It’s very stressful to receive a MOHRE complaint from an employee. It’s even more frustrating when employers believe they have followed UAE labor laws correctly.
The good news is that a complaint does not automatically mean your business is at fault. You can protect your company by following some simple steps to resolve the dispute.
This guide explains these steps and how to follow them after receiving a MOHRE complaint. I’m covering everything from the initial notification and mediation process to possible court proceedings and compliance best practices in this post. Let’s get started.
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Co-author
It’s very stressful to receive a MOHRE complaint from an employee. It’s even more frustrating when employers believe they have followed UAE labor laws correctly.
The good news is that a complaint does not automatically mean your business is at fault. You can protect your company by following some simple steps to resolve the dispute.
This guide explains these steps and how to follow them after receiving a MOHRE complaint. I’m covering everything from the initial notification and mediation process to possible court proceedings and compliance best practices in this post. Let’s get started.
Author
Co-author
Get in Touch with Us
Leah Maglalang
Business Coordinator UAE
Once MOHRE registers an employee’s complaint, it sends a notification to the employer. Treat this notification as a priority. If you delay your response, it can increase legal and financial risks and affect your position during the dispute resolution process.
When you review the notification, verify the employee’s name, case number, and company details. After that, if you identify any discrepancies, notify MOHRE immediately and keep a record of your communication.
Next, assign a primary point of contact. It could be your HR manager, Public Relations Officer (PRO), or even yourself. Make sure their phone number and email address are up to date so they can receive notices and respond to requests.
Finally, acknowledge receipt of the complaint within MOHRE’s expected timeframe. You must keep a written record of your response.
Before attending the MOHRE mediation meeting, you should conduct a thorough internal investigation to understand the matter. Here’s how you can investigate:
Start by collecting all documents that define the employment relationship. Key documents include:
Next, gather evidence that supports your company’s position. Don’t forget to organize all records to make your explanation easier. Relevant evidence may include:
After collecting the documents, compare the employee’s allegations with the employment contract and the requirements of UAE Labor Law. At this stage, you need to decide whether you fully comply with your legal obligations or whether you need to take corrective action before mediation.
Common complaints involve:
Most complaints filed with MOHRE go through an amicable settlement process, which the Ministry aims to complete within 14 days of the complaint being registered, before a case may be referred to the Labor Court. The purpose of mediation is to help both parties resolve the dispute quickly. To achieve a fair outcome, prepare thoroughly for the meeting.
Ensure the company is represented by someone who understands the facts of the case. The primary point of contact should have the authority to discuss possible solutions. Depending on your organization’s structure, the meeting may be attended by:
Take all documents that support your position and help explain the employment relationship. Bring copies of:
You should approach mediation with an open mind and a willingness to resolve the dispute. Your internal investigation may reveal documentation gaps, payroll errors, or procedural mistakes. In that case, reach a reasonable settlement instead of continuing to court.
A negotiated settlement can reduce legal expenses, protect your business reputation, and resolve the matter more quickly. However, if you are fully compliant, explain your position with supporting evidence and cooperate fully throughout the mediation process.
If both parties reach an agreement during MOHRE mediation, the settlement becomes legally binding. This means employers must comply with all agreed terms within the given timeframe. Depending on the agreement, you may have to:
If mediation doesn’t result in a settlement, what’s next?
The next stage is not a single, fixed process. Instead, it is determined by the value and complexity of the employee’s claim. As an employer, you need to understand which authority will handle the dispute. This division of authority is set out in Ministerial Resolution No. 782 of 2023, which governs the resolution of individual labor complaints under Federal Decree-Law No. 33 of 2021 (the UAE Labor Law).
For employment disputes valued at AED 50,000 or less, MOHRE has the authority to investigate the case and issue a binding administrative decision. IIf you disagree with MOHRE’s decision, you may file an appeal before the competent Court of Appeal within 15 working days of receiving notification. Note that the appellate court’s ruling on this matter is final and cannot be appealed further.
Disputes exceeding AED 50,000 or involving more complex legal issues are generally referred to the UAE Labor Court. MOHRE will issue a referral letter, after which both the employer and employee become parties to formal court proceedings. Once the referral letter is issued, the employee has 14 days to register the case with the Labor Court, so employers should treat this period as the window to finalize legal representation and evidence preparation.
If your case is referred to court, preparation becomes even more important. You should engage an experienced employment lawyer. Before the hearing, prepare a complete evidence bundle that may include:
During this process, you may still have to cooperate with MOHRE by responding to additional requests. Note that employers are required to pay applicable court fees regardless of the case outcome, while employees remain exempt from court fees on claims under AED 100,000.
The company’s behavior after an employee files a complaint can impact the outcome of the dispute. Even if you believe the complaint is unfounded, avoid actions that could be interpreted as retaliation. During an ongoing MOHRE complaint, never:
Use this checklist to make sure your company follows the correct steps after receiving a MOHRE complaint.
☐ Acknowledge the MOHRE notification and record the case number.
☐ Verify the employee’s details and the nature of the complaint.
☐ Assign an HR representative, PRO, or authorized company contact.
☐ Collect employment documents, including the contract, offer letter, and company policies.
☐ Gather supporting evidence, such as WPS records, payslips, bank transfers, attendance logs, leave records, emails, and WhatsApp conversations.
☐ Investigate the complaint internally and compare the claims with UAE Labor Law and the employment contract.
☐ Prepare for the mediation meeting by organizing all supporting documents.
☐ Attend the MOHRE mediation and negotiate in good faith where appropriate.
☐ Implement the settlement promptly if an agreement is reached.
☐ Prepare for Labor Court proceedings if mediation does not resolve the dispute.
☐ Review HR policies and internal processes to prevent similar complaints in the future.
The main cause of employment disputes in the UAE is unfamiliarity with labor laws. As a foreign employer, you may register a company and start hiring, but complex rules regarding employment contracts, payroll, social security, and other compliance requirements can lead to legal issues if you are unfamiliar with them.
If you’re dealing with a MOHRE complaint, give us a call, and our experts can guide you through the process. To reduce the risk of future complaints, consider using our Employer of Record (EOR) services. We can hire your next employee without requiring you to establish your own entity while handling employment contracts, payroll, HR administration, and other legal obligations on your behalf.
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