(Philippine legal-regulatory context; general information, not legal advice)

1) Why “salary requirements” matter for OFWs in Abu Dhabi

For a Filipino worker deployed to Abu Dhabi, “salary requirements” are not just about the amount stated on paper. They also cover:

What the UAE requires to be written into (and actually paid under) an enforceable employment contract;
How wages must be paid (timing, method, proof, and permitted deductions);
What the Philippines requires before deployment (contract review/verification and anti–contract substitution rules); and
How the salary figure affects other money claims (overtime, end-of-service benefits, leave conversions, penalties for late pay, and settlement computations).

Abu Dhabi follows UAE federal labor law for most private-sector employment. Abu Dhabi also hosts free zones and special jurisdictions (each with their own employment rules), but the majority of OFWs work under the federal framework.

2) The legal frameworks you’re dealing with (UAE + Philippines)

A. UAE side (Abu Dhabi) — the core rule: salary must be contractually specified and actually paid

In UAE private-sector employment, the employment relationship is contract-driven under federal labor legislation (modernized in recent years). In practice, the UAE expects:

A written employment contract with essential terms (including wages); and
Timely wage payment in accordance with the contract and wage-payment regulations, commonly via the Wages Protection System (WPS) for many employers.

While UAE law regulates how wages are paid and protects against non-payment/late payment/unlawful deductions, the UAE does not operate like a typical “minimum wage” jurisdiction for the general private sector. Instead, wages are generally negotiated, then protected through contract enforceability and wage-payment compliance.

B. Philippine side — the core rule: the deployed worker must have a properly processed contract, and salary terms must not be diminished

For landbased OFWs, Philippine policy focuses on:

Pre-departure documentation and contract processing (through the Department of Migrant Workers and its overseas mechanisms);
Protecting against contract substitution and illegal recruitment;
Ensuring the contract has the mandatory provisions required for overseas employment; and
Enforcing non-diminution of approved salary and benefits (i.e., what was approved/processed is what should be honored abroad).

In plain terms: even if the UAE does not impose a universal minimum wage, the Philippines still cares that the salary and benefits are clearly stated, not abusive, and not altered to the worker’s disadvantage after processing or upon arrival.

3) What “salary” legally means in UAE contracts (and why OFWs must read the breakdown)

UAE contracts commonly split compensation into:

Basic salary (the foundational wage component); plus
Allowances (housing, transport, cost-of-living, etc.); and sometimes
Variable pay (commissions, incentives, bonuses).

Why the split matters

Many statutory computations in the UAE can depend on the basic salary (not the total package), or on how the contract defines “wage” for specific entitlements. If a contract makes the basic salary very low and pushes the rest into allowances, the worker may receive:

Lower calculations for certain benefits and final settlements (depending on the applicable rules and contract wording);
More vulnerability if allowances are treated as discretionary.

Key point for OFWs: Always check whether the contract states the salary as a total and clearly defines basic vs allowances, and whether allowances are guaranteed and paid monthly.

4) UAE employment contract: salary clauses that are effectively “required” (must be present or you’re exposed)

For lawful, workable enforcement in Abu Dhabi, the employment contract should clearly state:

Wage amount (basic salary and allowances or a clear total package)
Currency (almost always AED)
Pay period (monthly is common; some roles may have different structures)
Pay date / timing (e.g., end of month; within a specified number of days)
Payment method (bank transfer/WPS where applicable)
Work hours / rest days (because these drive overtime and wage compliance)
Overtime rules or reference to applicable law/policy
Deductions: what deductions are permitted and under what conditions
Probation terms (including probation salary if different—this should be explicit)
Leave entitlements (paid leave, sick leave, public holidays; impact on pay)
End-of-service and final settlement mechanics (or at least that they will follow applicable law)

If the salary is described vaguely (“competitive package,” “as per policy,” “salary to be discussed”), the worker may face serious problems later proving entitlement—especially if disputes arise.

5) Wage Payment System (WPS) and proof of payment: the practical “requirement”

Many UAE employers must pay wages via regulated channels that produce a traceable record (commonly through bank transfers aligned with WPS for covered employers). For OFWs, this creates two critical protections:

Proof of wage payment (or non-payment/late payment)
A regulatory compliance trail that can support complaints

OFW best practice

Keep bank statements, pay slips, and employment contract copies (digital + printed).
If paid cash (still happens in some settings), demand written pay slips/acknowledgements—cash arrangements often make disputes harder.

6) “No minimum wage” doesn’t mean “anything goes”

Even where a jurisdiction does not have a universal minimum wage, salary can still violate rules if:

The wage isn’t paid on time or isn’t paid at all;
Unlawful deductions are made;
The employer misclassifies hours or refuses overtime pay when legally due;
The employer imposes forced unpaid leave or reduces pay without lawful basis/consent;
The employer withholds passports or uses coercive tactics tied to pay.

In UAE disputes, the enforceability typically hinges on the written contract + payroll/bank trail + attendance/work records.

7) Common salary pitfalls for OFWs in Abu Dhabi (and how to spot them in the contract)

A. Contract substitution (the biggest Philippine red flag)

Scenario: the worker signs one contract in the Philippines (higher pay), but is asked to sign a new one in the UAE (lower pay or fewer benefits).

In Philippine regulation, this is a major compliance and protection issue and can be evidence of illegal recruitment or prohibited practices.
In practical terms, it also weakens the worker’s ability to enforce the better terms unless properly documented and challenged.

Spot it: Any request to “just sign a new contract for processing,” “policy contract only,” or “for visa only” should be treated as high risk.

B. “Basic salary” set artificially low

If the contract says: basic salary AED X + allowances AED Y, check whether allowances are guaranteed and consistently paid and whether other benefits compute on basic.

Spot it: Allowances described as “discretionary,” “subject to company policy,” or “may be adjusted” with no limits.

C. Unclear deductions

Contracts should not allow broad, undefined deductions. Deductions should be specific and lawful.

Spot it: “Company may deduct any amounts it deems necessary” or “all fines/penalties will be deducted” without a process.

D. Recruitment-cost shifting

If the employer/agency attempts to recover recruitment or onboarding costs by deducting from salary, that can raise serious legal/policy issues depending on the structure and jurisdictional rules.

Spot it: “Employee agrees to reimburse visa/processing/training costs through salary deductions” without clear legality and caps.

8) Philippine processing realities: how salary terms are evaluated before deployment

Even when the UAE doesn’t set a universal minimum wage, Philippine deployment processing generally expects:

A contract with clear salary and benefits, job title, job site, and employer identity;
Terms that meet Philippine requirements for overseas employment documentation;
Absence of prohibited clauses (especially those enabling substitution or abusive deductions); and
Proper matching of what was approved in the job order and what the worker signs.

Practical consequences

A vague salary clause can delay processing.
A reduced salary after processing can create legal exposure for the recruiter and jeopardize the worker’s rights.

9) Abu Dhabi specifics: free zones and special jurisdictions

Abu Dhabi includes free zones and special economic/legal zones that can have distinct employment regulations or dispute forums. In those cases:

The “employer of record” might be a free-zone entity;
The employment contract template and dispute mechanism may differ;
Salary payment and end-of-service rules can be similar in spirit but differ in details and procedures.

What to do: Identify whether the employer is mainland (federal labor system) or a specific zone, and keep copies of all zone-issued policies/handbooks that affect pay.

10) Enforcement and remedies when salary issues arise

A. UAE channels (typical pathway)

Salary disputes commonly proceed through a labor complaint mechanism that may attempt conciliation first, and then may proceed to adjudication if unresolved. Evidence is crucial:

Contract and any amendments
Bank/WPS proof
Time records, schedules, messages
Pay slips and company policies

B. Philippine government support abroad (practical help for OFWs)

For OFWs, Philippine overseas labor offices and assistance mechanisms can help document the issue, coordinate with the worker, and provide referrals or support within their mandate—especially in cases involving:

Contract substitution
Non-payment or underpayment
Illegal recruitment indicators
Repatriation needs tied to wage disputes

C. Timing matters

Wage claims become harder if you delay, lose records, or sign “full and final settlement” documents without understanding what you’re waiving.

11) Drafting/reading checklist: salary provisions an OFW should insist on seeing (in black and white)

Salary & payment

Basic salary: AED ___
Allowances: Housing AED ___; Transport AED ___; Other AED ___
Total monthly package: AED ___
Pay date: ___ of every month (or within ___ days after month-end)
Payment method: bank transfer / WPS-compliant channel
Pay slip issuance: yes (monthly)

Working time impacting pay

Working hours per day/week
Overtime eligibility and rate reference
Weekly rest day(s) and public holidays

Deductions

Only lawful/statutory deductions and specific authorized deductions with written consent
Clear rules on loans/advances (if any) and repayment schedule caps

Contract integrity

No clause allowing unilateral reduction of salary/allowances
Any probation salary difference explicitly stated
Contract language consistency across versions (PH-processed vs UAE-signed)

12) Practical guidance for OFWs: how to protect your salary claim from day one

Keep a clean document set: passport bio page, visa/permit, contract(s), offer letter, job description, policy handbook, and any addenda.
Do not rely on verbal promises for pay components—get them written.
Preserve pay proof monthly: bank statement PDF + payslip screenshot/PDF.
Record working time: simple daily log (start/end, overtime, rest days worked).
Treat “sign this new contract” as a major warning if it reduces pay/benefits or contradicts your processed contract.
Be careful with settlement papers: “final settlement,” “clearance,” “resignation acceptance,” and “release” documents can waive claims.

13) Key takeaways

In Abu Dhabi, the enforceable “salary requirement” is primarily contract clarity + compliant payment + lawful deductions, not a universal minimum wage figure.
For OFWs, salary protection is a two-layer system: UAE enforceability and Philippine pre-deployment contract governance plus anti-substitution protection.
The most common salary disputes arise from contract substitution, low basic salary structures, undocumented allowances, and poor payment documentation.
The strongest wage claims are built on a clear written salary breakdown and a reliable payment trail.