In a ruling increasingly being cited by workers and legal experts across the UAE, an Abu Dhabi Labour Court has ordered a private company to pay Dh159,800 (approximately $43,540) to a long-serving employee for unpaid salary and end-of-service benefits. This decision highlights growing awareness of workers’ rights and the enforcement of labour protections in the Emirates.The case, which unfolded in the Abu Dhabi Labour Court at first instance, centered on an employee who had worked with the same company for more than 11 years, only to find himself battling in court after the employer failed to settle his final wage and legally mandated gratuity after his resignation in December 2024.
UAE work tenure and legal claim
According to court records, the plaintiff was employed under an unlimited-term contract beginning in September 2013 and was earning a monthly salary package worth Dh29,000 (approx $7,900), including a basic salary component of Dh16,000 (approx $4,360).
When his employment ended late last year, the company failed to pay his final month’s salary and did not provide the end-of-service gratuity to which he was statutorily entitled.Under UAE Labour Law (Federal Decree-Law No. 33 of 2021), employees who complete at least one continuous year of service are entitled to end-of-service benefits, a form of severance pay calculated on the basis of basic salary, in addition to any wages owed at the time of departure. The law also requires employers to settle all entitlements once an employment relationship has ended.In its ruling, the court found that the employee had indeed performed his duties and made himself available for work through the end of his contract, meaning his final salary of Dh29,000 (approx $7,900) was legally due. The court also determined that his length of service, over 11 years, entitled him to a gratuity of Dh130,800 (approx $35,640), based on his basic monthly wage.
UAE court finds Abu Dhabi employer in default
The defendant company failed to attend the hearing despite being notified, leading the court to issue its verdict in absentia. The judge ordered the employer to pay the total amount of Dh159,800 (approx $43,540) immediately, without requiring the employee to post a guarantee, a sign of the court’s firm backing for statutory labour protections. The company was also directed to bear legal costs up to the awarded sum.
Legal experts note that rulings such as this one are part of a pattern in which UAE courts are increasingly enforcing employee rights with clarity and consistency. Similar decisions in recent years have included awards of Dh195,000 (approx $53,100) to long-serving workers for unpaid wages, gratuity and unused leave, as well as Dh89,620 ($24,420) in dues for commissions and leave pay to another former employee.
Why this matters to UAE workers
For labour advocates and workers in the UAE, particularly expatriates who make up a significant portion of the private-sector workforce, the Abu Dhabi court’s decision sends a strong message: employment contracts and statutory entitlements are enforceable and the judiciary will uphold workers’ rights when employers fail to meet their obligations. In another noteworthy example, an employee in Abu Dhabi was awarded Dh110,400 (approx $30,080) in June 2025 for unpaid wages even though he never officially started work due to employer delay, a ruling that emphasized employers’ obligations once a contract is signed.Meanwhile, instances continue where courts have intervened to ensure salaries, gratuities and leave are paid. In Sharjah’s Khor Fakkan region, a private clinic was fined and ordered to pay Dh48,559 (approx $13,230) after withholding wages for nearly a year, reinforcing the legal expectation that employers cannot indefinitely delay salary payments.These rulings underscore the strength of UAE labour law, which mandates that wage payments, gratuity and other entitlements cannot be waived by employees nor arbitrarily withheld by employers. The mantra “no wage without work performed or availability for work” has repeatedly been upheld by courts when contractual or legal obligations are clear.
Labour disputes and the UAE legal framework
At the core of the UAE’s employment laws, governed by the UAE Labour Law and Civil Transactions Law, is the protection of workers’ rights while balancing employers’ interests. The legislation explicitly gives employees the right to file grievances in labour courts when dues are not paid, when contracts are breached, or when termination lacks legal justification.Labour courts across the Emirates including in Abu Dhabi and Dubai, serve as first-instance venues to hear disputes related to wages, gratuities, end-of-service benefits, leave pay and commissions. Judges typically review employment contracts, salary records and statutory provisions to determine whether rights have been infringed.
Often, cases like the Dh159,800 ruling hinge on clear documentation such as employment contracts, payslips, resignation letters and HR correspondence. Employers who fail to produce evidence demonstrating that they have met their legal obligations often lose by default, as happened in this recent case when the employer did not attend the hearing.
UAE expert perspectives on enforcement and compliance
Legal practitioners say that these decisions are important not only for the individuals involved but also for setting precedents that inform employer behaviour. When courts enforce these laws consistently, it encourages compliance among businesses. Employers learn that if they fail to pay wages or statutory gratuity, the courts can and will enforce payment with legal costs attached.Experts also highlight how legal clarity benefits the broader economy. When workers feel protected, it fosters trust in the labour market and helps attract global talent. Employers, in turn, are encouraged to maintain accurate records and follow regulatory frameworks, contributing to a more transparent and stable business environment.
A broader pattern of worker wins in the UAE
This recent case is part of a broader trend of worker-favoured rulings in the UAE’s labour courts. For example, last year another Abu Dhabi court ordered a company to pay a worker Dh195,000 (approx $53,100) after failing to settle over 25 years of unpaid wages, gratuity and leave compensation. Similarly, courts have ruled in favour of employees denied leave pay or unpaid commissions, with awards reflecting both salary dues and additional dues such as unused benefits.In some cases, as highlighted by legal observers, courts have even clarified the nature of entitlements such as when employees are awarded payment for years of unused annual leave based on statutory provisions rather than employer records, reinforcing the broad protection afforded to workers.
What employees in the UAE should know
For employees facing unpaid dues, legal experts recommend:
- Keeping accurate contract copies and payslips
- Filing grievances promptly through the Ministry of Human Resources and Emiratisation (MoHRE) or directly in labour court
- Having clear documentation of salary, resignation, and termination dates
- Seeking legal counsel early, especially when disputes involve significant back pay or gratuity claims
The recent ruling serves as a reminder that the UAE’s legal system can deliver fair and enforceable outcomes for workers, provided statutory protections are understood and invoked properly.
Looking forward
As labour disputes continue to find their way into UAE courts, decisions like the Dh159,800 award reinforce that legal rights for employees are not merely theoretical. They are actionable, backed by enforceable laws, and upheld even when employers fail to respond or appear in court. For expatriates and locals alike, knowing one’s rights and that the judiciary stands ready to enforce them, could make all the difference when employment relationships end.