Key takeaways
- Filing is free on the mainland side and takes two working days. MoHRE publishes no fee for the standard service. Domestic worker reports are different — AED 315 outside Dubai.
- The work permit is cancelled automatically once MoHRE approves the report — except recruitment-from-abroad permits and transfer permits. That is published, and most employers do not know it.
- The residence file is a separate system. Cancelling the work permit does not end the immigration side, and that is where employers get caught.
- You cannot file against someone who has left the country. MoHRE requires the employee to be inside the UAE, evidenced by an ICP entry-and-exit movement report no more than 30 days old.
- Seven days is the threshold, and the law requires a written investigation before dismissal on these grounds. Filing on day three is not available to you.
- A report you file blocks a route you may later need — MoHRE’s labour court cancellation service is conditional on no absence complaint existing.
An employee stops turning up. HR asks what to do. Someone says “file absconding.”
It is the reflex answer, and it is frequently the wrong one — not because the report is improper, but because most employers have an inaccurate picture of what it does. This guide sets out what MoHRE actually publishes about the service, what the law requires before you can dismiss on these grounds, and where the report helps you and where it works against you.
Start with what the report actually does
MoHRE publishes the service as Filing a Labour Complaint — Absence From Work, sitting under a main service called Filing Absconding Reports. The description is precise:
It is offered to employers to report the absence of an employee for a period exceeding seven days, where the employer does not know the employee’s location and is unable to contact them.
Two things follow from that sentence, and both matter.
First, it is a report of unreachability, not simply of absence. An employee who is absent but contactable — who has told you they are not coming back, or who is arguing with you about unpaid salary — does not fit the description MoHRE publishes. That is a different situation with a different remedy.
Second, seven days is a floor, not a guideline.
The published detail
| Field | Published position |
|---|---|
| Fees | None |
| Completion | 2 working days |
| Channels | Website, mobile application |
| Target audience | Employers, employees |
| Category | Employer Service |
| Sector | Establishments Workers |
| Linked entity | Federal Authority for Identity, Residence and Ports Security |
| Follow-up | MoHRE inquiry service, smart app, call centre 600590000, chatbot |
MoHRE publishes no fee for this service on the mainland side. It is free through the website and the smart app.
If someone is quoting you a significant sum to file an absconding report against an employee, they are charging you for their time, not for a government fee. That may be a perfectly reasonable arrangement — but you should know which is which before you agree to it.
The consequence employers most often get wrong
Among MoHRE’s published conditions for the service is this:
“Work permit is automatically canceled once the application is approved by the ministry, excepted the permits for recruiting employees from abroad and transfer permits.”
That single line reverses what a lot of employers believe. On approval, the labour side resolves itself: the work permit ends without a separate cancellation transaction. Two categories are carved out — permits for recruiting employees from abroad, and transfer permits — and those do not cancel automatically.
So the report does do something concrete on the MoHRE side. The trap is assuming that is the whole picture.
MoHRE issues the work permit. ICP and the emirate’s residency directorate issue the residence visa. They are separate systems, held by separate authorities, on separate files.
An approved absconding report cancels the work permit. It does not, by itself, close the immigration side. The residence file remains a live matter until it is resolved through the residency authority.
This is the single most expensive misunderstanding in this area. Employers file, see the work permit disappear from their MoHRE portal, conclude the matter is finished, and discover months later that the immigration file was never closed. Our guide to the different types of ban and who lifts each one sets out how the two sides interact.
The three conditions that stop most filings
MoHRE publishes conditions and required documents for this service. Read together, they rule out a large share of the situations employers try to use it for.
1. More than seven days, inside the country
The absence must exceed seven days, and it must be absence within the country. An employee who left on annual leave and did not come back is not, on the face of it, absent within the country.
2. The employee must be present inside the UAE
This is published as a separate condition in its own right: the employee must be present inside the country.
And MoHRE requires you to prove it. The published required document is the employee’s entry and exit movement report issued by the Federal Authority for Identity, Residence and Port Security, provided that the report period does not exceed 30 days from the date of issuance. Where the information has not reached MoHRE’s systems, you must obtain a document from the competent authorities indicating the employee’s status as inside the country.
The practical effect is decisive. If the person has left the UAE, this service is not available to you. No amount of insistence changes that, because the movement report will show the departure. Employers who spend weeks trying to file against someone who flew home the previous month are attempting something the published conditions exclude.
3. Work permit fines must be paid
MoHRE publishes a condition requiring payment of any fines incurred by reason of late issuance or non-renewal of work permits, if any.
This catches employers off guard more often than it should. An establishment that has let permits lapse cannot use this service until its own penalties are settled. The authority is not going to process your complaint about someone else’s compliance while your own is outstanding.
What the law requires, separately
Filing a report and dismissing an employee are two different acts, governed by different rules. Employers routinely conflate them, and it creates exposure.
Under Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relationships, an employer may terminate a contract without notice where the employee is absent without lawful excuse for more than twenty intermittent days in one year, or more than seven successive days.
But the law attaches procedure to that power:
- The employer may terminate on these grounds only after a written investigation of the worker.
- The dismissal notice must be in writing.
- It must be justified — stating the grounds.
- It must be handed over duly to the employee by the employer or their representative.
There is also an exception worth knowing: force majeure circumstances preventing the employee from resuming work on time after annual leave.
It is the step that makes a dismissal defensible. If the matter is later examined — by MoHRE, or in a labour case — the question will be what you did to establish the facts before you acted.
A file containing dated attendance records, copies of messages and calls attempted, a written notice sent to the employee’s last known address and email, and a record of what was found, is a strong position. A file containing nothing but an assertion that someone stopped coming is not.
Build the file as the days pass, not afterwards. Reconstructing it later is both harder and less convincing.
Two different actions, two different purposes
| Disciplinary dismissal | Absconding report | |
|---|---|---|
| Governed by | The employment law | MoHRE’s published service |
| Threshold | >7 successive or >20 intermittent days | >7 days, unreachable |
| Requires | Written investigation; written, justified notice | Employee inside the country; ICP movement report |
| Purpose | Ends the contract | Reports the disappearance to the authority |
| Where you can reach the person | Available | Does not fit the published description |
The bottom-right cell is the one to sit with. If you know where your employee is and can contact them, the absconding service is not describing your situation. The disciplinary route is, and it does not require you to assert something to the authority that the facts do not support.
What happens after you file
MoHRE publishes the process in five steps, and it is worth knowing because the middle of it is not automatic.
- Log in with credentials or UAE Pass, for the online and smart channels.
- Submit the complaint with the employee’s work permit or passport number, name, date of birth and nationality; the date the absence began; and the establishment’s information.
- Verify the applicant’s capacity — using the electronic signature card, with a one-time password sent by SMS or email. This step is skipped for submissions through the smart application.
- The competent employee examines the complaint and takes appropriate action.
- The outcome is communicated to the customer by text message.
Step four is the one that matters. This is not a filing that takes effect on submission. A ministry officer reviews it, and what that officer can see includes your establishment’s own record — wage payments through the Wage Protection System among them.
MoHRE operates the Wage Protection System, and salary transfers for mainland establishments run through it. The examining officer is not working from your account alone.
An employer filing an absence complaint against a worker whose wages the record shows were not paid is presenting a version of events the ministry can check against its own data — and inviting scrutiny of the establishment as well as the worker.
This is not a technicality. If salary is genuinely outstanding, resolve that first. A worker who stopped attending because they were not paid has a route of their own, and a complaint filed against them in that situation is unlikely to end where you want it to.
Domestic workers: a different regime
If the person is a domestic worker, almost every parameter changes. MoHRE publishes a separate service for it, and the differences are substantial.
| Mainland employee | Domestic worker | |
|---|---|---|
| Fee | None | AED 315 in all emirates except Dubai; in Dubai the service runs through GDRFA systems |
| Business centre commission | — | Capped at AED 72 |
| Threshold | >7 days | >7 days |
| Completion | 2 working days | 2 working days |
| Documents | ICP movement report, max 30 days old | Passport or employment visa, if available |
| Channels | Website, app | Service centre, website, app, Tawseel |
| Routing | Examined by MoHRE | Forwarded electronically to ICP for verification of compliance |
| Outcome | SMS | SMS and email; ministry seal applied on completion |
Note the document requirement in particular. The mainland service demands proof the worker is inside the country; the domestic worker service asks for the passport or visa if available. The verification burden sits differently, because the domestic worker application is routed to ICP for compliance checking rather than examined by MoHRE alone.
The withdrawal route, and why it should give you pause
MoHRE publishes a corresponding service for withdrawing a domestic worker absconding report, and its terms are unusual enough that every employer of a domestic worker should know them before filing.
- Completion: three working days.
- Fee: AED 115 in all emirates except Dubai, where it runs through GDRFA.
- A telephone call is made to both parties as part of the process.
- The worker’s residence visa is accepted whether it is valid or not.
- On approval, the worker may cancel without referring to the employer, within a week.
Read that last point again. The withdrawal process gives the worker an independent route, and MoHRE telephones both sides before deciding. This is not a mechanism the employer controls once it is in motion.
What the report does not do
Set against what employers commonly expect of it:
| Employers expect | Actual position |
|---|---|
| It closes the immigration file | No. The residence side is held by the residency authority and is not cancelled by a MoHRE approval |
| It protects us from a claim | No. A worker with an unpaid wage claim still has it. Filing does not extinguish their rights |
| It is instant | No. Two working days, after examination by a ministry officer |
| It is ours to control | No. Cancellation is open to either party to the employment relationship, free of charge |
| It has no downside for us | It has one. An absence complaint blocks another route entirely — see below |
| It works for someone who has left | No. The published conditions require the employee to be inside the country |
The route it closes
MoHRE publishes a service called Cancellation of Work Permit for an Employee With a Labour Court Case. It is free, takes 14 working days, and may be requested by the employer, the employee or both.
Among its published conditions: there must be no “Absence from Work” complaint against the employee.
So if a dispute later reaches a labour court and you need that cancellation route, an absconding report you filed months earlier is what stands in the way. You will then need the report cancelled before you can proceed — adding time to a situation that is already difficult.
The pattern we see repeatedly: employer files absconding, dispute escalates anyway, matter reaches a court, employer discovers the cancellation route they need is conditional on the very report they filed.
The report was intended as protection. It became an obstacle.
Before filing, ask whether this could plausibly become a legal dispute. If it could, the report may cost you more than it gains.
Cancelling a report — including one you filed
MoHRE publishes Cancellation of an Absence from Work Complaint, and its terms are worth knowing before you file rather than after.
| Field | Published position |
|---|---|
| Fees | None |
| Completion | 14 working days |
| Who may apply | One of the parties to the employment relationship |
| Target audience | Employers, employees |
| Process | An officer examines the request; the outcome is communicated by SMS |
Read the third row carefully. The employee can apply to cancel your report, without you. It costs them nothing, and MoHRE examines the request on its merits.
This is the structural point employers most often miss. Filing does not put you in permanent control of the situation. It opens a matter that either side may ask to have closed, and the ministry decides. If the employee has a good account of what happened — particularly one supported by the wage record — the report may not survive.
The corollary, if you filed in error or the employee has since reappeared and the matter is resolved: cancel it. It costs nothing, and leaving a report standing against someone whose situation has been settled serves no purpose while causing them real harm. Our guide on removing an absconding case covers the process from the worker’s side.
Before you file: eight checks
| Check | Why |
|---|---|
| Has it been more than seven days? | Below the threshold, the service does not apply |
| Is the person inside the UAE? | A published condition. The ICP movement report will settle it |
| Can you genuinely not contact them? | The service describes unreachability. If you can reach them, use the disciplinary route |
| Have all wages been paid? | The examining officer can see the WPS record |
| Are your own permit fines settled? | A published condition of the service |
| Have you conducted a written investigation? | Required by law before dismissal on absence grounds |
| Is there a dispute that could reach a court? | If so, filing blocks the labour court cancellation route |
| Would ordinary cancellation resolve this? | Often it would, more cleanly and with less exposure |
Whichever route you take, assemble this while events are fresh:
Attendance records showing the exact dates of absence. Contact attempts — calls, messages, emails, with dates and outcomes. Written notice sent to the last known address and email, requiring the employee to attend and explain. The wage record for the relevant months. The ICP movement report, which is required anyway and which may answer the question before you file. The investigation record, written and dated.
That file supports a disciplinary dismissal, supports an absconding report if you proceed with one, and defends the establishment if the matter is examined. Without it, you have an assertion.
Three situations, worked through
Nine days, unreachable, wages paid, no dispute
This is what the service is for. The threshold is met, contact has genuinely failed, and the record supports you.
Sequence: obtain the ICP entry-and-exit movement report and confirm the person is inside the country. Complete the written investigation. Settle any outstanding permit fines. File through the MoHRE website or app, free of charge. Expect two working days and an SMS outcome. On approval the work permit cancels — then deal with the residence file separately.
Twelve days, but salary is two months late
Different situation entirely, whatever the attendance record shows.
Sequence: pay the outstanding wages. Then decide. A worker who left over unpaid salary has a straightforward account of events, and the WPS record supports it rather than you. Filing here invites examination of the establishment and is unlikely to produce the outcome you want. Resolve the wage position, then use ordinary cancellation if the employment has ended.
Absent three weeks, but they flew home a month ago
The absconding service is closed to you. The published condition requires presence inside the country, and the movement report will show the departure.
Sequence: proceed with disciplinary dismissal under the labour law — the threshold is met and the written investigation can be conducted on the documents. Then cancel the work permit and close the residence file through the ordinary routes. This is the correct path, and it is faster than trying to force a service whose conditions you do not meet.
The first seven days: a protocol
The seven-day threshold is not dead time. What you do in it determines whether you have a defensible file at the end of it, and it frequently resolves the situation without any filing at all.
| When | What to do |
|---|---|
| Day 1 | Record the absence formally in the attendance system. Call the employee. Log the attempt, the time and the outcome |
| Day 2 | Call again. Message on the number you hold. Email. Log everything |
| Day 3 | Contact the emergency contact on file. Ask colleagues who may know. Record what you are told |
| Day 4–5 | Send written notice to the last known address and email requiring attendance and an explanation, with a deadline. This is the document that later shows you tried |
| Day 6 | Obtain the ICP entry-and-exit movement report. It answers the question that decides your route — are they in the country or not? |
| Day 7 | Conduct and record the written investigation. Assemble the file |
| Day 8 onwards | Now the threshold is met, and you have the material to decide between filing, disciplinary dismissal, and ordinary cancellation |
The movement report changes the decision more than anything else in the sequence, and it is worth obtaining before you have committed to a course of action.
If it shows the person is inside the country, the absconding service is open to you and the report is one of the documents you will need anyway.
If it shows they have left, the service is closed — MoHRE’s published condition requires presence inside the UAE — and you should stop trying and switch to disciplinary dismissal plus ordinary cancellation. Employers who skip this step often spend weeks on an application that could never have been accepted.
Two things every employer should know about workers’ rights here
Both are published by the UAE government, and both bear directly on how these situations arise.
Confiscating a worker’s passport is prohibited. Employers are not permitted to withhold employees’ identification documents. This is stated plainly in the government’s published position on the protection of workers’ rights.
Workers do not require their employer’s permission to leave the country. This surprises employers more than it should, and it explains a category of case that otherwise looks inexplicable — the employee who simply departs.
Put those together and the practical conclusion is uncomfortable but useful: you cannot physically prevent someone from leaving, and attempting to by holding documents is itself a violation. The mechanisms available to you are the ones described in this guide, applied properly and on time. There is no informal alternative, and reaching for one converts a workforce problem into a compliance problem.
Workers can raise grievances directly through MoHRE’s Labour Claims and Advisory Call Centre on 80084 — which is worth knowing, because it means the version of events that reaches the ministry may not be yours alone.
After approval: what you still have to do
The SMS arrives, the report is approved, the work permit cancels. Employers frequently stop here. There is more.
| Item | Position |
|---|---|
| Work permit | Cancelled automatically on approval — unless it is a recruitment-from-abroad or transfer permit, which are excepted |
| Residence file | Still open. Held by the residency authority, and requires separate action |
| End-of-service entitlements | A separate legal question. Do not assume they are extinguished |
| Company property | A civil matter, not something the report addresses |
| Establishment record | Worth reviewing — unresolved matters accumulate and surface at renewal |
| The report itself | Cancel it if the situation is later resolved. Free, and either party may apply |
The second row is where the cost sits. A residence file left open does not announce itself; it surfaces at the next establishment card renewal, or when a quota calculation does not come out as expected, or when a transaction is refused for reasons nobody in the company can explain.
Preventing the situation
Most absconding cases we see trace back to something that was avoidable, and usually to one of four things.
| Cause | Prevention |
|---|---|
| Wages late or short | The largest single driver. Pay on time through WPS. Almost every disputed report we see has a wage question underneath it |
| The job differed from what was offered | Make the offer and the contract match. Mismatches produce early departures |
| No route to raise a problem | Give people an internal channel. Workers who feel unheard use MoHRE’s, or simply leave |
| Contact details never updated | Refresh phone numbers, addresses and emergency contacts annually. “Unable to contact” is frequently a records problem, not a disappearance |
Review your establishment file quarterly: permits due to expire, permits belonging to people who have already left, outstanding fines, and the establishment card’s own validity.
Nearly every emergency in this area is a routine matter that was left long enough to become urgent. MoHRE’s published condition that permit fines must be settled before an absence complaint can be processed is a small illustration of a general rule — your own compliance position determines which remedies are available to you when you need one.
The three unwinding routes, side by side
MoHRE publishes three distinct services for undoing or resolving these situations. Knowing which one your case fits — and which conditions each carries — is most of the work.
| Cancel an absence complaint | Withdraw a domestic worker report | Cancel a permit with a court case | |
|---|---|---|---|
| Fee | None | AED 115 (Dubai via GDRFA) | None |
| Time | 14 working days | 3 working days | 14 working days |
| Who may apply | One of the parties to the employment relationship | Either party | Employer, employee, or both |
| Key condition | Officer examines the request | Residence visa accepted whether valid or not | No absence-from-work complaint against the employee |
| Distinctive feature | Outcome by SMS | Telephone call to both parties; worker may cancel without referring to the employer within a week of approval | Requires an existing labour court matter |
Two observations an employer should take from this table.
The first: none of these routes belongs to you alone. Every one of them is open to the worker as well, and two of the three cost nothing to lodge. Whatever leverage an employer imagines a report creates, the unwinding mechanism is symmetrical by design.
The second: the third column’s condition is the one that should shape your decision today. The labour court cancellation route is free and available to either side, but it is closed while an absence complaint stands. If there is any prospect of the matter becoming a legal dispute, filing a report now removes an option you may want later.
Checking any of this for yourself
Everything in this guide comes from MoHRE’s own service directory and the government’s published position on employment law. You can verify all of it, and you should — fees and conditions change, and a guide is a snapshot.
MoHRE publishes each service as a card with a consistent structure. The fields that decide an employer’s case are these:
- Conditions & Requirements. The most-skipped section and the one that determines whether an application will be accepted at all. “The employee must be present inside the country” sits here, and it closes the service to a large share of the people who try to use it.
- Required Documents. Read it before you start. The 30-day limit on the ICP movement report means obtaining it too early is as unhelpful as not obtaining it.
- Service Fees. Stated explicitly, including where the answer is none.
- Service completion duration. In working days, not calendar days.
- Target audience. Where a card names both employers and employees, either side may lodge it.
Which MoHRE service is this, and what does its card say about conditions and fees?
Someone who works in this area will answer immediately and can show you the page. Someone who cannot will talk about relationships, or about how things work in practice rather than on paper.
For an employer, that distinction is worth money. The published conditions are what the examining officer applies, and no amount of practical wisdom changes a condition the ministry has written down.
A closing word on judgement
An absconding report is a legitimate instrument. Where an employee has genuinely disappeared, cannot be reached, and is still in the country, MoHRE provides the service free of charge and resolves it in two working days. Employers in that position should use it, and should use it properly.
The argument of this guide is narrower: that the report is used far more often than the published conditions actually permit, and that the reflex to file is frequently a substitute for establishing the facts. The three questions that resolve most cases — has it been more than seven days, are they still in the country, and have they been paid — can all be answered before anything is filed, and the answers usually point somewhere other than the absconding service.
Answer them first. The route that follows will be the right one, it will hold up if it is examined, and it will not close off an option you need six months from now.
What it does to the person
Worth stating plainly, because it belongs in the decision.
An approved report places the individual on the administrative list. In practical terms it restricts their ability to transfer to another employer, complicates or blocks renewal of their status, and surfaces when they present themselves at a counter or a border. It affects their ability to support a family, to rent, to open accounts, and to leave and return.
Where the report is accurate, that is the system working as designed. Where it is filed as leverage in a wage dispute, or against someone the employer could perfectly well have contacted, it is a serious consequence imposed on inaccurate grounds — and one the ministry may unwind, at no cost to the person, on their own application.
None of this is an argument against filing when the facts support it. It is an argument for establishing the facts first.
What circulates that is not true
| The claim | The position |
|---|---|
| “File on day three to be safe” | The published threshold is absence exceeding seven days |
| “It costs a few thousand dirhams” | MoHRE publishes no fee for the mainland service. Domestic worker reports are AED 315 outside Dubai |
| “It frees the quota immediately” | The work permit cancels on approval — two working days, after examination, and not for recruitment-from-abroad or transfer permits |
| “It closes the visa” | The residence file sits with the residency authority and is not closed by a MoHRE approval |
| “Once filed, it stands” | Either party may apply to cancel it, free of charge |
| “It stops them claiming unpaid wages” | It does not. And the wage record is visible to the examining officer |
| “You can file against someone abroad” | The published condition requires presence inside the country, evidenced by an ICP movement report |
| “It is the standard first step” | For most situations, ordinary cancellation is cleaner and carries less exposure |
What we will and will not do
We will establish the facts of the absence and put the document trail in order; obtain and read the ICP movement report so you know before you file whether the service is even open to you; check your establishment’s own compliance position, since outstanding permit fines will stop the application; tell you when ordinary cancellation is the better route; handle the filing where it is warranted; and handle the cancellation where a report should not be standing.
We will not file a report to apply pressure in a wage dispute; assert to a ministry that an employee is unreachable when you can reach them; quote you a government fee for a service MoHRE publishes as free; or promise an outcome from a process where an officer examines the file and decides.
Employer questions
How many days before I can file?
MoHRE publishes the threshold as absence from work for a period exceeding seven days, within the country, where you do not know the employee’s location and cannot contact them.
What does it cost?
MoHRE publishes the mainland service as free of charge. For domestic workers the fee is AED 315 in all emirates except Dubai, where the service runs through GDRFA systems; business centre commission on that service is capped at AED 72. Fees shown exclude tax and collection charges.
How long does it take?
Two working days for both the mainland and domestic worker services. The outcome is communicated by text message.
Does the work permit cancel automatically?
Yes, on approval — MoHRE publishes this as a condition of the service. Two categories are excepted: permits for recruiting employees from abroad, and transfer permits.
Does it cancel the residence visa too?
No. The work permit and the residence visa are issued by different authorities and sit on different files. The immigration side has to be resolved separately through the residency authority.
Can I file against someone who has already left the country?
No. MoHRE publishes a condition that the employee must be present inside the country, and requires an entry-and-exit movement report issued by ICP that is no more than 30 days old. If the person has departed, use the disciplinary dismissal route and ordinary cancellation instead.
What documents do I need?
For the mainland service: the employee’s ICP entry-and-exit movement report, dated within 30 days; and, where the information has not reached MoHRE’s systems, a document from the competent authorities indicating the employee is inside the country. For domestic workers: the passport or employment visa of the worker, if available.
Can the employee get the report cancelled without me?
Yes. MoHRE publishes the cancellation service as available to one of the parties to the employment relationship, at no cost, with a completion time of 14 working days. An officer examines the request and the outcome is sent by SMS.
We have not paid their salary. Can we still file?
You would be presenting a version of events that the ministry can check against the Wage Protection System record. Settle the wages first. A worker who stopped attending because of non-payment has a straightforward account, and filing in that situation invites scrutiny of the establishment.
Do I have to dismiss them as well?
Dismissal is a separate act under the employment law. Absence without lawful excuse for more than seven successive days, or more than twenty intermittent days in a year, permits termination without notice — but only after a written investigation, with written and justified notice duly handed over.
What if they come back?
If the matter is resolved, cancel the report. It is free, either party may apply, and leaving it standing against someone whose situation has been settled serves no purpose.
Will filing protect us in a labour case?
It can work against you. MoHRE’s cancellation route for a work permit where a labour court case exists is conditional on no absence-from-work complaint being in place. A report you filed earlier becomes an obstacle to a route you may later need.
Where do I check the status of a report?
Through MoHRE’s inquiry service at mohre.gov.ae, the MoHRE smart app, the call centre on 600590000, or the chatbot. Our guide on how to check whether an absconding case exists covers this in detail.
Employers dealing with the aftermath rather than the filing decision should see absconding case removal and visa fines.
Please note. Fees, conditions, required documents and completion times are as published by the Ministry of Human Resources and Emiratisation at the date of verification and are subject to change. Absence-from-work complaints are examined by a ministry officer and outcomes cannot be predicted. Dismissal decisions have legal consequences; where a dispute is likely, take legal advice before acting. Not legal advice.
Getting the file cleared
Fines, bans and unresolved status rarely sit alone. One unresolved item blocks the next, and the order you deal with them in decides how long the whole thing takes.
Establishing what is actually on a file and clearing it in the right sequence is part of our PRO services in Dubai.
