UAE Work Disputes: Your Path Through MOHRE and Labour Courts
May 9, 2025
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Facing a conflict at work, like unpaid wages or an unfair dismissal, can be incredibly stressful, especially in a foreign country 
[6]. Thankfully, the UAE has a clear, structured system designed to handle these situations fairly, primarily governed by Federal Decree Law No. 33 of 2021 
[5]
[23]
[26]
[31]. Understanding this system is key to protecting your rights 
[1]
[2][23][26]. The main players you'll encounter are the Ministry of Human Resources and Emiratisation (MOHRE) and the specialized Labour Courts [5]
[21]
[12]
[28]. This guide breaks down the step-by-step process for handling workplace disputes in the UAE, based on the latest laws effective in 2025, so you know exactly what to expect 
[3][6]
[4].
Understanding the Key Players: MOHRE vs. Labour Courts
Think of MOHRE as your first stop for most private-sector employment issues (unless you work in specific free zones like DIFC or ADGM, which have their own rules) [3][6][12]
[25][28]. MOHRE is the government body overseeing work relationships, and their initial role is usually mediation – trying to help you and your employer find common ground [5][21][3][6][12]
[22][28]
[33]. However, thanks to recent changes, MOHRE can now also make final decisions on smaller claims 
[14]
[17]
[19]
[24][28]
[29].
If MOHRE can't resolve the issue, or if a decision is appealed, the case moves to the Labour Courts [3][6][12][17][22][28][33]. These are specialized courts within the UAE's civil court system, designed specifically to handle employment disputes [12][28][22]
[32]. They operate in tiers: the Court of First Instance, the Court of Appeal, and finally, the Court of Cassation [22][32]. Knowing who does what helps you navigate the process more effectively [6]
[16]
[27][4].
Step 1: Filing Your Complaint with MOHRE (Mandatory First Step)
Let's be clear: for most private sector employees in the UAE, filing a complaint with MOHRE isn't just a good idea, it's the required first step before you can even think about court [3][6][12][22][28][33]. You can't just skip this and head to the judge [3]
[7][16]. Filing is straightforward and can be done through several channels: the MOHRE website or their mobile app are often the easiest ways [25][4]. You can also call their toll-free number 80084 (or 600-590-000 if you're a UAE citizen) or visit a Tasheel service centre, a MOHRE office, or an Al Adheed Centre in Dubai [2][3][29][4][25][16]
[20].
When you file, be prepared with basic details about yourself and your employer, plus copies of important documents like your employment contract, Emirates ID, passport, and any evidence supporting your claim – think payslips, relevant emails, or termination letters [20][25]
[13][26]. Common reasons people file complaints include disputes over wages, termination, end-of-service benefits, or working conditions [6]. Getting this first step right sets the stage for the rest of the process [3][6][4].
Step 2: The MOHRE Mediation Process
Once your complaint is lodged, MOHRE steps in to mediate, often through dedicated centres like Tawafuq [3][6][12][22][28][33]
[10][31]. The main goal here is to help you and your employer reach an amicable settlement, ideally within 14 calendar days of filing the complaint [3][6][12][22][28][33][3]
[11][21]. MOHRE officials will contact both sides, gather information, listen to arguments, and facilitate discussions to find a resolution everyone can agree on [3][12][16][20][22][28][29][33]
[34][13]. Participation is encouraged, but you aren't forced to accept a settlement you don't agree with [16][34].
Now, here's a crucial update that took effect in January 2024: if your claim is for AED 50,000 or less, MOHRE now has the power to issue a final and legally binding decision [14][17][19][24][28][29][3][10][11][12]
[15][22][31]. This also applies if a settlement agreement (of any value) reached through MOHRE is later breached [14][17][24][28][10][11][12][15][31]. These decisions carry the weight of a court judgment, known as an "executive deed," making them directly enforceable [14][17]
[35][10][15][22][25][31]. If you disagree with MOHRE's decision in these cases, you can appeal, but note the recent change: appeals now go to the Court of First Instance within 15 working days, not the Court of Appeal as initially stated [24][28]
[30][15][25][22].
Step 3: Escalation to the Labour Court (Claims > AED 50,000 or Unresolved)
So, what happens if mediation doesn't work out? If you and your employer can't reach an agreement within the 14-day mediation period and your claim is for more than AED 50,000, MOHRE will refer the case to the Labour Court [3][6][12][17][22][28][33][3][10][11][15][22][31]. A case also goes to court if a MOHRE decision (for those claims under AED 50,000) is appealed by either party [14][17][24][28][24][28][30].
When referring a case, MOHRE sends the court a summary memorandum outlining the dispute details, each side's arguments, and MOHRE's own recommendation [3][11]. It's then up to you, the claimant, to formally register the case with the Labour Court, usually within 14 days after MOHRE approves the referral [3][11]. Don't miss this step, as it's necessary to move the process forward legally [3][7][31].
Navigating the UAE Labour Court Process
Once your case lands in the Labour Court system, it typically starts at the Court of First Instance [22][32]. If needed, decisions can be appealed to the Court of Appeal, and in some high-stakes cases involving points of law, potentially to the Court of Cassation [12][22][28][32]. Understanding the court procedures is vital [16][22]. First off, the official language is Arabic; all documents and proceedings must be in Arabic, requiring certified translations for anything else [16][20][22]. You can represent yourself if you're fluent in Arabic, but otherwise, you'll need a licensed lawyer, typically a UAE national or specific other Arab nationalities [22].
The process heavily relies on written submissions called memoranda [16][22][28][33]. You and the other party will exchange these documents, detailing claims, defenses, and responses, until the judge feels the arguments are complete [12][22][28]. Evidence is primarily written – contracts, emails, bank statements are key [16][22][28]. Oral testimony is rare, and if a witness is called, the judge leads the questioning [28]. For complex calculations, like end-of-service benefits, the court might appoint an expert to investigate and report back [22]. Hearings are scheduled mainly for submitting these documents, and sometimes video conferencing is used [22][20]. If a judgment from the Court of First Instance (for cases initially over AED 50k) isn't satisfactory, it can be appealed to the Court of Appeal within 30 calendar days [12][22][32]. Further appeals to the Court of Cassation (within 60 days) are possible but usually restricted to legal points and higher claim values [12][22][28][32]. Finally, a final judgment is enforced through the Execution Court, which can take actions like freezing assets to ensure compliance [12][32].
Important Considerations During the Dispute Process
Keep a few critical points in mind as you navigate this process. Firstly, time limits are crucial. While the general rule was one year to file a claim, a significant change effective August 31, 2024, extended this to two years from the termination date specifically for termination-related claims [24][28][30]
[8][12]. File after this deadline, and your case might be dismissed [12][19][24][28][3][7][8]. Good news on costs: if your claim is under AED 100,000, you (or your heirs) are exempt from paying court fees at all stages [2][3][16]. Fees might apply for claims above this amount [16].
What about your work status during a dispute? If your case goes to court, you generally can't work for another employer unless MOHRE grants you a temporary work permit [3]. Be aware that your work permit could be cancelled after six months if the court case is ongoing and your status isn't regularized [3]. However, if the dispute caused your salary to be suspended, you have the right to claim up to two months' wages, and MOHRE can compel your employer to pay this [14][19][23][3][11][14]. Remember, these rules apply to the mainland and most free zones, but DIFC and ADGM have entirely separate legal systems and courts [10][12][17][28][33]. Lastly, don't forget that legal support is available through government offices and Labour Care Units [2].
Alternatives and Influences
While MOHRE and the Labour Courts are the standard path, arbitration is another option if both you and your employer agree to it, perhaps through a clause in your employment contract [5][6][20][5]
[18][20]. Arbitration can be faster and more confidential than court, but it means giving up your right to litigate [5][20]. MOHRE can help facilitate this process [5][18].
It's also worth noting that the UAE's labour laws don't exist in a vacuum. As a member of the International Labour Organization (ILO), the UAE's regulations are influenced by international standards promoting things like non-discrimination and fair treatment [2]
[9]
[36]. While domestic law is what's directly applied in courts, these international principles shape the legal landscape [9][19][36].
Frequently Asked Questions (FAQ)
Q1: Do I have to go to MOHRE first?
Q2: How long do I have to file a complaint after termination?
Q3: Is the process free?
Q4: What if my claim is small (e.g., AED 30,000)?
Q5: Do I need a lawyer?
It's not strictly mandatory to have a lawyer in the Court of First Instance if you are fluent in Arabic [22]. However, given the reliance on written Arabic submissions and legal procedures, legal representation is highly recommended, especially for complex cases, appeals, or if you don't speak Arabic [16][22][28][33].
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