Haq HR

A complaint can be filed wherever there's a breach of legal or contractual obligation in the employment relationship, in either the private or domestic-worker sector. This is the Federal (MOHRE) pipeline — the DIFC track uses its own courts, not this process.

Filing channels for an employee:

Labour Claims and Advisory Call Centre: 80084.
MOHRE website.
MOHRE UAE mobile app.

You'll need your work permit number and passport number (plus a Unified ID number if you're a domestic worker). Both parties receive a complaint reference by SMS after filing.

Within 14 days, MOHRE contacts both parties by phone to investigate and determine the next step. One of three outcomes follows: a settlement between the parties regardless of claim value; a final MOHRE decision (available directly if the claim doesn't exceed AED 50,000); or a court referral if no amicable resolution is reached and the claim exceeds AED 50,000.

Time-bar warning. Rights can become time-barred one year after the entitlement arose if you haven't pursued them before the court. Don't sit on a claim.

Deadlines that matter:

If the case is referred to court, the claim must be filed within 14 days from the referral date.
Either party can appeal a MOHRE decision to the Court of Appeal within 15 business days of notification — MOHRE decisions carry execution-writ power, so this window matters.
A complaint can be withdrawn via 80084 at any time; if a party doesn't respond within the stipulated time, MOHRE may close the case.
Work-permit cancellation requests generally need to be submitted within 60 days of notification (different rules apply if the case went to court or a final decision).
No filing fee is set for a MOHRE complaint. If the claim doesn't exceed AED 100,000, the parties may be exempt from judicial fees too.

For employers — responding to a complaint. Centralise your documents as soon as you're notified: contract, WPS and payroll records, leave ledger, warning letters, investigation file, and any prior correspondence. Track the MOHRE reference number and respond within the deadlines given during the 14-day communication window — don't let it lapse. Prepare your settlement or court strategy before you're contacted, not after.

For employers — defending a termination. Regardless of how justified the termination feels internally, the pattern that holds up is:

Written investigation first. Document what happened, when, and how you found out.
Written warnings, with a real opportunity to remedy. A pattern of undocumented dissatisfaction is not the same as a defensible disciplinary record.
A written, reasoned dismissal decision issued by the employer or an authorised representative — before any no-notice dismissal proceeds.
Settlement paperwork has limits. An employee can acknowledge receipt of rights already due to them, but wording that tries to waive rights before they've accrued is not enforceable — don't rely on a broad release to cover future claims.

Skipping the investigation step is the most common reason a termination that felt obviously justified internally still gets successfully challenged. Criminal allegations or clear misconduct do not substitute for the labour-law investigation and documentation requirement — both need to happen.

Employee rights during the process. The employer cannot withhold your passport or force your departure while a dispute is ongoing. You're entitled to a free experience certificate on request, covering dates, service period, role, last wage, and reason for termination — it must not contain anything that damages your reputation or reduces your future employment prospects.