Every workplace has friction, but in the UAE some problems come up again and again: salaries arriving late, overtime that never gets paid, contracts that change without warning. Common workplace complaints and solutions follow clear patterns here — and because UAE labour law is written to cover exactly these situations, most of them have a practical path to resolution once you know where to look.
This guide walks through the complaints employees raise most often in the UAE — unpaid or delayed wages, unfair dismissal, excessive working hours, unsafe conditions, discrimination, and contract disputes — and gives you the realistic next step for each, from talking it out to filing with MOHRE.
Quick Answer
The most common workplace complaints in the UAE are delayed or unpaid salaries, unpaid overtime, unfair termination, excessive working hours, and contract changes made without consent. In most cases, the first step is raising the issue in writing with your employer and keeping records; if that fails, you can file a free complaint with MOHRE, which starts with mediation before any court referral. Knowing how to keep evidence of workplace problems from the start makes every solution easier.
Common Workplace Complaints and Solutions in the UAE
1. Delayed or unpaid salaries
This is by far the most frequent complaint. Under UAE labour law, wages must be paid on time — typically monthly — and the Wage Protection System (WPS) means salary payments are tracked electronically through the banking system. If your salary is late, first ask your employer in writing (email or message) for a payment date, so you have a record.
If the delay continues, your WPS payment history from your bank statement is your key evidence: it shows exactly when — or whether — you were paid. You can then file a salary complaint with MOHRE, which treats unpaid wages seriously. Before filing, check what your contract says about the pay date, and compare it with your actual employment contract terms and payslips.
2. Unpaid or excessive overtime
UAE labour law sets standard working hours and requires overtime pay for extra hours worked, with different rates for daytime and night overtime. Many employees complain that overtime is expected but never recorded or paid. The solution starts with your own records: note the extra hours you work, keep shift rosters or messages assigning late shifts, and compare them with your payslips.
If your employer refuses to pay, raise it in writing and cite the agreed hours in your contract. Persistent refusal is a matter MOHRE can examine — your dated notes and shift messages become the evidence that turns “I worked extra” into a measurable claim.
3. Unfair or sudden termination
Being dismissed without warning or for a reason that feels wrong is one of the most stressful workplace experiences. UAE law allows termination in specific circumstances, but it also requires proper notice periods and, in many cases, end-of-service benefits. Keep the termination letter — it is the single most important document — and note exactly how the news was delivered and what reason was given.
Check whether the notice period in your contract was honoured and whether your end-of-service gratuity was calculated correctly. If you believe the dismissal was unjustified, you can file a labour complaint; MOHRE reviews whether the termination followed the legal process. Understanding your broader employee workplace rights helps you judge whether the process was fair.
4. Contract changes without consent
A frequent complaint: the salary, role, or working hours in your contract quietly change — a pay cut “for business reasons,” duties that were never agreed, or a transfer to a different location. Under UAE law, significant changes to your contract terms require your agreement; an employer cannot simply rewrite your deal unilaterally.
Keep your original signed contract and offer letter — they are your baseline. If a change is proposed, respond in writing rather than verbally, and do not sign amended contracts under pressure without understanding them. If the change was forced, note the circumstances and seek advice before signing anything.
5. Workplace discrimination or harassment
UAE labour law prohibits discrimination on the basis of race, colour, sex, religion, national or social origin, or disability, and it forbids sexual harassment, bullying, and verbal or physical violence by employers, superiors, or colleagues. Complaints here are sensitive, which makes written records even more important: save offending messages, note dates and witnesses, and report the behaviour through your company’s own channels first if one exists.
If internal reporting goes nowhere or is unsafe, this is one area where external advice — and, where appropriate, a formal complaint — is justified. A dated incident diary with names, places, and witnesses is the foundation of any such complaint.
6. Unsafe working conditions
Construction, factory, and delivery workers especially report excessive heat, missing safety equipment, or dangerous conditions. The UAE sets specific rules on matters such as the midday outdoor work break during summer, and employers have a duty to provide a safe working environment.
Document the conditions: photos (where lawful), dates, the equipment missing, and any messages where you raised the concern. Raise safety issues with your supervisor and safety officer in writing first; if the danger continues, it is exactly the kind of matter the authorities take seriously.
7. Denied leave or refused time off
Employees frequently complain about annual leave being refused repeatedly or sick leave being deducted unfairly. UAE law guarantees minimum annual leave, sick leave, and other leave entitlements, and your contract or company policy may add more. Keep your leave requests — and any rejections — in writing.
A pattern of refused leave without business justification is a legitimate grievance. Your saved request emails, alongside the leave policy in your contract, show whether the refusals were reasonable or a violation of your entitlements.
8. Passport or document retention
It is unlawful in the UAE for an employer to hold an employee’s passport or identity documents against their will. If your employer is keeping your passport, request its return in writing. If the request is ignored, you can raise the matter with MOHRE — this is one of the clearest-cut violations under the labour law.
How Complaint Resolution Works in the UAE
| Stage | What happens | Your role |
|---|---|---|
| Internal complaint | You raise the issue with your manager or HR in writing | State the problem, the contract clause, and the outcome you want; keep copies |
| MOHRE complaint | You file free of charge via the MOHRE app, website, or service centre | Submit your contract, salary records, and all evidence; keep your reference number |
| Mediation | MOHRE attempts an amicable settlement between both parties | Attend, state your case with documents, and be realistic about outcomes |
| Labour court | Unresolved cases are referred to the judiciary | Present your full evidence file; consider legal advice for large claims |
The official UAE government guide to resolving labour disputes explains each stage and what to expect. Most cases never reach court — organised evidence and a clear timeline often settle matters at the mediation stage.
Preventing Problems Before They Start
Many complaints share one root cause: vague beginnings. Reading your contract carefully before signing, confirming your salary and allowances in writing, and saving your offer letter prevent a large share of later disputes. Learn your employment rights and responsibilities early, not when a problem arrives.
For remote and hybrid workers, keep particular care: remote work rules mean your working hours and communication records matter even more when you are not physically present. A simple habit — one monthly check that your payslip matches your bank deposit, plus a folder of important messages — catches most problems while they are still small.
Frequently Asked Questions (FAQs)
Where do I file a workplace complaint in the UAE?
Start internally with your employer in writing. If that fails, file with MOHRE through its app, website, or a service centre — filing is free, and the process begins with mediation. Keep your complaint reference number for all follow-ups.
How long does MOHRE take to resolve a complaint?
Timelines vary by case complexity, but MOHRE aims to handle disputes promptly, beginning with an attempt at amicable settlement. Cases that cannot be settled are referred to the labour court, which takes longer. Well-documented complaints with complete evidence move faster.
Can I be fired for filing a complaint?
Retaliation is itself a serious matter. If your employer terminates you or changes your conditions after you raise a legitimate complaint, document the sequence of events carefully — the timing can be evidence in your favour. Keep every related message and letter.
What if I work in a free zone — does MOHRE handle my complaint?
It depends on the free zone: most fall under MOHRE, while a few (like DIFC and ADGM) have their own frameworks. Check which authority covers your employer before filing, and review the official overview of workers’ rights to understand your coverage.
Do I need a lawyer to file a labour complaint?
No — MOHRE’s complaint process is designed to be used without one, and filing is free. A lawyer becomes worth considering for large or complex claims heading to court, or where the facts are disputed and strong advocacy would help.
The Bottom Line
Common workplace complaints in the UAE — late salaries, unpaid overtime, unfair dismissal, forced contract changes, harassment, unsafe conditions — almost all follow the same resolution ladder: raise it in writing, keep dated evidence, file with MOHRE if the employer will not act, and let mediation do its work. Employees who keep organised records from day one resolve their problems faster and with far less stress. Know your contract, save your proof, and act early — that is the whole strategy.
Last Updated: 8 October 2026
About the author: Zaviyar Sultan is a UAE-focused writer at Asandada24, covering driving, visas, banking, insurance and everyday UAE life. His guides are researched from official UAE government and regulator sources and updated regularly.
Asandada24 is an independent informational website, not affiliated with the UAE government or any agency mentioned; content is general information only, not legal, immigration or financial advice; verify critical details with official sources before acting.