Kuwait Labour Law
Complete Guide 2026

Kuwait Labour Law No. 6/2010 itself has not been rewritten. Two 2025 ministerial resolutions changed how it's enforced — mainly affecting employers, but worth knowing as an employee:

• Digital working-hours tracking (Ministerial Decree/Resolution No. 15 of 2025): published in the official gazette Kuwait Al-Youm on 14 September 2025, effective 1 November 2025. Employers must log each employee's daily shift pattern, rest periods, weekly days off and public holidays through PAM's approved online system, replacing paper attendance records. This data becomes PAM's official reference during workplace inspections and must be printed and displayed at the workplace. PAM can partially or fully suspend an employer's file for non-compliance.
• Work-permit restrictions for non-compliant employers (a February 2025 ministerial resolution): companies with unresolved labour violations or suspended files are blocked from registering new work-permit files until those violations are cleared. If your employer's file is flagged, this can delay new hires, transfers, or renewals within the company.

Kuwait recognises two types of private sector employment contracts:

• Limited-term contract: Has a fixed end date (e.g. 2 years). Automatically converts to unlimited if both parties continue after expiry without a new written contract.
• Unlimited contract: No end date. Most common for long-term expat employment. Either party can terminate with proper notice.

All contracts must be in writing — in Arabic, or Arabic + English. If there is a conflict between the Arabic and English versions, the Arabic version prevails. Keep a signed copy of your contract at all times.

The contract must include: job title, salary, allowances, working hours, leave entitlements, and duration (if limited). If your employer has not provided a written contract, you can file a complaint with PAM.

The probation period in Kuwait is a maximum of 100 working days (approximately 3.5 months). Key rules:

• Either party can terminate the contract during probation without notice and without compensation.
• An employer cannot place the same employee on probation a second time for the same job.
• If you complete the probation period and continue working, you become a permanent employee with all rights under the Law.
• Time spent on probation counts towards your total years of service for gratuity purposes.

Standard working hours in Kuwait are 8 hours per day and 48 hours per week for the private sector. Key rules:

• Maximum working hours including overtime: 10 hours per day (with some exceptions for certain industries).
• During Ramadan: Muslim employees work a maximum of 36 hours per week (6 hours per day). Non-Muslim employees are not legally entitled to shorter hours under the law, though many employers apply it equally.
• Employees must receive a break of at least 1 hour during a working day of more than 6 continuous hours (this break is not counted as working time).
• Night work (8pm to 6am): subject to special conditions and higher pay rates.

Any hours worked beyond the standard 48 hours per week must be paid as overtime:

• Regular overtime (weekdays beyond 8 hrs): basic hourly rate × 1.25
• Rest day / public holiday overtime: basic hourly rate × 1.50
• Night shift (8pm–6am): basic hourly rate × 1.25 minimum

Use our Kuwait Overtime Calculator for instant results.

Every employee is entitled to at least one paid rest day per week — typically Friday in Kuwait. Many companies give Friday and Saturday off.

All official public holidays declared by the government must be given as paid days off. In 2026 Kuwait has 13 official holidays. See our Kuwait Public Holidays 2026 guide.

If an employee is required to work on a rest day or public holiday:

• They must be paid their regular daily wage plus a premium of 50% extra (total 1.5x), or
• Given a substitute day off within the same month.

Private sector employees are entitled to 30 days of paid annual leave per year after completing one year of service. Key rules:

• Leave is based on calendar days — not working days.
• If you have not completed 1 year, leave is calculated pro-rata for the months worked.
• The employer decides when leave is taken, but must take employee preferences into account.
• Unused annual leave can be carried forward by agreement — or paid out at the end of service under Article 70.
• Annual leave pay is calculated on basic salary (daily rate = annual basic ÷ 365).

Use our Annual Leave Calculator on the homepage for instant results.

After completing the probation period, employees are entitled to sick leave per year as follows:

• A medical certificate from a recognised physician or hospital is required.
• Sick leave cannot be taken during the probation period.
• An employer cannot terminate an employee during sick leave within the 45-day limit.

• Female employees are entitled to 70 days of paid maternity leave (private sector), covering pre and post-natal periods.
• An employer cannot dismiss a female employee during pregnancy or maternity leave.
• After returning from maternity leave, the employee is entitled to two nursing breaks per day (30 minutes each) for up to 18 months after birth, counted as working time.
• Paternity leave: Not explicitly mandated under Labour Law No. 6/2010, though some employers offer it contractually. Government sector offers 3 days.

• Salaries must be paid at least once a month for monthly-paid employees.
• Payment must be in Kuwaiti Dinars — or in foreign currency if the employment contract specifies it.
• Employers must keep a salary register and provide employees with a payslip.
• If an employer delays salary for more than 7 days beyond the due date, the employee can file a complaint with PAM.
• Deductions from salary are restricted: only loans agreed in writing, fines (not exceeding 5 days salary/month), and statutory deductions (PIFSS for Kuwaiti nationals) are permitted.
• An employer cannot deduct more than 10% of salary to recover a debt without the employee's written agreement.

The KD 75 minimum for expats has been unchanged since 2017–2018 and is widely considered below the cost of living. The Indian bilateral agreement raising the floor to KD 90 came into force in 2024. Always negotiate your salary above the minimum — the minimum is a legal floor, not a benchmark.

Every private sector employee who completes at least 1 year of service is entitled to end-of-service gratuity (also called indemnity). Calculated on basic salary only:

• Gratuity is reduced by 50% if you resign before completing 3 years.
• Gratuity is reduced by 66% if you resign after 3 but before 5 years.
• If you resign after 5+ years or are terminated without cause, you receive full gratuity.
• An employer must pay all dues including gratuity within 7 days of termination.

Use our Kuwait Indemnity Calculator for your exact figure.

Valid grounds for employer termination (without compensation beyond gratuity):

• Serious misconduct or gross negligence
• Disclosure of confidential company information
• Repeated failure to perform job duties after written warnings
• Absence without excuse for more than 7 consecutive days or 20 days per year
• Assault on employer, colleague, or customer
• Criminal conviction

If terminated for any other reason, the employee is entitled to full gratuity + notice pay.

Resignation: An employee can resign from an unlimited contract by giving 3 months notice. If you resign without notice, your employer can deduct equivalent salary for the notice period.

• Unlimited contracts: 3 months written notice by either employer or employee.
• Limited contracts: Notice period as specified in the contract, or mutual agreement.
• During the notice period, the employee continues to receive full salary and benefits.
• An employer can waive the notice period and pay 3 months salary in lieu — the employee is then free to leave immediately.
• An employee who leaves without notice owes the employer the equivalent of 3 months salary — this can be deducted from final dues.

If you are dismissed from an unlimited contract without a valid legal reason, this is considered arbitrary dismissal. You are entitled to:

• Full gratuity (Articles 51–55)
• Full notice pay (3 months)
• Additional compensation of up to 1 year's wage (determined by the labour court based on harm caused)
• Payout of all unused annual leave (Article 70)
• Return air ticket to home country (Article 54)

• Upon end of service (for any reason), the employer must pay for the employee's return ticket to their home country — if the employer paid for the initial travel to Kuwait, or if the employment contract specifies this.
• If the employee finds new employment in Kuwait or voluntarily chooses not to return, the ticket entitlement typically lapses.
• Economy class is standard unless the contract specifies otherwise.
• If the employer refuses, this can be claimed through PAM or the Labour Court.

If your employer violates your rights — non-payment, arbitrary dismissal, denial of leave — you can file a complaint with the Public Authority for Manpower (PAM). It is free and available to all employees including expats.

Step by step:

• Step 1: Gather documents — employment contract, salary slips, Civil ID, passport, any written communications with employer.
• Step 2: Call PAM hotline 1884880 or visit the Labour Relations Department at PAM (Shuwaikh).
• Step 3: File a formal complaint. PAM will contact your employer and attempt conciliation.
• Step 4: If conciliation fails (within 10 working days), PAM refers the case to the Labour Court.
• Step 5: Labour Court issues a judgment — typically within 3–6 months.

You can also visit PAM's website: manpower.gov.kw

Domestic workers (housemaids, drivers, cooks, nannies) are NOT covered by Labour Law No. 6/2010. They are governed by Domestic Workers Law No. 68 of 2015. Key differences:

Domestic workers can file complaints with PAM via the same hotline: 1884880.