How to Take Legal Action for Verbal Abuse or verbal harassment by Employer in UAE

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Table of Contents

• What Is Workplace Abuse in the UAE?
• UAE Labour Law Protection Against Abuse
• Examples of Abusive Employer Conduct
• What Should an Employee Do If Facing Workplace Abuse?
• Internal Complaint to the Employer
• Filing a Labour Complaint with MOHRE
• When Should the Police Be Involved?
• Online Abuse, Defamation, and Workplace Messages
• Evidence Required in Workplace Abuse Cases
• Can an Employee Resign Because of Abuse?
• Can an Employer Dismiss an Employee for Complaining?
• False Abuse Claims Against Employers
• Employer Duties When Abuse Is Reported
• What Compensation or Remedies May Be Available?
• Common Mistakes Employees Should Avoid
• How HHS Lawyers Can Help
• FAQs
• Final Overview

Abusive behaviour in the workplace can seriously affect an employee’s mental health, physical wellbeing, productivity, and professional dignity. In the UAE, employees are protected against workplace harassment, bullying, verbal abuse, physical violence, psychological abuse, discrimination, and other forms of mistreatment by employers, managers, supervisors, or colleagues.

Under the current UAE Labour Law, employers must provide a safe and lawful working environment. The law prohibits sexual harassment, bullying, and any verbal, physical, or psychological violence against employees. Depending on the nature of the abuse, the employee may have the right to file an internal complaint, raise a labour complaint with the Ministry of Human Resources and Emiratisation, report the matter to the police, or take legal action before the competent court.

This article explains what may amount to workplace abuse in the UAE, what legal options are available to employees, how to file a complaint, what evidence may be useful, and how employers should respond to abuse allegations properly.

What Is Workplace Abuse in the UAE?

Workplace abuse refers to conduct that harms, humiliates, threatens, intimidates, discriminates against, or unfairly pressures an employee. Abuse may come from an employer, manager, supervisor, colleague, client, recruiter, or any person connected to the workplace.

Workplace abuse may include:

• Verbal insults, shouting, humiliation, or offensive language;
• Bullying, intimidation, or repeated hostile behaviour;
• Sexual harassment or inappropriate conduct;
• Physical violence or threats of violence;
• Psychological pressure, coercion, or deliberate isolation;
• Discrimination based on protected grounds;
• Unlawful salary deductions or withholding wages as pressure;
• Retaliation after an employee files a complaint;
• Threats of visa cancellation, absconding reports, or deportation without legal basis;
• Forcing an employee to resign or sign documents under pressure;
• Confiscating personal documents or restricting lawful movement.

Not every workplace disagreement is legally considered abuse. However, when conduct crosses into harassment, threats, violence, discrimination, defamation, coercion, or breach of employment rights, the employee should take the matter seriously and preserve evidence.

For employment-related legal advice, speak to our labour and employment lawyers in Dubai.

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UAE Labour Law Protection Against Abuse

The UAE Labour Law protects employees from certain forms of workplace misconduct. Employers are prohibited from exposing employees to sexual harassment, bullying, or any verbal, physical, or psychological violence. The law also prohibits discrimination that affects equal opportunity, employment conditions, or job benefits.

These protections apply to private sector employment relationships covered by UAE Labour Law. Some free zones, government entities, domestic worker arrangements, and special employment categories may have separate rules or additional procedures. Employees should check which legal framework applies to their employment relationship before filing a claim.

Examples of Abusive Employer Conduct

Abusive employer behaviour can appear in different forms. Some conduct may be handled as a labour complaint, while more serious conduct may require criminal reporting or urgent legal action.

1. Verbal Abuse and Insults

Verbal abuse may include insulting language, repeated shouting, humiliation, threats, or degrading comments. If the abuse damages reputation, dignity, or honour, it may also raise criminal or defamation-related issues depending on the words used, witnesses, and evidence.

2. Bullying and Psychological Pressure

Bullying may include repeated intimidation, unfair targeting, excessive pressure, isolation, threats, or conduct designed to force an employee to resign. Psychological abuse can be difficult to prove, so written records and witness statements are important.

3. Sexual Harassment

Sexual harassment may include unwanted comments, messages, touching, requests, gestures, or behaviour of a sexual nature. Employees should report such conduct immediately through the appropriate internal, labour, or police channels depending on the seriousness of the case.

4. Physical Violence or Threats

Physical assault, threats of violence, or unsafe conduct should be treated urgently. The employee may need to seek medical assistance, preserve medical reports, report the matter to the police, and notify the employer or HR department where safe to do so.

5. Retaliation After a Complaint

If an employee files a legitimate complaint and is then terminated, demoted, threatened, or unfairly treated because of that complaint, the employee may have additional legal claims. In some cases, termination after a serious MOHRE complaint or valid lawsuit may raise arbitrary dismissal issues.

Related reading: Arbitrary Dismissal: Employee Contract Termination by Employer

What Should an Employee Do If Facing Workplace Abuse?

An employee should act carefully and avoid emotional responses that may weaken their legal position. The first step is to understand the nature of the abuse, preserve evidence, and choose the correct complaint route.

Practical steps include:

• Keep a written record of each incident, including date, time, place, and persons involved;
• Save emails, messages, warning letters, call logs, and HR communications;
• Identify witnesses who saw or heard the abuse;
• Seek medical help if there was physical or psychological harm;
• Report the matter internally to HR or management where safe and appropriate;
• File a complaint with MOHRE if the issue is not resolved internally;
• Report serious threats, assault, harassment, or criminal conduct to the police;
• Seek legal advice before resigning, signing a settlement, or accepting termination.

Internal Complaint to the Employer

If the employer has HR policies or a grievance procedure, the employee may first submit a written complaint internally. The complaint should be factual, clear, and supported by evidence where available.

The internal complaint should include:

• Name and job title of the employee;
• Name of the person accused of abusive conduct;
• Description of the incident or repeated conduct;
• Dates, locations, and witnesses;
• Evidence such as messages, emails, or documents;
• Impact on the employee’s work, health, or safety;
• Requested action, such as investigation or protection from retaliation.

The employee should keep a copy of the complaint and proof that it was submitted. If the employer ignores the complaint or retaliates against the employee, the matter may need to be escalated.

Filing a Labour Complaint with MOHRE

If the employee and employer cannot resolve the matter, the employee may file a complaint with the Ministry of Human Resources and Emiratisation, where the employment relationship falls under MOHRE jurisdiction.

MOHRE may attempt to resolve the dispute amicably. If settlement is not reached, the matter may be referred to the competent labour court or handled under applicable labour dispute procedures depending on the nature and value of the claim.

A MOHRE complaint may be relevant where the abuse is connected to:

• Unpaid salary;
• Illegal deductions;
• Forced resignation;
• Arbitrary dismissal;
• Workplace harassment or bullying;
• Unsafe working conditions;
• Employer retaliation;
• Refusal to cancel visa or complete employment formalities;
• Threats related to labour rights or sponsorship.

When Should the Police Be Involved?

Some workplace abuse cases may go beyond a labour dispute and require police involvement. The employee should consider reporting to the police where the conduct involves criminal behaviour.

Police reporting may be required in cases involving:

• Physical assault;
• Threats of harm;
• Sexual harassment or sexual assault;
• Blackmail or extortion;
• Defamation, insult, or serious reputation harm;
• Forgery or forced signing of documents;
• Unlawful detention or restriction of movement;
• Cyber abuse through WhatsApp, email, social media, or online platforms.

Where the abuse involves injury, the employee should obtain a medical report as soon as possible. Medical reports, police reports, witness statements, and digital evidence may become important in later proceedings.

Online Abuse, Defamation, and Workplace Messages

Workplace abuse may also happen through digital communication, including WhatsApp, email, social media, internal chat systems, or public posts. Employees and employers should be careful because online insults, threats, defamatory statements, or disclosure of private information may lead to criminal or cybercrime-related consequences.

Employees should preserve screenshots and original messages but should avoid publishing the matter online or making public accusations before taking legal advice. Posting about the employer or colleagues on social media may create separate defamation or confidentiality risks.

Evidence Required in Workplace Abuse Cases

Workplace abuse claims are stronger when supported by clear evidence. Employees should collect documents lawfully and avoid using illegal recordings or confidential company documents without legal advice.

Useful evidence may include:

• Emails and written messages;
• WhatsApp or SMS communications;
• Internal HR complaints;
• Witness statements from colleagues;
• Medical reports;
• Police reports, where applicable;
• Warning letters or disciplinary records;
• Termination or resignation documents;
• Salary records and employment contract;
• Performance records showing no valid reason for retaliation;
• Any written apology, admission, or settlement communication.

Evidence should be organised by date and issue. A lawyer can help decide which evidence is legally useful and how it should be presented before MOHRE, police, court, or other authorities.

Can an Employee Resign Because of Abuse?

An employee may feel forced to resign because of abuse, harassment, non-payment, threats, or unsafe working conditions. However, resignation should be handled carefully because the employer may later argue that the employee left voluntarily.

Before resigning, the employee should consider:

• Documenting the abusive conduct;
• Submitting a written complaint to HR or management;
• Keeping proof of workplace conditions;
• Seeking legal advice on resignation wording;
• Checking notice period and final settlement rights;
• Filing a MOHRE complaint if the employer refuses to resolve the issue.

If the employee is being forced to sign a resignation letter, settlement, or waiver, legal advice should be taken before signing.

Can an Employer Dismiss an Employee for Complaining?

An employer should not retaliate against an employee for filing a legitimate complaint or exercising legal rights. If an employee is terminated because they filed a serious MOHRE complaint or a valid lawsuit against the employer, the termination may be treated as unlawful under the UAE Labour Law if the legal requirements are proven.

Employees should preserve evidence showing the timeline between the complaint and the termination. Timing, emails, HR discussions, warning letters, and complaint records may help prove retaliation.

False Abuse Claims Against Employers

Employees should not file false complaints or exaggerate allegations to pressure the employer. False criminal reports, fabricated evidence, defamatory statements, or malicious accusations may expose the employee to legal consequences.

Employers who receive abuse allegations should not ignore them. They should conduct a fair internal investigation, preserve records, interview relevant persons, and avoid retaliation against the complainant. If the complaint is false, the employer may have legal remedies depending on the facts and evidence.

Employer Duties When Abuse Is Reported

Employers should respond properly when an employee reports abuse, harassment, bullying, or discrimination. Ignoring complaints can increase legal and reputational risk.

Employers should:

• Take the complaint seriously;
• Protect the employee from retaliation;
• Conduct a fair and confidential investigation;
• Review emails, messages, CCTV, and witness statements where lawful;
• Take disciplinary action where misconduct is proven;
• Update HR policies and workplace conduct rules;
• Train managers on anti-harassment and anti-bullying obligations;
• Document all steps taken during the investigation.

Employers should seek legal advice where the allegation involves harassment, assault, discrimination, criminal conduct, senior management, or potential court proceedings.

What Compensation or Remedies May Be Available?

The available remedy depends on the type of abuse and the legal route used. A labour complaint may lead to recovery of unpaid salary, final settlement dues, arbitrary dismissal compensation, or other employment-related claims. A criminal complaint may lead to penalties against the offender where the conduct is proven. A civil claim may be considered where the employee suffers proven damage.

Possible remedies may include:

• Unpaid salary or benefits;
• End-of-service gratuity;
• Notice period pay;
• Compensation for arbitrary dismissal, where applicable;
• Police or criminal action in serious cases;
• Internal disciplinary action against the offender;
• Settlement between the employee and employer;
• Other remedies ordered by the competent authority or court.

Common Mistakes Employees Should Avoid

• Resigning immediately without documenting the abuse;
• Posting allegations on social media;
• Using insulting language in response;
• Recording or sharing private material without legal advice;
• Signing resignation, warning, or settlement documents under pressure;
• Ignoring serious threats or physical abuse;
• Waiting too long before filing a complaint;
• Making allegations without evidence;
• Failing to keep copies of employment documents.

How HHS Lawyers Can Help

Workplace abuse claims can involve labour law, criminal law, cybercrime, defamation, immigration, and employment contract issues. The correct legal route depends on the facts, evidence, employer response, and seriousness of the conduct.

HHS Lawyers & Legal Consultants assists employees and employers with workplace abuse complaints, harassment claims, bullying allegations, forced resignation, arbitrary dismissal, unpaid salary, labour complaints, internal investigations, police complaints, and employment dispute resolution in the UAE.

Our legal team can review the evidence, advise on the correct complaint route, prepare legal notices, file MOHRE complaints, assist with police complaints where required, and represent clients before the competent authorities and courts.

If you are facing workplace abuse or allegations of workplace misconduct, contact HHS Lawyers & Legal Consultants or speak to our labour lawyers in UAE for professional legal guidance.

FAQs

Need Labour Law Help?

Dubai's Expert Advice at Your Fingertips.

+971 52 8209861

CONTACT NOW

Final Overview

Abusive employer behaviour should not be ignored in the UAE. Employees have legal options where workplace conduct involves harassment, bullying, verbal abuse, physical violence, psychological harm, discrimination, retaliation, or forced resignation. The right approach depends on the evidence, seriousness of the incident, and whether the matter should be handled internally, through MOHRE, police, or court proceedings.

If you need legal advice on workplace abuse, harassment, labour complaints, forced resignation, or employment disputes in the UAE, contact HHS Lawyers’ labour and employment lawyers in Dubai for professional support.