What to do if the employer doesn't pay wages in Dubai? WPS, MOHRE complaints, and employee claims

One of the most common employment law problems faced by foreign workers in Dubai is the delayed, incomplete, or accumulated payment of wages over several months. While some employers cite cash flow problems to delay payments, others may use the employee's dependence on them for visa and work permit matters as leverage.

The employer;

Constantly delaying salary payments,
Paying only a portion of the salary,
Paying a lower amount than the salary stipulated in the employment contract,
His claim that he paid the salary in cash outside of the bank,
Failure to pay premiums or commissions,
Threatening to fire an employee who demands a salary increase

This does not mean that the employee has no right to file a complaint.

In the United Arab Emirates' private sector employment law, wages are one of the employer's fundamental contractual and legal obligations. The amount and type of wage must be determined in the employment contract, and the employer must make payments on time. The majority of employees' salaries are paid through the Wage Protection System, which allows for electronic tracking of wages.

With the Ministry Decree No. 340, which came into effect on June 1, 2026, the WPS rules have been significantly updated. In the new system, the first day of each Gregorian month is taken as the basis for payment of fees from the previous month, and payments made after this date may be considered late payments.

An employee whose salary has not been paid has two main administrative options:

A confidential salary complaint can be made without disclosing the employer's identity
An individual labor dispute application covering the collection of wage arrears and other labor rights.

Depending on the specifics of the case, the dispute may be decided by MOHRE or referred to the Dubai Labour Court.

Legal Basis for the Obligation to Pay Fees in Dubai

According to Article 22 of Federal Labor Law No. 33 of the United Arab Emirates, the amount or type of wage is determined in the employment contract. The employer is obligated to pay the employee's wages in the amount, at the time, and by the payment method agreed upon in the contract.

The implementing regulations of the Labor Law clearly stipulate that employers must pay employee wages on time and in accordance with the contract. Wages must be paid in accordance with the systems and standards determined by MOHRE.

Non-payment of wages is not only a breach of the employment contract. It is also;

Violation of Labor Law,
WPS incompatibility,
MOHRE sanctions,
Labor claim dispute,
The employee has the right to leave the job justifiably when the conditions are met

This can lead to consequences.

A company experiencing financial difficulties, being unable to collect payments from customers, or incurring losses does not automatically relieve the employer of their obligation to pay wages.

What is WPS?

The Wage Protection System is a wage protection system that enables private sector employees' wages to be paid electronically through banks, currency exchange offices, or authorized financial institutions and monitored by MOHRE.

The main objectives of WPS are as follows:

Recording the salary stated in the employee's contract,
Monitoring whether the fee is paid on time,
Identifying missing or overdue payments,
Reducing the proof problems arising from cash payment claims,
Monitoring employers' compliance with wage obligations.

MOHRE’s updated WPS system establishes a direct electronic data link between the Ministry and financial institutions, enabling real-time tracking of wage transfers. The system covers over 99% of private sector employees, with monthly wage transfers exceeding AED 35 billion.

The existence of a WPS (Word-of-Peer) record is crucial evidence in determining whether payment was actually made to the employee's bank account and whether the deposited amount is consistent with the employment contract.

What changed with the 2026 WPS update?

The WPS Ministry Decision No. 340, dated May 12, 2026, entered into force on June 1, 2026. The new regulation aims to more strictly monitor wage payment dates and employer compliance.

Under the new system, the payment due date for the previous month's fees is generally considered to be the first day of the following Gregorian month. Payments made after this date may be considered late payments by WPS.

The new regulation stipulates that for an employer to be considered compliant with WPS (Worth Paid Salary System), at least 85% of the total wages due must be transferred on time. However, this percentage does not give the employer the right to withhold 15% of the employee's wages.

The 85% threshold is a benchmark for assessing the administrative compliance of the workplace within the WPS system. The employee retains the right to claim their full salary as agreed upon in their employment contract. The employer cannot eliminate the remaining amount by withholding a portion of the salary without a legally justifiable reason.

The new WPS system allows for the application of a tiered system of measures against the employer depending on the continuation of wage violations. These include:

Electronic alerts,
Suspension of new work permit applications,
Downgrading the workplace's classification,
Administrative fines,
Initiating labor dispute proceedings,
In cases of serious or repeated violations, legal authorities will intervene

It may be included.

These sanctions are administrative sanctions between the state and the employer. The employee may also need to file an individual labor dispute application if necessary in order to collect their wages.

When is a salary considered late?

Under the 2026 WPS regulation, it is essential that the previous month's wages be paid on the first day of the following month. If shorter or more frequent payment periods are agreed upon in the contract in favor of the employee, these contract provisions must also be considered.

For example, if the June payment is due by the first day of July, delaying the payment to a later date may be recorded as a delay by WPS.

When an employee determines that their salary has not been paid, they should compare the following dates:

MOHRE's salary payment schedule in the employment contract,
The payment date shown on the employer's payroll,
Transfer date in the WPS system,
The date the funds were actually transferred to the bank account,
Whether the full salary or only a portion of it has been paid.

The employer simply giving the payment instruction to the bank may not be sufficient. It is necessary to check whether the payment has been credited to the employee's account and whether it appears as a successful payment in the WPS (Word Payment System) records.

What items can be included in the wage claim?

The salary received is not limited solely to the basic wage stated as "basic salary" in the employment contract.

Depending on the specifics of the case, the employee may claim the following:

Unpaid basic wage,
Housing assistance,
Transportation assistance,
The regular payments agreed upon in the contract,
Earned bonuses,
Sales commissions,
Overtime pay,
Work during official holidays and rest days,
Unused annual leave pay,
Notice period fee,
Severance pay,
Other monetary rights arising from the employment contract.

Each type of receivable requires a different method of proof. For example, monthly basic wages can be proven with a MOHRE contract and WPS record, while for sales commission, sales reports, commission schedules, invoices, employer correspondence, and previous payments may be important.

The legal nature of certain amounts paid regularly but not specified in the employment contract may also be a subject of dispute. Therefore, bank statements and past payslips should be kept.

Can an employer deduct a portion of a salary?

Employers do not have the authority to deduct any amount they wish from an employee's wages.

Article 25 of the Federal Labor Code specifies the limited circumstances under which wage deductions may be made. Statutory deductions may be applied in cases such as advances received by the employee, court decisions, certain disciplinary penalties, or damages caused by the employee's own fault. However, as a rule, the total of all deductions cannot exceed 50% of the wage.

The employer;

The company incurred losses
The customer did not pay
The employee's performance is poor
There is a visa fee
The employee will be leaving their job soon
The company is experiencing cash flow problems

Making unilateral wage cuts for reasons such as these is not legally permissible in all cases.

Even in cases of salary deductions based on disciplinary action, the employee must be informed in writing, their defense must be heard, and the procedures stipulated in the legislation must be followed. It may not be possible for the employer to make the salary deduction legally compliant through internal correspondence subsequently issued.

What happens if the employer says they paid the salary in cash?

In a workplace covered by WPS, the argument that wages are paid in cash outside the system may create a dispute.

The employer must provide a document bearing the employee's signature;

Cash payment receipt,
Salary delivery receipt,
Payroll,
Acquittance,
Payment confirmation message

can offer.

An employee should not sign a document confirming receipt of their salary if they have not received it. Signing a blank or unclear document may be used against the employee in a subsequent dispute.

If the employer wants to have the payrolls from previous months signed collectively, for each month:

The fee amount stated in the document,
Payment date,
Payment method,
Items that are shown as missing or in excess

It should be checked.

The fact that an employee signed a document without receiving any payment does not automatically eliminate the claim. However, the non-payment must be demonstrated with bank records, WPS data, correspondence, and other evidence.

If your salary appears to have been paid on WPS but the money hasn't arrived in your account..

In some cases, even though the WPS record shows a payment has been processed, there may be no money in the employee's account.

In this case, the following possibilities should be investigated:

Transfer to the wrong bank account,
The bank refused to pay,
The salary card is not active
A technical error at the financial institution
The employer presenting a failed transfer as a successful payment
A payslip opened in the employee's name but which the employee does not have access to
Payment returned to the employer after the transfer.

The employee should first obtain account statements and records of failed transactions from the bank or financial institution that issued their paycard. Then, a WPS transfer receipt should be requested from the employer.

Instead of simply stating "I haven't received my salary" in a MOHRE application, the discrepancy between the payment shown in the system and the bank account statement should be clearly explained.

What is a Complaint About Hidden Salary?

MOHRE offers “My Salary Complaint,” a service that allows private sector employees to report delayed payrolls without disclosing their identities to their employers.

This application examines whether the employer complies with its wage payment obligations without disclosing the employee's identity. To benefit from this service, the employee must be registered in the MOHRE database. The official service period is stated as 14 working days, and no additional documents are required for the application.

Complaints about hidden salaries, in particular;

Those who want to continue working,
Avoiding direct disputes with the employer,
Thinking that the delay affected all employees at the workplace,
Requesting an inspection in the first stage

It could be beneficial for employees.

However, a confidential complaint and an individual claim for receivables are not the same thing. If an employee wants to collect a specific amount of their wages from previous months, severance pay, or compensation, they may need to file a full-fledged individual labor dispute application.

Is it a covert complaint or a normal workmanship complaint?

The main difference between the two applications lies in the purpose of the application and how the employee's identity is incorporated into the process.

Complaint about hidden salary

Confidential complaint;

Reporting that the employer is delaying salary payments,
Not disclosing identity to the employer,
Review of the workplace in terms of WPS,
Administrative intervention to remedy the violation

It can be used for this purpose.

Individual employment dispute complaint

A typical workmanship complaint is:

Collection of fees for specific months,
Calculating the missing salary,
They will receive overtime pay and leave entitlements
Unfair deductions,
Severance pay,
Termination of the employment contract,
Cancellation of work permit

It is more suitable for individual needs such as these.

If an employee has several months' worth of back pay and the employer explicitly states they will not pay, it may be more appropriate to proceed beyond simply filing a confidential complaint.

How to File a Workmanship Complaint with MOHRE?

Private sector employees can utilize MOHRE's "Register Labour Complaints – Private Sector Employees" service if their employer violates contractual or statutory obligations.

Applications generally:

MOHRE website,
MOHRE mobile app,
Authorized service centers,
Call center number 600590000,
80084 Labor Claims and Advisory Center

This can be done through [the relevant number]. To reach MOHRE from outside the United Arab Emirates, you can use the number 00971-68034000.

The advertised completion time for MOHRE's individual employment dispute service is 14 business days. The applicant must be an employee registered in the MOHRE database.

Each request must be stated separately in the application. For example:

Salaries for January, February and March have not been paid
The April salary was paid short
Although the employment contract stated a monthly salary of 8,000 AED, only 5,000 AED was paid
Premiums were not paid,
The employer threatened to fire the employee in response to a wage demand
The cancellation of the work permit was also requested

It must be written clearly.

What documents are needed to file a complaint?

Before applying, the following documents should be gathered as much as possible:

Passport,
Emirates ID,
Residence visa registration,
MOHRE work permit,
MOHRE employment contract,
Job offer letter,
Pay slips,
Bank account statements,
Salary card records,
WPS payment information,
Email and WhatsApp correspondence with the employer,
Responses to salary requests,
Timekeeping and attendance records,
Commission or bonus plan,
Sales reports,
Employer's payment commitments,
Notice of resignation or termination,
Documents relating to the claim that cash payments were made.

If there is a difference between the salary stated in the MOHRE contract and the actual salary claimed by the employee, proof of the actual wage becomes even more important.

For example, if the MOHRE contract states 5,000 AED, while the separate offer letter signed by the company states 8,000 AED, all documents must be submitted together. Previous fees regularly deposited into the bank can also support the claim of actual fees.

What is the process after a Mohre complaint?

1. Registration of the application

The employee's application is recorded in the system and an application number is generated.

2. Establishing communication with the parties

A MOHRE officer will contact the employer and employee to obtain their statements. The employer may be asked to provide WPS records, payment documents, and the employment contract.

3. Attempt at reconciliation

The aim is to reach an agreement between the parties on a specific payment schedule or amount owed.

In the settlement agreement;

The total amount to be paid,
Payment dates,
Number of installments,
Status of work permit,
Whether the employment contract will continue or not,
Procedure to follow if the employer fails to make payment

It should be clearly stated.

4. MOHRE decision or referral to court

Depending on the value and nature of the dispute, MOHRE may decide directly or refer the case to the competent labor court.

MOHRE Decision in Disputes Up to 50,000 AED

According to Article 54 of the Federal Labor Code, if the amount of the claim does not exceed 50,000 AED, the Ministry of Labor and Social Security (MOHRE) can decide directly on the dispute. This decision of the Ministry is an enforceable document.

Furthermore, if one of the parties fails to comply with a settlement decision previously issued by MOHRE, the Ministry's decision-making authority may arise, regardless of the value of the dispute.

The parties may appeal against the MOHRE decision to the competent court of first instance within 15 business days of being notified of the decision.

The court;

He must prepare the case for hearing within three business days
Notifying the parties,
The case must be concluded within 30 business days from the date of registration

It is anticipated that filing a lawsuit will suspend the enforcement of the MOHRE decision.

These are the target deadlines stipulated by law. The actual duration of a specific case may vary due to notification, translation, expert examination, or actions taken by the parties involved.

What happens if demand exceeds 50,000 AED?

If the total claim, including salary, vacation, notice, commission, and severance pay, exceeds AED 50,000, MOHRE will first attempt to resolve the dispute through mediation.

If a settlement cannot be reached, the case, along with a summary of the dispute and the Ministry's assessment, is referred to the competent labor court. The implementing regulation stipulates that if a settlement cannot be reached, the case must be sent to the competent court within 14 days of the application date.

The employee must register the case with the court within the prescribed time limit after receiving the MOHRE referral document. Referral of a MOHRE complaint to court does not automatically mean that a case is opened in every instance.

Especially employees;

If they are outside the country,
If your residence permit is about to expire,
If a lawsuit petition needs to be prepared in Arabic,
If it requests numerous fee items

The court records must be followed closely.

Is it possible to claim two months' wages while the lawsuit is ongoing?

According to the implementing regulations, in cases where a labor dispute is referred to court and the employee's employment relationship continues, payment of a maximum of two months' wages may be requested.

MOHRE may compel the employer to pay two months' wages if the conditions are met, or may file a separate request with the court regarding this matter.

This regulation aims to prevent an employee from becoming completely deprived of income during a prolonged labor dispute. However, it cannot be said that two months' wages will be automatically paid in every case. The employee's situation and the nature of the dispute will be evaluated.

Is a labor lawsuit subject to court fees?

Under the Federal Labor Law, labor claims by workers or their beneficiaries not exceeding AED 100,000 are exempt from court fees at all stages of the proceedings.

This exemption;

Translation,
Document authentication,
Legal services,
Expert,
Special notification or other external service

That doesn't mean all the costs are free.

The amount claimed, the type of case, and the employee's status should be considered separately for specific court costs.

Can an employee immediately quit their job if their salary isn't paid?

Non-payment of wages is a serious employer breach. However, this should not immediately lead to the employee ceasing to go to work.

According to Article 45 of the Federal Labor Code, an employee may leave their job without notice under certain conditions if the employer violates its contractual or statutory obligations.

In general, for this purpose;

The employee must report the situation to MOHRE
The applicant must apply to the Ministry at least 14 working days before the departure date
The employer failed to remedy the violation despite being informed by the Ministry

is necessary.

The employee's sudden absence from work without following this procedure;

Unjustified absenteeism,
Claim for severance pay,
Absconding statement,
Problems with the new work permit

This can create risks.

If an employee wishes to leave due to non-payment of wages, they must clearly state in their MOHRE application that they wish to terminate their employment contract for this reason.

Can an employee be fired for complaining about their salary?

If an employer terminates an employment contract because an employee has made a serious MOHRE complaint or filed a lawsuit that is proven to be true, this may constitute unlawful termination.

When such termination is determined, the court may award compensation up to a maximum of three months' last salary, taking into account the nature of the work, the harm suffered by the employee, and the length of service.

This compensation is for the employee;

Notice pay,
Severance pay,
Unpaid salary,
Other labor claims

It does not eliminate their rights over it.

However, not every termination following a complaint is automatically considered unlawful. The employee must be able to demonstrate that the termination was due to a salary complaint or a lawsuit.

Therefore, the information sent before and after the complaint;

Threatening messages,
Emails,
Performance evaluations,
Termination notice,
Employer's statements

It should be hidden.

Can an employer reduce a salary?

Employers must not unilaterally reduce an employee's salary without their explicit consent and a necessary contract amendment.

If a salary change is to be made;

The new fee should be clearly defined
The employee's consent must be obtained
The MOHRE agreement should be updated as needed
The effective date of the change must be indicated.

An employee's silence or acceptance of a reduced wage for a period of time does not necessarily mean that the wage reduction is legally permissible in every case.

Employer statements such as "we will pay the difference when the company's situation improves" should be put in writing, and previous wage records should be kept.

Can commissions and bonuses be claimed?

Commission and bonus payments can be claimed if the payment conditions are met and the employee proves their entitlement.

The employee must keep the following documents:

Job offer letter,
Employment contract,
The Commission's plan,
Target tables,
Sales reports,
Customer invoices,
Previous commission payments,
Manager approvals,
Email correspondence.

The employer's argument that "bonuses are entirely optional" will be evaluated based on how the bonus system is structured.

A commission explicitly agreed upon for the achievement of specific targets is not the same as a discretionary bonus that an employer can give without incurring any obligation.

When should final payments be made to an employee who is leaving the company?

In the event of termination of an employment contract, the employer must pay the employee's salary and all other labor rights within 14 days of the termination date.

The final account may contain the following items:

Last month's salary,
Outstanding salaries from previous months,
In exchange for unused annual leave,
Notice pay,
He will receive overtime pay
Earned bonuses and commissions,
Severance pay,
Other rights arising from the contract.

An employer's delay in canceling a visa does not give them the right to indefinitely postpone final payments.

The employee should not sign the cancellation or release document, which states that they have received all their entitlements, before the payment is transferred to their bank account.

Should the payment plan be accepted?

The employer may state that they cannot pay the entire debt in one lump sum and offer installment payments.

If an installment payment agreement is to be made, the document must include at least the following points:

The total amount of debt,
The separate amount for each receivable item,
Installment dates,
Installment amounts,
Payment method,
In case of delay, the entire outstanding debt will become due and payable immediately
The full trade name of the employer company,
Signature of the authorized person,
Whether the agreement has been registered in the MOHRE file.

The employee should not sign a document stating that they waive all their rights before the first installment is paid.

An enforceable settlement reached before MOHRE can provide stronger protection than a simple WhatsApp message exchanged between the parties.

What happens if the employer goes bankrupt or closes the company?

The closure or bankruptcy of a company does not automatically eliminate employees' right to wages.

Employee without delay;

MOHRE should file a complaint
They must provide records for the unpaid months
The company must report its closure or licensing status
They must follow up on work permit and residence permit procedures
If necessary, they should register their claim with the labor court or in bankruptcy proceedings.

An employer closing or suspending operations without settling employee rights can face serious penalties. Amendments made in 2024 introduced hefty fines for violations such as closing a business or suspending operations without paying employee rights.

The fact that the company's office is closed does not mean that the employee will automatically receive their salary upon waiting. Applications should not be delayed, as access to management and company property may become difficult over time.

Application Period for Wage Claims

The two-year period is important in terms of wages and other labor-related entitlements after the termination of the employment relationship.

According to current regulations, labor claims filed after two years from the termination of the employment relationship may not be processed by the court.

However, it is not safe for the employee to wait two years.

In case of delay;

Access to bank records may become more difficult
Correspondence may be lost
The company may close down
Witnesses may be unavailable
The employer's assets may decrease,
Visa and work permit records may change.

It is best to submit a written request as soon as the salary is not paid, and if no response is received, to apply to MOHRE without delay.

Application Procedures for Free Zone Employees

Not all employees in Dubai are subject to the same administrative system.

The employee;

At Mainland Company,
In a free zone like DMCC,
In JAFZA,
In DIFC,
In another exclusive economic zone

The application authority may vary depending on the study.

Some free zone workers' labor complaints are first reviewed by the relevant free zone authority. MOHRE also offers a labor complaint service for free zone organizations and similar entities.

In regions like DIFC, which have their own employment legislation and court system, the region's specific rules may apply instead of the standard MOHRE process.

Therefore, the employee primarily;

The employer's trade license,
The institution that issues the work permit,
The region specified in the employment contract,
Visa sponsor

should check.

Complaints about Salary of Domestic Workers

Individuals employed as domestic workers, such as caregivers, private drivers, cooks, or similar roles, are subject to different regulations than company employees.

Monthly wages for domestic workers must be paid within 10 days of the due date. Special labor dispute and complaint procedures apply to domestic services.

Therefore, a person working in domestic services should use the domestic worker complaint service instead of the standard private sector salary complaint service.

Roadmap for Employees Whose Salaries Have Not Been Paid

1. Confirm that the salary is indeed delayed

Check the salary amount and payment date stated in the employment contract. Compare bank, paycard, and WPS records.

2. Send a written payment request to the employer

Clearly state how much money is unpaid for each month. Don't just rely on a verbal discussion.

3. Keep the evidence in a safe place

Since your access to your company email account may be cut off, keep important correspondence legally secure.

4. Do not sign payment documents that are contrary to the truth

Do not sign any documents stating "I have received my salary" or "I have received all my entitlements" before the money is transferred to your account.

5. Consider the confidential complaint option

If you continue working and wish to have an audit conducted anonymously in the initial stages, you can file a complaint regarding your confidential salary.

6. File a full workmanship complaint

If you are claiming back wages, outstanding pay, and other labor rights, file an individual complaint against MOHRE.

7. Don't stop going to work on your own accord

Absence from work without following the justified termination procedure may lead to a claim of wrongful absence by your employer.

8. Keep your MOHRE application number

Track your application progress through the website, mobile app, or call center.

9. Carefully examine the agreement text

Do not give a general waiver without the installments and payment dates being clearly stated.

10. Follow up on the court referral

If the case is sent to the labor court, check the case registration period and your residency status.

11. Plan your work permit and visa

If the employment relationship is ending, also arrange for the status of work permits, residence visas, and family visas.

12. Don't wait two years

File your wage claim before the evidence is lost and before the employer's financial situation deteriorates.

Frequently Asked Questions

How many days can salary be delayed in Dubai?

The new WPS regulation, effective June 1, 2026, stipulates that payments for the previous month must be made on the first day of the following month. Payments made after this date may be considered late payments.

Can the employer pay only 85% of the salary?

No. The 85% criterion in the WPS relates to the workplace's administrative compliance account. The employee's right to claim full wages as stipulated in their contract remains unchanged.

Can I immediately complain to MOHRE if my salary is delayed?

Yes. If salary is not paid on time, a complaint about hidden salary or an individual labor dispute can be filed.

If I file a complaint about hidden salary, will my employer find out my name?

MOHRE's "My Salary Complaint" service is described as a confidential complaint where the employee's identity is not disclosed to the employer.

Can I collect my salary directly by filing a confidential complaint?

A confidential complaint aims to monitor the employer's compliance with wage payments. An individual labor dispute complaint may be required for the collection of a specific amount and other receivables.

Is there a fee for filing a MOHRE complaint?

MOHRE does not charge an official fee for its private sector labor complaint services. However, translation, court, legal, and other outsourcing costs may apply.

My employer says they paid my salary in cash. What can I do?

You can provide bank and WPS records and dispute the authenticity of the cash payment document. The employer needs to explain the date, amount, and documentation used for the payment.

Can my employer reduce my salary?

A unilateral reduction in wages generally creates legal problems. The employee's consent and the necessary contract amendment are required.

Can I not go to work because I haven't received my salary?

Simply leaving work is risky. To leave without notice due to an employer breach, notification must be given to MOHRE and the 14-day procedure stipulated by law must be followed.

What happens if I get fired for complaining about my salary?

Dismissal due to a serious and justified MOHRE complaint or a proven legal case may be considered unlawful termination. The court may award additional compensation up to a maximum of three months' wages.

How long does it take MOHRE to make a decision?

The advertised processing time for private sector labor complaints and hidden wage complaints is 14 business days. Actual processing time may vary depending on the complexity of the specific case.

If my claim is less than 50,000 AED, do I have to go to court?

MOHRE may issue enforceable judgments in disputes not exceeding AED 50,000. The parties have the right to appeal this judgment to the court within 15 business days.

What happens if the amount I receive is more than 50,000 AED?

MOHRE attempts to reach a settlement. If no agreement is reached, the dispute is referred to the competent labor court.

When should I receive my salary after leaving my job?

The employer must pay the employee's salary and all other labor rights within 14 days of the termination of the employment contract.

How much time do I have to collect my wages?

Claims filed more than two years after the termination of the employment relationship may not be processed by the court. However, it is safer to file the application as soon as the salary is no longer paid.

Conclusion

In Dubai, an employer's failure to pay wages on time is not a simple business delay that an employee is forced to accept. The obligation to pay wages is one of the employer's fundamental responsibilities arising from the employment contract and UAE labor legislation.

With the WPS Ministry Decree No. 340, which came into effect on June 1, 2026, the principle of paying the previous month's wages on the first day of the following Gregorian month was adopted, and a stricter control system was introduced against wage violations.

The 85% compliance threshold in WPS does not mean the employee waives 15% of their wages. The employee can claim their full wages as agreed in their contract, compensation for unlawful deductions, and other labor rights.

An employee who has not received their salary can file a confidential salary complaint anonymously, or they can file a full-fledged MOHRE complaint to collect their individual wage arrears.

If the claim amount does not exceed 50,000 AED, MOHRE may issue an enforceable decision directly. Higher-amount or intractable disputes are referred to the employment court. An appeal against the MOHRE decision can be filed with the court within 15 working days.

An employee should not simply stop going to work because they are not receiving their salary. An employee who wishes to leave without notice due to a breach of obligation by the employer must notify MOHRE and follow the procedure prescribed by law.

If an employer dismisses an employee due to a salary complaint, and the connection between the dismissal and the complaint is proven, the employee may be entitled to additional compensation of up to three months' wages.

The most important aspect of wage disputes is the timely collection of employment contracts, WPS records, bank statements, payrolls, correspondence, and payment commitments. Filing a claim before the employer's financial situation deteriorates or the company closes can increase the likelihood of collecting the debt.

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