MOHRE Labour Law UAE 2025 – Official Rules, References & Complaint Process

Introduction to MOHRE (Ministry of Human Resources & Emiratisation)

The Ministry of Human Resources & Emiratisation (MOHRE) is the central government authority that regulates the employment sector in the United Arab Emirates. It plays a vital role in safeguarding both employee and employer interests under the MOHRE Labour Law UAE 2025 framework. Through clear legislation, MOHRE ensures transparency in contracts, workplace safety, and end-of-service rights across the private sector.

The ministry also oversees fair recruitment, equal pay initiatives, and grievance resolution mechanisms. Its purpose is to create a balanced relationship between businesses and workers while enforcing the official rules of MOHRE Labour Law UAE 2025, ensuring that every employment decision aligns with national labour policies.

Key Provisions of MOHRE UAE Labour Law 2025

The MOHRE Labour Law UAE 2025 introduces several updated regulations to create a fair and transparent working environment for all private-sector employees. These rules cover employment contracts, working hours, leaves, and gratuity payments ensuring both employers and workers understand their rights and responsibilities.

Under the MOHRE Labour Law UAE 2025, every employee must have a written contract specifying duties, salary, and duration. The law also defines conditions for limited and unlimited contracts, making job transitions smoother and disputes easier to resolve.

The law highlights equality at workplaces, prevents unfair dismissal, and strengthens policies on health and safety standards. These provisions collectively build trust between employees and companies operating within the UAE’s legal framework.

Employment Contracts and Work Regulations

Under the MOHRE Labour Law UAE 2025, every employee working in the private sector must have a valid employment contract approved by the Ministry. This agreement defines the job title, salary, duties, and working hours. It also protects both parties by ensuring mutual consent before any changes are made.

The MOHRE Labour Law UAE 2025 classifies contracts into two main types: limited and unlimited. Limited contracts have a specific end date, while unlimited contracts continue until either party ends them with proper notice. The law clearly outlines notice periods, probation terms, and working hours to prevent confusion or exploitation.

Employers are also required to provide a safe environment, maintain accurate wage records, and respect rest days. These standards help employees work with confidence, knowing their legal rights are protected under the authority of MOHRE.

Gratuity and End-of-Service Benefits

The MOHRE Labour Law UAE 2025 ensures that employees receive fair compensation when their service period ends. Gratuity, also known as the end-of-service benefit, is a legal entitlement given to employees who complete at least one year of continuous employment. This payment acts as financial support after leaving a job and is calculated according to the employee’s last basic salary and total years of service.

Under the MOHRE Labour Law UAE 2025, workers on limited and unlimited contracts are both eligible for gratuity, provided they meet the service duration requirements. The benefit is calculated based on 21 days of basic salary for each year of service for the first five years, and 30 days for every year beyond that.

Employees who resign before completing one year are not entitled to this payment, while those terminated for disciplinary reasons may lose part or all of it. The law’s purpose is to guarantee transparency and protect long-term employees from financial uncertainty when their service ends.

Employee Rights and Employer Obligations

The MOHRE Labour Law UAE 2025 clearly defines how both employees and employers must act within a professional relationship. Every worker in the UAE is entitled to fair treatment, timely wages, and a safe working environment. The law also ensures equality in hiring and promotion, protecting workers from any form of discrimination.

To understand which employees are entitled to end-of-service benefits, visit our Gratuity Eligibility Rules 2025 guide. It explains how length of service and contract type influence gratuity payments under the MOHRE Labour Law UAE 2025.

Employers are required to maintain clear wage records, issue end-of-service certificates, and settle all dues before an employee leaves. Failing to do so can lead to penalties under MOHRE regulations. Companies can avoid these issues by reviewing our Common Gratuity Mistakes to Avoid article for practical compliance tips.

Employees, on the other hand, are expected to perform their duties honestly, respect confidentiality, and follow company policies. This mutual respect, guided by MOHRE regulations, helps maintain stability and fairness in professional relationships throughout the UAE’s private sector.

MOHRE Guidelines for Gratuity Calculation

The MOHRE Labour Law UAE 2025 explains the official method used to calculate gratuity, ensuring employees receive accurate end-of-service payments. Gratuity is based on an employee’s last basic salary and total years of service. It represents a legal right and a financial cushion for workers once their employment ends.

The law defines the standard formula for gratuity as follows:

• 21 days of basic salary for each year of service for the first five years.
• 30 days of basic salary for every year after the first five.

This rule helps both workers and employers calculate final settlements easily. For quick and accurate results, you can use our UAE Gratuity Calculator it follows the same computation method approved by the MOHRE Labour Law UAE 2025.

Employees should remember that gratuity is calculated only on the basic salary, excluding allowances or bonuses. To avoid miscalculations, read our Common Gratuity Mistakes to Avoid guide, which highlights common errors made during final settlements.

If you want to check eligibility details or understand special cases like resignations and contract terminations, visit the Gratuity Eligibility Rules 2025 article. It aligns directly with the regulations published by MOHRE and helps employees plan their service benefits better.

Basic Formula for End-of-Service Benefits

The MOHRE Labour Law UAE 2025 defines a transparent formula for calculating gratuity to ensure every employee receives a fair settlement. This calculation depends on three main factors: basic salary, total years of service, and the type of employment contract. The purpose of this formula is to guarantee consistency and fairness across all sectors operating within the UAE.

For complete details with practical examples, visit our Gratuity Calculation Formula UAE 2025 article. It breaks down every step of the computation based on MOHRE standards and helps users understand how the final amount is determined.

Here’s how the gratuity amount is generally calculated:

• For employees with less than one year of service, no gratuity is applicable.
• For one to five years of service, the gratuity is equal to 21 days of basic salary for each completed year.
• For service beyond five years, 30 days of basic salary is added for each additional year.

The total gratuity cannot exceed two years’ wages, as per the MOHRE Labour Law UAE 2025. This calculation method promotes fairness between employees and employers by creating a clear financial exit system.

To instantly estimate your own end-of-service benefits, try our UAE Gratuity Calculator it follows MOHRE’s official formula precisely.

Special Cases and Exceptions

The MOHRE Labour Law UAE 2025 also outlines several special conditions where the gratuity amount may differ or, in some cases, be partially reduced. These exceptions exist to maintain fairness while discouraging misconduct or premature resignations.

Employees who resign before completing one year of continuous service are not eligible for gratuity. Those who complete between one and five years receive a proportionate amount based on their tenure. In certain situations, such as termination due to serious violations or unethical behavior, gratuity may be reduced according to MOHRE regulations.

Workers who switch jobs within the UAE but continue service with the same employer group can sometimes retain their previous years of experience. This benefit depends on internal company policy and approval under the MOHRE Labour Law UAE 2025.

To understand how resignation, termination, or company mergers can affect end-of-service benefits, visit our detailed guide on Gratuity Eligibility Rules 2025. You can also check real examples and case-based formulas in the Gratuity Calculation Formula UAE 2025 article.

For quick estimation across these scenarios, the UAE Gratuity Calculator automatically adjusts based on the selected reason for leaving, ensuring accurate results aligned with MOHRE’s official standards.

Official MOHRE References

For anyone exploring employment rights and end-of-service benefits, it is always important to rely on authentic and verified sources. The MOHRE Labour Law UAE 2025 is supported by several official government portals that provide accurate, updated, and legally binding information about labour rules, complaint services, and worker protection programs.

Here are the official MOHRE reference links every employee and employer should know:

• MOHRE Official Website – This is the primary source for all announcements, legal circulars, and ministry updates. It also provides access to employment contract verification, work permit services, and complaint submission tools.
• UAE Government Portal – End of Service Benefits – This platform explains the official method of gratuity calculation, benefits policy, and termination laws as defined in the MOHRE Labour Law UAE 2025.

For cross-verification of gratuity-related details, visit our UAE Gratuity Calculator to compare the official calculation with the law’s formula. You can also check related internal resources such as:

• Gratuity Eligibility Rules 2025
• Common Gratuity Mistakes to Avoid

All these references ensure that readers get verified information consistent with MOHRE’s official framework and stay compliant with UAE’s employment legislation.

Filing a Labour Complaint in the UAE

The MOHRE Labour Law UAE 2025 not only defines employment rights but also provides employees with an official way to file complaints when those rights are violated. MOHRE ensures that every worker has access to fair and transparent channels for resolving disputes related to salaries, contracts, or workplace mistreatment.

1. Filing through the MOHRE App
Employees can download the official MOHRE Smart App from Android or iOS stores and register with their Emirates ID. The app allows users to submit labour complaints directly to the Ministry, attach supporting documents, and track the case status. The process is simple and recognized legally within the framework of the MOHRE Labour Law UAE 2025.

2. Calling the MOHRE Helpline (80060)
Workers who prefer verbal assistance can contact the 24/7 call centre by dialling 80060. MOHRE representatives provide guidance in multiple languages, helping callers understand their rights, ongoing complaint status, and next steps for legal submission.

3. Visiting Service Centres (Tasheel or Twa-Fouq)
Individuals can also visit any Tasheel or Twa-Fouq service centre to file their complaint in person. These centres collect written applications and forward them directly to the Ministry for review. Applicants receive an official case number to track progress through the MOHRE portal or app.

To learn what happens after a complaint is filed, visit the UAE Labour Law 2025 – Complete Guide. If your issue involves end-of-service payments, our UAE Gratuity Calculator can help verify whether your settlement matches the rules defined in the MOHRE Labour Law UAE 2025.

Frequently Asked Questions on MOHRE Labour Law

This section answers the most common queries employees and employers have about the MOHRE Labour Law UAE 2025. These short and clear answers will help readers quickly understand the essentials while linking them to related in-depth articles for more details.

For more FAQs, visit the Gratuity Calculator UAE homepage it covers detailed topics on employee rights, benefits, and complaint procedures defined by MOHRE.

Final Notes

The MOHRE Labour Law UAE 2025 stands as the foundation for all private-sector employment regulations in the United Arab Emirates. Every employee and employer is encouraged to follow these rules and always confirm information only from official MOHRE sources. Relying on authentic portals ensures compliance and helps prevent misunderstandings regarding contracts, gratuity, and workplace rights.

Readers should use verified platforms like the MOHRE Official Website and the UAE Government Portal when researching legal matters. For salary-related benefits, the UAE Gratuity Calculator provides an accurate and lawful way to estimate end-of-service payments according to MOHRE’s official formula.

If you are new to labour regulations, start with the UAE Labour Law 2025 – Complete Guide for an overview of employee rights. You can also explore:

• Gratuity Eligibility Rules 2025 for qualification criteria
• Common Gratuity Mistakes to Avoid for payout accuracy
• Gratuity Calculation Formula UAE 2025 for complete computation guidance

The MOHRE Labour Law UAE 2025 promotes fairness, accountability, and transparency across workplaces. By staying informed and using official resources, both employees and employers can maintain a lawful, respectful, and rewarding professional environment.