My employer has not paid me
You are owed salary or other pay and want to know your options. First we check: your contract, what has actually been paid and for how long. Talk to us about unpaid salary
Labour & employment law · Dubai, Sharjah & UAE
Labour Lawyer Dubai
Employment lawyers in Dubai. We act for employers, and for employees whose claim is significant: termination, end-of-service gratuity, MOHRE complaints and labour court cases, including DIFC employment matters.
- High success rate in the matters we handle
- Free first consultation
- Employers and significant employee claims
- 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.
Start here
Labour lawyer in Dubai: are you an employee or an employer?
A labour lawyer in Dubai helps you understand where you stand under UAE labour law and what to do next, whether you are the employer or the employee. MBM is a Dubai law firm, with offices in Dubai and Sharjah, advising on termination, end-of-service gratuity, MOHRE complaints, labour bans, employment contracts and labour court cases. Your first consultation is free and confidential.
We act for employers, and 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 your situation is a simple one, we will say so at the first consultation instead of taking instructions you do not need.
You may see the same work described as labour law, labor law or employment law. In the UAE these terms are used interchangeably, and this page covers all of them. Choose the route that fits you, or read on for the detail. Our separate pages cover employee rights and employment law for employers in more depth.
Labor lawyer Dubai: the same service under another spelling
Labor is the American spelling of labour, so the help described on this page is the same whichever spelling you use, and it covers employees and employers alike.
Are you in the right place?
I have been dismissed
You were told your employment is ending, or already has. First we check: the letter or message you received, your contract and what you have been offered. Talk to us about a termination
I was offered a settlement
You have been asked to sign something. First we check: what the document waives and whether the sums add up. See before you sign.
I am an executive or senior employee
Severance, bonus, equity or a non-compete is involved. First we check: your contract and every document that adds to it. See executive matters.
A MOHRE complaint was filed against us
A current or former employee has complained about the company. First we check: the notice, the deadline and the employment record. See defending a complaint.
We want to end an employment safely
You plan a termination and want it to hold up. First we check: the contract, the reason and the paperwork so far. See terminating lawfully.
My employer or company is in the DIFC
Your employer or your company sits in the DIFC. First we check: the employer, the contract and the forum. Go to DIFC employment.
I am not sure which applies
Tell us the facts and we place the matter for you. Talk to us
The law
UAE labour law in plain English
Employment in the UAE is governed by the Labour Relations Law (Federal Decree-Law No. 33 of 2021), as amended. It sets the framework for contracts, pay, leave, termination and end of service, and your own employment contract adds the specific terms that apply to you.
The Ministry of Human Resources and Emiratisation (MOHRE) now issues binding decisions on many labour disputes. Unresolved complaints, and matters that are not suited to a ministry decision, are referred to the labour courts. For an employer that means a MOHRE complaint is not a formality: it can be the whole dispute. For an employee it means the first step is often an administrative one, and the paperwork you bring decides how far it gets.
This page describes the general framework. It is not advice on your matter, and positions and procedures can change, so we check the current position against your documents at the first consultation.
Four things that decide almost every labour case
- The contract. Salary, notice terms, restrictions and any special clauses are read first, together with every amendment and policy that forms part of it.
- How the employment ended or is ending. Who ended it, when, on what stated basis and with what notice.
- What has been paid. Payslips, wage records and bank statements show what the employee received and when.
- Where the employer sits. A mainland company, a free zone company and a DIFC company can fall under different rules and forums, so this is checked early.
| Issue | Where it is usually decided | What matters most |
|---|---|---|
| Unpaid or late salary | MOHRE complaint first, then the labour courts if it is not resolved or is referred | The contract and the record of payments |
| Termination and notice | MOHRE, or the labour courts where the matter is referred | The contract, the stated reason and the process followed |
| End-of-service gratuity | MOHRE, or the labour courts where the matter is referred | Length of service, final salary and any deductions |
| Labour ban | Depends on the circumstances, so we confirm the route for your case | How the employment ended |
| Non-compete and confidentiality | Usually a court claim, depending on the clause and the remedy sought | How the clause is drafted: time, geography and scope |
| Employer in the DIFC | Under DIFC employment rules and the DIFC Courts, where they apply | The employer's location and the contract |
For employees
Employment lawyer Dubai for employees: unpaid salary, termination and gratuity
If you are an employee, the sections below set out what we can do and, just as important, when you may not need us. MBM acts for employees whose claim is significant. For a simple unpaid-salary complaint, MOHRE's own process can often be started without a lawyer, and we say so plainly if that is your situation. Our detailed page for employees is employee rights lawyer in Dubai.
Unpaid or delayed salary
Salary that has not been paid, or is repeatedly late, is the most common reason people contact a labour lawyer. We look at the contract, the payment record and the length of the delay, and advise on the MOHRE complaint route and what can realistically be recovered. 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, and wages can continue to be payable for up to two months while a dispute is under way. A large sum, a long delay or a dispute about what is owed is where a lawyer adds most. Where the dispute is really about a debt, see debt recovery. See unpaid salary.
- Checking the contract and the wage record against what you are owed.
- Preparing the MOHRE complaint and the evidence behind it.
- Advising on settlement offers before you accept them.
Wrongful or unfair termination
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. We review the termination letter, the reason given and the surrounding documents. See wrongful termination.
- Reviewing how the termination was done and documented.
- Advising whether to challenge it and where.
- Checking the final settlement offered to you.
End-of-service gratuity
Gratuity disputes usually concern the calculation, the salary figure used, deductions or non-payment. How gratuity is generally worked out is set out in the explanation below, and the employee side is covered under gratuity disputes.
Labour ban
A labour ban can restrict your ability to obtain a new work permit for a period, often connected to how an employment ended. Whether one applies, and whether it can be challenged or lifted, depends on the circumstances. See labour ban.
Employer breach of contract
Where an employer has not honoured agreed terms such as pay, role or conditions, we assess what remedy may be available. See breach of contract.
Resigning when 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 this applies to you depends on the pattern and length of the delay, so take advice before you hand in a resignation. 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. See resigning when pay is late.
Dismissed, unpaid or asked to sign a settlement? Tell us what has happened and we will tell you honestly whether you need a lawyer. Your first consultation is free.
For employers
Employment lawyer for employers in Dubai: MOHRE complaints, terminations and HR risk
If you are an employer or an HR lead, we act for you before a problem becomes a claim and after one has been filed. The detailed page is employment lawyer for employers in Dubai. A MOHRE complaint can be the whole dispute, and the employment record you hold is usually the main evidence, so early review matters.
Defending a MOHRE complaint
When a current or former employee complains to MOHRE, there is a deadline to respond, and the response is built on the contract and the record. We review both, prepare the company's position and represent the company through to a decision or, if the matter is referred, before the labour courts. As we understand it, fines for employer violations are reported to range from AED 100,000 to AED 1,000,000, which is one reason a complaint deserves early attention. See defending claims and litigation.
Terminating an employee lawfully
A termination should follow the process in the contract and in the Labour Relations Law, including notice, any applicable grounds and a correct final settlement. We review the plan before you act. See the termination checklist.
Non-compete and confidentiality
Non-compete clauses are enforceable in the UAE within certain limits as to time, geography and scope, and as we understand it a non-compete is limited to two years. Whether a particular clause can be enforced depends on how it is drafted and on the facts. See non-compete and confidentiality.
Contracts and HR policies
Contracts, handbooks and policies that match current labour law reduce the number of disputes that start. We draft and review them; see HR legal advice. For the wider company side, see our corporate and commercial lawyer page, and for company contracts generally, commercial contracts.
Workplace investigations
A documented, fair investigation protects the company if a matter later ends in termination or a claim. See workplace investigations.
Step by step
How to file a labour complaint in Dubai
A labour complaint in Dubai is generally filed with MOHRE, which tries to resolve the dispute and can issue a binding decision on many types of dispute or refer the matter to the labour courts. The exact route, forms and timings are set by MOHRE and change from time to time, so check the current steps on MOHRE's official site or ask us. The sequence below is the general shape.
- Step 01
Gather the record
Your contract, payslips or wage records, bank statements, the termination or resignation letter and any messages about the dispute. Gather what you can; do not wait for everything.
- Step 02
Raise it with the employer
Many disputes end here. A clear written request, kept on file, also shows later that you tried to resolve it.
- Step 03
File the complaint with MOHRE
Through MOHRE's official channels, describing the claim and attaching the documents. 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. Channels and fees change, so check MOHRE's current services page. Keep the reference number MOHRE gives you.
- Step 04
Mediation and response
MOHRE generally contacts the employer and tries to reach a settlement. Answer every request on time, whichever side you are on.
- Step 05
Decision or referral
MOHRE decides the matters within its powers, or refers the dispute to the labour courts where that is the proper route.
- Step 06
Challenge or enforcement
A decision may be open to challenge in the circumstances the law allows, and a decision in your favour may need to be enforced.
Employer in a free zone or the DIFC? The route can differ if your employer is based in a free zone or in the DIFC. As we understand it, free zone employees go to the free zone authority first, then to MOHRE with a referral letter. DIFC employment is governed by DIFC Law No. 2 of 2019. Tell us who the employer is and what your contract says, and we explain where the complaint belongs before you file it.
Final pay
Termination pay and end-of-service gratuity: how it is worked out
Termination pay is not one figure. It is the sum of several entitlements, and each depends on your contract, your length of service and how the employment ended. Gratuity is generally calculated from length of service and final salary under the applicable labour law formula. Disputes commonly arise over the calculation itself, deductions applied by the employer, or non-payment altogether.
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. The result depends on your contract and the rules in force when your employment ended, and a wrong estimate from a general page does more harm than good. At the first consultation we check the calculation against your documents.
| Component | What it depends on | What we check |
|---|---|---|
| Unpaid salary | The contract and the record of payments | Every month owed, with the payslips and bank entries |
| Notice | The contract and how the employment ended | Whether notice was given, served or paid in lieu |
| 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, the salary figure used and any deductions |
| Other contractual pay | Bonus, commission or allowances in the contract | Whether the document makes the payment due, and when |
| Compensation | The facts of the termination. Arbitrary-dismissal compensation is reported to be up to three months of pay | Whether a claim for the way it was done is worth raising |
Always check an offer of final pay against this list before you sign a clearance. See before you sign a settlement or resignation, and for how an employer prepares a correct final settlement, see terminating an employee lawfully.
DIFC
DIFC employment lawyer: when DIFC rules apply
If your employer is based in the Dubai International Financial Centre (DIFC), your dispute may be handled under DIFC rules and in the DIFC Courts instead of under onshore UAE labour law. The two regimes can differ, so the first job of a DIFC employment lawyer is to identify which one applies to you. Whether DIFC rules apply depends on who the employer is and on what your contract says. As we understand it, DIFC employment is governed by DIFC Law No. 2 of 2019.
We advise employees and employers on which rules and which forum apply to their dispute. The practical points we check first are the following.
- Who the employer is, and whether it is based in the DIFC, in another free zone or onshore.
- What the contract says about governing law and where disputes are heard.
- What has already been filed, and with which body.
- Whether the matter involves a termination, unpaid pay, a restriction after leaving or a mix of these.
MBM acts for employers and employees in DIFC employment matters and for matters before the DIFC Courts, and we explain which forum applies. We do not publish a full summary of DIFC employment rules on this page, because a wrong assumption can cost months. For the wider picture, see our DIFC lawyer page, which explains how the DIFC Courts relate to the onshore courts.
Senior roles
Executive employment lawyer Dubai: senior employee matters
Executives and senior employees usually have more to lose and more documents to read, so these matters reward early advice. A senior contract is rarely in one document: it may sit across an offer letter, an employment contract, a bonus plan, an equity plan and a policy, and the terms can pull in different directions.
- Severance and exit terms. We review what you are offered against what the documents entitle you to, and negotiate terms before you sign.
- Bonuses and incentives. Whether a bonus is due depends on the wording of the plan and the contract, not on what was said in conversation. We read the documents and tell you where you stand.
- Equity and long-term incentives. Plans have their own rules about leaving, vesting and forfeiture, and some are governed by foreign law. We explain the position and when you need advice abroad.
- Non-competes and confidentiality. These restrict what you can do next. We assess whether a clause can be enforced and negotiate its scope where possible. See non-compete clauses.
- Employment contract review. If you are about to join a company, we can review the contract before you sign it.
- Exit negotiations for companies. If you are the employer of a senior person, see our employment lawyer for employers page.
If you are looking for an executive employment lawyer in Dubai, tell us at the first consultation what the role is and which documents you have.
Forums
Where your matter will be heard
Knowing which authority deals with your matter tells you what to expect and who to address. This is a plain-English map; the forum in your case depends on the employer and the facts.
| Where the employer sits | What generally applies | What we check |
|---|---|---|
| Mainland company | MOHRE complaint first, then the labour courts if the dispute is referred | The contract, the stated reason and the record |
| Free zone company | The route can differ from the mainland: as we understand it, the free zone authority first, then MOHRE with a referral letter. We confirm it before anything is filed | Which free zone, and what its rules and your contract say |
| DIFC company | DIFC employment rules and the DIFC Courts may apply instead of onshore labour law | The employer's location and the governing law in the contract |
| Dispute over a restriction after leaving | Usually a court claim | The clause, the remedy sought and the evidence of breach |
How it works
How MBM handles a labour case
Every employment matter starts with a short conversation and a document review, then a clear plan before any paid work begins. The steps are the same for employers and employees, but the work inside them is different.
- Step 01
Free first consultation
Your first consultation is free and confidential. You tell us what has happened, even if it is incomplete, and we explain where you stand and whether you need a lawyer.
- Step 02
Review the documents
We read the contract, the pay records, the letters and the messages, and identify what is missing.
- Step 03
Scope and fee in writing
If you instruct us, we give you a scope and a fee position before paid work begins, so you know what is covered.
- Step 04
Action
For an employee, the complaint or negotiation. For an employer, the response, the termination plan or the policy work.
- Step 05
Hearings and decisions
We represent you before MOHRE and, where the matter is referred, before the labour courts, and keep you updated on each step.
- Step 06
Outcome and follow-up
We advise on the decision, any challenge, enforcement or settlement terms, and what to change so the problem does not return.
Avoid these
Common mistakes in labour disputes
Most labour problems get worse because of what is done in the first few days. These are the mistakes we most often see described, and each can usually be avoided.
- Signing a settlement or clearance before checking it. A signed document can waive claims you did not know you had. Have it read first.
- Resigning without advice. How an employment ends can affect gratuity and any labour ban. Take advice before you hand in a resignation, especially if pay is late.
- Ignoring a MOHRE notice. A complaint has a response deadline. Not responding is usually worse than a late, thin response.
- Relying on verbal promises. Agreements about pay, bonus or notice need to be in writing to be easy to prove.
- Deleting messages and emails. They are often the main evidence on both sides. Keep the originals.
- Terminating without a documented basis. An employer who cannot show the reason and the process is exposed to a claim, however fair the decision felt.
- Assuming a non-compete will hold. Whether a restriction is enforceable depends on how it is drafted. Do not assume it either way.
- Leaving it too long. Labour deadlines can be short. If you have a dispute, get advice early.
Before you call
What to have ready before you call
You do not need any of this to make the first call, but having it ready makes the first conversation more useful. If a MOHRE notice or a settlement deadline is running, call first and gather documents afterwards.
- The employment contract and offer letterEvery page, including amendments and any policy it refers to.
- Payslips and wage recordsIncluding wage-protection records, if you have them, showing what was paid and when.
- Bank statementsFor the months in dispute.
- The termination, resignation or warning letterOr a note of how you were told and by whom.
- Emails and messages about the matterBetween employee and employer, kept as they are.
- MOHRE referencesAny complaint number, notice, summons or decision received.
- Any settlement or clearance you were asked to signDo not sign it before we have read it.
- Passport, visa and Emirates ID detailsResidence status can matter to a labour ban or a new work permit.
- For an employer: policies and the personnel fileThe handbook, warnings, appraisals and any investigation notes.
Why MBM
Employment law firm Dubai: why MBM
You want a firm that explains your position plainly, tells you when you do not need a lawyer and keeps you informed as the matter moves. That is how we work on employment matters. 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 employment, that means we act for employers and for employees with significant claims, and we explain which side of the table you are on and what that means for the next step. 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 in employment when a senior executive's equity plan, a foreign parent company or a cross-border move is involved.
Honest about who we act for
We take on employers and employees with significant claims. If your claim is a simple one that MOHRE can handle, we tell you so and explain how to start it. You hear that at the first consultation, not after fees have been spent.
Straight answers on strength
If a claim or a defence is weak, we say so early, so you can decide whether to settle with clear eyes. No outcome is promised, and we do not promise one.
Confidential from the first message
Employment matters affect jobs, reputations and visas. Confidentiality applies from the first phone call or WhatsApp message.
Litigation and arbitration handled by the same team
If an employment dispute escalates, the team that advised you prepares the next stage with you. For court work in general, see civil litigation and court representation, and for companies that want regular legal support, see retainer legal services.
Two offices
MBM has offices in Dubai (Dubai Media City) and Sharjah (Al Khalidiya). If you searched "employment lawyer near me Dubai", you can meet us at either office, or send your documents and questions by phone or WhatsApp.
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 of employment work depends on what is needed: an advisory review, a response to a MOHRE complaint, a negotiated exit or full labour court proceedings. Government and court fees, translation costs and other third-party charges are separate from legal fees, and we explain which are likely to apply. Because every matter is different, we do not publish a price list. Ask at your first consultation and we will answer directly.
Employer or employee, tell us what has happened and what is already signed. 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, for employers and employees alike.
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 on labour law in Dubai
General information about labour and employment law in Dubai and the UAE. It is not legal advice. Every matter depends on its facts, so please contact MBM directly to discuss yours.
How do I file a labour complaint in Dubai?
A complaint is generally filed with MOHRE, which tries to resolve the dispute and can issue a binding decision on many types of dispute, or refer the matter to the labour courts. 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. The current channels, forms and fees are on MOHRE's official site. If your employer is in a free zone or the DIFC, the route can differ. See how to file a labour complaint.
How much is termination pay in the UAE?
Termination pay is made up of several entitlements, which generally include any notice entitlement, accrued leave and end-of-service gratuity calculated under the applicable formula. The figure depends on length of service, salary, the contract and how the employment ended. Send us your documents and we check the calculation. See final pay.
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 this applies depends on the pattern and length of the delay, so take advice 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?
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.
How is end-of-service gratuity calculated?
Gratuity is generally calculated from length of service and final salary under the applicable labour law formula. Disputes 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 at the first consultation.
What is a labour ban and can it be lifted?
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.
Is a MOHRE decision final?
MOHRE issues binding decisions on many labour disputes, though certain matters or higher-value disputes may 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 my employer enforce a non-compete clause?
Non-compete clauses are enforceable in the UAE within certain limits as to time, geography and scope, and as we understand it a non-compete is limited to two years. Whether a specific clause can be enforced, and what remedy exists if it is breached, depends on how it is drafted and the facts. See non-compete clauses for employees, or enforcement for employers.
Do DIFC employees fall under UAE labour law?
The two regimes can differ. As we understand it, DIFC employment is governed by DIFC Law No. 2 of 2019. If your employer is based in the DIFC, DIFC rules and the DIFC Courts may apply instead of onshore labour law. Which applies depends on the employer and the contract. See DIFC employment and our DIFC lawyer page.
How long does a labour case take?
It depends on whether the dispute settles at MOHRE or is referred to the labour courts, how complete the documents are and how the other side responds. We give you a realistic view of the likely stages and the factors that affect timing at the first consultation, and we do not promise a date.
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. If you are not sure, tell us the facts and we say honestly whether you need us.
Can an employer withhold my passport or final pay?
Pay that is owed to you can be claimed, and what an employer may deduct or hold back from a final settlement depends on the contract and the law. If your passport or final pay is being withheld, tell us exactly what was said and done, keep every message and call us. We explain the position for your situation.
I work in a free zone: where does my complaint go?
The route for a free zone employer can differ from the mainland route, and it depends on the free zone and your contract. As we understand it, free zone employees go to the free zone authority first, then to MOHRE with a referral letter. Tell us the employer's name and free zone, and we confirm the right route before anything is filed.
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, whether you are an employer or an employee. If you then choose to instruct MBM, we give you a scope and a fee position in writing before paid work starts.
How much does an employment lawyer cost in Dubai?
The cost depends on the work: an advisory review, a MOHRE complaint or response, a negotiated exit 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. Government and court fees are separate.
Do you act for employers as well as employees?
Yes. We act for employers, and 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, and we tell you if that is your case.
How do I contact MBM about an employment matter?
Use the form on this page, call +971 4 570 0204, or send a message and your documents on WhatsApp. Your first consultation is free.
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, a hearing date or a settlement deadline is close, 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.
Labour deadlines can be short. Get advice before you sign or resign.
Your first consultation is free and confidential. Tell us whether you are the employer or the employee, what has happened and what has already been signed or sent. We tell you where you stand and what the next step is.