If you’ve resigned from a job in the UAE and your employer refuses to pay your agreed post-resignation dues, you’re not without recourse. UAE labour law clearly protects employees’ rights to receive the wages promised in their contracts, even after they leave a company — as long as they can prove the work was completed as agreed.

Take the example of an employee who served as a manager for seven years before resigning. After his resignation, his company agreed to pay him AED 40,000 for a three-month period of follow-up work on company projects. The employee fulfilled his obligations, yet the payment never arrived. What happens next in such a case?

Under UAE law, any agreement between an employer and an employee that involves the performance of services under the employer’s supervision is considered a binding contract. This means that once the employee completes the agreed tasks, the employer is legally required to pay the agreed wage.

However, there’s an important condition: the responsibility to prove that the work was actually performed rests with the employee. This can be done through documentation, email records, task submissions, or other written proof showing that the follow-up work was completed as requested.

Article 1 of the UAE Labour Law defines an employment contract as an agreement between an employer and a worker, where the worker commits to perform duties under the employer’s supervision in exchange for wages. Meanwhile, Article 246 of the Civil Transactions Law requires that every contract be executed in good faith and according to its terms.

Additionally, Article 897 of the same law safeguards an employee’s right to payment, stating that even if the worker is not bound by a full employment contract — such as in the case of post-resignation assignments — they are still entitled to their remuneration as per the agreement, provided no restriction prevents them from working elsewhere.

In summary, if your employer refuses to pay your post-resignation dues, gather all proof of the work you performed and submit a complaint to the Ministry of Human Resources and Emiratisation (MOHRE). UAE law stands firmly on the side of fair compensation, ensuring that employees receive what they’ve rightfully earned — even after their official employment ends.