A former employee filed a MOHRE complaint
You have been notified and want to respond properly. First we check: the notice, the deadline and what the employment record shows. Talk to us about a MOHRE complaint
Employment law for employers · Dubai, Sharjah & UAE
Employment Lawyer for Employers Dubai
Received a MOHRE notice? Note the deadline on it and call us before you reply.
Employment lawyers and an employment law firm for employers in Dubai: defending MOHRE complaints and employment litigation, ending employment safely, and contracts and HR policies that hold up.
- High success rate in the matters we handle
- Free first consultation
- Employer-side advice
- Dubai & Sharjah offices
Tell us about your employment matter
Tell us what is happening in your own words. We will explain where you stand and what the sensible next step is.
For employers
Employment lawyer for employers in Dubai: where to start
An employment lawyer for employers in Dubai helps your company deal with a labour problem on the facts, whether the problem is a notice you have received, a termination you are planning or a contract that needs to be right. MBM acts for employers: companies, HR teams and business owners with staff in the UAE. We work from our offices in Dubai and Sharjah. Your first consultation is free and confidential.
A labour dispute rarely turns on who is more sympathetic. It turns on the contract, the paperwork and the deadline, and these are things a company can put in order. We take the legal work off your shoulders, explain the position in plain language and make sure you always know where the matter stands.
If you are an employee rather than an employer, our labour lawyer page explains how we work with employees, and the page on employee rights covers their side.
Received a MOHRE notice or a court summons? Note the response date on the document and call +971 4 570 0204 before you reply. If you have a few minutes, send us the notice and the contract on WhatsApp so we can see what we are dealing with.
Are you in the right place?
An employee is suing the company
Proceedings have been filed against you. First we check: the claim document, the dates and the contract. Go to employment litigation.
We want to terminate an employee
You plan an exit and want it to hold up. First we check: the contract, the reason and the paperwork so far. Go to terminating lawfully.
We suspect misconduct
You need to look into conduct before you decide anything. First we check: the allegation, the evidence held and the policies. Go to investigations.
Someone left and joined a competitor
You want to know if a restriction can be enforced. First we check: the clause, the new role and what was taken. Go to non-compete and confidentiality.
Our contracts and policies are out of date
You want documents that match current law. First we check: your current contracts, handbook and how they are used. Go to contracts and HR policies.
We need an HR question answered
You want a lawyer to call before you act. First we check: the facts and the document that governs them. Go to HR legal advice.
I am not sure
Describe what is happening and we will place it. Talk to us
The law
MOHRE and the labour courts: the framework for employers
For an employer, the law is the Labour Relations Law (Federal Decree-Law No. 33 of 2021), as amended, read together with the employment contract. The Ministry of Human Resources and Emiratisation (MOHRE) now issues binding decisions on many labour disputes and refers unresolved worker complaints to the labour courts. As we understand it, fines for employer violations are reported to range from AED 100,000 to AED 1,000,000.
That means a MOHRE complaint is not a preliminary formality. It can be the whole dispute, and the company's response is often the main evidence the decision-maker sees. This page describes the general framework; it is not advice on your matter.
What we establish first
- The employment contractTerms, notice provisions and any relevant policies.
- The termination or conduct recordWhat happened, when and how it was documented.
- The MOHRE stageWhether a complaint has been filed and what deadline applies.
- The financial exposureEnd-of-service gratuity, notice pay and any compensation claimed.
- The realistic defenceWhat can be shown, and what the company's exposure genuinely is.
Litigation
Employment litigation lawyer Dubai: defending claims against your company
If an employee has filed a MOHRE complaint or started proceedings, the company needs a response that is ready on the documents before the deadline arrives. As an employment litigation lawyer for employers in Dubai, MBM prepares and presents the company's defence, from the first MOHRE notice to the labour courts if the matter escalates. If an employee is suing your company, the first steps are the same: confirm the deadline, collect the record and do not delete anything.
Responding to a MOHRE complaint against your company
Employers often search "MOHRE complaint against my company lawyer" on the day the notice arrives, and the notice does start a clock. Respond within MOHRE's applicable timeframe, and have the underlying contract and the circumstances of the termination reviewed before you do. We read the complaint, compare it with the record and prepare a response that deals with each point. As we understand it, an employee can file through the MOHRE app or website, the 80060 call centre or a Tawafuq centre, and there is no fee for employees, so a complaint can arrive with little notice. Channels and fees change.
- Confirming the deadline on the notice.
- Reviewing the contract, payroll records and termination file.
- Preparing the written response and the supporting documents.
- Representing the company at any MOHRE meeting and in settlement talks.
Labour dispute lawyer for employers Dubai: when the matter is referred
If MOHRE does not decide the dispute, or a decision is challenged, the matter can move to the labour courts. We prepare the company's case on the contract and the facts, and the team that advised on the notice presents it. For court work in general, see civil litigation and court representation.
Defending an unfair dismissal claim: the employer's position
If you searched "defending unfair dismissal claim Dubai", start with the record. A termination that does not follow the required process, or that is found to lack proper grounds, can expose an employer to a claim. 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. Where one has been filed, we prepare the defence on the facts and the contract: the reason, the notice, the documents and what was said before the exit.
What is the company's exposure?
| Element | What it depends on | What we check |
|---|---|---|
| Unpaid salary | The contract and the payroll record (see the note below the table) | Every payment, with the evidence of when it was made |
| Notice | The contract and how the employment ended | Whether notice was served, paid in lieu or skipped |
| Accrued leave | Leave earned and not taken | The leave record and the contract's leave terms |
| End-of-service gratuity | Length of service and final salary | The calculation, and any deductions taken |
| Compensation | The facts of the termination. Arbitrary-dismissal compensation is reported to be up to three months of pay | Whether the process and the reason can be shown |
| Penalties | The nature of the violation. As we understand it, fines for employer violations are reported to range from AED 100,000 to AED 1,000,000 | Whether any violation is alleged, and what MOHRE can do about it |
As we understand it:
- the employer has the burden of proving that salary was paid, generally through written records such as payroll and wage-protection records, and wages can continue to be payable for up to two months while a dispute is under way;
- 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;
- 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, so late payroll can create exposure of its own.
Requirements change, so we confirm the current position. We do not publish worked figures for these items on this page, because each depends on the contract and the rules in force at the date of the exit. We calculate the exposure from your documents at the first consultation, and tell you where a settlement makes sense and where a defence does.
Has a former employee made a claim against your company? Send us the notice and we will tell you what to do first. Your first consultation is free and confidential.
Termination
Employee termination lawyer Dubai: ending employment lawfully
A termination should follow the process set out in the employment contract and in the Labour Relations Law, including notice, any applicable grounds and a correct final settlement. Getting it wrong is a common source of later claims, so the time to involve a lawyer is before the letter goes out.
A checklist before you terminate
- What does the contract say?Notice, probation terms, grounds and any special clauses.
- What is the reason, and can you show it?Warnings, reviews, investigation notes or the commercial basis for a redundancy.
- Has the employee had a fair process?Where misconduct is alleged, the employee should have been heard and the steps recorded.
- How will you give notice?In writing, in the way the contract requires, with the dates clear.
- Is the final settlement calculated correctly?Salary, notice, leave and gratuity, checked against the records.
- Are the visa and work permit steps planned?The cancellation sequence and who does what.
- What will you say, and who will say it?A short script, one person and a note of the meeting.
- Is there a restriction or a handover to manage?Non-compete, confidentiality, return of property and access to systems.
Redundancy and restructuring
If roles are being removed for business reasons, record the commercial basis for each role at the time, not afterwards. A restructuring that is explained in writing and applied consistently is easier to defend than one that looks like a series of individual dismissals.
Garden leave and suspension
Whether an employee can be placed on leave while a matter is investigated depends on the contract and the circumstances. Ask before you do it. We tell you what the documents allow and how to record the decision.
Restrictions
Non-compete and confidentiality: enforcing the restriction
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 yours can be enforced, and what remedy is available if it is breached, depends on how it is drafted and on the facts.
Non-compete clause enforcement lawyer Dubai: where we start
We start by reading the clause, then the new role and what the former employee took or did. Those three things tell us whether the restriction is likely to hold and whether a letter, a negotiated release or a court claim is the sensible next step.
Confidentiality breach by an employee: acting for the company
Companies that search "confidentiality breach employee lawyer Dubai" usually want to know two things: what they can do, and how fast. The remedy for a confidentiality breach depends on what the contract and any separate undertaking actually say, and on what can be shown about the breach itself. We advise on the contractual position and on the practical steps to limit further disclosure.
- Securing evidence of what was taken, when and how.
- Reviewing the contract, the policy and any undertaking signed.
- Writing to the employee or the new employer, where appropriate.
- Advising on whether a court claim is justified.
Before you rely on a restriction
A restriction that is too wide, undated or copied from a template is the one that fails. Draft it with the role, the time and the territory in mind, and revisit it when the job changes. If an employee has asked you to release them from one, take advice before you answer.
Investigations
Employee misconduct lawyer Dubai and workplace investigations
A properly conducted investigation protects the company if the matter later leads to termination or a claim. It should be documented, fair to the employee and consistent with the company's own policies. An employee misconduct lawyer in Dubai can advise on the process, or run it for you.
Workplace investigation lawyer Dubai: what we advise on
- Whether an investigation is the right first step.
- Who should lead it, so that it is independent of the people involved.
- How to preserve evidence, including emails and messages.
- How to record interviews and give the employee a chance to respond.
- What to put in the report, and what the report means for the decision.
After the investigation
The report is the start of the decision, not the end. We help you decide whether to warn, to terminate, to settle or to close the matter, and we check each against the contract. Where there is also a criminal angle, such as suspected fraud, see criminal law for how we handle the allegation.
HR and contracts
HR legal advice Dubai: policies, handbooks and contracts
HR legal advice is mostly prevention: documents that match current labour law and a lawyer to call before you act. MBM drafts and reviews employment contracts, HR policies and related documentation to reflect current UAE labour law and reduce the risk of later disputes. This section is brief on purpose; for the wider company side, see corporate and commercial law.
Employment contract lawyer Dubai
A good employment contract covers the pay, the notice terms, any probation, the restrictions and the way the relationship ends. We draft contracts for new hires and review existing ones for those that no longer reflect how you work.
Employment policy lawyer Dubai
Handbooks and policies on conduct, leave, disciplinary steps, confidentiality and use of company systems are the first documents anyone reads in a dispute. We review them so they match the contract and current law, and so managers can apply them consistently.
A lawyer on call for HR
Many HR questions are small ones: can we do this, what should the letter say, does this need notice. A lawyer who knows your documents answers them faster. For companies that want regular legal support, see retainer legal services and commercial contracts.
Forums
Where your matter will be heard
The authority that deals with your matter depends on the employee, the employer's location and the claim. 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 | Litigation |
| Labour courts | Disputes referred from MOHRE | Litigation |
| Dubai Courts | Court claims such as restriction or confidentiality disputes | Non-compete |
| DIFC Courts | Employment disputes with DIFC employers, where DIFC rules apply | DIFC lawyer |
If your company is based in the DIFC or a free zone, tell us at the start: the route and the rules can differ from those for a mainland company. As we understand it, free zone employees go to the free zone authority first, then to MOHRE with a referral letter, and DIFC employment is governed by DIFC Law No. 2 of 2019. Rules change, so we confirm the current position for your matter.
How it works
How MBM handles an employer matter
We start with a conversation and the documents, so you hear the realistic position before the deadline arrives. The steps below show how an employer matter usually runs with us.
- Step 01
Free first consultation
Your first consultation is free and confidential. You tell us what has happened and what has been received, and we explain where the company stands.
- Step 02
Confirm the deadline
MOHRE and labour-court deadlines are often short. We confirm the applicable timeframe immediately.
- Step 03
Review the contract and the record
We assess the contract, any policies and how the situation has been documented so far.
- Step 04
Written scope and fee
If you instruct us, we give you a scope and a fee position before paid work begins.
- Step 05
Prepare the response or the plan
A properly evidenced response, a termination plan, an investigation or the contract and policy work.
- Step 06
Settle where it serves the company
Where settlement reduces cost and risk, we negotiate from a prepared position.
- Step 07
Represent through to resolution
From the first notice through to the labour courts, if the matter escalates.
Avoid these
Common mistakes employers make
Most employer losses come from process, not from the merits. These are the mistakes we see described most often.
- Missing the response date. A MOHRE or court deadline is not extended because the company was busy. Note it the day the notice arrives.
- Terminating first and documenting later. The paperwork has to exist at the time of the decision.
- Paying a final settlement without checking it. An underpaid gratuity is a new claim.
- Treating a clause as enforceable without reading it. A non-compete or confidentiality clause is only as good as its drafting.
- Letting managers improvise. Informal promises about pay, bonus or notice become evidence against the company.
- Deleting emails and messages. The record helps the company as often as it helps the employee.
- Starting an investigation with the people involved in the dispute. An investigation that is not independent weakens the decision.
- Ignoring HR documents until a dispute starts. Out-of-date contracts and policies create arguments that did not need to exist.
Before you call
What to have ready
You do not need any of this to call us. If a MOHRE deadline is running, call first and gather documents afterwards.
- The employment contractAnd any amendments, offer letter or relevant policy.
- Any MOHRE notice or court papersIncluding the reference number and the response date.
- Termination or disciplinary documentsNotices, warnings, investigation notes and meeting records.
- Payroll and settlement recordsWage records and any final settlement calculation already prepared.
- HR policies and the handbookThe versions in force at the time of the events.
- Emails and messagesBetween the company, managers and the employee about the matter.
- A timeline of eventsAs you understand them, with dates where you can.
- Company detailsTrade licence and who signed for the company.
Why MBM
Why MBM for employers
MOHRE and the labour courts move on documents and deadlines. What helps is a team that prepares the company's position properly from the first notice. 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 employers, that means preventive and defensive work from one team: contracts and policies to reduce risk, and a defence when a dispute still arises. 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 matters for employers with foreign parents, cross-border staff or international reporting lines.
Preventive and defensive
We draft contracts and policies, and defend the company when a dispute still arises. For wider company work, see corporate and commercial law.
Straight answers on exposure
If a claim is likely to succeed, we tell you early, so the company can decide on settlement with clear eyes. No outcome is promised, and we do not promise one.
Confidential from the first call
Employment matters involve people and reputations. Confidentiality applies from the first call.
Litigation and arbitration handled by the same team
If a matter escalates, the team that advised you prepares the next stage. See court representation.
Two offices
MBM has offices in Dubai (Dubai Media City) and Sharjah (Al Khalidiya), which helps employers based in Sharjah.
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.
Cost depends on whether the work is advice, a MOHRE response, a termination plan, an investigation, contract and policy drafting or full litigation. 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. Companies that want regular access to a lawyer can see retainer legal services.
Planning a termination, or facing a claim? Send us the contract and a short timeline and we will tell you what to do first. Your first consultation is free and confidential.
MBM legal team
The team behind your employment matter
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.
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 employers in Dubai
General information about employment law for employers 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.
A former employee has filed a MOHRE complaint against my company. What should I do?
Note the response date on the notice, and have the contract and the termination circumstances reviewed before you reply. MOHRE now issues binding decisions on many labour disputes, and as we understand it fines for employer violations are reported to range from AED 100,000 to AED 1,000,000, so an early, well-prepared response matters. Call us before you respond.
"My employee is suing my company Dubai": what should we do first?
Confirm the deadline on the claim, collect the contract, payroll records and termination file and do not delete anything. We review the claim against the record, prepare the company's defence and advise on settlement. See employment litigation.
How do I terminate an employee safely under UAE labour law?
Follow the process in the employment contract and the Labour Relations Law (Federal Decree-Law No. 33 of 2021, as amended), including notice, any applicable grounds and a correct calculation of end-of-service gratuity and the final settlement. Getting this wrong is a common source of later claims. See the termination checklist.
What is unfair dismissal risk for an employer in the UAE?
A termination that does not follow the required process, or that is found to lack proper grounds, can expose an employer to a claim. 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. We review the circumstances before termination where possible, or defend the company's position where a claim has been filed.
Can an employer enforce a non-compete clause against a former employee?
Non-compete clauses are enforceable in the UAE within certain limits as to time, geography and scope. Whether a specific clause can be enforced, and what remedy is available, depends on how it is drafted and on the facts. As we understand it, a non-compete is limited to two years.
What should an employer do about a confidentiality breach by an employee?
The remedy depends on what the contract and any separate undertaking say, and on what can be shown about the breach. We advise on the contractual position and on the practical steps to limit further disclosure.
How should an employer conduct a workplace investigation?
Document it, keep it fair to the employee and keep it consistent with the company's own policies. A well-run investigation protects the company if the matter later leads to termination or a claim. We can advise on the process or conduct it. See investigations.
Does MBM draft and review employment contracts and HR policies?
Yes. MBM drafts and reviews employment contracts, HR policies and related documentation to reflect current UAE labour law and reduce the risk of later disputes. See HR legal advice.
Can MBM defend a company against an employee's claim?
Yes, including claims filed through MOHRE and, where a matter escalates, before the labour courts. We prepare and present the company's defence based on the employment contract and the facts.
Is MOHRE's decision on a labour complaint final?
MOHRE issues binding decisions on many labour disputes, though certain matters or higher-value disputes may still be referred to the labour courts. Whether a decision is final, or can be challenged, depends on the nature of the dispute and the value involved.
Can we put an employee on garden leave?
It depends on the employment contract and the circumstances. Check the contract before you do it, and record the decision in writing. Tell us the facts and we advise on what the documents allow.
Do DIFC companies follow UAE labour law?
The rules can differ. As we understand it, DIFC employment is governed by DIFC Law No. 2 of 2019. If your company is based in the DIFC, DIFC rules and the DIFC Courts may apply instead of onshore labour law, depending on the employer and the contract. See our DIFC lawyer page.
Can you represent us before the labour courts as well as at MOHRE?
Yes. We prepare and present the company's position at MOHRE and, where a matter is referred or escalates, before the labour courts, and the team that advised you stays with the matter. Tell us what stage the matter has reached.
What is HR legal advice, and when should we ask for it?
It is advice on policies, contracts and decisions before you act. Ask when you plan a termination, change terms, write or update a handbook or receive a complaint. It usually costs far less than defending a claim afterwards.
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.
How much does employer-side employment advice cost in Dubai?
Cost depends on whether the matter is advisory, a MOHRE response or full litigation. We do not publish a price list. After the first consultation we give you a scope and a fee position before you instruct us.
Do you only act for employers?
We act for employers, and for employees whose claim is significant, for example senior roles, large unpaid sums, wrongful termination or non-compete disputes. See our labour lawyer page.
Free first consultation
Tell us about your employment matter
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 a MOHRE notice or a court summons has a response date running, please call 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 matter
Tell us what is happening in your own words. We will explain where you stand and what the sensible next step is.
A MOHRE deadline is short. Prepare the company's position early.
Your first consultation is free and confidential. Send us the contract, the notice and a short timeline. We tell you what the company's exposure looks like and what to do first.