Published: 5 November 2026
A manager shouts at you in front of the team every week. A colleague keeps making comments you have asked them to stop. You are paid less than a co-worker who does the same job, and you suspect the reason is your nationality or your gender. You do not know whether this is “just a bad workplace” or something the UAE law actually forbids, and you are afraid that complaining will cost you your job and your visa.
This guide explains what the UAE private-sector labour law says about harassment, bullying and discrimination, how to record what is happening, how to file a complaint with the Ministry of Human Resources and Emiratisation (MOHRE), what happens after you file, and when a worker may leave without notice. Every legal point below is taken from the text of Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations as amended, or from official MOHRE and UAE Government pages. Where a detail could not be confirmed from an official source, we say so instead of guessing.
Quick answer
Yes, UAE labour law prohibits both discrimination and harassment at work. Article 4 of Federal Decree-Law No. 33 of 2021 prohibits discrimination based on race, colour, sex, religion, national origin, social origin or disability. Article 14(2) prohibits sexual harassment, bullying, and any verbal, physical or psychological violence against a worker by the employer, superiors, colleagues or those working with them. A worker can complain to MOHRE through the MOHRE app or website, or by calling 600590000. This law applies to the private sector and certain other categories as defined in the law, so check Article 3 if you work for a government body or are a domestic worker.
Who is covered
The Decree-Law governs employment relationships in the private sector. Article 3 sets out its scope and excludes some groups, such as federal and local government employees and domestic workers, who are covered by other rules. If you are not sure which rules apply to you, ask MOHRE before you file, so your complaint goes through the right channel.
What the law prohibits
Discrimination (Article 4)
Article 4(1) says it is prohibited to discriminate on the basis of race, colour, sex, religion, national origin, social origin or disability, where the discrimination would impair equal opportunities or prejudice equality in obtaining or continuing a job and enjoying its rights.
Article 4(4) adds a specific pay rule: female workers must receive remuneration equal to male workers’ remuneration when they perform the same work or other work of equal value.
Article 4(2) states that rules and procedures that enhance the participation of UAE nationals in the labour market are not considered discrimination. So a policy that supports Emirati employment is treated differently from discrimination under this article.
Harassment, bullying and violence (Article 14)
Article 14(2) prohibits sexual harassment, bullying, or any verbal, physical or psychological violence against the worker by the employer, superiors, colleagues or those working with the worker.
Notice who is covered. The prohibition is not limited to the employer or the owner. It includes your manager, your colleagues and others who work with you.
Article 14(1) separately prohibits the employer from using any means to force or compel a worker, or threaten them with any penalty, to work against their will.
What counts as a violation in practice
The law uses broad words. The list below shows how those words can look in real workplaces. These are practical examples, not a legal definition, and whether a specific act is a violation depends on the facts.
| Type | Examples that may fall within the law’s words |
|---|---|
| Verbal violence or bullying | Repeated shouting, insults, humiliating a worker in front of others, threats |
| Psychological violence or bullying | Deliberately isolating a worker, spreading rumours, constant belittling |
| Physical violence | Hitting, pushing, throwing objects, blocking a worker from leaving |
| Sexual harassment | Unwanted sexual comments, messages, touching or pressure |
| Discrimination in jobs and rights | Treating workers differently in hiring, promotion, or continuing a job because of a protected ground listed in Article 4 |
| Unequal pay | Paying a woman less than a man for the same work or work of equal value |
A single serious incident can be enough. A repeated pattern of smaller acts can also count. The record you keep (see below) is what makes either one provable.
What to do first: document everything
Your complaint is only as strong as your evidence. Start recording now, even if you are not sure you will complain.
- Write a dated log. Note the date, time, place, what was said or done, and who saw it.
- Keep messages. Save emails, chat messages and voice notes that show the behaviour. Back them up outside company devices.
- Name witnesses. List colleagues who saw or heard what happened.
- Keep your documents. Save your contract, offer letter, payslips and any warning letters.
- Record your reports. If you report to HR or a manager, do it in writing and keep a copy.
- Medical evidence. If there was physical or psychological harm, keep medical reports.
- Be careful with secret recordings. UAE privacy and cybercrime rules can apply to recording or sharing private communications. Ask for advice before you rely on recordings, and do not publish anything online.
How to file a complaint with MOHRE
MOHRE states that individual labour complaints can be filed and tracked through the MOHRE website or the MOHRE app, and through the call centre on 600590000. A separate Labour Claims and Advisory Centre line, 80084, is listed for labour claims questions. Confirm the current numbers on the official MOHRE website before you call.
A typical path looks like this:
- Open the MOHRE app or website, or call 600590000. Choose the labour complaint or the reporting service, and describe the problem.
- Give the facts. Your details, employer details, dates, and a short description of what happened. Attach your evidence where the system allows.
- Receive a reference number. Keep it. You will use it to track the complaint.
- MOHRE reviews and contacts the parties. MOHRE contacts you and your employer and tries to settle the matter.
If your concern is about a workplace violation more broadly, MOHRE also runs a public reporting channel for violations, which you can use through the same website, app or call centre.
Related guide: how to file a MOHRE labour complaint in the UAE.
What happens after you file
Article 54 of the Decree-Law, as replaced by Federal Decree-Law No. 9 of 2024, sets the dispute path for individual labour disputes.
- Amicable settlement first. MOHRE examines the request and takes the actions it considers necessary to settle the dispute amicably (Article 54(1)). Official MOHRE and UAE Government guidance describes a 14-day period for this stage.
- MOHRE can decide small claims. If the value of the claim does not exceed AED 50,000, MOHRE settles the dispute by a decision (Article 54(2)). That decision has the power of a writ of execution (Article 54(3)).
- Appeal. A party can file a case before the competent court within 15 working days of being notified of MOHRE’s decision (Article 54(3)).
- Referral to court. If no amicable settlement is reached and the claim is not one MOHRE can decide, MOHRE refers the dispute to the competent court with a memorandum summarising the dispute and its recommendation (Article 54(4)).
- Salary during the dispute. MOHRE may oblige the employer to keep paying the worker’s salary for up to 2 months where the dispute has resulted in the salary being stopped (Article 54(5)).
- Time limit. A lawsuit on a right under the Decree-Law is not heard after two years from the end of the employment relationship (Article 54(9)).
- Court fees. Article 55 provides an exemption from judicial fees for workers in labour claims. Check the current article text and your claim type before relying on it.
Note that a harassment or discrimination complaint is often about conduct, not only about money. MOHRE can still examine the complaint and act on the employer’s obligations, and you can also ask for any financial rights that are due, such as unpaid wages or gratuity, in the same complaint.
Can you leave without notice? Article 45
Article 45 lists cases where a worker may leave work without notice while keeping their rights upon termination of service. Two matter here.
Assault, violence or harassment by the employer or their legal representative (Article 45(2)). The worker may leave without notice if it is proved that the employer or their legal representative assaulted the worker or subjected them to violence or harassment during work, provided the worker informs the concerned authorities and MOHRE within 5 working days from the date they were able to report.
Employer breach of obligations (Article 45(1)). The worker may leave where the employer breaches obligations under the contract, the Decree-Law or its decisions, provided the worker has notified MOHRE 14 working days before the date of leaving, and the employer did not remove the effects of the breach despite being notified by MOHRE.
Important cautions:
- Article 45(2) refers to the employer or their legal representative. Harassment by a colleague is covered by Article 14, but the leave-without-notice route in Article 45(2) is worded around the employer or their legal representative. Get advice before leaving in a colleague-only case.
- Missing the 5 working day reporting window can cost you the protection. Report promptly and in writing.
- Do not simply stop coming to work. Absence without a lawful basis can lead to an absconding report. Read about the risks in our guide to UAE absconding reports and about resignation, notice period and gratuity.
Penalties on employers
Article 63 provides that anyone who violates any other provision of the Decree-Law, its Implementing Regulation or the decisions issued under it is punished with a fine of not less than AED 5,000 and not more than AED 1,000,000. Article 62 provides that fines imposed on employers are multiplied by the number of workers in respect of whom the violation occurred, up to a maximum of AED 10,000,000. Article 64 provides stronger penalties for repeat violations within one year of a previous ruling.
We have not found an official source that sets a separate fixed fine specifically for Article 14(2) harassment, so we do not quote one. Whether a given act is punished under Article 63, or under the Penal Code described below, depends on the facts and is decided by the competent authority.
When criminal law applies separately
Some conduct is also a crime under UAE criminal law, for example physical assault, threats or sexual offences. The labour complaint to MOHRE and a criminal complaint to the police or Public Prosecution are separate routes. You do not have to choose only one. If you are in danger or have been physically harmed, go to safety, get medical care and contact the police first. The labour complaint can follow.
Will complaining cost you your job or visa?
This is the fear that stops most workers. A few honest points:
- The law prohibits arbitrary dismissal. Read our guide to UAE arbitrary dismissal, compensation and time limits if you are dismissed after complaining.
- Keep working and keep a record. Do not resign in anger. Resigning can change which rights you can claim.
- Notice and visa timelines matter. If your employment ends, your residence status is affected, so plan the next step early.
- Get the timeline in writing. If the employer takes action against you after you complain, note the date and the reason given.
Common employer defences, and how to respond
| Employer says | What to check |
|---|---|
| “It was a joke” | The law prohibits verbal and psychological violence and bullying. Intent does not remove the effect, but evidence of repeated conduct matters |
| “You were being disciplined” | Lawful discipline follows the law’s rules. See UAE disciplinary action rules for what is and is not allowed |
| “Pay differs because of experience” | Article 4(4) requires equal pay for the same work or work of equal value. Real, documented differences in role or skill are a different matter |
| “We never received your complaint” | Always complain in writing and keep proof of delivery |
| “It was only a colleague” | Article 14(2) covers colleagues too, and the employer has duties to the worker under the law |
Other related worker issues
If your employer is also holding your passport, see company holding passport in the UAE. If your salary is being cut as punishment, see salary deductions and the 50 percent cap.
Step-by-step checklist
- Write down every incident with date, time and witnesses.
- Save messages, emails and documents outside company devices.
- Report in writing to HR or senior management and keep a copy.
- If the employer or its representative is the harasser and you are considering leaving, report to the concerned authorities and MOHRE within 5 working days of being able to report.
- File a complaint through the MOHRE app, website or 600590000 and keep the reference number.
- Attend MOHRE’s settlement process and bring your evidence.
- If the matter goes to court, follow the 15 working day and other deadlines.
- For crimes or danger, contact the police.
Frequently asked questions
Is workplace bullying illegal in the UAE?
Yes. Article 14(2) of Federal Decree-Law No. 33 of 2021 prohibits bullying and any verbal, physical or psychological violence against a worker by the employer, superiors, colleagues or those working with them.
What does UAE labour law say about discrimination?
Article 4 prohibits discrimination based on race, colour, sex, religion, national origin, social origin or disability where it harms equality of opportunity or equality in obtaining or continuing a job and its rights. It also requires equal pay for women and men doing the same work or work of equal value.
Where do I file a harassment complaint?
Through MOHRE: the MOHRE website or app, or the call centre on 600590000. For a crime, also contact the police or Public Prosecution.
How long does MOHRE take to respond?
Official MOHRE and UAE Government guidance describes a 14-day period for the amicable settlement stage. Actual timing depends on the case, so track your reference number.
Can I leave my job immediately if I am harassed?
Article 45(2) allows a worker to leave without notice, keeping end-of-service rights, if it is proved that the employer or their legal representative assaulted them or subjected them to violence or harassment during work, and the worker informs the concerned authorities and MOHRE within 5 working days of being able to report. Get advice before leaving.
What if the harasser is a colleague and not my employer?
Article 14(2) still prohibits it. The leave-without-notice route in Article 45(2) is worded around the employer or their legal representative, so take advice on your options.
Do I need evidence to complain?
You can file without a full file, but evidence makes the complaint much stronger. Keep dated notes, messages, witness names and your employment documents.
Does an Emirati-preference policy count as discrimination?
Article 4(2) states that rules and procedures that enhance the participation of UAE nationals in the labour market are not considered discrimination.
What penalty can an employer face?
Article 63 sets a fine of AED 5,000 to AED 1,000,000 for violating other provisions of the Decree-Law, multiplied under Article 62 by the number of affected workers up to AED 10,000,000. We found no separate fixed fine specific to Article 14(2).
How long do I have to bring a claim?
Article 54(9) says a lawsuit on a right under the Decree-Law is not heard after two years from the end of the employment relationship. File promptly.
Need help with your documents or visa status?
Employers and finance managers who run several group companies may also like how Qaspro Global explains consolidated group reporting with automation. If a workplace problem is putting your visa, labour card or paperwork at risk, our PRO team can explain the document side of the process. Message Yalah Dubai on WhatsApp: https://wa.me/971525802100
This guide is general information based on public official sources and is not legal advice. Laws and MOHRE procedures can change, so confirm details with MOHRE or a qualified lawyer.