Law No.

6 of the year 2010

Concerning Labour in the Private Sector
with its Amendments

Having perused the Constitution;

»» Penal Law No 16 of the year 1960, as amended;
»» Law No. 38 of the year 1964 concerning Labour in the Private Sector,
as amended;
»» Law No. 28 of the year 1969 concerning Labour in the Oil Sector;
»» Social Security Law issued by the Amiri Order in Law No. 61 of the
year 1976, as amended;
»» Law Decree No. 28 of the year 1980 concerning enacting the Marine
Commercial Law, as amended;
»» Law Decree No. 38 of the year 1980 concerning enacting the Law of
Civil and Commercial Proceedings, as amended;
»» Law Decree No. 67 of the year 1980 concerning enacting the Civil
Law, as amended by the Law No. 15 of the year 1996;
»» Law Decree No. 64 of the year 1987 concerning the Establishment
of a
»» Labour Department at the Court of First Instance;
»» Law Decree No. 23 of the year 1990 concerning the Law Regulating
the Judicature, as amended;
»» Law No. 56 of the year 1996 promulgating the Law of Industry;
»» Law No. 1 of the year 1999 on Aliens Health Insurance and the
Imposition of Fees for Medical Services;
»» And Law No. 19 of the year 2000 concerning Support of National
Manpower and Encouraging it to Work in Non-governmental Entities,
as amended;
»» The National Assembly has ratified the following law which is hereby
approved and promulgated.

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 Chapter One
General Provisions
Article (1)
In the application of the provisions of this Law, the following
terms shall mean:
1. The Ministry: The Ministry of Social Affairs and Labour.
2. The Minister: The Minister of Social Affairs and Labour.
3. The Worker: Any male or female person who performs a manual or
mental work for an employer under the employer’s management and
supervision against a remuneration.
4. The Employer: Every natural or legal person who uses the services of
workers against a remuneration.
5. The Organization: An organization that gathers workers or employers
with similar or related businesses, occupations or jobs in order to
protect their interests, defend their rights and represent them in all
matters related to their affairs.
Article (2)
The provisions of this Law shall apply to all workers in the private sector.
Article (3)
The provisions of this Law shall apply to marine work contract in respect
of any thing not provided for in the Marine Commercial Law or in the
event where the text of this Law is more beneficial to the worker.
Article (4)
The provisions of this Law shall apply to the oil sector in respect of any
thing not provided for in the Law of Labour in the Oil Sector or in the
event where the text of this Law is more beneficial to the worker.
Article (5)
The following shall be excluded from the application of this Law:
»» Workers who are subject to other laws and to the provisions of those
laws;
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»» Domestic workers: the competent minister shall issue a resolution
concerning their affairs setting forth the rules that organize their
relations with the employers. *
Article (6)
Without prejudice to any more advantageous benefits and rights granted
to workers in individual or collective contracts, special regulations or by-
laws observed by the employer or in accordance with professional or
general customs, the provisions of this Law shall represent the minimum
level of workers rights.

Chapter Two
Employment, Apprenticeship and Professional Training
Section One – Employment
Article (7)
The Minister shall issue resolutions that regulate the conditions
of employment in the private sector, particularly the following:
1. Conditions for the moving of manpower from one employer to another.
2. Conditions for the granting of permission for the manpower of one
employer to work for another employer for some time.
3. The particulars that employers should provide to the Ministry with
regard to the government employees who are authorized to work for
employers out the government official working hours.
4. Jobs, occupations, and works that employees may not be engaged in
unless they pass professional examinations subject to such controls
as are laid down by the Ministry in coordination with the concerned
entities.
Article (8)
Every employer shall inform the competent authority about its need
for manpower and shall annually inform the competent authority of the
number of manpower employed by him, using such forms as are prepared
for this purpose subject to such controls and conditions as are laid down
by a resolution from the Minister.

* The competence of the domestic worker law no.68 of 2015 transferred to PAM under the council
of ministers resolution no.614 of 2018.
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Article (9)*
There shall be established a public authority that shall be a corporate
body with an attached budget , and named The Public Authority for
Manpower, under the supervision of the Minister of Social Affairs and
Labour. It shall have the competences given to the Ministry under this
Law and undertake the importation of expatriate manpower upon the
request of employers. A law that regulates the said Public Authority shall
be issued.

Article (10)**
The employer shall be prohibited from employing expatriate manpower
unless authorized by the Authority. The Minister shall issue a resolution
setting forth the procedures, documents and fees that shall be paid by the
employer. In the event of refusal, such refusal decision shall be justified
by stating the reason thereof, and the reason for such refusal shall not
be related to the amount of the capital, otherwise the decision shall be
absolutely null and void.
Employers shall not bring workers from outside the country or hire workers
from inside the country then fail to provide them with employment at his
own entity, or subsequently be found not to have a an actually need for
them. The employer shall bear the expenses of the worker’s return to his
country. In the event where the worker stops working for his employer
and joins the service of another employer, the latter shall bear the cost of
the worker’s return to his country after the original employer has reported
that the worker has been absent from work.
Article (11)
The Ministry and the competent authority shall not engage in any
discriminatory or preferential treatment in dealing with employers with
regard to the granting of work or transfer permits by granting such
permits to some employers and denying them to others for any pretext
or justification.
* Amended by Law No. 90 of 2013 amending certain provisions of the Law of Labour No. 6/2010 in
the Private Sector.
* The supervision of PAM transferred to the State Minister for Economic Affairs by the Decree
No. 1 of 2019
** Amended by Law No. 108 of 2013 amending certain provisions of the Law of Labour No. 6/2010
in the Private Sector.
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The Ministry may, for organization reasons suspend the issue of work
and transfer permits for a period not exceeding two weeks in any one
year, and no employers may be excluded from such suspension during
such period.
Any act made in violation of this Article shall be absolutely null and void.

Section Two
Apprenticeship and Professional training
Article (12)
A professional apprentice is every person who, having completed his 15th
year of age, signs a contract with the entity in order to learn a profession
within a specific period in accordance with conditions and regulations
that are agreed upon. The professional apprenticeship contract shall,
in respect of any thing not provided for in this Section, be subject to the
provisions contained in this contract governing juvenile employment.
Article (13)
The professional apprenticeship contract should be written and made in
three copies: one copy for each party and a third copy to be submitted to
the competent authority at the Ministry within a week for approval. The
contract shall state the profession, apprenticeship period, successive
stages and remunerations in a gradual manner at every level of learning.
The minimum remuneration during the last stage shall not be less than
the minimum remuneration specified for the remuneration of a similar job.
The remuneration shall in no event whatsoever be specified based on
production or piecework.
Article (14)
The employer shall have the right to terminate the apprenticeship contract
in the event where the apprentice fails to perform his duties under the
contact or it is found in the periodic reports that he lacks the aptitude to
learn.
The apprentice too shall have the right to terminate the contract. Any
party who wishes to terminate the contract shall notify the other of his
wish to do so at least seven days in advance.

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Article (15)
Professional training includes theoretical and practical means and
programs that provide the workers with the opportunity to develop their
knowledge and skills and acquire a practical training to enhance their
abilities, increase their production efficiency, prepare them for a certain
profession or transfer them to other professions. Training shall take place
at institutes, centers or establishments that achieve this objective.
Article (16)
The Minister shall, in cooperation and coordination with competent
academic and professional entities, determine all conditions and
circumstances necessary for holding professional training programs, the
periods of training, the theoretical and practical programs, the examination
system, and the certificates given in this regard and the information that
should be stated therein.
This resolution may also oblige one or more establishments to conduct
training sessions for workers at centers or institutes of another
establishment in the event where the first establishment does not have
its own training center or institute.
Article (17)
The establishment which is subject to the provisions of this Chapter,
shall pay the worker his entire remuneration during the period of training
whether such training is provided inside or outside the establishment.
Article (18)
The professional apprentice or trainee worker shall, after completing his
apprenticeship or training, to work for the employer for a period equal to
that of his apprenticeship or training or for a maximum period of 5 years.
In the event where the apprentice or trainee fails to honor this obligations,
the employer shall have the right to recover from him the apprenticeship
or training expenses incurred proportionate to the remainder of the period
that he has an obligation to work at the said employer.

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 Section Three
Employment of Juveniles
Article (19)
It shall be prohibited to employ persons who are below the age of 15
years.
Article (20)
Subject to the approval of the ministry, it shall be allowed to employ
juveniles who reached 15 years of age but did not exceed 18 years
subject to the following conditions:
a. They shall not be employed in industries or professions that are, by a
resolution of the Minister, classified as hazardous or harmful to their
health.
b. They shall have a medical examination before the start of employment
and thereafter have periodical similar examinations at intervals not
exceeding six months. The Minister shall issue a resolution in which
he shall determine these industries and professions, as well as
procedures for and intervals of such medical examinations.
Article (21)
Juveniles shall work for maximum of six hours per day, and shall not be
employed for more than four hours straight, followed by a break of not
less than one hour.
They shall not be employed for overtime working hours, on weekly rest
days, official holidays or at any time from 7:00 in the evening to 6:00 in
the morning.

Section Four
Employment of women
Article (22)
It is prohibited to employ women at night during the period from 10:00 at
night to 7:00 in the morning. This excludes hospitals, sanatoriums, private
treatment homes and establishments in respect of which a resolution by
the Minister of Social Affairs and Labour shall be issued. The employer
shall, in all cases referred to in this article, provide them with all security
requirements as well as transportation means from and to the workplace.
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The working hours during the holy month of Ramadan shall be excluded
from the provisions of this Article.
Article (23)
It shall be prohibited to employ any woman in works that are hazardous,
arduous or harmful to health. It shall also be prohibited to employ any
woman in jobs that violate morals and that exploit her femininity in violation
of public morals. No woman shall be made to work at establishments that
provide services exclusively for men.
Such works and establishments shall be specified by a resolution from
the Minister of Social Affairs and Labour after consultation with the Labour
Affairs Consulting Committee and the competent organization.
Article (24)
A pregnant working woman shall be entitled to a paid maternity leave of
70 days, not included in her other leaves, provided that she gives birth
within this period.
After the end of the maternity leave, the employer may give the working
woman, at her request, an unpaid leave for a period not exceeding four
months to take care of the baby.
The employer may not terminate the services of a working woman
while she is on such leave or during her absence from work because
of a sickness that is proved by a medical certificate that states that the
sickness resulted from pregnancy or giving birth.
Article (25)
The working woman shall be allowed a two-hour break during her working
hours in order to feed her baby according to such conditions as shall be
set forth in the Ministry’s decision. The employer shall establish a nursery
for children below the age of 4 at the place of work in the event where the
number of female workers exceeds 50 or the number of workers exceeds
200.
Article (26)
A working woman shall be entitled to a remuneration similar to the
remuneration of a man if she performs the same kind of work.

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 Chapter Three
Individual Work Contract

Section One
Work Contract Structure
Article (27)
Anyone who has completed 15 years of age shall be eligible to conclude
a work contract if the period of the contract is not specified. In the event
where the period is specified, it should not exceed one year, until he will
reaches 18 years of age.
Article (28)
The work contract shall be made in writing and contain, in particular, the
signing and effective dates of the contract, the amount of remuneration,
the term of the contract if it is for a specific period and the nature of work.
The contract shall be made in three copies, one for each party and the
third shall be lodged with the competent authority at the Ministry. In the
event where the work contract is not established by mans of a written
document, it shall still be deemed to exist and the worker may, in such
event, establish his rights by all means of evidence.
Regardless of whether the work contract is for a specific or an indefinite
term, the remuneration of the worker may not be reduced during the
contract validity period. Any agreement to the contrary, whether made
before or after the effective date of the contract, shall be deemed null and
void because this matter is related to the general order.
The employer may not to assign to the worker any task that is not consistent
with nature of the work stated in the contract or that is unsuitable to the
worker’s qualifications and experience on the basis of which the contract
was signed with him.
Article (29)
All contracts shall be written in Arabic and translations to any another
language may be added thereto, provided that the Arabic version shall
prevail in the event of any dispute. The provision of this Article shall apply
to all correspondences, publications, bylaws and circulars issued by the
employer to his workers.
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Article (30)
In the event where the term of the work contract is specified, such term
shall not exceed five years nor shall it be less than a year. The contract
may be renewed after the expiry of the specified period with the consent
of both parties.
Article (31)
If the period of the work contract is specified and both parties continue to
implement it after the expiry of the period thereof without formal renewal,
the contract shall be deemed renewed for a similar period with the same
conditions, unless both parties agree to renew it under other conditions.
In all events, renewal may not adversely affect the worker’s entitlements
acquired under the previous contract.

Section Two
Obligations of Workers and Employers and Disciplinary Penalties
Article (32)
The probation period of the worker shall be specified in the work contract,
provided that it shall not exceed 100 working days. Either party may
terminate the contract during the probation period without notice. In the
event where the termination is made by the employer, he shall pay the
worker’s end of service benefit for the period of work in accordance with
the provisions of this Law.
The worker shall not be on probation more than once for the same
employer. The Minister shall issue a resolution to organize the conditions
and regulations of work during the probation period.
Article (33)
In the event where the employer entrusts another employer with the
performance of a task or part thereof under the same conditions, the
employer entrusted with the work shall treat his own workers and those
of the original employer equally concerning all rights and both employers
shall be jointly liable in this regard.

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Article (34)
The employer, who contracts for the execution of a government project
or who employs his workers in remote areas, shall be obliged to provide
them with a suitable accommodation and means of transportation to such
remote areas free of charge. In the event where no accommodation is
provided, the employer shall pay them an appropriate accommodation
allowance. The Minister shall, by means of resolution, determine the
areas that are distant from urban development, the conditions of suitable
accommodation and the accommodation allowance.
In all other events where he is required to provide accommodation for his
workers, the employer shall be subject to the provisions of the resolution
referred to in the preceding paragraph concerning the conditions of
suitable accommodation and determining the accommodation allowance.
Article (35)
The employer shall affix at a conspicuous location at the work place, the
table of penalties that may be imposed on violating workers. In preparing
the tables of penalties, the employer shall take into consideration the
following:
a. The violations committed by workers and the penalty corresponding
to each violation shall be specified.
b. Penalties shall be progressively list for the violations.
c. Only one penalty may be imposed for each violation.
d. The worker may not be punished for any act he committed if such act
is proved 15 days after the date of committing such act.
e. The worker may not be punished for an act he committed outside the
work site, unless such act is related to the work.
Article (36)
The employer shall obtain the Ministry of Social Affairs and Labour’s
approval of the tables of penalties before the implementation thereof.
The ministry may modify these tables depending on the nature of the
establishment or of the work and in line with the provisions of this Law.
The Ministry shall present these tables to the competent organization, if
any. Where no such competent organization exists, the general union
17
shall be referred to and requested to provide its remarks and suggestions
with regard to these tables.
Article (37)
No penalty my be imposed on the worker unless he has been informed
in writing of the act attributed to him, his statements have been heard,
his defense investigated and the minutes of the investigation kept in his
personnel file. The worker shall be notified in writing of the penalties
imposed upon him, their type and amount and the causes of the imposition
thereof as well as the punishment that he will be exposed to in the event
of repetition of the violation.
Article (38)
Deduction from the worker’s remuneration shall not exceed 5 days in any
one month. In the event where the punishment exceeds such deduction,
the exceeding amount shall be deducted from remuneration of the
following month or the following months.
Article (39)
The worker may be suspended from work during the period of investigation
conducted by the employer or his representative provided that it does not
exceed than 10 days. In the event where the investigation is completed
and the employee is not held liable for any violation, he shall be paid his
remuneration for the period of suspension.
Article (40)
The employer shall keep the proceeds of all deductions from remunerations
of workers in a fund allocated for use in the social, economic and cultural
matters that benefit the workers. Deductions imposed on workers as
penalty shall be recorded in a special register, stating the name of the
worker, the amount of deduction and the reason of such deduction. In
the event where the establishment is liquidated, the total amount of the
deductions existing in the fund shall be distributed among the workers
employed by the employer at the time of the liquidation, in proportion to
their respective periods of service.
The Minister shall issue a resolution setting forth the regulations that
regulate the said fund and the method of distribution.

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 Section Three
Termination of Work Contract and End of Service Benefit
Article (41)
Subject to the provisions of Article (37) of this Law:
a. The employer may terminate the services of a worker without notice,
compensation or benefit in the event where the worker has committed
any of the following acts:
1. If the Worker has committed a mistake that resulted in a large loss
for the employer.
2. If it was found that the worker obtained employment through cheating
or fraud.
3. If the worker divulged secrets related to the establishment which
caused or would have caused real losses.
b. The employer may dismiss the worker in any of the following events:
1. If he been found guilty of a crime that relates to honor, trust or
morals.
2. If he committed an act against public morals at the work site.
3. If he assaulted one of his colleagues, his employer or deputy during
work or for a reason thereof.
4. If he breached or failed to abide by any of the obligations imposed
on him by the contract and the provisions of this Law.
5. If he is found to have repeatedly violated the instructions of the
employer.
In such events, the decision of dismissal shall not result in the deprivation
of the worker of his end of service benefit.
c. The employee who is dismissed for any of the reasons stated in this
article shall have the right to object against such decision before the
competent Labour department in accordance with the procedure
set forth in this Law. If it is established, by virtue of the final verdict,
that the employer arbitrarily dismissed his worker, the latter shall be
entitled to an end of service benefit and a compensation for material
and moral damages.
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In all cases, the employer shall inform the Ministry about his decision to
dismiss and the reasons for such decision, and the Ministry shall inform
the Manpower Restructuring Body. *
Article (42)
In the event where the employee is absent from work for 7 consecutive
days or 20 separate days within a year without a valid excuse, the
employer shall have the right to consider him as having resigned. In such
event, provisions of Article 53 of this Law shall apply with regard to the
worker’s end of service benefit.
Article (43)
In the event where the worker is imprisoned due to an accusation by the
employer and placed in preventive detention or is detained in execution
of a non-final court verdict, he shall be deemed suspended from work.
However, the employer shall have no right to terminate his contract,
unless he has been convicted with a final judgment.
In the event where the verdict acquitted him from the accusation of the
employer, this latter shall pay the remuneration of the worker for the
period of suspension and pay him a fair compensation that shall be
assessed by the court.
Article (44)
In the event where the term of the work contract is not specified, both
parties shall have the right to terminate the same by means of a notice to
the other party as follows:
a. Three months prior to the termination of the contract for the workers
earning a monthly remuneration.
b. One month prior to the termination of the contract for other workers.
In the event where the party wishing to terminate the contract does not
abide by the period of notice, he shall be obliged to pay the other party
a compensation for the notification period equal to the remuneration
of the worker for the same period.
* The dependency and competencies of MGRP transferred to PAM under the council of ministers
resolution no.875 of 2017.

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c. In the event where the notification of termination is issued by the
employer, the worker shall have the right to be absent one day or 8
hours per week in order to search for other work. He shall also be
entitled to his remuneration for the day or hours of absence.
The worker shall decide on the day or hours of absence and shall
notify the employer at least one day prior to such absence.
d. The employer may exempt the employee from work during the period
of notification while but shall count such period within the worker’s
period of service. The employer shall pay the worker all his entitlements
and remuneration for the period of notification.
Article (45)
The employer shall not use the right of termination granted to him by
virtue of the previous article when the worker is enjoying one of the
leaves stipulated in this Law
Article (46)
The service of the worker shall not be terminated without any justification
or as a result of his activity in the syndicate or a claim or his legal rights
in accordance with the provisions of the law. The service of the worker
may not be terminated for reason of gender, race or religion.
Article (47)
In the event where the term of the work contract is specified and the
contract was unrightfully terminated by either party, the terminating party
shall compensate the other party for damage provided that the amount
of the compensation shall not exceed the remuneration of the worker for
the remaining period of the contract. The damage suffered by the parties
shall be determined according to trade custom, the nature of the work,
the duration of the contract and in general all considerations that may
have an effect on the damage with regard to its existence and extent.
All debts due to the other party shall be deducted from the value of the
compensation.

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Article (48)
The worker shall have the right to terminate his work contract without
notification and shall be entitled to his end of service benefit in any of the
following cases:
a. If the employer does not abide by the terms of the contract or the
provisions of the law;
b. If the worker was assaulted by or by provocation from either the
employer or his deputy;
c. If continuing work will endanger his safety and health pursuant to the
decision of the medical arbitration committee at the Ministry of Health.
d. If the employer or his deputy committed an act of cheating or fraud
with regard to work conditions upon signing the contract.
e. If the employer has accused the worker of committing a punishable
act and the final verdict acquitted him.
f. If the employer or his deputy commits an act that violates public
morals against the worker.
Article (49)
The work contract shall be terminated by the death of the worker or in
the event where the worker is proven incapable of performing his work,
or due to a sickness that uses up all the worker’s sick leave entitlements
as evidenced by a medical report approved by competent official medical
bodies.
Article (50)
The employment contract shall be deemed terminated in the following
events:
a. If a final verdict was issued declaring bankruptcy of the employer;
b. If the establishment was permanently closed;
In the event where the establishment is sold, merged with another
establishment or transferred by inheritance, donation or other legal action,
the work contract shall remain valid under the same conditions and the
obligations and rights of the original employer towards the workers shall
be transferred to the employer who has taken his place.

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Article (51)*
The worker shall be entitled to an end of service benefit as follows:
a. The worker shall be entitled to a 10 days remuneration for each of the
first five years of service and a 15 days remuneration for each year
thereafter. The total of the end of service benefit shall not exceed
one-year remuneration for employees who are paid on daily, weekly,
hourly or piecework basis.
b. The worker shall be entitled to a 15 days remuneration for each of the
first five years of service and one month remuneration for every year
thereafter. The total of the end of service benefit should not exceed
one and a half year remuneration for employees who are paid on a
monthly basis.
The worker shall be entitled to a benefit for the fraction of the year in
proportion to the period of service. Loans and credits owed by the worker
shall be deducted from the due end of services benefit.
The provisions of the Social Security Law shall be taken into consideration
in this regard. The worker shall be entitled to the end of service benefit
in full upon the end of his service with the entity he works for without
deducting the amounts borne by such entity against the worker’s
subscription to the Public Institution for Social Security during his work
term. This provision shall apply as of the effective date of the referred-to
Law No. 6 of 2010.
Article (52)
Subject to the provisions of Article 45 of this Law, the worker shall be
entitled to the entire end of service benefits stated in the preceding Article
as follows:
a. If the employer terminates the contract;
b. If the duration of the contract expired without being renewed.
c. If the contract was terminated in accordance with Articles 48, 49 and
50 of this Law.
Amended by Law No. 85 of 2017 amending certain provisions of the Law of Labour No. 6/2010 in
*
the Private Sector.
Further:
Amended by Law No. 17 of 2018 amending certain provisions of the Law of Labour No. 6/2010 in
the Private Sector.
23
d. If the female worker terminates the contract as a result of her marriage
within a year after the date of marriage.
Article (53)
The worker shall be entitled to half of the end of service benefits stipulated
in Article 51 in the event where he terminates the work contract which
has an indefinite term and the period of service reaches not less than
three years and not more than five years. In the event where the period
of service reaches five years and less than 10 years, the worker shall be
entitled to two thirds of the benefit and if the period of service exceeds 10
years, the worker shall be entitled to his entire benefit.
Article (54)
The worker who terminates his work contract shall be entitled to an end of
service certificate from the employer stating the duration of his services,
his position and the last remuneration he received. The employer shall
not have the right to include, explicitly or implicitly, any expressions that
may harm the employee or limit his employment prospects. The employer
shall return to the worker all the documents, certificates or tools delivered
to him by the employee.

Chapter Four
Work System and Conditions

Section One
The remuneration
Article (55)
The remuneration means the basic payment the worker receives or
should receive in consideration of his work in addition to all elements
stipulated in the contract or the employer by-laws.
Without prejudice to the social allowance and the children allowance
granted by virtue of Law No. 19 of the year 2000, the remuneration shall
include the payments made to the worker on periodic basis such as
bonuses, benefits, allowances, grants, endowments or cash benefits.

24
In the event where the worker’s remuneration is a share of the net
profits and the establishment did not make any profits or made little
profits in such a way that the worker’s share is not proportionate to the
work he performed, his remuneration shall be estimated based on the
remuneration determined for a similar job or according to the profession
custom or the prerequisites of fairness.
Article (56)
Remunerations are paid during the working days in the country’s currency,
as follows:
1. Workers with a monthly remuneration shall receive their remunerations
at least once a month.
2. Other workers shall receive their remunerations at least once every
two weeks.
Payment of remunerations shall not be delayed for more than seven
days after the due date thereof.

Article (57)*
The employer, who employs at least five workers in accordance with the
provisions of this Law, shall pay the workers’ entitlements to their accounts
at local financial establishments. The Public Authority for Manpower may
request a copy of transfer statements of these financial institutions.
A resolution by the Council of Ministers shall be issued based on the
proposal of the minister of Social Affairs and Labour, and Finance in order
to determine these financial institutions and the regulations relevant to
these accounts’ transactions in terms of charges, commissions and
relevant organizational procedures.
By a resolution of the Council of Ministers, some activities may be
exempted from the transfer of the remuneration of expatriate manpower
to local financial institutions.

* Amended by Law No. 32 of 2016 amending certain provisions of the Law of Labour No. 6/2010 in
the Private Sector.

25
Article (58)
The employer shall not be allowed to transfer a worker who is paid on a
monthly basis to another category of payment without a written consent
from such worker and without prejudice to the rights the worker has
acquired by working on a monthly basis.
Article (59)
a. It is not allowed to deduct more than 10 percent of the worker’s
remuneration for the payment of loans or debts due to the employer
who shall not impose any interest thereon.
b. Not more than 25% of the remuneration due to the worker may be
attached, waived or deducted for the debt of alimony or the debt
related to food, clothes or other debts including debts toward the
employer. Where the various debts compete for the aforesaid portion
of the remuneration, the alimony debt shall have priority over the
other debts.
Article (60)
The worker shall not be obliged to buy foodstuffs or commodities from
specific outlets or products produced by the employer.
Article (61)
The employer shall pay the workers’ remunerations during the closure
period, in the event where he deliberately closes the establishment to
force the workers to obey and submit to his demands. He shall also pay
the remuneration of workers throughout the complete or partial period of
closure in case such closure is due to any other reason not related to the
workers, as long as the employer wishes them to keep working for his
account.
Article (62)
The calculation of the worker’s entitlements shall be made on the basis
of the last remuneration received by the worker. In the event where the
worker is paid based on piecework, his remuneration shall be defined by
the average of the remuneration earned by him during the actual working
days in the last three months.The cash and in-kind benefits shall be
calculated by dividing the average of the amount earned by the worker
during the last 12 months by the entitlements. In the event where the
26
period of service is less than one year, the average shall be calculated
according to the period of his actual service. The worker’s remuneration
may not be reduced for any reason during the period of service.
Article (63)
The Minister shall issue a resolution every five years at the latest, in
which he shall fix the minimum remuneration depending on the nature of
the various professions and industries, taking into consideration the rate
of inflation witnessed by the country and after discussing such resolution
with the Advisory Committee for Labour Affairs and the competent
organizations.
Section Two
Working hours and weekends
Article (64)
Without prejudice to the provisions of Article (21) of this Law, it is forbidden
to allow workers to work for more than 48 hours per week or 8 hours a
day, except in such events as are specified in this Law. Working hours
during the month of Ramadan shall be equal to 36 hours per week.
However, it shall be allowed, by a ministerial resolution, to reduce
working hours in hard jobs, jobs that are harmful by nature or for severe
circumstances.
Article (65)
a. Workers shall not be required to work for more than five consecutive
hours a day without a break of a minimum of one hour that is not
included in the working hours.
The Financial, commercial and investment sectors shall be excluded
from this provision and the working hours shall be equal to eight
consecutive hours.
b. After having obtained the consent of the Minister, workers may be
required to work without a rest break for technical and urgent reasons
or in office work provided that the total daily working hours is one hour
less than the number of daily working hours specified in Article (64).

27
Article (66)
Without prejudice to Articles (21) and (64) of this Law, the employer
may, by means of a written order, have workers work overtime if the
necessity arises for the purpose of preventing a dangerous accident,
repairing damages arising from such accident, avoiding a loss or facing
an unusual work load. The overtime work should not exceed two hours
a day, a maximum of 180 hours a year, three days a week or 90 days
a year. The worker shall have the right to prove by any means that the
employer required him to perform additional works for an additional period
of time. The worker shall also be entitled to a 25 percent increase over
his original remuneration for the period of overtime. This remuneration
shall be in conformity with Article (56) of this Law. The employer shall
keep a special record for overtime work showing the dates, number of
hours worked and remunerations paid in consideration of the additional
work assigned to the worker.
Article (67)
The worker shall be entitled to a paid weekend which is equal to 24
continuous hours after every six working days. The employer may call the
worker for work during his weekend if the necessity arises. The worker
shall be entitled to at least 50 percent of his remuneration, in addition to
his original remuneration and to another day off instead of the one on
which he worked.
The preceding paragraph does not affect the calculation of the worker’s
rights including his daily remuneration and his leaves. This right is
calculated by dividing his remuneration by the actual working days
without including the weekends, although these weekends are paid.
Article (68)
The fully-paid official holidays are as follows:
a. Hegira New Year: 1 day
b. Isra’ and Mi’raj day: 1 day
c. Eid Al-Fitr: 3 days
d. Waqfat Arafat: 1 day   
e. Eid Al-Adha: 3 days

28
f. Prophet’s Birthday (Al-Mawlid Al-Nabawi): 1 day
g. National Day: 1 day
h. Liberation Day: 1 day
i. Gregorian New Year: 1 day
In the event where the worker is required to work during any of the above-
mentioned holidays, he shall be entitled to a double remuneration and an
additional day off.
Article (69)
Subject to the provisions of Article (24) of this Law, the worker shall be
entitled to the following sick leaves during the year:
- 15 days – at full pay
- 10 days – at three quarters of the pay
- 10 days – at half pay
- 10 days – at quarter pay
- 30 days without pay.
The worker shall provide a medical report from the doctor appointed
by the employer or the doctor of the government medical center. In the
event of conflict regarding the necessity of a sick leave or its duration, the
report of the government doctor shall be adopted.
Incurable diseases shall be excluded pursuant to a resolution issued by
the competent minister, in which he shall specify the types of incurable
diseases.

Section Three
Paid Annual Leaves
Article (70)*
The worker shall be entitled to a paid annual leave of at least thirty
working days. However, the worker shall not be entitled to a leave for the
first year except after at least 6 months of service for the employer.

* Amended by Law No. 85 of 2017 amending certain provisions of the Law of Labour No. 6/2010 in
the Private Sector.

29
Weekends, official holidays and sick leaves falling during the annual
leave shall not be counted as annual leave. The worker shall be entitled
to a leave for the fractions of the year in proportion with the period he
spent in work, even the first year of service.
Article (71)
The worker shall be paid for his annual leave before taking such leave.
Article (72)
The employer shall have the right to determine the date of the annual
leave and divide such leave after the first 14 days thereof, with the
consent of the worker.
The worker shall have the right to accumulate his leave entitlements
provided that they do not exceed two years and he shall be entitled to
take his accumulated leave all at once subject to the approval of the
employer. The annual leave can be accumulated for more than two years
with the consent of both parties.
Article (73)
Without prejudice to the provisions of Articles 70 and 71, the worker shall
be entitled to a cash consideration for all his accumulated annual leaves
upon the expiry of his contract.
Article (74)
Without prejudice to the provisions of Article (72), the worker shall not
waive his annual leave with or without compensation. The employer shall
have the right to recover the remuneration paid to the worker for this
leave in the event where the worker is found to have worked for another
employer during that leave.
Article (75)
The employer may grant the worker a paid academic leave to obtain a
higher degree in his work field, provided that the worker shall work for the
employer for a period of time equal to the period of the academic leave
that should not exceed 5 years. In the event where the worker violates
this condition, he shall be obliged to repay the remuneration paid to him
during the leave in proportion to the remaining period of work.

30
Article (76)
The worker who spent two continuous years working for the same
employer shall be entitled to 21 days leave with pay to perform Al-Hajj
provided that he had not performed hajj before.
Article (77)
In the event of a first and second degree relative’s death, the worker shall
be entitled to a three-day fully paid leave.
The Muslim working woman, whose husband has died, shall be entitled
to a fully paid iddat leave for four months and ten days from the date
of death. During this leave, the working woman shall not be entitled to
work for another employer. The conditions of granting this leave shall be
organized by a resolution of the Minister.
The non-Muslim working woman, whose husband has died, shall be
entitled to a paid leave of 21 days.
Article (78)
The employer shall have the right to give the worker a paid leave to
attend conferences, annual gatherings and Labour meetings.
The Minister shall issue a resolution setting forth the conditions and
regulations governing the granting of such leave.
Article (79)
The employer may grant his worker, upon his request, an unpaid leave
other than the leaves mentioned in this chapter.

Chapter four
Safety and Occupational Health
Section One
Rules of Safety and Occupational Health
Article (80)
Each employer shall maintain a file for each worker wherein shall be kept
copies of the worker’s work permit, work contract, civil ID, documents
relevant to annual leaves and sick leaves, overtime hours, work injuries
and occupational diseases, penalties imposed on the worker, end of
service date and reasons behind, copy of receipts proving that documents
he submitted to the employer such as documents, tools, certificates have
been returned to him after the end of his service.
31
Article (81)
Each employer shall keep occupational safety registers in accordance
with the forms and regulations stipulated in a resolution issued for this
purpose by the Minister.
Article (82)
The employer shall post at a conspicuous locate at the work place a list
approved by the competent Labour department stating the daily working
hours, break, weekends and official holidays.
Article (83)
The employer shall take all the safety measures to protect workers,
machines and materials used in the establishment, and occasional
visitors against work risks. The employer shall further provide safety and
occupational health aids required for this purpose as stipulated in the
resolution issued by the competent minister after considering the opinion
of competent authorities.
The worker shall not bear any costs and no amounts shall be deducted
from the worker’s remuneration in consideration for providing him with
protection means.
Article (84)
The employer shall, before the worker starts work, clarify to the latter
the risks that he may face during work and the preventive measures
that should be taken. The Minister shall issue resolutions concerning the
instructions and warnings that should be placed at conspicuous locations
at the work place, and personal safety equipment that should be provided
by the employer for the various activities.
Article (85)
The Minister shall, after seeking the opinion of competent authorities,
issue a resolution specifying the types of activities for which safety and
occupational health equipment and means should be provided for workers.
Technicians or specialists shall also be appointed to monitor observance
of safety and occupational health requirements. The resolution shall
specify the qualifications and duties of those technicians and specialists
and the training programs they shall undertake.

32
Article (86)
The employer shall take the necessary precautions to protect the worker
from health damage and occupational diseases that may arise from the
performance of the work. He shall also provide first aid treatments and
medical services.
The Minister shall, after seeking opinion of the Ministry of Health,
issue resolutions regulating the precautions and specifying the list of
occupational diseases and the industries and works that cause them,
hazardous materials and permitted levels of concentrations.
Article (87)
The worker shall take preventive measures and use the equipment in
his possession with care. He shall also abide by the safety and health
instructions designed to protect him from injuries and occupational diseases.
Article (88)
Subject to the provisions of the social security law, the employer shall
provide insurance coverage for his workers from insurance companies
against work injuries and occupational diseases.

Section Two
Work Injuries and Occupational Diseases
Article (89)
When implementing the provisions of work injury insurance according to
the Social Security Law, the said provisions shall replace the provisions set
forth in the following articles in respect of work injuries and occupational
diseases with regard to the persons covered by such insurance.
Article (90)
In the event where the worker suffers an injury in an accident that took
place by cause of or during the work or while he was on his way to work
or back from work, the employer shall immediately report the accident
upon the occurrence thereof or as soon as he becomes aware thereof,
as the case may be, to the following:

33
a. Nearest police station
b. Nearest Labour department
c. Public Institution for Social Security or the competent insurance
company providing insurance for workers against work injuries. The
worker or his representative shall also have the right to report the
incident if he is able to do so.
Article (91)
Without prejudice to the provisions of Law No. 1 of the year 1999
concerning health insurance for expatriates and the imposition of fees
against health services, the employer shall bear all costs for the treatment
of the worker who suffers work injuries or occupational diseases, at
governmental hospitals or private treatment centers, including medicine
and transportation expenses. The attending physician shall determine in
his report the period of treatment, extent of disability resulting from the
injury, and the extent of the worker’s ability to resume his work.
The worker and the employer shall have the right to object against the
medical report before the Medical Tribunal at the Ministry of Health
within a month from the date of issue of such report and by virtue of an
application submitted to the competent authority.
Article (92)
Each employer shall periodically submit to the competent ministry statistics
relevant to work injuries and occupational diseases that occurred in his
establishment.
The Minister shall issue a resolution specifying the time limits for submitting
these reports.

Article (93)
The worker who suffers a work injury or occupational disease shall
be entitled to his full remuneration throughout the period of treatment
specified by the attending physician. In the event where the treatment
period exceeds six months, the employee shall be entitled to half the
salary until he completely recovers or until he is proven disabled or dead.

34
Article (94)
The worker or the beneficiaries through him shall have the right to claim
compensation for the work injury or occupational disease in accordance
with the list issued by means of a resolution of the Minister after
considering the opinion of the Minister of Health.
Article (95)
The worker shall not be entitled to compensation in the event where the
investigation reveals that:
a. The worker has intentionally injured himself.
b. The injury was a result of a gross and deliberate misconduct by the
worker, and such misconduct shall be deemed to include any conduct
resulting from the consumption of alcohol or drugs, any violation of
the instructions designed to ensure protection against work hazards
and occupational diseases posted at a conspicuous location at the
work place except injuries that result in the death of the worker or his
suffering a permanent loss of 25% of his total body ability.
Article (96)
In the event where the worker suffers an occupational disease or shows
symptoms of occupational disease during the period of service or one
year after his resignation, he shall be subject to Articles 93, 94 and 95 of
this Law.
Article (97)
1. The medical report issued by the attending physician or by the Medical
Arbitration Panel regarding the condition of the injured worker shall
specify the liability of the former employers - each in proportion with
the period spent by the worker in his service – in the event where the
industries or the works performed by such employer result in such
disease.
2. The worker or the beneficiaries through him shall be entitled to the
compensation stipulated in Article (94) from the Public Institution for
Social Security or the insurance company, and each of these two
entities shall have the right of recourse against the former employers
in respect of their respective liability provided for in paragraph (1) of
this Article.
35
 Chapter Five
Collective Work Relation
Section One
Workers, Employers Organizations and Syndicate Right
Article (98)
The right to establish unions for employers and the right to syndicate
organization for workers is guaranteed in accordance with the provisions
of this Law. The provisions of this chapter shall apply to workers in the
private sector. They shall also apply to the workers in the public and oil
sectors to the extent that they do not conflict with the provisions of other
laws regulating their affairs.
Article (99)
Kuwaiti workers shall have the right to form syndicates to protect their
interests, improve their financial and social conditions, and represent
them in all affairs related to them. Employers shall also have the right to
form unions for the same purposes.
Article (100)
The procedures that shall be implemented for the establishment of the
organization are as follows:
1. The employees who wish to establish a syndicate or employers who
wish to establish a union shall meet in their capacity as constituent
general assembly pursuant to a notice that shall be published in at
least two daily newspapers at least two weeks before the date of
the general assembly meeting. The announcement shall state the
location, time and objectives of the meeting.
2. The general assembly shall approve of the organization’s articles of
association and may , in doing so be guided by the model by-law
issued by a resolution of the Minister.
3. The constituent assembly shall elect the board of directors in
accordance with the provisions of its articles of association.

36
Article (101)
The articles of association of the organization shall specify the
objectives and goals for which it has been established, the conditions of
membership, rights and duties of members, subscriptions to be collected
from members, and the responsibilities and powers of the ordinary
and extraordinary general assembly. The articles of association shall
also specify the number of the board of directors members, conditions
and duration of membership, the board’s responsibilities and powers,
regulations relevant to the budget, procedures for amending the articles
of association, procedure for liquidation, records and books that shall be
kept by the organization and bases of self-auditing.
Article (102)
The elected board of directors shall submit to the Ministry all papers
relevant to the establishment of the organization within fifteen days after
electionthereof. The body corporate shall be deemed to exist from the
date of issue of a resolution of the Minister approving the establishment
of the organization following the submittal of the required papers or
documents to the Minister.

The Ministry shall have the right to guide and instruct the organization
with regard to the correction of the procedures of establishment and
completion of the nece6ssary papers before its announcement. In
the event where the Ministry fails to respond within 15 days after the
submittal of the papers, the body corporate of the organization shall be
deemed to exist by the force of law.
Article (103)
Workers, employers and organizations shall, upon acquiring all
rights stated in the Chapter, abide by all applicable laws like all other
organizations. They shall also carry on their activities within the limits of
their objectives stated in the articles of association.
Article (104)
The Ministry shall guide the syndicates and employers unions
in implementing the law, keeping records and financial books
relevant to each, and remedying any shortage in data or records.
The syndicates shall not:
1. Engage in political, religious and sectarian matters.
37
2. Invest money in financial, real-estate speculations, or other forms
of speculations.
3. Accept gifts and donations without the approval of the Ministry.
Article (105)
The syndicates may open restaurants and cafeterias for the workers
at the establishment after obtaining the approval of employers and
concerned authorities.
Article (106)
Syndicates registered in accordance with the provisions of this Chapter
shall have the right to form unions to protect their common interests.
Unions registered in accordance with the provisions of this Law shall
have the right to form one general union provided that there shall not be
more than one general union for each of the workers and the employers.
The establishment of unions and the general union shall be subject to the
same regulations governing the establishment of syndicates.
Article (107)
Unions, general union and syndicates shall have the right to join Arab
and international unions of similar interests. The Ministry shall be notified
of the date of joining, and in all cases this shall not be considered a
violation of the general order or the public interest of the State.
Article (108)
Workers and employers organizations may be voluntarily dissolved by a
resolution of the general assembly in accordance with the organization’s
articles of association. The fate of the association financial assets shall be
determined after its liquidation in accordance with the resolution issued
by the general assembly in case of the voluntary dissolution.
The organization’s board of directors may be dismissed by the lodging of
a case by the Ministry before the Court of First Instance that rules for the
dismissal of the board in the event where it engages in an activity that
violates the provisions of this Law or the laws relevant to the preservation
of public order and morals. The verdict of the court may be appealed
against before the Court of Appeal within 30 days after the rendering
thereof.

38
Article (109)
Employers shall submit to workers all resolutions and by-laws related to
their rights and duties.
Article (110)
The employer may delegate one or several members of the syndicate or
union board of the directors to follow-up the affairs of the syndicate with
the employer or the competent government authorities.

Section Two
Collective Work Contract
Article (111)
The collective work contract organizes conditions and circumstances of
work between one or more syndicates or unions on the one hand and
one or more employers or the representatives thereof, on the other hand.
Article (112)
The collective work contract shall be made in writing and signed by
the worker. It shall also be submitted to the General Assembly of both
Labours and Employers organizations. The contract shall be approved
by the members of these general assemblies in accordance with the
articles of association of each organization.
Article (113)
The collective work contract shall be made for a definite period not
exceeding three years. However, in the event where both parties continue
the implementation of the contract after its expiry, it shall be considered
renewed for one additional year with the same conditions stipulated
therein, unless otherwise stipulated in the conditions of the contract.
Article (114)
In the event where any party of the collective work contract expresses its
wish not to renew after the expiry of the contract period, it shall inform the
other party and the competent Ministry in writing at least three months
prior to the expiry of the contract. In the event where the contract was
signed by multiple parties, the termination of the contract in respect of a
party shall not be deemed to constitute termination in respect of the other
parties. 39
Article (115)
1. Any condition contained in the individual or collective work contracts
and that violates the provisions of this Law shall be considered null
even if the contract was signed prior to the entry into force of this Law,
unless such condition is more beneficial to the worker.
2. Any condition or agreement signed prior or subsequent to the entry
into force of this Law whereby the worker waives any of the rights
stipulated in this Law shall be invalid. Any reconciliation or settlement
that involves a reduction or discharge of the worker’s rights arising
from the work contract made during its term or three months thereafter
shall be invalid if it conflicts with the provisions of this Law.
Article (116)
The collective work contract shall enter in effect upon its registration with
the concerned ministry and its publication in the Official Gazette.
The concerned ministry shall have the right to object to the conditions
that it deems to violate this Law. Both parties shall amend the contract
within 15 days after the receipt of the objection otherwise the application
for registration shall be considered null and void.
Article (117)
The collective work contract may be concluded at the establishment level,
the industry level or the national level. In the event where the collective
work contract is signed at the industry level, the Union of Industrial
Syndicates shall sign on behalf of the workers. If signed at the national
level, the general union of workers shall sign it on behalf of the workers.
The contract signed at industry level shall constitute an amendment to
the contract signed at the establishment level. The contract signed at
the national level shall constitute an amendment to both other contracts
within the limits of common provisions therein set forth.
Article (118)
The provisions of the collective work contract shall apply to the following:
a. Workers syndicates and unions that signed the contract and joined it
after the signing thereof;
b. Employers or employers unions that signed the contract and joined it
after the signing thereof;
40
c. Syndicates of the union that signed the contract and joined it after the
signing thereof;
d. Employers who joined the union that signed the contract and joined it
after the signing thereof.
Article (119)
The worker’s withdrawal or dismissal from the syndicate shall not affect
their being bound by the provisions of the collective work contract, in the
event where such resignation or termination occurred after the syndicate
signed or joined the contract.
Article (120)
Non-contracting workers syndicates, unions or the employers unions
may join the collective work contract after the publishing of an outline
of the said contract in Official Gazette, pursuant to the agreement of
both parties to join the contract, without the need for the approval of the
original contracting parties. Joining the collective work contract requires
the submittal of an application to the competent ministry signed by both
parties. The ministry’s approval of the application shall be published in
the Official Gazette.
Article (121)
The collective work contract signed by the syndicate of the establishment
shall apply to all workers of such establishment, regardless of their
membership in the syndicate, without prejudice to the provision of Article
(115) of this Law with regard to the conditions that are the most beneficial
to the worker. However, the contract signed between the union, the
syndicate and a specific employer shall only apply to the workers of that
specific employer.
Article (122)
Workers and employers organizations that are party to the collective work
contract shall have the right to file all cases resulting from the violation of
the contract provisions for the benefit of any member, without need for a
power of attorney from that member to do so.

41
 Section Three
Collective Work Disputes
Article (123)
Collective work disputes are the disputes that arise between one or more
employers and all his or their workers or a group thereof due relevant to
the work or the working conditions.
Article (124)
In the event of collective disputes, the involved parties shall resort to
direct negotiations between the employer or his representative and
workers or their representative. The competent ministry shall delegate a
representative to attend the negotiation as controller.
In the event where an agreement is reached among them, the agreement
shall be registered at the competent ministry within 15 days in accordance
with the regulations issued in a resolution of the Minister.
Article (125)
Either party to the dispute may submit to the competent ministry a request
to settle the dispute amicably through the Collective Work Disputes
Reconciliation Committee established by a decision of the Minister, in
the event where direct negotiation fails to lead to a solution.
The request shall be signed by the employer or his authorized
representative, or the majority of the disputing workers or their authorized
representatives.
Article (126)
The Work Disputes Reconciliation Committee shall consist of the
following:
a. Two representatives designated by the syndicate or the disputing
workers.
b. Two representatives designated by the employer or the disputing
employers.
c. The chairman of the committee and representatives from the competent
ministry appointed by the competent Minister by a resolution that shall
also specify the number of representatives of the disputing parties.
42
The Committee shall consider the opinion of any person it deems useful
for the accomplishment of its mission. In all the preceding stages, the
competent ministry can request all information necessary to settle the
dispute.
Article (127)
The Reconciliation Committee shall hear the dispute within one month
after the submittal of the application. In the event where it is able to settle
the dispute, wholly or partially, it shall register the settlement reached by
both parties in minutes of proceedings made out in three copies signed
by the attendants. The settlement shall be considered final and biding
upon both parties. In the event where the Reconciliation Committee
is unable to settle the dispute within a specific period of time, it shall
refer the dispute or the unsettled part thereof, within a week after its last
meeting, to the Arbitration Panel along with all documents.
Article (128)
The Arbitration Panel shall, in the event of collective work disputes, be
formed as follows:

a. A circuit of the Court of Appeal established annually by the general

assembly for this court;
b. A chief prosecutor delegated by the Attorney General.
c. A representative from the competent ministry appointed by the
Minister. The disputing parties or their legal representatives shall
appear before the Panel.
Article (129)
The Arbitration Panel shall hear the dispute within 20 days from the date
of submittal of the documents to the Clerks Department. Both disputing
parties shall be notified of the date of the session at least one week
earlier. The dispute shall be settled within three months after the date of
the first session.
Article (130)
The Arbitration Panel shall have all the powers of the Court of Appeal
in accordance with provisions of the law regulating the judicature and
the law of civil and commercial procedure. The verdicts rendered by
this tribunal shall be final and shall have the same effect as the verdicts
rendered by the Court of Appeal. 43
Article (131)
As an exception from Article (126) of this Law, the competent Ministry
may interfere in the event of collective dispute, if necessary, without a
request from any of the disputing parties in order to settle the dispute
amicably. The Ministry shall also have the right to refer the case to
the Reconciliation Committee or the Arbitration Panel, as it may deem
appropriate. The disputing parties shall submit all documents required
by the competent Ministry, and shall attend whenever required to do so.
Article (132)
The disputing parties shall not be allowed to suspend work, whether
entirely or partially, during direct negotiations or when the dispute is
pending before the Reconciliation Committee or the Arbitration Penal
or upon interference by the competent Ministry in accordance with the
provisions of this Chapter.

Chapter Six
Work Inspection and Penalties

Section One
Work Inspection
Article (133)
The competent employees designated by a resolution from the Minister
shall have the capacity of judicial officers to supervise the implementation
of this Law, by-laws and regulations. These employees shall perform
their task with loyalty, integrity and neutrality. They shall not divulge the
secrets of the employers that they become acquainted to due to the
nature of their work. Each employee shall before the minister make the
following oath:
“I Swear by Allah Almighty to perform my duties with loyalty, neutrality
and integrity and to keep the confidentiality of the information I become
acquainted with in the course of my work and until the end of my service”.

44
Article (134)
The employees referred to in the preceding Article shall have access to
the establishments during the official working hours in order to inspect
their records and registers and request data and information related to
workers. They shall have the right to test and take any samples of the
materials for conducting an analysis thereof. These employees shall have
the right to access areas allocated by the employer for Labour services,
and shall have the authority to use public security force in carrying out
their duties.
They shall also write violations tickets to employers and give sufficient
time to remedy their violations. They may also submit violation tickets to
the competent court in order to impose the penalty provided for by this
Law.
Article (135)
In the event where employers violate the provisions of Articles 83, 84
and 86 of this Law and the resolutions passed in execution hereof in a
manner that may threaten the environment, public health or the health
and safety of workers, the employees entrusted with the inspection may
write violation tickets and submit them to the competent Minister who shall
cooperate with the competent authority in order to issue a resolution to
entirely or partially close the work place, or suspend the use of a specific
machine or machines until the violation shall have been remedied.
Article (136)
Employees entrusted with the inspection shall have the authority to write
violation tickets to workers who work in unspecified locations. They shall
have the right to request the assistance of public authorities and cooperate
with competent authorities with regard to any goods left by said workers,
where the whereabouts of the owners thereof are not known.

Section Two
Penalties
Article (137)
Without prejudice to any more severe punishment stipulated in any other
law, a fine of not more than KD 500 shall be imposed on those who violate
the provisions of Articles 8 and 35 of this Law. In the event of repetition
of the violation within three years from the date of the final judgment, the
penalty shall be doubled. 45
Article (138) *
Without prejudice to any more severe punishment stipulated in any other
law, any person who violates the provision of the second paragraph of
Article 10 shall be punished by imprisonment for a term not exceeding
three years and a fine,in respect of each worker, not less than KD 2000
and not more than KD 10,000 or either of these punishments. In the
event where the worker joint the service of another employer in violation
of the provisions of Paragraph 2 of article 10, aforeside, such other
employer shall be penalized with the same punishment set forth in the
preceding paragraph of this article, without prejudice to the right of the
administrative body to expatriate the violating worker.
Article (139)
In the event of violation of the provisions of Article (57) of this Law, the
employer shall be subject to a fine that does not exceed the total of the
workers’ entitlements that he failed to settle, without prejudice to his duty
to settle such entitlements to workers as stipulated in Article (57).

Article (140) **
Without prejudice to any more severe punishment stipulated in any
other law, a fine of at least KD 500 and not more than KD 1,000 shall be
imposed on those who obstruct the work of the competent employees
designated by the Minister in the performance of their duties specified in
Articles 133 and 134 of this Law.
Double the fine shall apply in the event of recurrence.
Article (141)
Without prejudice to any more severe punishment stipulated in any other
law, any person who violates the remaining provisions of this Law and its
by-laws shall be punished as follows:
a. Violators shall be warned that they should remedy their violation
within a period that shall be specified by the Ministry, provided that
such period shall not exceed three months.
Amended by Law No. 32 of 2016 amending certain provisions of the Law of Labour No. 6/2010
* in the Private Sector.
* *inAmended by Law No. 32 of 2016 amending certain provisions of the Law of Labour No. 6/2010
the Private Sector.
46
b. In the event where the violator does not remedy the violation within
the specified period, he shall be subject to a fine of not less than
KD100, and not more than KD 200 for each of the workers who are
involved in the violation. In the event of repeated violation within three
years from the date of the final judgment, the punishment shall be
doubled.
Article (142) *
Any person, who violates the order of closure or suspension issued
pursuant to the provisions of Article (135), failing to remedy the violations
specified by the competent inspector, shall be subject to imprisonment
for a period of at least one month and not more than six months and a
fine of at least KD 500 and not more than KD 2,000 or either of these
penalties.
Chapter Seven
Final Provisions
Article (143)
The minister shall issue a resolution for the establishment of a Labour
Affairs Consulting Committee that consists of representatives of the
Ministry, Manpower Restructuring Body, and the State Executive Body,
employers and workers organizations and whomever deemed appropriate
by the Minister.
The committee shall give its opinion regarding any issue referred to it by
the Minister. The resolution shall also include the procedure relevant to
convening the Committee and the manner of issuing recommendations.
Article (144)
Upon denial, the lawsuits filed by the workers one year after the end of
the work contract on the basis of the provisions of this Law shall not be
heard. Denial shall be subject to the provisions of Paragraph 2 of Article
442 of the Civil Law. Lawsuits filed by workers or beneficiaries shall be
exempted from judicial fees.
However, upon the dismissal of lawsuits by the court, the court may order
the party who files the case to pay all or part of the court fees. Labour
lawsuits shall be heard as summary matters.

Amended by Law No. 32 of 2016 amending certain provisions of the Law of Labour No. 6/2010
* in the Private Sector.

47
Article (145)
As an exception from Article (1074) of the Civil Law, the rights of the
workers granted by the provisions of this Law shall have a lien over
the employer’s movable and immovable properties except his private
residence. Such amounts shall be settled after deduction of the judicial
fees, amounts due to the treasury as well as preservation and repair
expenses.
Article (146) *
Prior to filing a lawsuit, the worker or the beneficiaries through him shall
submit an application to the competent Labour Department which shall
summon the disputing parties or their representatives. In the event where
the Department is unable to settle the dispute amicably, it shall, within a
month after the submittal of the application, refer the case to the Court of
First Instance for settlement.
The referral shall be made by virtue of a memorandum that includes a
summary of the dispute, the defenses of the parties and the remarks of
the Department.
If the court discovers the employer’s making difficulties concerning the
disbursement of the worker’s entitlements, it may rule that the worker
gets compensated at 1% of the value of such entitlements for each month
of delay in the disbursement as of the date of submitting the application
referred to in the above paragraph. The adjudicated amount shall be
subject to the provision of Article 145 of this law without prejudice to the
worker’s right to claim any other compensations before the same court.
Article (147)
The Clerks Department of the Court shall, within three days after the
receipt of the request, set a session to hear the case and notify the
parties to the dispute thereof.

Amended by Law No. 32 of 2016 amending certain provisions of the Law of Labour No. 6/2010
* in the Private Sector.

48
Article (148)
The Minister shall, within six months from the date of the publishing
hereof in the Official Gazette, issue all by-laws and resolutions required
for the implementation of this Law, in consultation with the employers
and workers.
Article (149)
The Law No. 38 of the year 1964 concerning Labour in the Private Sector
is hereby cancelled. All rights granted to workers prior to this cancellation
shall remain in effect as well as all applicable resolutions that do not
conflict with the provisions of this Law until the issue of the necessary
by-laws and resolutions for its implementation.
Article (150)
The Prime Minister and ministers, each within his jurisdiction, shall
Implement this Law which shall come into force on the date of its
publication in the Official Gazette.

Amir of Kuwait
Sabah Al-Ahmad Al-Jaber Al-Sabah

Issued at Al-Seif Palace

on 26 Safar 1431 H
Corresponding to February 10, 2010 AD

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