A late or unpaid wage concern may fit MOHRE's confidential salary-complaint service. If the dispute also concerns deductions, termination, gratuity, leave or other contract rights, the broader labour-complaint route may be more appropriate. This checker organises the facts; it does not declare that a breach has occurred.
Evidence checklist and route selection between salary complaint and broader labour complaint
What it cannot determineAn official finding that the employer breached the law
Enter the facts you can verify.
Inputs remain in your browser. Keep the result with the contract, payroll records and dates that support each input.
This counter uses today’s date in your browser. It is triage, not an official WPS breach finding. Check Ministerial Resolution 340 of 2026 and the current MOHRE service instructions.
Formula used
The checker counts calendar days from the entered salary due date to the comparison date and maps the issue to an official service. It deliberately does not hard-code a universal breach threshold because the current WPS framework, contract, payroll cycle and employee coverage must be checked on the live official source.
Assumptions to verify
- The entered due date matches the relevant salary period and the employee's payroll arrangement.
- The employer and employee fall under the selected MOHRE service.
- Bank, WPS and payroll records are available to distinguish late, partial and missing payment.
What this result does not prove
- A legal finding that the employer breached the law.
- The final amount owed, penalties or likely complaint outcome.
- ADGM, DIFC, domestic-worker or other procedures outside the selected federal private-sector route.
First identify what is actually missing
Separate a fully unpaid salary from a partial payment, unexplained deduction or payment made after the contractual payroll date. A bank credit alone may not explain which salary period it covers, so reconcile it with the payslip and WPS/payroll record.
Confidential salary complaint or broader labour complaint?
MOHRE provides a salary-complaint service for wage-payment concerns and a broader labour-complaint service for contractual disputes. If the case includes final settlement, notice, leave, gratuity or contested deductions, list those issues separately instead of forcing the whole dispute into a “salary delay” label.
Example: building a useful chronology
Instead of writing “salary is late,” record: salary month, contractual or documented due date, amount due, amount received, bank-credit date, payslip amount and the remaining difference. Repeat that line for every affected payroll period. This gives the authority a calculation that can be checked.
Evidence to prepare before filing
- Employment contract and any salary amendment.
- Payslips for the affected months.
- Bank statements or wage-card records showing actual credits.
- Written payroll/HR explanations and any deduction notice.
- Work-permit and identity details required by the live MOHRE service.
For mixed claims, use the UAE Labour Complaints Guide. For wage definitions and payroll reconciliation, use the Salary and Wages Guide.
Official sources
The links below are the primary references used for the rule or service described on this page. Check the live version before relying on a result.
Check the current official text, your contract, actual dates and records. Where facts are disputed, use the relevant authority or a qualified UAE professional.
Review official sources