Key takeaways
- A UAE employer must notify the Ministry of Human Resources and Emiratisation (MOHRE) when a worker is absent for more than 7 consecutive days and the employer doesn't know where the worker is or how to reach him (Cabinet Resolution No. 1 of 2022, Article 28).
- A foreign worker who is absent without a legitimate reason before the contract ends can't be granted another work permit for one year from the date of absence, and other employers who know of the absence can't hire him in that period (Federal Decree-Law No. 33 of 2021, Article 50).
- A UAE employer can dismiss a worker without notice for absence of more than 7 consecutive days or more than 20 non-consecutive days, but only after a written investigation and with a written, reasoned decision (Federal Decree-Law No. 33 of 2021, Article 44).
- Filing an absence report with MOHRE and dismissing a worker are separate steps with separate rules, so a UAE employer should treat them as two tasks.
- A UAE employer must pay a worker's wages and other entitlements within 14 days of the end of the contract (Federal Decree-Law No. 33 of 2021, Article 53).
When can a UAE employer report an employee as absconding?
An employer can report an employee as absconding when the absence runs past 7 consecutive days and the employer doesn't know where the worker is or how to contact him. Article 28 of Cabinet Resolution No. 1 of 2022 sets both conditions, and the report is made on the form and through the procedure the Minister determines.
Article 50 of Federal Decree-Law No. 33 of 2021 requires the employer to notify MOHRE of a foreign worker's unjustified absence under the Executive Regulation's procedures.
The second condition matters in practice. If a worker messages you to say he's unwell, or tells you he's in a dispute and won't return, you know how to reach him, and the text of Article 28 describes a worker whose whereabouts and means of communication are unknown. That is our reading of the wording, not a ruling, so get advice if the facts are mixed.
What happens to the employee after an absconding report?
A foreign worker who is absent without a legitimate reason before the contract ends can't be granted another work permit for one year from the date of absence. Article 50(1) of Federal Decree-Law No. 33 of 2021 also stops other employers who know of the absence from hiring him in that year.
Article 28(2) of Cabinet Resolution No. 1 of 2022 lists who isn't caught by the one-year bar:
| Exemption | Source |
|---|---|
| A worker sponsored by his parents | Cabinet Resolution No. 1 of 2022, Art. 28(2)(a) |
| A worker applying for a new work permit for the same establishment | Art. 28(2)(b) |
| A worker with skill, professional or knowledge levels the State needs | Art. 28(2)(c) |
| Holders of the golden residency | Art. 28(2)(d) |
| Professional categories set by Ministerial resolution based on labour market needs | Art. 28(2)(e) |
Rules checked as of 24 October 2026.
Is an absconding report the same as dismissal for absence?
No. An absconding report notifies MOHRE of an unexplained absence; dismissal without notice is the employer's own decision under Article 44(8) of Federal Decree-Law No. 33 of 2021, and it has its own procedure.
| Absconding report | Dismissal without notice for absence | |
|---|---|---|
| Legal basis | Decree-Law 33/2021, Art. 50; Cabinet Resolution 1/2022, Art. 28 | Decree-Law 33/2021, Art. 44(8) |
| Trigger | More than 7 consecutive days and whereabouts or contact unknown | More than 7 consecutive days, or more than 20 non-consecutive days, without a legitimate reason or an excuse the employer accepts |
| Made to | MOHRE | The worker |
| Procedure | Form set by the Minister, filed online | Written investigation with the worker; written, reasoned decision handed to the worker or his representative |
Article 44 requires the investigation to be conducted with the worker and the decision handed to him. Where you can't find the worker, that's hard to do literally, so keep a dated record of every call, message and letter. This is our reading of the text, not MOHRE practice, so take advice before relying on dismissal alone.
How does an employer file an absence report with MOHRE?
An employer files through MOHRE's online labour complaint service for absence from work, logging in with a username and password or UAE Pass. The steps below follow MOHRE's service pages as checked on 24 October 2026; the MOHRE site may change them, so confirm on the portal.
- Record the first day of absence and every attempt to contact the worker (calls, messages, a letter to his last known address).
- Count the days: the trigger is more than 7 consecutive days without the employer knowing where the worker is or how to reach him.
- Log in to the MOHRE service with your username and password or UAE Pass.
- Submit the labour complaint with the worker's work permit or passport number, name, date of birth and nationality, plus the absence date and your establishment's information.
- Complete the identity check: MOHRE verifies the applicant with an electronic signature card and a one-time code sent by SMS or email (not required through the smart app).
- A MOHRE officer reviews the complaint and takes action; the outcome comes by text message.
If the worker turns up and the report should be withdrawn, MOHRE has a separate service for cancelling an absconding report, which either party to the employment relationship can submit through the same channels. MOHRE states a processing time of 14 working days for that cancellation service.
Absence reports sit alongside other dates in your HR calendar. If you'd rather not track visa, permit and renewal dates by hand, the free UAE compliance calendar lists your company's tax and compliance deadlines, personalised from a few questions, as a PDF and calendar file.
More than 7 consecutive days: the absence threshold that triggers an employer's duty to notify MOHRE when the worker's whereabouts and means of contact are unknown. Source: Cabinet Resolution No. 1 of 2022, Article 28, checked 24 October 2026.
What does an employer owe an absconding employee in final pay?
An employer must pay a worker's wages and other entitlements within 14 days of the date the contract ends, under Article 53 of Federal Decree-Law No. 33 of 2021. Absence doesn't remove that duty; it changes how and when the contract ends.
Article 51 gives a foreign full-time worker gratuity at the end of service, caps it at two years' wage, and lets the employer deduct amounts due by law or by a judgment. We found no forfeiture provision for absence in its text, so don't assume you can withhold gratuity because the worker left; get advice before deducting.
| Item | Rule | Source |
|---|---|---|
| Payment of wages and entitlements | Within 14 days of the end of the contract | Decree-Law 33/2021, Art. 53 |
| End-of-service gratuity | Due to a foreign full-time worker at the end of service; capped at two years' wage | Art. 51 |
| Deductions from gratuity | Only amounts due by law or by a judgment | Art. 51(7) |
What most guides don't tell you
- Two different clocks run at once. The 7 consecutive day trigger applies to both the MOHRE report and dismissal, but dismissal also works on more than 20 non-consecutive days. A worker who drifts in and out can be a dismissal case long before he's a reportable absconding case.
- The report doesn't replace the paper trail. Article 44 expects a written investigation and a written, reasoned decision for dismissal. A MOHRE report alone isn't that record, so a dispute later will turn on your own file of dates and contact attempts.
- Where your company sits matters. Article 3(1) of the Decree-Law applies to private sector establishments in the State, but free zone and financial centre authorities can run their own employment rules and portals. A SHAMS company, a mainland company and a DIFC or ADGM company can face different forms and offices, so confirm the route with your issuing authority before filing.
- A returning worker isn't always stuck for a year. A new permit for the same establishment is exempt from the bar, so a worker who comes back after a misunderstanding may be re-engaged by you. Ask MOHRE or your PRO how the exemption applies in your case.
Which deadlines apply to your company?
Absence reports are one item among many dated obligations: permit renewals, visa expiries, VAT and corporate tax filings. The free UAE compliance calendar lists the deadlines that apply to your company, personalised from a few questions, as a PDF and calendar file.
Frequently asked questions
What is a labour card and is it still used? Federal Decree-Law No. 33 of 2021 doesn't use the term labour card; it defines a work permit as a document issued by MOHRE that allows a person to work for a licensed establishment. Employers deal with the work permit, so check with MOHRE or your free zone authority which document your company needs.
What are the rules for working hours and overtime in the UAE? Maximum normal working hours are 8 hours per day or 48 hours per week (Article 17). Overtime can't exceed two hours per day and is paid at the normal rate plus at least 25% of the basic wage, or at least 50% between 10 pm and 4 am for workers who aren't on shifts (Article 19).
How many days of annual leave are UAE employees entitled to? Thirty days for each year of service (Article 29(1)(a) of Federal Decree-Law No. 33 of 2021). Service of more than six months and less than one year earns two days per month (Article 29(1)(b)).
About Qawi · Qawi is a corporate services firm licensed in the Sharjah Media City (SHAMS) free zone, handling company formation, visas and PRO, bookkeeping, VAT and corporate tax for UAE businesses. Guides are researched from FTA, Ministry of Finance and free zone sources. Qawi on LinkedIn
Sources
- Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, UAE Legislation portal: Articles 1, 3, 17, 19, 29, 44, 50, 51 and 53
- Cabinet Resolution No. 1 of 2022, Executive Regulations of the Labour Relations Decree-Law, UAE Legislation portal: Article 28
- MOHRE service: Cancellation of an Absence from Work Complaint (Absconding Report)
- MOHRE service: Filing a Labour Complaint, Absence From Work
Last checked: 24 October 2026
General information, not tax or legal advice for your specific situation.