Employment & Labour Case Lawyers in Dubai
Most labour cases in Dubai are won or lost on three things: whether the claim was filed inside the deadline, whether the numbers were calculated on the right salary basis, and whether the paper trail (contract, payslips, notices) was assembled before positions hardened. At Abdullah Alzarooni Advocates And Legal Consultants, our employment lawyers handle labour complaints, end-of-service claims, dismissal disputes, and employer defence across Dubai — with the procedure and the arithmetic done right from day one.
Which employment law covers you?
Mainland private-sector employment in the UAE is governed by Federal Decree-Law No. 33 of 2021 (as amended) and its regulations: fixed-term contracts, wages through the Wage Protection System, working hours, leave, and end-of-service entitlements. Two important carve-outs: DIFC and ADGM employees are covered by those centres' own employment laws — different rules, different tribunals — and domestic workers fall under a separate law. The first question in any labour case is simply: which regime are you actually in?
The labour complaint process (and its deadlines)
- 1. MOHRE complaint – labour disputes start with a complaint to the Ministry of Human Resources and Emiratisation, which attempts an amicable settlement within roughly 14 days.
- 2. Binding MOHRE decision for smaller claims – for disputes up to AED 50,000 (or any value where a prior settlement was breached), MOHRE now issues a binding, enforceable decision itself.
- 3. Objection window – either party can challenge that decision before the Court of First Instance within 15 working days; the court then hears the case on an accelerated timetable.
- 4. Court referral for larger claims – claims above AED 50,000 that don't settle are referred to the labour court with MOHRE's summary of the dispute.
- Limitation – labour claims are time-barred after two years; waiting is the most common way good claims die.
Your entitlements: the numbers that matter
- End-of-service gratuity – after one year of continuous service: 21 days of basic salary per year for the first five years, 30 days per year after that, capped at two years' total wages. Allowances don't count — miscalculating on gross salary is the most common overclaim.
- Unpaid wages and overtime – wages must flow through the Wage Protection System; unpaid amounts, overtime, and leave balances are claimable with payslip evidence.
- Unlawful dismissal compensation – termination for an unlawful reason can add compensation of up to three months' wages on top of notice and end-of-service dues.
- Notice periods – typically 30 to 90 days as per contract; probation has its own shorter notice rules.
- Non-compete clauses – enforceable only when limited in duration (maximum two years), geography, and scope; many clauses fail that test.
Before you meet a labour lawyer, gather: employment contract, last payslips, WPS records if available, termination or resignation letters, and any warnings or correspondence. Complete papers turn a first consultation into a strategy session.
For employers
- Defending MOHRE complaints and labour claims – response strategy, settlement positioning, and court representation.
- Terminations done properly – documented grounds, correct notice, and final settlement calculations that survive scrutiny.
- Contracts and policies – offer letters, contracts, handbooks, and disciplinary procedures aligned with the law as amended.
- Workforce disputes at scale – multiple parallel claims are now cheaper and faster for workers to bring; documentation discipline is the employer's main protection.
Employment lawyers and legal consultants
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Abdullah Alzarooni Advocates And Legal Consultants | Advocates and legal consultants for family, employment, commercial, and company matters in Dubai |
Firm profile: Abdullah Alzarooni Advocates And Legal Consultants.
FAQ: labour cases in Dubai
How is end-of-service gratuity calculated in the UAE?
On your last basic salary only: 21 days per year for the first five years of service, 30 days per year afterwards, capped at two years' wages, pro-rated for partial years, and payable after at least one year of service.
My claim is under AED 50,000 — do I still go to court?
Usually not. MOHRE itself issues a binding decision on claims up to AED 50,000. If either side disagrees, it can object before the Court of First Instance within 15 working days.
How long do I have to file a labour claim?
The limitation period is two years. File early — evidence quality and settlement leverage both decay with time.
Was I dismissed unlawfully? What can I get?
If the termination was for an unlawful reason, compensation of up to three months' wages can be awarded in addition to notice pay and end-of-service dues. The assessment turns on the documented reason and process.
I work in the DIFC — does UAE Labour Law apply to me?
No. DIFC (and ADGM) employees are covered by the centre's own employment law, with claims heard by the centre's courts. See our DIFC Courts page.
Do you act for employees or employers?
Both. We pursue employee claims and defend employers — which means whichever side you are on, we know the other side's playbook.
Talk to a labour case lawyer in Dubai
Whether it's unpaid dues, a dismissal, or a claim against your company — contact Abdullah Alzarooni Advocates And Legal Consultants for a free consultation before the deadlines decide the case for you.
