My employer has not paid my salary
Pay is missing or repeatedly late. First we check: your contract, what has been paid and what is outstanding. Talk to us about unpaid salary
Employment law for employees · Dubai, Sharjah & UAE
Employee Rights Lawyer Dubai
Unpaid salary, a termination that does not feel right, gratuity not paid or a labour ban? Labour lawyers for employees with significant claims in Dubai, from MOHRE complaints to the labour courts.
- High success rate in the matters we handle
- Free first consultation
- Significant employee claims
- Dubai & Sharjah offices
Tell us about your employment problem
Tell us what is happening in your own words. We will explain where you stand and what the sensible next step is.
Your rights
Employee rights lawyer in Dubai: where to start
An employee rights lawyer in Dubai tells you what your contract and the law actually entitle you to, and what to do about it before a deadline or a signature costs you something. MBM advises employees on unpaid salary, wrongful and unfair termination, end-of-service gratuity, labour bans, breach of contract and MOHRE complaints, from our offices in Dubai and Sharjah. Your first consultation is free and confidential.
We act for employees whose claim is significant, for example senior roles, large unpaid sums, wrongful termination or non-compete disputes. A simple salary complaint can often be started with MOHRE without a lawyer. If that is your situation, we say so at the first consultation and point you to the right route instead of taking instructions you do not need.
Our labour lawyer page covers both employees and employers, and this page goes deeper on the employee side. Losing a job or going unpaid is stressful, and you do not have to work it out alone. We take the legal work off your shoulders and explain each step plainly, so you always know where your matter stands.
Are you in the right place?
My employer terminated me
You have been dismissed and the reason or the process feels wrong. First we check: the letter you received, your contract and the stated reason. Talk to us about a termination
I was offered a settlement
You have been asked to sign something to close the matter. First we check: what you waive and whether the sums add up. Go to before you sign.
My gratuity looks wrong
The figure is lower than you expected, or has not been paid. First we check: length of service, final salary and deductions. Go to gratuity.
I want to complain to MOHRE
You want to start a complaint and prepare it properly. First we check: whether the claim is straightforward and what evidence you hold. Go to MOHRE complaints.
I have a labour ban
A ban was threatened or has been applied. First we check: how the employment ended and what the ban is attached to. Go to labour ban.
My contract has a non-compete
You want to move jobs or have received a threat. First we check: the clause, its scope and your new role. Go to non-competes.
I am not sure
Describe what happened and we will place it for you. Talk to us
The law
Your rights as an employee in the UAE: the framework
Your position depends on two things read together: the law and your own employment contract. UAE employment is governed by the Labour Relations Law (Federal Decree-Law No. 33 of 2021), as amended. The Ministry of Human Resources and Emiratisation (MOHRE) now issues binding decisions on many labour disputes and refers unresolved complaints to the labour courts.
Unpaid salary, gratuity and the validity of a termination are each assessed against your contract and the applicable statutory formula. This page describes the general framework. It is not advice on your matter, and positions and procedures can change.
What we check first
- Your employment contractSalary, notice terms and any clause that restricts you, together with every amendment.
- What has actually been paidSalary, leave and any settlement offered, checked against the payslips and the bank record.
- How the employment ended, or is endingThe notice given, the reason stated and the process followed.
- The gratuity calculationLength of service and final salary, checked against the formula.
- The realistic claimWhat MOHRE can decide, and what may need to go further.
How we start an employee dispute
People often search "employment dispute lawyer for employees Dubai" when what they first need is a clear view of these five points. They are where we start on every employee matter, and they usually tell us within a short conversation whether you need a lawyer or whether the claim can go straight to MOHRE.
Unpaid salary
Unpaid salary lawyer Dubai: what you can do
If your salary has not been paid, you can claim it, and the question is how much evidence you hold and how the claim is started. A lawyer is most useful where the sum is large, where the employer disputes what is owed or where non-payment is part of a wider falling-out. As we understand it, the employer has the burden of proving that salary was paid, generally through written records such as wage-protection records, so keep your payslips and bank statements. Wages can also continue to be payable for up to two months while a dispute is under way. Where the salary claim is a clean one, a MOHRE complaint can often be started without a lawyer.
Employer not paying your salary: MOHRE or a lawyer?
If you searched "employer not paying salary lawyer Dubai", the first question is whether you need a lawyer at all. Start by writing down what is owed, for which months and why you say so, then ask the employer in writing. Keep the message. If the employer does not pay, the complaint goes to MOHRE. See filing a MOHRE complaint.
You may want a lawyer first if the employer says it has paid, if the sum is large, if your contract has allowances or commission that make the figure contested or if you also want to challenge a termination.
- Setting out the claim month by month, with the evidence.
- Advising whether to settle and on what terms.
- Preparing the MOHRE complaint and responding to the employer's reply.
Can I resign if my salary is delayed?
Delayed salary can, in some circumstances, support a resignation based on the employer's own breach, which may affect end-of-service entitlements and any labour ban. Whether it applies to you depends on the pattern and length of the delay and on what you have done about it. As we understand it, an employee who wants to leave without notice because salary is late should notify MOHRE 14 days before leaving to keep end-of-service rights, and salary counts as late after 15 days. Requirements change, so we confirm the current position before you act. Do not resign on the strength of a general article; tell us the facts first. If you are on the other side of the table, our employment lawyer for employers page explains how the company sees the same events.
Employer breach of contract lawyer Dubai
Salary is not the only promise an employer can break. A breach can be a unilateral change to agreed terms, a different role, withheld allowances or a termination that does not follow the contract. Where a genuine breach can be shown, a remedy may be available, and what it is depends on the breach and its consequences. We read the contract, identify the breach and advise on the claim. Where the breach is part of a wider commercial dispute, see contract disputes and compensation.
Bonus dispute lawyer Dubai
Whether a bonus is owed depends on the wording of your contract, offer letter or incentive plan, not on what was said in conversation. If a bonus was promised but not paid, bring every document that mentions it. We tell you whether the paperwork supports a claim, and a bonus dispute is one of the situations where the amount at stake can justify instructing a lawyer.
Employment contract review lawyer Dubai
Many disputes begin with a contract that was signed without being read. If you have been offered a job, a promotion or a new set of terms, an employment contract review before you sign costs far less than a dispute afterwards. We read the pay, notice, restriction and termination clauses and tell you what to ask for.
Owed a significant sum, or unsure what your employer owes you? Send us the figures and we will tell you where you stand. Your first consultation is free.
Termination
Wrongful termination lawyer Dubai and unfair dismissal claims
A termination that does not follow the process required by the Labour Relations Law or by your contract, or that lacks a proper basis, may be challengeable. As we understand it, compensation for arbitrary dismissal is reported to be up to three months of pay, and dismissing an employee for making a valid complaint is treated as arbitrary. Whether yours qualifies depends on the facts and the contract. When we advise on a wrongful termination, the first thing we look at is not the outcome you want but the document that ended your employment.
My employer terminated me: lawyer or MOHRE first?
People in this position often search "my employer terminated me Dubai lawyer". Whether you start with a lawyer or with MOHRE depends on the size and complexity of the claim, and the first consultation exists to decide that. In the first days, do three things: keep the termination letter, collect your contract and pay records and note your last working day. Do not sign anything until the document has been checked.
Unfair dismissal lawyer Dubai: what we look at
- The notice given, and whether the contract and the law were followed.
- The reason stated, and whether the documents support it.
- What was said before the termination, including any warnings.
- The final settlement offered: salary, notice, leave, gratuity and any other pay due.
- Whether a labour ban may follow, and what can be done about it.
What a termination claim can involve
A termination claim usually has two parts. The first is the money you are owed on the way out. The second is the argument that the way you were dismissed was wrong. The first is more often straightforward; the second depends on the evidence and is where a lawyer adds most value. We tell you at the start which one you have.
Gratuity
End of service gratuity dispute lawyer Dubai
Gratuity is generally calculated from length of service and final salary under the applicable labour law formula, and most disputes are about the calculation itself, deductions or non-payment. As we understand it, gratuity is generally 21 days of basic pay per year for the first five years and 30 days per year after, capped at two years of wages. We do not print a worked figure on this page, because the right figure depends on your contract and the rules in force when your employment ended. We check it against your documents.
Where gratuity disputes usually come from
- The employer used a lower salary figure than the contract supports.
- Periods of service were left out or counted differently.
- Deductions were taken without a clear basis.
- Gratuity was not paid at all, or was offered only in return for a signature.
- The end date of the employment is disputed.
What we do
We recalculate the figure from your documents, explain any difference, and advise on whether to raise it with the employer, to make a MOHRE complaint or to negotiate a settlement. If you accepted a figure in a signed clearance, bring the document, because the position can be harder to change after signing. See also termination pay explained.
MOHRE
MOHRE complaint lawyer Dubai: filing and pursuing a complaint
A MOHRE complaint is the usual way to bring a labour claim against an employer, and a well-prepared one is easier to resolve. MOHRE can issue binding decisions on many types of dispute, and refers others to the labour courts. We advise on the complaint, prepare it with the supporting evidence and represent you through to a decision. For the general sequence, see how to file a labour complaint in Dubai.
Preparing a complaint that is easy to decide
- State the claim in one clear paragraph, with the amount and the period.
- List each document and say what it proves.
- Keep to facts and dates, and leave out argument and anger.
- Respond to every MOHRE request promptly and keep the reference number.
As we understand it, you can file through the MOHRE app or website, the 80060 call centre or a Tawafuq centre, and there is no fee for employees; free zone employees go to the free zone authority first, then to MOHRE with a referral letter. Channels and fees change, so check MOHRE's current services page.
When a complaint needs more than a form
A complaint needs a lawyer when the employer disputes the facts, the claim is large or mixed (salary, gratuity and termination together), the employer is in a free zone or the DIFC or the matter is referred to the labour courts. In those cases the preparation decides the result more than the form does. If your employer is in the DIFC, as we understand it DIFC employment is governed by DIFC Law No. 2 of 2019. See our DIFC lawyer page for how the forum can differ, and for court claims in general see court representation.
Labour ban
Labour ban lawyer Dubai
A labour ban can restrict your ability to obtain a new work permit for a period, often connected to how an employment ended. Whether a ban applies to you, and whether it can be challenged or lifted, depends on the circumstances of the termination or resignation.
The practical point is timing. A ban can affect your next job, so raise it before you resign or sign an exit document, not after. We review how your employment ended, the document you received and what the ban is attached to, and advise on the options. If you are worried about a possible ban, tell us the facts and we tell you what we can find out.
Non-compete
Non-compete clauses in Dubai: are they enforceable?
Non-compete clauses are enforceable in the UAE within certain limits as to time, geography and scope. As we understand it, a non-compete is limited to two years. Whether the clause in your contract can be enforced against you depends on how it is drafted and on the facts of your new role.
Non compete clause lawyer Dubai: what we do for you
If you are an employee who has a non-compete, bring the contract and any separate agreement, tell us the new job and we assess how far the clause reaches. If you have received a threat letter from a former employer, do not ignore it and do not reply yourself. We can respond for you and, where possible, negotiate the scope. Non-compete disputes are one of the situations where we act for employees, because the stakes are high. For the employer's side, see non-compete enforcement for employers.
Before you sign
Before you sign a settlement or resignation
Do not sign a settlement, a clearance or a resignation until it has been checked, because a signature can end claims you did not know you had. Employers often offer a settlement quickly after a termination, and the document is usually short and looks routine. That is exactly why it should be read.
- What does the document say you waive?A clearance can cover all claims, not only the ones you were thinking about.
- Do the sums add up?Compare the figures with your own count of salary, leave, notice and gratuity.
- Is anything paid only if you sign?Pay that you are already owed should not depend on a signature.
- Is the wording about how the employment ended correct?A resignation and a dismissal can have different consequences, including for a labour ban.
- Is there a restriction attached?Non-compete, confidentiality or non-disparagement terms can be tucked into the same paper.
- When does it take effect?Check dates for payment and for the end of employment.
- Have you been given time to read it?A request to sign immediately is a reason to ask for time, not a reason to hurry.
If you have already signed, bring the document anyway. What can be done depends on its wording and on the facts, and we tell you honestly if the room to manoeuvre is small. If money is still owed after a signed settlement, see debt recovery.
Forums
Where your matter will be heard
The authority that handles your claim depends on the employer and on what you are claiming. This is a general guide.
| Authority | What it generally deals with | Where it appears on this page |
|---|---|---|
| MOHRE | Labour complaints and many binding decisions on labour disputes | MOHRE complaints |
| Labour courts | Disputes referred from MOHRE, and matters outside a MOHRE decision | Termination |
| Dubai Courts | Court claims where a labour court is not the forum, for example some restriction disputes | Non-competes |
| DIFC Courts | Employment disputes with DIFC employers, where DIFC rules apply (as we understand it, under DIFC Law No. 2 of 2019) | DIFC lawyer |
How it works
How MBM works on an employee matter
We start with a conversation and a document review, so you hear the honest position before you spend anything. The steps below show how an employee matter usually runs with us.
- Step 01
Free first consultation
Your first consultation is free and confidential. You tell us what happened, and we tell you what we see and whether you need a lawyer or can start a MOHRE complaint yourself.
- Step 02
Review your contract and entitlements
We check what you are owed: salary, notice, leave and gratuity, against your contract and the law.
- Step 03
Written scope and fee
If you instruct us, you receive a scope and a fee position in writing before paid work starts.
- Step 04
Assess the termination or the breach
We look at the process followed, or the conduct complained of, against what the law and your contract require.
- Step 05
Prepare and file the complaint, or negotiate
We prepare a properly evidenced MOHRE complaint, or negotiate the exit terms, whichever serves you better.
- Step 06
Pursue the labour courts where needed
If the matter is referred or escalates, we prepare and present your case and keep you updated.
Avoid these
Common mistakes employees make
Most avoidable losses happen in the first days after a dispute begins. These are the mistakes we see most often.
- Signing first and asking later. A clearance can waive claims. Ask for time and have the paper checked.
- Resigning in anger. A resignation can change what you are entitled to and may affect a labour ban. Take advice before you send it.
- Relying on a verbal promise. If a bonus, a raise or a notice period is not in writing, it is hard to prove.
- Deleting messages. Your messages and emails are often your main evidence. Keep the originals.
- Waiting for the employer to put it right. If the matter is not resolved, deadlines and the evidence trail keep moving. Raise it in writing.
- Treating every case as needing a lawyer. A simple salary claim can often be started with MOHRE without one. Use a lawyer where the stakes justify it.
- Ignoring a non-compete letter. Respond through a lawyer rather than ignoring it or arguing back yourself.
Before you call
What to bring
You do not need any of this to make the first call, but having it ready makes the conversation more useful. If you have been asked to sign something today, call first.
- Your employment contractAll pages, including amendments and the offer letter.
- Payslips and wage recordsShowing what has and has not been paid.
- Bank statementsFor the months in dispute.
- Any termination or notice letterOr details of how you were told.
- Correspondence with your employerEmails and messages relevant to the matter.
- Any settlement or clearance documentUnsigned, if you have not yet signed.
- MOHRE referencesA complaint number, a notice or a decision, if there is one.
- Your passport, visa and Emirates ID detailsResidence status can matter to a labour ban and a new work permit.
- A timeline of eventsAs you understand them, with dates where you can.
Why MBM
Why MBM for employee matters
When you are unpaid or have lost your job, you want a straight view of your position and someone who will explain it. Rated 4.9 on Google reviews. MBM is a founder-led team, led by Mohamed Badr with 17 years of legal experience, with litigation and arbitration handled by the same team and offices in Dubai and Sharjah.
For employees, that means a first conversation with someone who tells you honestly whether your claim is strong, whether MOHRE alone will do and what a lawyer would add. MBM works with group companies in the UK, Europe, the Middle East and the Gulf, which helps when a matter has an international side. That can help when a senior employee has a foreign contract, equity or a cross-border move.
We tell you if you do not need us
We act for employees with significant claims. If yours is a simple salary complaint, we explain how to start it with MOHRE and what to keep.
We tell you if a claim is weak
If a claim looks weak, we say so early, before you spend money pursuing it. No outcome is promised, and we do not promise one.
Confidential from the first message
You can send us your documents on WhatsApp if that is easier than calling. Everything you tell us is confidential.
One team if it escalates
If a matter goes beyond MOHRE, the team that advised you prepares the next stage. See civil litigation and court representation for how we approach court work, and debt recovery if the real issue is a sum owed that must be enforced.
Two offices
MBM has offices in Dubai (Dubai Media City) and Sharjah (Al Khalidiya).
Fees
How fees work
Your first consultation with MBM is free and confidential. If you decide to instruct us, we give you a scope and a fee position in writing before paid work starts, so you know what is covered.
The cost depends on the work: advice on a settlement, a MOHRE complaint or full labour court proceedings. Government and court fees and translation costs are separate from legal fees, and we explain which apply. We do not publish a price list, because every matter is different. For an employee with a smaller claim, the honest advice is sometimes to start the MOHRE complaint yourself, and we say so.
Dismissed, unpaid or asked to sign? Tell us what happened and we will tell you what to do first. Your first consultation is free and confidential.
MBM legal team
Who you will speak to
Your free first consultation is with a member of MBM’s legal team in Dubai or Sharjah. Employment matters are handled in confidence from the first call, and you hear honestly whether your claim needs a lawyer.
Mohamed Badr
Founder & Managing Partner
Mohamed Badr leads MBM and has 17 years of legal experience. His career has included roles at law firms and multinational corporations in the UAE, advising businesses on high-stakes disputes, corporate restructuring and commercial litigation.
- Mana Ahmad Al HarmodiLawyer
- Mohamed KhamisLegal Consultant
- Sobhy BadrLegal Consultant
- Abdelsabour ElnasrLegal Associate
- Hamada KhedrLegal Associate
- Yasser ElbakryLegal Associate
- Afreen SiddiquiLegal Associate
Names and titles as published on mbm-co.com. Your first consultation is with a member of MBM’s legal team in Dubai or Sharjah.
Common questions
Common questions from employees in Dubai
General information about employee rights in Dubai and the UAE. It is not legal advice. Positions and procedures can change and depend on the facts, so please contact MBM directly to discuss yours.
My employer terminated me. What should I do first?
Keep the termination letter or message and note the date and who told you. Do not sign a clearance or resignation until it has been checked. Collect your contract, payslips and bank statements, and write down your last working day and anything still owed. Then call us or message us on WhatsApp.
After a termination, should I go to a lawyer or to MOHRE first?
It depends on the size and complexity of the claim. A straightforward salary claim can often be started with MOHRE without a lawyer, while a contested termination, a senior role or a large sum usually justifies one. The first consultation decides which applies in your case.
My employer has not paid my salary. What can I do?
Write down what is owed and ask the employer in writing. As we understand it, the employer has the burden of proving that salary was paid, generally through written records such as wage-protection records, so keep your payslips and bank statements. If it is not paid, you can complain to MOHRE, which now issues binding decisions on many labour disputes. We advise on preparing the complaint and the supporting evidence, such as your contract and payment history.
"Can I resign if my salary is delayed UAE": what happens to my gratuity and any labour ban?
Delayed salary can, in some circumstances, support a resignation based on the employer's own breach, which may affect end-of-service entitlements and any labour ban. Whether this applies depends on the pattern and length of the delay, and should be assessed on the facts before you resign. As we understand it, an employee who wants to leave without notice because salary is late should notify MOHRE 14 days before leaving to keep end-of-service rights, and salary counts as late after 15 days. Requirements change, so we confirm the current position before you act.
What is unfair or wrongful termination in the UAE?
A termination that does not follow the process required by the Labour Relations Law (Federal Decree-Law No. 33 of 2021, as amended) or the employment contract, or that lacks a proper basis, may be challengeable. As we understand it, compensation for arbitrary dismissal is reported to be up to three months of pay, and dismissing an employee for making a valid complaint is treated as arbitrary. Whether a specific termination qualifies depends on the facts and the contract.
Should I sign the settlement my employer offered?
Not before it has been read. A settlement or clearance can waive claims, and the figures may not match what you are owed. Ask for time, bring the document to us and we tell you what it waives and whether the sums add up.
How much is end-of-service gratuity in the UAE, and can it be disputed?
Gratuity is generally calculated from length of service and final salary under the applicable labour law formula. Disputes commonly arise over the calculation, deductions or non-payment. As we understand it, gratuity is generally 21 days of basic pay per year for the first five years and 30 days per year after, capped at two years of wages. We check the calculation against your documents.
How much is termination pay in the UAE?
Termination pay generally depends on notice entitlements, accrued leave and end-of-service gratuity calculated under the applicable formula. The exact figure depends on length of service, salary, the contract and the basis of termination. See our labour lawyer page.
How do I file a labour complaint in Dubai?
A complaint is generally filed with MOHRE, which tries to resolve the matter and can issue a binding decision on many types of dispute, or refer the matter to the labour courts where appropriate. As we understand it, you can file through the MOHRE app or website, the 80060 call centre or a Tawafuq centre, and there is no fee for employees; free zone employees go to the free zone authority first, then to MOHRE with a referral letter. We can advise on preparing and supporting the complaint. See MOHRE complaints.
What is a labour ban, and can it be challenged?
A labour ban can restrict an employee's ability to obtain a new work permit for a period, often connected to how an employment ended. Whether a ban applies, and whether it can be challenged or lifted, depends on the circumstances of the termination.
Can I claim compensation if my employer breached my employment contract?
Where a genuine breach can be shown, a remedy may be available, for example for unpaid entitlements, a unilateral change to agreed terms or a termination that does not follow the contract. What compensation may be available depends on the breach and its consequences.
Can I claim a bonus that was promised?
It depends on the wording of your contract, offer letter or incentive plan, and on whether the document makes the bonus payable. Bring every document that mentions it. We tell you whether the paperwork supports a claim.
Can my employer enforce a non-compete against me?
Non-compete clauses are enforceable in the UAE within certain limits as to time, geography and scope. As we understand it, a non-compete is limited to two years. Whether a specific clause can be enforced depends on how it is drafted and on your new role. Bring the contract and we assess it.
Do I need a lawyer for a MOHRE complaint?
Not always. A simple salary complaint can often be started with MOHRE without a lawyer. A lawyer adds most where the sum is large, the role is senior, the termination is contested or there is a non-compete dispute.
Is the first consultation really free?
Yes. MBM's first consultation is free and confidential. It is a discussion of your situation and your options. If you then choose to instruct us, we give you a scope and a fee position in writing before paid work starts.
Is my consultation about an employment matter confidential?
Yes. Every consultation and engagement with MBM is treated with professional confidentiality, and you can send documents on WhatsApp if that is easier than calling.
How much does an employee rights lawyer cost in Dubai?
It depends on whether the work is advice, a MOHRE complaint or labour court proceedings. We do not publish a price list. After the first consultation we give you a scope and a fee position in writing before you instruct us.
Free first consultation
Tell us about your employment problem
Your first consultation with MBM is free and confidential. Tell us briefly what has happened. A member of MBM’s legal team will review your enquiry and come back to you with the appropriate next step.
If you have been asked to sign a settlement, a resignation or a clearance, please call before you sign rather than waiting for a reply to the form.
- Call +971 4 570 0204Dubai office
- WhatsApp +971 54 596 1111Send a message and the documents you have
- info@mbm-co.comSend the details and documents by email
Dubai · Office 3204, Level 32, Business Central Towers – Tower B, Dubai Media City
Sharjah · Office 2001, Level 20, Al Hind Tower, Al Khalidiya District
Practice area: Employment & Labor LawOffices: Dubai & SharjahContent updated: October 2026
Tell us about your employment problem
Tell us what is happening in your own words. We will explain where you stand and what the sensible next step is.
Know what you are owed. Before you sign anything.
Your first consultation is free and confidential. Tell us what has happened, what you have been offered and what you have already signed. We explain where you stand and whether you need a lawyer or a MOHRE complaint will do.