An absence-from-work complaint is a formal labour process, not a shortcut for an ordinary attendance problem or a disagreement with an employee. Before filing, an employer should establish the actual period of absence, make genuine attempts to contact the worker and check whether approved leave, illness, detention, an emergency or a payroll dispute may explain the situation.
MOHRE’s official absence-from-work complaint service describes the employer service for a worker who has been absent for more than seven days, whose location is unknown and whom the employer cannot contact. It also states that the worker must be inside the UAE and gives a published completion time of two working days with no service fee. Current conditions should be checked before every filing.
What the official threshold means
| Check | What the employer should establish | Evidence to keep |
|---|---|---|
| Length of absence | More than seven consecutive days | Attendance and roster records |
| Contact | Location unknown and contact attempts unsuccessful | Calls, emails and messages |
| Worker status | Worker is inside the UAE under the service conditions | Official system checks where permitted |
| Permit compliance | Any work-permit fines or renewal issues addressed | Permit and payment records |
| Filing | Accurate submission through MOHRE | Application reference and result |
“More than seven days” should be counted carefully from the attendance record. A missed shift, repeated lateness or a shorter unexplained absence may require the employer’s normal attendance and disciplinary process instead. Do not change dates to make a case meet the threshold.
The employer should also distinguish unapproved absence from authorised annual leave or a reported medical absence. The UAE salary-deduction guide explains why a wage adjustment needs a lawful basis and proper payroll evidence. The UAE WPS payroll checklist helps prevent a salary issue from being mistaken for a disappearance.
Make reasonable contact attempts
Use the employee’s recorded phone number, email and emergency-contact process. Keep the date, time, channel and result of each attempt. A single unanswered call is weak evidence that the worker cannot be contacted. Messages should be factual and should ask the worker to contact HR without threats or public accusations.
Check whether a supervisor has received information that was not passed to HR. Review approved leave, shift changes, access logs and any reported workplace incident. If there may have been a work injury, the UAE occupational health and safety file guide shows why incident records and escalation ownership matter.
Do not use the complaint to pressure a worker
A knowingly inaccurate complaint can cause serious consequences for both sides. The process should not be used to avoid paying wages or entitlements, to punish a worker who raised a complaint, or to force acceptance of a contract change. Keep the decision separate from personal conflict and have an authorised HR or legal reviewer check the facts.
If the worker has raised unpaid wages or another labour issue, investigate it through the proper channel. The UAE salary-delay guide outlines evidence and official complaint steps. The UAE employment-contract amendment guide explains why changes should be documented rather than imposed informally.
- Confirm the absence exceeds the official threshold.
- Check leave, illness, emergencies and roster changes.
- Attempt contact through recorded channels more than once.
- Review work-permit and payroll compliance.
- Have an authorised person verify the factual timeline.
- Submit only through the current MOHRE service.
- Keep the application, decision and follow-up records securely.
What happens after submission
MOHRE reviews the application under the service conditions and notifies the customer of the outcome. The service page says the work permit is automatically cancelled when an application is approved, except for specified permit types. Because that consequence is significant, the employer must not treat submission as an informal attendance note.
Keep the result with the employment file and coordinate final payroll and benefits separately. The UAE end-of-service savings guide explains why termination administration and benefit records still need a complete reconciliation. Do not assume an approved complaint resolves every financial question.
If the worker reappears or disputes the report
Stop relying on assumptions and record the worker’s explanation. Use MOHRE’s current complaint, withdrawal or dispute process as applicable. Do not promise that an internal email automatically changes an official record. Both sides should preserve the attendance history, contact messages, contract and evidence of any emergency.
Employers should restrict access to the case because it contains personal and immigration information. Share it only with people who need it for the legal or HR process. For broader recordkeeping discipline, the UAE business-records guide provides a useful model of dated evidence, ownership and reconciliation.
Questions people often ask
When can a UAE employer file an absence-from-work complaint?
MOHRE’s service applies when absence has exceeded seven days, the worker’s location is unknown and the employer cannot contact the worker, subject to the other current conditions.
Is one missed shift enough?
No. The official service describes an absence exceeding seven days. A shorter attendance issue should be handled through the appropriate workplace process.
Does the service have a fee?
The current MOHRE service page lists no service fee, but employers should check the live page before filing.
How long does MOHRE list for completion?
The service page publishes a completion duration of two working days, although an individual case can still require accurate information and follow-up.
What happens to the work permit if the complaint is approved?
MOHRE states that the permit is automatically cancelled on approval, except for specified permit categories. Employers should verify how this applies to the individual case.
