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If your employer has not paid, there is a free, established process — and you do not need a lawyer to start it.
Under Federal Decree-Law 33/2021, your employer must pay your full final settlement within 14 days of the contract end date. Before escalating, confirm:
A great many disputes are actually calculation disagreements rather than refusals to pay — most often gratuity computed on the wrong salary base, or leave encashment omitted. Work out what you believe you are owed first, so your complaint states a specific figure.
Send a short, factual email to HR stating what is unpaid, the amount, and the statutory 14-day deadline. Keep it unemotional and specific. This matters for two reasons: it often resolves the issue immediately, and if it does not, it becomes evidence that you attempted to settle the matter directly.
Keep every reply. Do not rely on verbal assurances or WhatsApp voice notes.
If your employer is mainland, the complaint goes to the Ministry of Human Resources and Emiratisation. There are several routes:
Filing is free. You do not need a lawyer at this stage, and you should be wary of anyone charging a large fee simply to submit the form for you.
If your employer is in a free zone, the complaint usually goes to the free zone authority that registered your contract instead. If you are in DIFC or ADGM, those have their own employment tribunals and processes entirely. Which regime applies to you →
MOHRE attempts to settle the dispute between the parties first. Both sides are called, the claim is reviewed, and a settlement is proposed. Many cases end here, because the process is quick and employers generally prefer not to escalate.
If conciliation does not resolve it, the matter is referred onward to the labour court. Amendments in recent years also gave MOHRE authority to issue decisions directly on certain lower-value claims — the thresholds have changed more than once, so confirm the current position when you file rather than relying on older guidance online.
The strength of your case depends almost entirely on documentation. Collect:
The contract matters most. Because gratuity and leave encashment are both calculated on basic salary, a contract that does not clearly separate basic from allowances is the root of a large share of disputes.
Raise it in writing with HR first, stating the amount and the 14-day statutory deadline. If that fails, file a free labour complaint with MOHRE via the app, the 80060 hotline or a Tas'heel centre. Free zone employees complain to their free zone authority instead.
14 days from the contract end date under Federal Decree-Law 33/2021. After that you can escalate.
Filing with MOHRE is free and you do not need a lawyer to start the process. Be cautious of intermediaries charging significant fees simply to submit the form.
No. Signing a full-and-final receipt makes a later claim significantly harder. You are entitled to take time to review the calculation before signing.
Your claim does not disappear, but pursuing it from abroad is considerably harder in practice. If there is a dispute, it is much better to begin the process before you depart.
Your employment contract above all, since it establishes your basic salary. Also payslips, bank statements, WPS records, your resignation or termination letter, leave records and any written exchange about the unpaid amount.