In a labour dispute that adds to a growing body of commission-related rulings, the Al Ain Civil Court has ordered a company to pay Dh344,338 to a former employee it dismissed while a major project was still underway.
The Al Ain Court Commission Payout turns on whether commission rights survive termination — and how closely UAE courts will parse employment contracts.
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Al Ain Court Commission Payout: Judgment and Order
Court records show the employee had secured a project valued at Dh60.293 million and was contractually entitled to a percentage commission. After his dismissal, the employer argued that no payment was due until the client had settled the full amount.
The court did not accept that defence. Judges found the commission had crystallised from the work done and the contract terms. The award comprised Dh301,469 in commission plus Dh39,869 in earlier outstanding dues, together with legal costs.
Contract Evidence and Expert Findings
A court-appointed accounting expert was central to the judge’s reasoning. The expert confirmed the project had moved forward and that instalments were received before the employee left the firm.
Crucially, the expert found no written clause tying the commission to final client settlement. That gap proved decisive. In disputes like this, judges routinely return to the written record — and often give less weight to explanations offered after the fact.
Legal Framework and Employee Remedies
The decision sits within the UAE’s labour law framework under Federal Decree-Law No. 33 of 2021 and its implementing rules. That framework bolsters employee rights to wages and other contract-based entitlements, including commissions tied to performance.
Practically, many employees start with a complaint to the Ministry of Human Resources and Emiratisation, then move to the courts when claims exceed administrative limits. It’s a familiar ladder for bigger disputes.
Practical Implications for Employers
For employers, the ruling is a blunt reminder: make commission rules explicit. Courts aren’t keen to invent conditions that employers didn’t write into contracts, incentive letters or internal policies.
Ambiguity tends to cut against the company, especially where a dismissal happens near a pending payout. Clear, contemporaneous documentation — not later explanations — will usually carry the day.
Practical Steps for Employees
Employees chasing unpaid commissions should gather everything: signed contracts, emails, payment schedules and any proof of their role on the project. Show the timeline; show the receipts.
Timing matters too. Labour claims run against statutory limits, and waiting can weaken even strong cases. Lawyers and HR advisers will tell you the paperwork often decides the outcome.
