Arabic, so having a UAE-based lawyer manage the case is strongly recommended if you have already left the country.

What happens if my employer retaliates after I file a complaint?

Retaliatory termination — firing an employee for filing a legitimate complaint with MOHRE — is explicitly prohibited under the UAE Labour Law. If you are terminated because of a complaint that MOHRE or the court determines was justified, you may be entitled to arbitrary dismissal compensation of up to three months’ salary, in addition to your original unpaid salary claim and all standard end-of-service entitlements.

Can I work for another employer while my MOHRE complaint is pending?

Yes, but only with a temporary work permit issued by MOHRE. The new employer submits the application through the MOHRE eServices portal or a Tasheel centre. You are eligible for this permit if your complaint has been referred to court or if your employer has failed to pay salary for over two months. The permit is not available if an absconding report has been filed against you. Starting work without the approved permit can lead to fines and harm your case.

Does MOHRE’s AED 50,000 binding-decision authority apply to free zone employees?

No. Free zone employees must first seek mediation through their free zone’s own dispute resolution office. If the dispute is not settled, the free zone issues a No Objection Certificate and the case goes directly to the labour court. The MOHRE binding-decision mechanism under Federal Decree-Law No. 20/2023 applies only to mainland private-sector employees whose employers are registered with MOHRE.

Can my employer be forced to continue paying my salary during the dispute?

MOHRE has discretionary authority to order the employer to continue paying the employee’s salary for up to two months during the dispute, particularly where the employer’s actions caused the salary suspension. This power was introduced by the 2024 labour law amendments. Additionally, if the dispute is referred to court and you continue working for the employer during the proceedings, you can claim up to two months’ wages through the court as compensation for the dispute period.

What is the difference between a MOHRE labour complaint and the “My Salary Complaint” service?

A standard MOHRE labour complaint is a formal, named dispute that leads to mediation, a binding decision (under AED 50,000), or court referral. The “My Salary Complaint” service is an anonymous, confidential reporting channel — your employer will not learn your identity. However, anonymous complaints trigger a general investigation into the company’s WPS compliance rather than pursuing your specific unpaid amount. Use the anonymous channel to flag systemic non-payment; use the standard complaint to recover money owed to you personally.

How do I check the status of my MOHRE complaint?

Track your complaint status through the MOHRE mobile app (using your case reference number), the MOHRE eServices website, or by calling the general helpline at 600 590 000. For specific complaint follow-ups, the Labour Claims and Advisory Centre at 80084 provides case-specific updates. You will also receive SMS notifications at key stages — when the complaint is registered, when a mediation session is scheduled, and when a decision or referral is issued.

What if my employer files an absconding case against me after I file a complaint?

This is a common counter-move by some employers. An absconding report complicates your situation — it blocks your temporary work permit eligibility and creates an immigration flag. However, if you have a registered MOHRE complaint that predates the absconding report, this strongly supports your case that the report was retaliatory. Contact MOHRE immediately at 80084 to report the situation. You or your employer can also apply to withdraw the absconding report, and MOHRE may intervene if the report was clearly filed in bad faith.

Official Sources

• UAE Government Portal — Resolving Labour Disputes
• MOHRE — Federal Decree-Law No. 33 of 2021 (Amended Text)
• MOHRE — “My Salary Complaint” Service
• MOHRE — Wage Protection System Guidance
• MOHRE — AED 50,000 Binding Decision Announcement (December 2023)
• UAE Legislation Portal — Cabinet Resolution No. 1 of 2022 (Executive Regulation)
• UAE Government Portal — Protection of Workers’ Rights
• MOHRE — Contact Details and Service Centre Locations

UAE labour regulations are subject to change — verify procedures and thresholds with MOHRE or the official UAE Government Portal before proceeding. This guide is informational and does not constitute legal advice.