You stayed late, worked the weekend shift, or put in extra hours during a busy season — and when payday arrived, the extra hours were missing from your pay. If you are asking What to Do If Overtime Is Not Paid, the first thing to know is that in the UAE, overtime beyond normal working hours is generally payable under Federal Decree-Law No. 33 of 2021 (the UAE Labour Law) — it cannot simply be treated as free labour because you are on a monthly salary.
That said, not every unpaid-overtime situation is a clear-cut violation. Sometimes the hours were never recorded, sometimes the pay is delayed rather than denied, and sometimes the contract genuinely contains an overtime arrangement you signed up for. This guide helps you tell the difference, shows you how to calculate what you are owed, and walks you through the steps to claim it — from checking your payslip to filing a complaint with the Ministry of Human Resources and Emiratisation (MOHRE).
Quick Answer
If your overtime has not been paid, first confirm the hours were actually recorded — a guide on how to check your recorded working hours shows where to look. Next, check your payslip and contract: overtime is normally calculated on your basic wage plus at least 25 per cent (50 per cent for night hours between 10pm and 4am, excluding shift workers), so work out what you should have received. Raise the shortfall with your manager, then HR, in writing, attaching your calculation. If that fails, file a labour complaint with MOHRE (generally within 30 days of the violation) through their app, website, or the 80084 advisory call centre. Keep every payslip, message, and written request as evidence.
What to Do If Overtime Is Not Paid: Step by Step
Step 1: Confirm the hours are recorded
Before claiming anything, establish that the overtime hours exist on record. If the hours were never logged, you have a recording problem first and a payment problem second — see our guide on what to do if overtime is not recorded for that fix. Cross-check your own daily log against the attendance system, approved timesheets, or overtime forms. Only hours you can point to on some record (yours or the company’s) can realistically be claimed.
Step 2: Check your payslip and bank statement
Compare what your payslip says against what your payslip and salary certificate record should reflect. Overtime is usually listed as a separate line item — look for “overtime”, “OT”, or similar wording. Then check your bank statement to confirm what actually landed in your account. This catches three common situations: overtime paid but mislabelled, overtime approved but delayed (sometimes paid in the following month’s cycle), and overtime genuinely missing. If it was simply paid late, confirm the month it will appear in and get that in writing.
Step 3: Read your employment contract
Pull out your employment contract and read the working-hours and compensation clauses. Some contracts include a fixed overtime allowance instead of hourly overtime pay — this is legal only if it complies with the Labour Law and genuinely reflects the hours worked. Other contracts specify managerial or supervisory roles, which can be treated differently under the law’s Executive Regulations. If your contract clearly promises overtime pay at a set rate, that clause is your strongest card. If it is silent or vague, the default rules of Federal Decree-Law No. 33 of 2021 apply.
Step 4: Calculate what you are owed
Do the maths yourself before you raise the claim. In the UAE, overtime is calculated on the basic wage (not your total salary including allowances), using the hourly rate derived from your monthly basic salary. The standard formula and an example are below — work it out for each month in question so you approach your employer with an exact figure, not a guess. Your overtime documentation checklist items (logs, approvals, rosters) are what turn this calculation into a credible claim.
Step 5: Raise it with your manager, then HR, in writing
Present the shortfall calmly: the dates, the recorded hours, your calculation, and a request for the missing amount to be paid in the next payroll cycle. Start with your direct manager, then move to HR if needed. Put it in writing — email or your company’s HR system — and keep copies. Many disputes in our list of common overtime problems and solutions resolve at this stage, because a precise written claim is much harder to dismiss than a verbal complaint.
Step 6: Send a formal written claim
If the informal route fails, send a formal written claim to HR or management. Restate the period, the hours, the amount calculated, the evidence attached, and a reasonable deadline for payment (for example, 10 working days). Mention that you are aware of your rights under Federal Decree-Law No. 33 of 2021 and will approach MOHRE if the matter is not resolved. This is not a legal threat — it is simply showing you know the official channel exists.
Step 7: File a complaint with MOHRE
If the employer still does not pay, file a labour complaint with MOHRE through the MOHRE smart app, the mohre.gov.ae website, or the Labour Claims and Advisory Call Centre on 80084. Workers are generally advised to complain within 30 days of the violation, so do not let internal back-and-forth drag on for months. MOHRE first tries to settle the dispute between you and the employer; if settlement fails, the case can be referred to the labour court. Attach your personal overtime log, the company’s attendance records, your payslips, your written claim and its deadline, and your contract.
How Overtime Pay Is Calculated in the UAE
Overtime is normally capped at 2 extra hours per day and is paid on the basic wage at a minimum uplift of 25 per cent. For overtime worked between 10pm and 4am, the minimum uplift is 50 per cent (this exception does not apply to shift workers). The hourly rate is typically worked out from the monthly basic wage divided by the standard working hours in a month. The official position is summarised on the UAE government’s working hours and overtime page.
| Overtime type | Minimum rate | Example (basic wage AED 4,000/month) |
|---|---|---|
| Daytime overtime (beyond 8 hours) | Hourly basic wage + 25% | Hourly rate ≈ AED 4,000 ÷ 208 ≈ 19.23; overtime hour ≈ AED 24.04 |
| Night overtime (10pm–4am, non-shift workers) | Hourly basic wage + 50% | Hourly rate ≈ AED 19.23; overtime hour ≈ AED 28.85 |
| Work on a weekly rest day | Typically compensated per company policy or law; check contract | Confirm whether your rest-day work is recorded and paid or given as leave in lieu |
The example above is illustrative only — the exact monthly divisor can vary by company practice, so treat the figures as a guide and check the official portal or MOHRE’s advisory centre for how your employer should apply the formula. Note that overtime is calculated on the basic wage, not the total salary: a low basic wage with high allowances means lower overtime per hour, which is why the basic figure in your contract matters so much.
Common Reasons Overtime Is Not Paid (And What Each Means)
- The hours were never recorded. This is the most frequent cause. Payment systems only pay what is recorded — fix the record first, then the pay follows.
- “Your salary already covers it.” Only true if your contract says so clearly and the arrangement complies with the Labour Law. A vague line about “duties as required” does not automatically cancel overtime pay.
- Delay, not denial. Some companies pay overtime a month in arrears. Ask for the payment date in writing before assuming you will not be paid.
- Managerial-role exclusion claimed. The employer may argue your role is exempt. This depends on your actual duties and the Executive Regulations — get clarity from MOHRE’s advisory centre rather than accepting the claim at face value.
- Ramadan or reduced-schedule confusion. During Ramadan, normal daily hours drop by 2, so overtime thresholds change. Hours worked beyond the reduced day still count — log them against the reduced schedule.
- Final settlement shortfalls. Unpaid overtime often surfaces when leaving a job and the final pay does not include it. This is also when end-of-service gratuity calculations are checked, so review both together before signing any settlement.
Your Evidence File: What to Gather
A MOHRE complaint or internal claim is only as strong as its evidence. Assemble these before you file:
- Your personal overtime log (dates, hours, tasks, who authorised them).
- The company’s attendance records or timesheets for the same period.
- Approved overtime forms, roster photos, and shift schedules.
- Messages or emails from managers asking for or approving extra work.
- Payslips and bank statements showing what was actually paid.
- Your employment contract’s hours and pay clauses.
- Copies of every written request you sent to the employer, with dates.
Frequently Asked Questions (FAQs)
Is my employer allowed to ask me to work overtime without paying me?
Under the UAE Labour Law, work beyond normal hours (8 a day / 48 a week) is overtime and is subject to pay rules and a daily cap of 2 extra hours. An employer cannot routinely require unpaid overtime. If your contract includes a specific overtime allowance arrangement, check that it complies with the law and genuinely covers your hours.
Can I claim overtime if it was never recorded?
You can, but it is much harder — your own contemporaneous log, messages from managers, and roster evidence become essential. It is far better to get the hours recorded first. If you are in this situation, follow the steps in our companion guide on unrecorded overtime alongside the payment claim.
Is overtime calculated on my basic salary or my total salary?
Overtime is calculated on the basic wage, not the total salary including housing, transport, and other allowances. This is set out in the Labour Law framework and confirmed on the government’s working-hours page. If your basic wage is a small part of your package, your overtime per hour will look lower than you expect — but it must still be paid at the correct uplift.
What if my employer offers time off instead of overtime pay?
Leave in lieu of overtime is sometimes agreed between employer and employee, but it should be a genuine agreement — not imposed silently while overtime goes unpaid. If you agreed to compensatory leave, make sure it is recorded and actually granted. If you never agreed, you are entitled to pursue the pay.
Can my employer punish me for claiming unpaid overtime?
Retaliation for asserting lawful employment rights is not acceptable, and employers are generally expected to handle claims through proper channels. If you face dismissal, demotion, or pressure after raising a claim, document everything and mention it in your MOHRE complaint. Keep all communication professional and in writing from the start.
How long does a MOHRE complaint take?
Timelines vary with the complexity of the case and the employer’s cooperation. MOHRE first attempts an amicable settlement, which can resolve straightforward overtime claims relatively quickly; contested cases take longer and may be referred to court. Filing within the advised 30-day window with complete evidence gives your case the best chance of a fast resolution.
The Bottom Line
Unpaid overtime is fixable, but only with numbers: confirm the hours are recorded, calculate exactly what you are owed on your basic wage, and put the claim to your employer in writing with a clear deadline. If internal channels fail, MOHRE’s complaint system exists for exactly this situation — file within the advised 30 days with your evidence file complete. For the wider picture, see our complete guide to working hours and overtime for the rules behind every claim in this article.
Last Updated: 8 October 2026
About the author: Zaviyar Sultan is a UAE-focused writer at Paxi, covering driving, visas, banking, insurance and everyday UAE life. His guides are researched from official UAE government and regulator sources and updated regularly.
Paxi 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.