Workplace Harassment Claim Procedure in Dubai: A Comprehensive Guide to Grievances, Wage Complaints and Discrimination Remedies Under UAE Law

Workplace Harassment Claim Procedure in Dubai: A Comprehensive 2025–2026 Guide to Grievances, Wage Complaints and Discrimination Remedies Under UAE Law

Estimated reading time: 30 minutes

Key Takeaways

• Internal grievance procedure: Employees alleging harassment, discrimination or unfair wage deductions should make disciplined use of the internal grievance procedure under UAE company law, carefully documenting incidents.
• Structured administrative route: MOHRE provides a time-bound conciliation process with binding decisions for monetary disputes and acts as a gateway to the Labour Court.
• Criminal offences: Serious harassment, sexual assault or hate-motivated conduct may be criminal under the Penal Code or the Anti-Discrimination Decree-Law and should be reported to police.
• Settlement strategy: Settlement negotiation in employment disputes is a critical strategic dimension from the outset, balancing entitlements, leverage and enforcement consequences.
• Enforcement mechanics: Effective execution of MOHRE decisions, Labour Court judgments and arbitral awards depends on domestic execution procedures and cross-border enforcement frameworks.

1. Purpose, Scope and Audience

1.1 Purpose of this Article and Primary Focus

This Article provides a detailed, step-by-step explanation of the workplace harassment claim procedure in Dubai, together with related mechanisms for unfair wage deduction complaints, discrimination remedies and settlement negotiation under current United Arab Emirates labour and penal laws. It analyses Federal Decree-Law No. 33 of 2021 (Labour Law), Cabinet Resolution No. 1 of 2022 (Executive Regulation), Federal Decree-Law No. 31 of 2021 (Penal Code) and Federal Law by Decree No. 34 of 2023 (Anti-Discrimination Decree-Law), as well as MOHRE’s current practices.

This guide is written from the perspective of a senior Dubai employment lawyer at ProConsult Advocates & Legal Consultants, drawing on over 30 years’ experience across mainland, free-zone and financial free-zone contexts. It is designed for practitioners seeking a precise, implementable roadmap rather than a purely academic overview.

1.2 Intended Audience and Search Intent

The intended audience includes employees, SME owners, in-house counsel and HR professionals in Dubai and the UAE who face workplace grievances, harassment, discrimination or wage disputes. It answers practical questions on how to navigate internal procedures, MOHRE conciliation, Labour Court litigation, arbitration and settlement negotiation.

1.3 Regulatory Context: Reform and Enforcement Focus

Since the 2022 reforms, the UAE has modernised its private-sector labour regime, expressly prohibiting harassment, bullying and discrimination. MOHRE has prioritised safe workplaces, strengthened the Wage Protection System and accelerated labour complaint resolution via smart services.

1.4 Scope, Method and Key Takeaways

This Article focuses on MOHRE-governed private-sector employment in mainland Dubai and non-financial free zones. Key takeaways include:

• Use internal grievance procedures and document incidents diligently.
• Leverage MOHRE’s structured, digital conciliation route and binding decisions for monetary claims.
• Report serious harassment or discrimination as criminal offences in parallel.
• Approach settlement negotiation strategically, understanding leverage and entitlements.
• Plan for enforcement of MOHRE decisions, court judgments and arbitral awards, including cross-border aspects.

2. Legislative and Regulatory Framework Governing Workplace Conduct in the United Arab Emirates

2.1 Federal Decree-Law No. 33 of 2021 Concerning Regulating Labour Relations

The Labour Law is the cornerstone of private-sector employment, effective from 2 February 2022. In fact, Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, as amended by subsequent Federal Decree-Laws (including Federal Decree-Law No. 20 of 2023 amending certain provisions), governs private sector employment relations, including fixed-term contracts, discrimination prohibition (Article 4), harassment and workplace violence prohibition (Article 14), and wage protection-related provisions (Article 60).

2.1.1 Article 14(2): Prohibition of Harassment, Bullying and Violence

Article 14(2) forbids any force, harassment, bullying or violence by employers or colleagues. Breach may trigger MOHRE penalties or allow an employee to resign and claim arbitrary termination compensation.

2.1.2 Article 4: Equality and Non-Discrimination

Article 4 enshrines equal treatment and prohibits discrimination on protected grounds throughout employment, reinforced by the Anti-Discrimination Decree-Law.

2.1.3 Article 60: Wage Deductions and the Wage Protection System

Article 60 strictly limits lawful deductions and caps their total in any pay period. MOHRE’s Wage Protection System enforces timely, full salary payments via recognised banking channels.

2.2 Cabinet Resolution No. 1 of 2022 Concerning the Executive Regulation

The Executive Regulation details implementation of the Labour Law, including internal investigations, mandatory workplace regulations for large employers and grounds for summary termination.

2.2.1 Internal Investigations and Disciplinary Sanctions

Employers must investigate, notify suspects, allow response and document outcomes before imposing sanctions, ensuring impartiality and proportionality.

2.2.2 Employer’s Obligation to Establish Grievance Procedures

Employers with more than 50 workers must adopt and publicise written internal regulations on discipline and grievances, aligning with MOHRE’s expectations.

2.2.3 Summary Termination in Harassment Cases

Serious harassment or violence may justify dismissal without notice if proper procedures are followed; victims may resign without notice and claim entitlements.

2.3 Federal Decree-Law No. 31 of 2021 Promulgating the Crimes and Penalties Law

The Penal Code criminalises indecent assault and sexual harassment (Article 413), prescribing imprisonment and fines for non-consensual acts or repeated offensive behaviour.

2.4 Federal Law by Decree No. 34 of 2023 Concerning Combating Discrimination, Hatred and Extremism

Federal Law by Decree No. 34 of 2023 Concerning Combating Discrimination, Hatred and Extremism is the current federal criminal statute addressing discrimination, hatred and extremism, replacing the earlier Federal Decree-Law No. 2 of 2015; it establishes criminal offences and penalties for discriminatory and hatred conduct generally across UAE law, and is separate from the employment-law protections under the Labour Law. The 2023 Anti-Discrimination Decree-Law expands criminal definitions of discrimination and hate speech, with severe penalties, reinforcing employers’ duties to prevent extremist conduct.

FAQ

Q1: What immediate steps should I take if I experience harassment at work?

Document each incident (date, time, location, persons involved), preserve electronic evidence, review your employer’s grievance policy and consider lodging a formal internal complaint without delay.

Q2: Do I have to exhaust internal procedures before approaching MOHRE?

No. While using internal channels demonstrates good faith, you may directly file a complaint with MOHRE if the conduct is serious or internal mechanisms are ineffective.

Q3: Can serious harassment be reported as a criminal offence?

Yes.Serious harassment, including sexual harassment and indecent assault, may constitute criminal offences under the Penal Code (Federal Decree-Law No. 31 of 2021 promulgating the Crimes and Penalties Law) and, in cases involving discrimination, hatred or extremist conduct, under Federal Law by Decree No. 34 of 2023 Concerning Combating Discrimination, Hatred and Extremism; these are distinct criminal law regimes separate from labour and administrative complaints.

Q4: What remedies can I obtain for unfair wage deductions?

MOHRE conciliation may result in enforceable decisions ordering payment of unpaid wages and entitlements; where disputes exceed MOHRE’s jurisdictional limits or conciliation fails, cases may be referred to the Competent Labour Court for adjudication of arrears, benefits and damages under the Labour Law.

Q5: How long do I have to file a labour claim?

Under Article 54 of the Labour Law, you generally have 2 years from the date your right arose to file a claim with MOHRE or the Labour Court.