Unpaid Salaries in the UAE: Can Employees File Complaints Without Resigning — And What the Law Allows

In the UAE’s evolving labour framework, employees are no longer required to resign in order to pursue claims for unpaid salaries. The law provides a clear mechanism for workers to seek their dues while continuing in employment, reinforcing protections against wage delays and non-payment.

Under the provisions of UAE Labour Law, employees who face delayed or unpaid wages can formally file a complaint with the Ministry of Human Resources and Emiratisation (MoHRE), regardless of whether they are still employed by the company. This marks a significant shift from earlier perceptions that legal recourse required termination of employment.

Once a complaint is lodged, the Ministry initiates a dispute resolution process. This typically begins with mediation, where both the employee and employer are given an opportunity to settle the matter amicably. If a resolution is reached at this stage, the agreement is documented and enforced.

However, if mediation fails, the Ministry issues a formal decision based on the merits of the case. Importantly, under Article 54 of the Labour Law, such a decision carries the weight of an enforceable instrument. It is treated as an “executive bond,” meaning it can be executed directly through the courts without requiring a separate lawsuit to establish liability.

Both parties retain the right to challenge the Ministry’s decision before the competent court, specifically the Court of First Instance. This challenge must be filed within a prescribed period from the date of notification. If no appeal is filed within this window, the decision becomes final and enforceable.

For employees, this means that if the employer does not contest the ruling, they can proceed with execution procedures to recover the unpaid wages. In cases where the dispute proceeds to court and a judgment is issued, the employee can initiate enforcement immediately based on the court’s ruling.

The legal framework is designed to strike a balance — ensuring that employees have accessible remedies while giving employers a fair opportunity to respond. More importantly, it underscores a key principle: the right to wages is protected independently of the employment relationship.

In practical terms, employees facing salary delays should document all relevant details, including employment contracts, salary records, and communication with the employer. Filing a complaint with MoHRE can be done through official channels, including online platforms and service centres, making the process relatively straightforward.

Ultimately, UAE law makes it clear — employees do not have to choose between keeping their job and claiming what they are owed. The system allows both.

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