If you work in the Dubai International Financial Centre, your claim is under DIFC Employment Law No. 2 of 2019 and goes to the DIFC Courts, not MoHRE. You must file during employment or within six months of your termination date (Article 10). If final dues are paid late, a court can order one day's wage for each day of delay (Article 19). Employment claims up to AED 500,000 go to the Small Claims Tribunal (SCT), which charges 2% of the claim, with a minimum of USD 100.
Who this guide is for
This guide is for employees of DIFC-registered employers who are based in, or usually work in or from, the DIFC. It also covers employees whose contract says the DIFC Employment Law applies (Article 4). It follows the law as consolidated in July 2025 (Consolidated Version No. 5), which includes amendments made up to DIFC Law No. 1 of 2025.
Some employees in the DIFC are only partly covered, such as secondees and some government entity staff (Article 4(2)). ADGM employees in Abu Dhabi have their own regulations and courts. Mainland employees should see our guide on wrongful termination.
The DIFC Employment Law is administered by the DIFC Authority (Article 8). Claims under it go to the courts and tribunals established in the DIFC, so there is no MoHRE complaint stage.
What must my employer pay, and by when?
- Regular pay. Within seven days after the end of each pay period (Article 18).
- Final dues. Within 14 days after your termination date: all remuneration, any gratuity earned before the DEWS start date, a Daily Wage for each day of untaken leave, and any unpaid DEWS contributions (Article 19(1)).
- Late-payment penalty. If the employer is late with these final dues, you are entitled to a penalty of one Daily Wage for each day of delay (Article 19(2)). Three limits apply. The court can award it only if it finds the unpaid amount is more than your Weekly Wage. It is waived for any period while a dispute about the amount is pending in court. It is also waived where your own unreasonable conduct was the main reason you were not paid (Article 19(3) and (4)).
For someone working a five-day week, the Daily Wage is the Annual Wage divided by 260.
DEWS or gratuity?
Since 1 February 2020, DIFC employers have paid monthly contributions into a "Qualifying Scheme" instead of building up a gratuity. The DIFC Authority lists the DIFC Employee Workplace Savings (DEWS) Plan and one other scheme as Qualifying Schemes. Under Article 66:
- Service before the scheme start date earns a gratuity of 21 days' basic wage a year for the first five years and 30 days a year after that, capped at two years' Annual Wage. Basic wage cannot be treated as less than 50% of the Annual Wage.
- Service from the scheme start date earns employer contributions of 5.83% of monthly basic wage for the first five years and 8.33% after that. These must be paid by the 21st of the following month.
- UAE and GCC nationals registered with the pension authority do not receive a gratuity. Top-up rules can apply instead (Article 65).
An agreement to pay less than these contributions is void (Article 66(13)).
Mainland and DIFC compared
| Point | Mainland | DIFC |
|---|---|---|
| Law | Federal Decree-Law No. 33 of 2021 | DIFC Employment Law No. 2 of 2019 |
| First step | MoHRE complaint | Claim at the DIFC Courts (SCT for most claims) |
| Deadline | MoHRE refers to 30 days; claims barred two years after employment ends | During employment or within six months of termination |
| Final dues | Within 14 days | Within 14 days |
| Late final pay | Pursued through MoHRE | One Daily Wage per day, with limits |
| End of service | Gratuity of 21 or 30 days a year | Gratuity before 1 February 2020, then DEWS or another Qualifying Scheme |
| Minimum notice | 30 to 90 days | 7, 30 or 90 days, depending on service |
| Filing cost | Labour claims up to AED 100,000 fee-exempt | SCT: 2% of claim, minimum USD 100 |
Step by step
- Diary the six months. Count from your termination date and use the legal deadline organiser. For unpaid salary or unlawful deductions, the six months can run from the date each payment was due (Article 20(2)).
- Ask for reasons if dismissed for cause. You can request a written statement within 30 days of termination. The employer must provide it within 14 days (Article 64).
- List what you are owed. Include salary, notice pay, leave, any pre-2020 gratuity and DEWS arrears.
- Work out any late-payment penalty. Count the days after the 14-day deadline, using your Daily Wage.
- Check which forum. The SCT hears claims up to AED 500,000. Larger employment claims can go to the SCT only if all parties agree in writing. Otherwise they are for the DIFC Court of First Instance, which also hears discrimination claims under Part 9 of the law.
- File the claim form. Use SCT Form P53/01 through the DIFC Courts eRegistry, with a statement of the remedy you want and your reasons.
- Attend the consultation. The SCT usually holds a private consultation within about 14 days after service to try to settle the claim. Parties must attend in person. A lawyer may appear only with the judge's permission (Rules of the DIFC Courts, Part 53).
- Prepare for a hearing if it does not settle. The SCT judge gives directions. An SCT order can be enforced like a Court of First Instance order.
Documents checklist
Our evidence checklist builder can help. Typical items:
- Employment contract and any DIFC law clause
- Termination letter and any written statement of reasons
- Payslips and itemised pay statements
- Bank statements showing the final payment date
- DEWS or Qualifying Scheme statements
- Leave records
- A calculation of each amount claimed, including any penalty
- Emails about the dispute, with dates
Common mistakes
- Going to MoHRE first. DIFC claims go to the DIFC Courts, and time keeps running.
- Missing the six months. The limit is short and applies to most claims.
- Assuming the penalty is automatic. It depends on the court's findings and can be waived.
- Mixing up DEWS and gratuity. Only service before February 2020 earns a gratuity. After that, check your DEWS balance.
- Bringing a lawyer to the consultation without permission. The SCT expects parties to attend in person.
When to speak to a licensed lawyer
Many SCT employment claims are run by the employee in person. Advice can help if the claim is above AED 500,000, involves discrimination, bonuses or share awards, or turns on whether a dismissal was for cause. The free case check can help you set out the facts first, and CaseDaleel can introduce an independent licensed professional only if you choose.
Frequently asked questions
What is the deadline for a DIFC employment claim?
Article 10 says a claim must be filed during employment or within six months of the termination date, with specific rules for unpaid wages and discrimination claims.
Does MoHRE deal with DIFC employment disputes?
No, claims under the DIFC Employment Law are heard by the courts and tribunals established in the DIFC.
How much is the late-payment penalty?
One Daily Wage for each day the final dues are late, if the unpaid amount is more than a Weekly Wage, and not for any period while a dispute about it is pending in court.
What does it cost to file at the SCT?
As of September 2026, 2% of the claim value with a minimum of USD 100, and fee waiver applications are free.
Can I file at the SCT without a lawyer?
Yes, parties attend in person, and a lawyer may represent a party only with the SCT judge's permission.
Do I get gratuity or DEWS?
Gratuity for service before 1 February 2020 (or your scheme start date), and DEWS or another Qualifying Scheme for service after that.
Is there a limit on SCT employment claims?
The SCT hears claims up to AED 500,000, and larger employment claims only if all parties agree in writing.
Official sources
- DIFC — Employment Law, DIFC Law No. 2 of 2019
- DIFC — Qualifying Schemes (DEWS)
- DIFC Courts — Small Claims Tribunal
- DIFC Courts — Rules of the DIFC Courts, Part 53 (Small Claims Tribunal)
- MoHRE — Federal Decree-Law No. 33 of 2021 and Cabinet Resolution No. 1 of 2022 (consolidated PDF)
General information, not legal advice. CaseDaleel is not a law firm.