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NewKuwaitprivatesectorlaborlawdetailed
FollowingisthefulltextoftheKuwaitLaborLawfortheprivatesectorwhichwaspassedbythe
NationalAssemblyrecently.ThelawhasstilltobeapprovedbytheKuwaitCabinetbeforeitissent
toHHtheAmirforhisendorsement.ItwillthenbepublishedintheKuwaitGazetteandonlyafter
thatitbecomeseffective.
ChapterOne
GeneralRules
Article1:intheapplicationoftherulesofthislawthefollowingtermsmean:
nMinistry:MinistryofSocialWorksandLabor
nMinister:ministerofSocialAffairsandLabor
nEmployee:anymaleorfemalewhoperformsmanualormentalworkforanemployer(underhis
managementandsupervision)againstawage
nEmployer:everynaturalorlegalpersonwhousesemployeesagainstawage
nOrganization:anyunitthatgathersemployeesoremployerswithsimilarorrelatedwork,
professionsorjobs,whichprotectstheirinterestsorrightsandrepresentstheminmattersrelatedto
theiraffairs.
Article2:rulesofthislawapplytoemployeesintheprivatesector.
Article3:rulesofthislawapplytomarineworkcontractincaseastipulationinthisrespectisnot
mentionedinthemarinecommerciallaworthestipulationinthislawismorebeneficialtothe
employee.
Article4:rulesofthislawapplytotheoilsectorincaseastipulationinthisrespectisnotmentioned
inthelaborlawforworkersattheoilsectororthestipulationinthislawismorebeneficialtothe
employee.
Article5:rulesofthislawarenotapplicabletothefollowing:
nEmployeescoveredbyotherlawsasperthestipulationstherein.
nDomesticworkersastheconcernedministerwillissueadecisionconcerningtheiraffairsin
accordancewiththerulesgoverningtheirrelationswiththeemployers.
Article6:rulesofthislawrepresentminimumlevelofemployeesrightswithoutprejudicetobetter
privilegesgrantedtoworkerscoveredbyindividualorgroupemploymentcontractsorspecial
regulationsorbylawsbeingobservedbytheemployeesoraccordingtotherulesgoverningtheir
professionorgeneralcustoms.
ChapterTwo
Employment(Using),ApprenticeshipandProfessionalTraining
SectionOne
Employment
Article7:theministershallissuedecisionstoorganizeconditionsofemployment(use)intheprivate
sectorinaccordancewiththefollowing:
nConditionsforthetransferoflaborersfromoneemployertoanother
nConditionsforemployerstoallowtheiremployeestoworkforsometimewithanotheremployer.
nStatementsthatmustbeforwardedtotheministryconcerningthegovernmentemployeeswhoare
allowedtoworkforotheremployersaftertheofficialworkhoursinthepublicsector.
nJobsandprofessionsemployeesshouldengageinunlesstheypassprofessionalexaminations
accordingtotheregulationssetbytheministryincoordinationwithotherconcernedauthorities.
Article8:everyemployershouldinformtheconcernedauthorityabouttheneedsofhisemployees.He
shouldsubmitanannualreporttotheconcernedauthorityonthetotalnumberofemployeesunder
him,usingapreparedformatinaccordancewiththerulesandregulationsspecifiedinadecision
issuedbytheministry.
Article9:thePublicAuthorityforLaborForcewithacorporatebodyandseparatebudgetshallbe
establishedunderthesupervisionoftheministerofsocialaffairsandlabor.Itwillbeinchargeofthe
authoritiesgrantedtotheministerunderthislaw,aswellastherecruitmentofexpatriateworkersas
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perthemanpowerdemandsofemployers.Alawtoregulateitwillbeissuedwithinayearfromthe
dateofworkingwiththislaw.
Article10:employersareprohibitedfromhiringforeignworkersunlesstheyobtainapermitfromthe
concernedauthority.Theministershallissueadecisionontheprocedures,documentsandfeesthat
employersshouldcomplete.Incaseofrejection,reasonsbehindthedecisionmustbespecified.
Amountofcapitalshouldbethereasonforrejectionotherwise,thedecisionisnullandvoid.
Employersarenotallowedtorecruitworkersfromoutsideorinthecountrywithoutprovidingthem
jobs.Employersmustbearthecostsfortheworkersreturntotheirhomecountries.Incasethe
workerresignstojoinanothercompany,thelattershouldbearthecostsfortheworkersreturntohis
homecountrywhentheoriginalsponsorfilesamissingreportagainsttheworker.
Article11:theministryandotherconcernedauthoritiesshouldnotengageinanyformof
discriminationorpreferentialtreatmentindealingwithemployers,concerningtheprocessingofwork
permitsortransferapplicationsregardlessofthereasonsorjustification.Forregulativepurposes,the
ministrycanstopissuanceortransferofworkpermitsforaperiodofnotmorethantwoweeksina
year,butitshouldbeapplicabletoallemployers.Anybehaviorcontrarytothisarticleisconsidered
nullandvoid.
SectionTwo:ApprenticeshipandProfessionalTraining
Article12:aprofessionalapprenticeiseverypersonaged15yearswhosignsacontractwiththe
establishmenttolearnaprofessionwithinaspecificperiodinaccordancewiththerulesand
regulationsthatheagreedupon.Unlessaspecialstipulationinthisregardismentionedinthischapter,
thespecialrulesforemployingjuvenilesmentionedinthislawareapplicabletoprofessional
apprenticeshipcontracts.
Article13:professionalapprenticeshipcontractsshouldbewrittenandissuedinthreecopies,one
eachforbothpartiesandthethirdshallbereferredtotheconcernedauthorityattheministrywithina
weekforattestation.Theprofession,trainingperiod,stagesandwageinaprogressiveformatevery
stageoflearningshouldbementionedinthecontract.Inthelaststage,theminimumwageshouldnot
belessthanthewagesetforasimilarjob.Itisnotright,underanycircumstance,tospecifythewage
basedonproductionorpiecework.
Article14:theemployercanterminatetheapprenticeshipcontractiftheapprenticefailstofulfillthe
stipulateddutiesoritisestablishedintheperiodicreportthatheisnotreadytolearnthejob.The
apprenticehasalsotherighttoterminatethecontract.Anypartythatwishestoendthecontractmust
notifytheotheronorbeforesevendays.
Article15:professionaltrainingincludesthetheoreticalandpracticalprogramstogiveworkersthe
opportunitytodeveloptheirknowledgeandskillsorundergoonthejobtrainingtoenhancetheir
abilities,raisetheirproductioncapacity,preparethemforcertainprofessionsortransferthemto
others.Trainingtakesplaceininstitutes,centersorestablishmentsforthispurpose.
Article16:Theminister,incooperationwiththeconcernedacademicandprofessionalauthorities,
shallsetupnecessaryconditionsforholdingprofessionaltrainingprogramsandspecifythetraining
period,theoreticalpracticalprogram,examinationsystem,andcertificatesgiveninthisregardandthe
statementstherein.
Thisdecisionrequirestheestablishmentofoneormoretrainingcentersfortheworkers.Companies
shouldthenprovidetrainingfortheworkersincenters,institutesorotherestablishmentsiftheyhave
notrainingcenterorinstitute.
Article17:Theestablishments,subjecttotherulesofthischapter,areobligedtopaytheworkerhis
fullwageduringthetrainingperiodeitherinoroutsidetheestablishment.
Article18:Theprofessionalapprenticeortraineeworkerisobliged,aftercompletinghistraining,to
workwiththeemployerwithinthesameperiodheunderwentapprenticeshiportrainingora
minimumof5years.Ifheviolatesthisagreement,theemployerhastherighttodemand
compensationforthetrainingexpensesortheremainingperiodhehastocompletethework,whichis
excludedfromthetrainingperiodandisnotmorethanthreemonths.
SectionThree
EmployingJuveniles
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Article19:Itisprohibitedtoemploythosebelow15yearsold.
Article20:Withthepermissionoftheministry,itisallowedtoemployjuveniles,aged15yearsand
thosewhohavenotreached18yearsunderthefollowingconditions:
nTheiremploymentshouldnotbeinfactoriesorprofessionsthataredangerousorharmfultotheir
healthaccordingtothedecisionoftheminister.
nSigningamedicalreportforthembeforejoiningtheworkandafterthatonaregularbasis,not
exceedingsixmonths.Theministershallissueadecisiontodeterminethesefactoriesandprofessions,
aswellastheproceduresandperiodsforsubmissionofthemedicalreport.
Article21:Theminimumworkhoursforjuvenilesissixhoursdaily,withaconditionnottoletthem
workformorethanfourhoursstraight,followedbyarestperiod(break)ofnotlessthananhour.Itis
prohibitedtoletthemworkovertimeorduringweeklyrestdays,officialholidaysorfrom7:00pmto
6:00am.
SectionFour
Employingwomen
Article22:Itisprohibitedtoemploywomenatnightfrom10:00pmto7:00am.Thisexcludes
hospitals,sanatoriums,otherprivatetreatmenthomesandestablishmentsforwhichtheministerof
socialaffairsandlaborwillissueadecision.Theworksiteshouldcomplywithalltheconditions
mentionedinthisarticlebyensuringthesecurityofwomenandprovidingthemwithmeansof
transportationtoandfromtheworkplace.WorkhoursduringRamadanareexcludedfromtherulesof
thisarticle.
Article23:Itisprohibitedtoemploywomeninhazardousjobsorthosethatareharmfultotheir
health.Itisalsoprohibitedtoletthemengageinjobsthatdefythemoralitycodeandexploittheir
womanhood.Theyshouldnotworkininstitutionswhichprovideservicesexclusiveformen.
Adecisiontodeterminesuchjobswillbeissuedbytheministerofsocialaffairsandlaborafter
consultingtheConsultativeCommitteeforLaborAffairsandtheconcernedorganization
Article24:Apregnantwomanwillgeta70daypaidleave,notincludedinherotherleaves,for
deliveryontheconditionthatshegivesbirthwithinthisperiod.
Aftercompletingthematernityleave,theemployercangrantaworkingwoman,basedonherrequest,
leaveofnotmorethanfourmonthswithoutpaytocareforthebaby.
Theemployershouldnotterminateaworkingwomanwhilesheisonsuchleavesorifshetooksick
leaveduetoanillnesscausedbypregnancyordeliveryasperamedicalreportissuedbyherattending
physician.
Article25:Workingwomenareentitledtoatwohourbreakduringworkhourstonursetheirbabies
inaccordancewiththeconditionsstipulatedintheministrysdecision.Theemployermustestablisha
nurseryforchildrenbelowfouryearsoldifhehasmorethan50femaleworkersornotmorethan200
men.
Article26:Aworkingwomandeservesasimilarwagegrantedtomenifsheisengagedinthesame
job.
ChapterThree
Individualworkcontract
SectionOne:WorkContractStructure
Article27:anyonewhohasreached15yearsisqualifiedtosignaworkcontractiftheperiodisnot
specified.Iftheperiodisspecified,itshouldnotexceedoneyearsohewillreach18years.
Article28:theworkcontractshouldbewrittenonpaperandcontainthedateofsigningandexecution
ofthecontract,valueofwage,periodofthecontractifitisspecified,andnatureofwork.Itshouldbe
issuedinthreecopies,oneforeachpartyandthethirdwillbekeptattheconcernedauthorityinthe
ministry.Iftheworkcontractisnotwrittenonpaper,itisconsideredexistent(correct)andthe
employerinthiscasecanexercisehisrightthroughallmeansofconfirmation.
Itisnotrighttoreducethewageoftheworkerduringthevalidityofthecontract,whetherithas
specificperiodornot.Theemployeehasnorighttoassignaworkertocarryoutanytaskthatisnot
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consistentwithnatureoftheworkstatedinthecontractorsuitabletothequalificationsandexpertise
withwhichthecontractwassigned.
Article29:contractsshallbewritteninArabicandtranslationstootherlanguagescanbeaddedtoit,
withArabicasbindingincaseofdiscrepancies.Rulesofthisarticleareapplicableonthe
correspondence,publications,bylawsandthecircularsthattheemployerissuestohisworkers.
Article30:Iftheperiodoftheworkcontractisspecified,itshouldnotexceedfiveyearsandnotless
thanayear.Thecontractcanberenewedafterthespecifiedperiodendsthroughanagreement
betweenbothparties.
Article31:iftheperiodoftheworkcontractisspecifiedandbothpartiescontinueimplementingit
aftercompletionoftheperiodwithoutrenewal,itisconsideredrenewedforasimilarperiodwiththe
sameconditions,unlessthetwopartiesagreetorenewitunderotherconditions.Inallcasesthe
renewalshouldnotaltertheemploymentprivilegesmentionedinthepreviouscontract.
SectionTwo
Obligationsandpenaltiesforemployeesandemployers
Article32:Probationperiodoftheworkershallbespecifiedintheworkcontract,butitshouldnot
exceed100workingdays.Eachpartycanendthecontractduringtheprobationperiodwithprior
notice.Iftheemployerendsthecontract,heshouldpaywagestotheworkerattheendoftheservice
inaccordancewithrulesofthislaw.Itisnotrighttorequiretheworkertobeonprobationunderthe
sameemployermorethanonce.Theministershallissueadecisiontoorganizetherulesand
regulationsatworkduringtheprobationperiod.
Article33:Iftheemployersignedacontractwithanotherasubcontractortocarryoutacertaintask
orpartofitoutsideunderoneworkcondition.Theonegiventhecontractshouldtreathisworkersand
thoseoftheoriginalemployerequallyintermsofgrantingrightsandeachofthemshouldagreein
thisregard.
Article34:Theemployer(contractor)mustcommittotheexecutionofagovernmentprojectoruse
hisemployeesinareasfarfromtheresidentialsections.Hemustprovidesuitableaccommodationto
theworkers,inadditiontomeansoftransportationforthoseresidinginfarflungareasfreeofcharge.
Incasehecannotprovideanaccommodation,heshouldgivetheemployeesaccommodation
allowance.Theministerwillspecifythefarflungareas,conditionsofsuitableaccommodationand
accommodationallowance.
Inothercaseswhentheemployerisrequiredtoprovideaccommodationforworkers,rulesofthe
decisionsstipulatedinthepreviousparagraphonconditionsofsuitableaccommodationsand
specificationofaccommodationallowanceshallbeapplicabletohim.
Article35:Theemployermusthang,inaclearplaceattheworksite,thepunishmentsbylawsthat
shouldbeenforcedontheviolatingworkers.Inthepunishmentsbylawthefollowingshouldbe
considered:
nTheviolationswhichmayoccurfromtheworkersandtheirpunishmentsshouldbespecified.
nShouldincludealistofpunishmentsforspecifiedviolations
nMorethanonepunishmentshouldnotenforcedforoneviolation.
nTheworkershouldnotbepunishedforanyacthecommittedafter15yearsofthedateoftheact
wasdetected
nTheworkershouldnotbepunishedforanacthecommittedoutsidehisworksite,exceptifithas
connectionwiththework
Article36:TheemployershouldsendthepunishmentbylawstotheMinistrybeforeimplementing
them.Theministrymustamendtheseinaccordancewithnatureoftheestablishmentornatureofthe
workaspertherulesofthislaw.
Theministrymustpresentthebylawstotheconcernedorganization,ifany.Andifthereisno
concernedorganization,thengeneralunionwillberesortedtoforobservationsandsuggestionson
thesebylaws.
Article37:Nopunishmentshouldbeenforcedtotheworkerunlessheorsheisinformedinwriting
whatheorsheisaccusedof.Theemployershouldheartheemployeesexplanationandconfirmhisor
herdefense.Theworkershouldbealsobeinformedinwritingofthepunishment,itstype,itsreasons
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andamountsappliedontheworkerandthepunishmentwhichhewillfaceincaseofdoingthesame
again.
Article38:Deductionsshouldnotapplytowagesoftheemployeeforaperiodofmorethan5daysin
amonth.Ifthepunishmentexceedsthattheaddeddeductionshouldbefromwageofthenextmonth
orthefollowingmonth.
Article39:Theworkercannotbestoppedfromworkingforaperiodofnotmorethan10daysduring
aninvestigationthattheemployerisconducting.Iftheinvestigationiscompletedandtheemployeeis
notheldliableforanyviolation,thenworkermustbepaidhisorherwagefortheperiodofstoppage.
Article40:Theemployershouldputthedeductionsfromwagesofemployeesinafundallocatedfor
useinsocial,economicandculturalfieldswhichbenefitstheworkers.Incasethecompanyis
liquidated,theexistingdeductionsinfundshouldbedistributedtotheworkerswhowereworkingat
thetimeoftheliquidation,oneperiodforeach.
SectionThree
EndofWorkContractandEndofServiceBenefit
Article41:Inobservanceoftherulesofarticle(37)ofthislaw:
nTheemployercanterminateaworkerwithoutnotification,compensationorwagesiftheworker
committedanyofthefollowingdeeds:
1Iftheworkercommittedamistakethatresultedtohugelossfortheemployer.
2Ifitisestablishedthattheworkerobtainedtheworkasresultofcheatingorfraud.
3Iftheworkerrevealssecretsoftheestablishmentwhichcausedorwouldhavecausedreallosses.
nTheemployercanfiretheworkerinoneofthefollowingcases:
1Ifheisaccusedofacrimethatrelatestohonor,trustormorality.
2Ifhecommittedanactthatbreachesgeneralmoralityattheworksite.
3Ifhecommittedassaultononeofhiscolleaguesorontheemployerorhisdeputyduringworkor
becauseofit.
4Ifhebreachedanyoftheobligationsimposedonhimwiththecontractandrulesofthislaw.
5Ifheisproventohaverepeatedlyviolatedinstructionsoftheemployer.Inthiscasethedecisionof
firingdoesnotmeandeprivingtheworkerfromendofservicebenefit.
nTheemployeewhoisfiredforoneofthesituationsmentionedinthisarticlehasrighttochallenge
thefiringdecisionattheconcernedlabordivision(court)inaccordancewiththeproceduresstatedin
thislaw.Ifitisestablished,accordingtofinalverdictthattheemployerwaswronginfiringhis
workerthelatterdeservesendofservicebenefitsandacompensationformaterialandmoraldamages
heorshesuffered.
Inallcasestheemployershouldinformtheministryofthefiringdecisionanditsreasons,andthe
ministryshouldtakechargeofinformingGovernmentRestructuringManpower
Article42:Iftheemployeestopsgoingtoworkfor7consecutivedaysor20separatedayswithina
yearwithoutacceptablereasons,theemployerhastherighttoconsiderhimlegallyretired.Inthiscase
rulesofarticle53ofthislawareapplicableintermsofworkerdeservingtheendofservicebenefits.
Article43:Iftheworkerisarrestedordetainedduetoaccusatioinsoftheemployeeforuncompleted
courtverdict,heisconsideredstoppedfromwork.Theemployerhasnorighttoendhiscontract,
exceptifheisconvictedwithacompleteverdict.
Ifaverdictisissuedacquittinghimfromtheaccusationtheemployeemustpayhiswageforthe
periodhewasstoppedwithfaircompensationtobeestimatedbythecourt.
Article44:Iftheworkcontracthasnospecifiedperiodbothpartieshavetherighttoenditafter
notifyingotherpartyandthenotificationshouldbeasfollows
nBeforecompletingthecontractwitha3monthnoticeatleastfortheworkeronamonthlywage.
nBeforecompletingthecontractwithamonthsnoticeatleastforotherworkers.Ifthepartywhoends
thecontractdidnottakeintoaccounttheperiodofthenotificationthenhemustpaytheotherparty
forthenotificationperiodequaltowageoftheworker
nItthenotificationforendingthecontractisfromtheemployer,theworkerhasrighttoabsentfull
onedayintheweekor8hoursduringtheweek,soastosearchforotherwork,andhedeservesa
wageforonedayorthehoursofabsence.Theworkershouldspecifydayorhoursofabsencewith
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conditiontonotifytheemployeraboutthatatleastinthepreviousdayoftheabsence.
nTheemployershouldrelievetheemployeeofworkduringtheperiodofnotificationandcountas
workserviceuntilsuchperiodiscompleted.
Article45:Theemployercannotuserightofendingthecontractinaccordancewiththeprevious
articlewhentheworkerisenjoyingoneoftheleavesstipulatedinthislaw
Article46:Itisprohibitedtoendserviceoftheworkerwithoutanyjustificationorbecauseof
syndicateactivityorbecauseheiswantedorenjoyinghisorherlegalrightsasperrulesoflaw.Also
itisprohibitedtoendserviceoftheworkerbecauseofgender,raceorreligion.
Article47:Iftheworkcontracthasaspecifiedperiodandoneofthepartiesendsitillegally,hemust
compensatetheotherpartyfordamages.Theamountofthecompensationshouldnotexceedthewage
oftheworkerfortheremainingperiodofthecontract.
Article48:Theworkercanterminatehisemploymentcontractwithoutnotifyingonhisendofservice
paymentsinanyofthefollowingcases:
nIftheemployerdoesnotenforcethetermsofthecontractorviolatesthelaborlaw.
nIftheemployerorhisdeputyinsultshimortheemployerencouragessuchacts.
nIfcontinuousworkputshishealthandsafetyatriskasperthedecisionofthemedicaljudgment
committeeattheMinistryofHealth.
nIfemployerorhisdeputycheatsintermsofthecontractattheinitialsignatureperiod.
nIftheemployeraccusestheworkerofcommittingmistakespunishablethroughcriminalpenalties
andcourtclearstheworker.
nIftheemployerorhisdeputycommitsunethicalorimmoralactionsagainsttheworker.
Article49:Theemploymentcontractgetsterminatediftheworkerdiesorbecomesdisabled,thereby,
preventinghimfromcarryingouthisdutiesorsicknesswhichpreventshimfromreportingbackto
work,asperamedicalreportfromtheofficialdepartment.
Article50:Theemploymentcontractendsunderthefollowingconditions:
nIfanofficialdecisionisissueddeclaringbankruptcyoftheemployer.
nPermanentclosureofthecompany.
nIfthecompanymergeswithanotherortransferredtoanotherowneroranyotherlegalmovebythe
company,theemploymentcontractremainsactiveandthenewownershouldgrantcurrentprivileges
totheworkers.
Article51:Theemployeehasrighttoreceiveendofservicepayasfollows:
nTheworkergetsindemnityequalto10dayssalaryeveryyearduringthefirstfiveyears,and15days
thefollowingyears.Totalpaymentshouldnotbemorethanoneyearsalaryforemployeeswhoget
paidondaily,weekly,hourlyorperjobbasis.
nIndemnityof15daysforthefirstfiveyears,andonemonthsalaryforthefollowingyears.Total
paymentshouldnotbemorethantheoneyearsalaryandhalfforemployeespaidonmonthlybasis.
Theworkerisentitledtobenefitsforafractionoftheyear,accordingtotheserviceperiodanditwill
bedeductedfromtheendofservicesbenefits,includingtheloansandcredits.TheSocialSecurity
Lawisconsideredinthisregard,andtheemployershouldpaythedifferencebetweentheamountdue
totheworkerfromthesocialsecurityandtheindemnity.
Article52:ReferringtoArticles45ofthislawtheworkerdeservesendofservicebenefitsmentioned
intheearlierarticlesunderthefollowingconditions:
nIftheemployerendsthecontract.
nIfaclosedcontractendswithoutbeingrenewed.
nIfthecontractendsaccordingtoArticles48,49and50ofthislaw.
nIfthefemaleworkerendsthecontractbecauseofmarriageayearafterthewedding.
Article53:TheworkerisentitledtohalfoftheendofservicepaymentionedinArticle51ifthe
workerendstheopenemploymentcontract,andhisyearsinservicearenotlessthanthreeyearsand
lessthanfiveyears.Iftheperiodofservicereachesfiveyearsandlessthan10years,theworkergets
twothirdsofthebenefitsandiftheservicereaches10yearstheworkergetsfullbenefit.
Article54:Theworkerwhoterminateshisemploymentcontracthasrighttogetendofservice
certificatefromtheemployershowinghisservices,workandlastsalaryhereceived.Theemployer
hasnorighttoincludeanyderogatoryremarksabouttheemployeeoranystatementthatlimitshis
chancesinthelabormarket.Theemployershouldreturnallthedocumentslikeacademiccertificates
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theworkersubmittedduringtherecruitmentperiod.
FourthChapter
OnSystemandWorkConditions
SectionOne:TheSalary
Article55:Salarymeansthebasicpaymenttheworkerreceivesorwhatevertheworkerreceives
againsthisservice.Thisshouldincludealltermsmentionedintheemploymentcontract,without
removingthesocialandchildrenallowancesmentionedinlawnumber19/2000includedinthesalary,
inadditiontothepaymenttheworkerreceivesperiodicallylikeallowancesandbenefits.
Iftheworkerreceiveshissharefromthereturnsofthecompanyanditincurslossesorearnsminimal
profits,thenthesalaryshouldbepaidaccordingtothemarketstandardsandprofessionofthe
employee.
Article56:salariesarepaidduringoneoftheworkingdayswiththecountryscurrency,takinginto
considerationthefollowing:
nLaborerswhoarepaidmonthlyshouldgettheirsalariesatleastonceamonth
nOtherlaborersgettheirsalariesatleastonceeverytwoweeks
Salarypaymentshouldnotbedelayeduntilaftertheseventhdayoftheduedate.
Article57:theemployerwhoappointslaborersaccordingtothislawshouldpaythelaborerssalaries
totheiraccountsinlocalfinancialestablishments.Heshouldalsosendacopyofthelistofnamesthat
aresenttotheseestablishmentstotheMinistryofSocialAffairsandLabor.
AdecisionfromtheCouncilofMinisterswillbeissuedbasedontherepresentationoftheministersof
SocialAffairsandLabor,andFinancetoidentifythesesectorsandtheregulationsconcerningdealing
withtheseaccountsintermsofexpenditures,commissionsandtheorganizationalproceduresinthis
regard.
Article58:theemployerisnotallowedtotransferanemployeewhoispaidonamonthlybasisto
anothersectionwithoutadocumentedagreementonthetransferandwithoutviolatingtherightsthe
employeehasacquiredbyworkingwithamonthlysalary.
Article59
nItisnotacceptedtodeductmorethan10percentoftheemployeessalaryasloanordebtpayment
totheemployer,andheshouldnotgetanyinterest.
nItisprohibitedtoholdbacktheduesalaryoflaborersordeductmorethan25percentofthesalary.
Thedeductionshouldbewithin25percentofthesalaryforexpenditure,food,clothingorotherloans,
includingloansobtainedfromtheemployer.Incaseofaccumulatedloans,theexpenditureloan
shouldbeprioritized.
Article60:laborersshouldnotberequiredtobuyfoodstuffsorcommoditiesfromstoresorother
productsownedbytheemployer.
Article61:theemployershouldpaythelaborerssalariesduringtheclosureperiod,ifheneedsto
closetheestablishmenttoforcethelaborerstogiveintohisdemands.Heshouldalsopaythesalary
oflaborersduringthetimetheestablishmentisclosedcompletelyorpartiallyforanyreasonthatis
notrelatedtothelaborers,aslongastheemployerwishesthemtomaintaintheirpositions.
Article62:Tocalculatethepaymentofalaborer,whatshouldbetakenintoconsiderationisthelast
duesalary.Ifthelaborergetspaidbasedonpiecework,hissalaryisdefinedbytheaverageofwhat
hehasgotduringtheactualworkingdaysinthelastthreemonths.Thematerialandfinancial
privilegesareevaluatedbydividingtheaverageofwhatthelaborerhasalreadygainedduringthelast
12monthsbythesalary.Iftheyearsofserviceattheworkplaceislessthanayear,theaverageis
calculatedaccordingtothepercentageoftheperiodhespentinservice.Thelaborerssalaryshould
notbedecreasedforanyreasonduringthetimeheisinservice.
Article63:TheMinisterhastoissueadecisionafteramaximumofeveryfiveyears,inwhichhe
determinestheminimumlimitofsalariesbasedonthenatureofprofessionsandindustries.While
doingthat,heshouldconsidertheinflationpercentagethatthecountrygoesthrough.Thisshouldbe
doneafterdiscussingtheissuewiththeAdvisoryCommitteeforLaborAffairsandtheconcerned
organizations.
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Chapter2
Workinghoursandweekends
Article64:Itisforbiddentohaveemployeesworkmorethan48hoursperweekor8hoursaday,
exceptforcasesstatedinthislaw.TheworkinghoursinthemonthofRamadanshouldbe36hours
perweek.ThisitemshouldnotconflictwithArticle21ofthislaw.
However,itisallowedtodecreasetheworkinghoursinexhaustingjobsorjobsofaharshorhealth
harmingnaturebasedonaministerialdecision.
Article65
a)Itisnotallowedtohaveemployeesworkingformorethanfiveconsecutivehourswithoutabreak
notlessthananhourthatisnotincludedintheworkinghours.
nFinancial,commercialandinvestmentsectorshaveexceptionstohaveworkersworkforeighthours
continuously.
b)AftertheapprovaloftheMinister,laborerscanworkwithoutabreakfortechnicalandemergency
reasonsinofficeworkundertheconditionthatthetotalofthedailyworkinghoursshouldbeone
hourlessthanwhatwasstatedinArticle64.
Article66:WithoutviolatingArticles21and64ofthislaw,itisallowedforthejobemployertohave
employeesworkforextratimeifthenecessityarises.Thisshouldbedonethroughwritteninstructions
forthepurposeofstoppingadangerousaccidentorrepairofdamageoravoidingadefiniteloseor
havingaunusualworkload.Theextraworkinghoursshouldnotexceedmorethantwohoursadayfir
amaximumof180hoursayear.Inaddition,itisnotacceptedforextraworktobemorethanthree
daysaweekand90daysayear.Thiswillstillbetherightoflaborerstoprovethattheywereassigned
extraworkandtheycanuseanymeanstoprovetheirright.Thelaborerhastherighttogetpaid25
percentfortheextratimehehasworked,whichshouldbemorethanhisregularpaymentatthesame
periodoftime.ThispaymentshouldbeinlinewithArticle56ofthislaw.Theemployershouldkeepa
specialrecordfortheovertimethatshowsthedates,days,hoursofovertimeandthepaymentforthe
workthelaborerwasassigned.
Article67:Theemployeehastherighttohaveapaidweekendthatis24continuoushoursaftersix
workingdays.Incaseofemergenciesatwork,theemployercancallthelaborerforworkduringhis
weekend.Thelaborershouldgetatleast50percentofhissalary,inadditiontohisregularsalary.The
laborercantakeanotherdayoffinsteadoftheoneonwhichheworked.
nThepreviousparagraphdoesnotaffecttheevaluationofthelaborersrightincludinghisdaily
paymentandoffdays.Thecalculationofhisrightisbydividinghissalarybytheactualworkingdays
withoutincludingtheweekends,althoughtheseweekendsarepaid.
Article68:paidofficialholidaysforlaborers:
a)HijriNewYear1day
b)IsraaandMierajday1day
c)EidAlFitr2days
d)StandingbyArafah1day
e)AlAdhaEid2days
f)MawlidAlNabi1day
g)NationalDay1day
h)LiberationDay1day
i)NewYear1day
nIfthenecessityarisestohavetheemployeeworkduringthepreviouslymentioneddays,heshould
getadoublesalaryplusacompensationofthisday.
nWithconsiderationofArticle24ofthislaw,thelaborerhastherighttogetthefollowingsickleaves
duringtheyear:
n15daysfullsalary
n10daysthreequartersofthesalary
n10dayshalfsalary
n10daysquarterofsalary
n30dayswithoutsalary
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Article69:Thelaborershouldprovideamedicalreportfromthedoctorattheworkplaceorthe
officialdoctoratgovernmentmedicalcenters.Incasethereisaconflictregardingtheneedtogeta
sickleaveoritsduration,thenthedoctorinthegovernmentmedicalcenterisallowedtodoso.
Asforseriousdiseases,anspecialdecisionshouldbeissuedbytheconcernedminister,inwhichhe
shouldidentifythekindofseriousdisease.
Chapter3
PaidAnnualLeave
Article70:Theemployeehasa30daypaidannualleave.However,duringthefirstyearofwork,the
employeeisnoteligibletoapplyforleaveexceptafteratleast9monthsofserviceattheworkplace.
Officialholidaysandsickleavesarenotcountedwiththeannualleave.Thelaborerdeservesleaves
onthefractionsoftheyearaccordingtotheperiodhespentattheworkplace,evenifthefirstyearis
included.
Article71:Thelaborergetspaidforhisannualleavebeforegoingonleave.
Article72:Theemployerhastherighttodeterminethetimingoftheannualleave,andhecandivide
itafterthefirst14daysofitbasedontheapprovalofthelaborer.
Moreover,thelaborerhastherighttoaccumulatehisleave,butnotmorethanhisleavefortwoyears
.Aftertheapprovaloftheemployer,hecantakehisaccumulatedleaveallatonce.Theannualleave
canbeaccumulatedformorethantwoyearswiththetwosidesapproval.
Article73:WithoutviolatingArticles70and71,theemployeehastherighttogetfinancialpayment
forallhisannualleavesthatwerenotavailedduringhisservicewhenhiscontractends.
Article74:WithoutviolatingArticle72,itisnotallowedforthelaborertogiveuphisannualleave
withorwithoutcompensation.Theemployershouldgetbackwhathepaidforthelaborerifheproved
tobeworkingwithanotheremployer.
Article75:Theemployercangranttheemployeeapaidacademicleavetoobtainahigherdegree,
undertheconditionthatheshouldworkfortheemployerforaperiodoftimethatequalstheleave
durationthatshouldnotbemorethan5years.Incasetheemployeeviolatesthiscondition,heshould
returnthepaymenthehasalreadygotduringtheacademicleave.
Article76:Thelaborerwhospenttwocontinuousyearswiththesameemployercangetapaidleave
for21daystoperformHajj,ifhedidnotperformHajjbefore.
Article77:Incaseofafirstandseconddegreerelativesdeath,theemployeehastherighttogeta
threedayleavewithfullsalary.
FortheworkingMuslimwoman,whosehusbanddies,shecantakeiddatleavewithfullsalaryfor
fourmonthsandtendaysfromthedateofdeath.Duringthisleave,sheshouldnotpracticeandwork
foranotherworkplace.Theconditionsofissuingthisleaveshouldbeorganizedbyadecisionbythe
minister.ThenonMuslimfemaleemployeewhosehusbanddiesgetsa21dayspaidleave.
Article78:Theemployercangiveapaidleavetoemployeestoattendconferencesandannual
meetings.Theministerissuesadecisionthatincludestheconditionsandregulationsregarding
grantingthisleave.
Article79:Theemployerisallowedtogranthisemployeespecialleave,otherthanmentionedinthis
chapter,withoutpay.
Chapterfour
SafetyandCareerHealth
SectionOne:Rulesonmaintainingsafetyandcareerhealth
Article80:Eachemployermustmaintainafileforeachlaborer,includingcopiesofthelaborers
workpermit,workcontract,civilID,documentsrelatedtoannualvacationandsickleaves,overtime
hours,workrelatedinjuriesanddiseases,penaltiesimposedonthelaborer,dateofendinghisduty,
reasonsforendinghisduty,andcopiesofreceiptsandotherrelateddocumentslikeemployment
certificatesthelaborerhassubmittedtotheemployerandheshouldgetthembackaftertheendofhis
duty.
Article81:Eachemployerhastokeepcareersafetyregistersinlinewithtypesandregulationsfor
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whichadecisionisissued.
Article82:Theemployerhastohanginaconspicuouslocationattheworkheadquartersabylaw
accreditedbytheconcernedlabordepartment,includingthedailyworkhours,break,weekendand
officialholidays.
Article83:Theemployerhastotakealltheprecautionaryprocedurestoprotectlaborers,machines
andsubstancesusedintheinstitution,andtheplacestheyoccasionallyvisit,inadditiontoproviding
safetyandcareerhealthsystemsrequiredinthisregardorthatforwhichadecisionisissuedbythe
concernedministerafterconsideringtheopinionofrelevantauthorities.
Article84:Theemployerhastoclarifytothelaborerbeforestartingworktheriskshemayfaceat
workinadditiontotheprecautionarymeasuresthatshouldbetaken.
Moreover,theministeristoissuedecisionsconcerninginstructionsandcautioningmarksplacedin
conspicuousareasattheworksite,besidesthetoolsofpersonalsafetywhichtheemployerhasto
provideinvariousactivities.
Article85:Theminister,afterseekingopinionofconcernedauthorities,shallissueadecisionto
specifytypesofactivitiesthatrequireprovisionofequipmentandoccupationalsafetymethodsfor
employeesinfactories.Thisisinadditiontoselectionofspecialistsortechnicianstomonitorlevelof
availabilityofhealthandsafetyequipment,whilethedecisionshallspecifycriteriaanddutiesofthose
techniciansandspecialists,inadditiontotheirtrainingprograms.
Article86:Theemployershouldtakenecessaryprecautionstoprotecttheemployeefromhealth
hazardsandoccupationaldiseases,whichcouldarisefrompracticingtheoccupation,whileheshould
providefirstaidtreatmentandmedicalservices.Theminister,afterseekingopinionoftheHealth
Ministry,shallissuedecisionstoregulateprecautions,aswellaslistofoccupationalandindustrial
diseases.
Article87:Theemployershouldimplementpreventivemeasuresandpromisetotryhisbestto
providecareandfollowhealthandsafetyinstructionstoprotecttheemployeefromanykindof
occupationaldiseasesandhazards.
Article88:Consideringprovisionsofthesocialsecuritylaw,anemployershouldinsurehis
employeeswithrelevantcompaniesagainstinjuriesandoccupationalhazards.
SectionTwo
Concerninginjuriesandoccupationalhazards
Article89:Whileapplyingprovisionsoflawconcerninglaborinjuries,accordingtothesocial
securitylaw,theinsuredpeopleshallbesubjectedtoprovisionsguidinglaborinjuriesand
occupationalhazards.
Article90:Ifanemployeeisinvolvedinanaccidentduetohiswork,whileperformingduties,onthe
waytoworkorreturningfromwork,theemployershouldreporttheincidentimmediatelyheknows
aboutit,dependingonthefollowingsituation:
nNearestpolicestationtotheoffice
nNearestlaborofficetotheoffice
PublicAuthorityforSocialsecurityortheconcernedinsurancecompany,whiletheemployerorhis
representativecanreporttheincident.
Article91:Consideringlawnumber1/1999onthehealthinsuranceofexpatriatesandrequiringthem
topaycertainfeesforthehealthservicestheyuse,theemployershouldprovidetherequiredhealth
servicestoanemployeeifhegetsinjuredduringworkinghoursorfallssickduetohisjobin
governmentorprivatehospitals,includingmedicineandtransportationexpenses.Theattending
physicianshouldsubmitareportontheperiodtheemployeerequirestreatment,extentofdisability
causedbytheinjury,andwhentheemployeecanreportbacktowork.
Boththeemployeeandemployerhavetherighttocontestthemedicalreportwithinamonthfromthe
dateofissuanceattheMedicalJudgmentCommitteeintheMinistryofHealth.
Article92:everyemployershouldprovideareportontheaccidentsatjobsitesandworkrelated
illnessesinthecompany/entitytotheMinistryofHealthperiodically.Theministerwillspecifya
periodforthesubmissionofthisreport.
Article93:anemployeewhosuffersfromaninjuryorworkrelatedillnesshasrighttodemandhis
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salaryduringthemedicationperiod,specifiedbytheattendingphysician.Ifthetreatmentperiodis
extendedforanothersixmonths,theemployeewillreceivehalfthesalaryuntilhecompletely
recovers.
Article94:theemployeeorhisbeneficiarieshasrighttodemandcompensationfortheinjuryorthe
illnessaccordingtoalistissuedbytheministerafterreceivingtherecommendationoftheMinistryof
Health.Thelistwillexplaintheillnessandinjuries,aswellasthecorrespondingcompensation.
Article95:theemployeehasnorighttoclaimcompensationiftheinvestigationresultsshowthat:
nTheemployeehasintentionallyinjuredhimself.
nTheemployeesustainedinjuriesduetohisbadbehaviorlikeconsumingalcoholordrugs,violating
safetyregulationsatwork,oriftheinjuryorillnesswascausedbyanactivityoutsidetheworkplace.
Exceptionsincludeiftheinjuryorillnessresultedindeathoftheemployeeor25percentdisability.
Article96:iftheemployeeexhibitssymptomsofworkrelatedillnessoneyearafterhisresignation,
articles93,94and95willbeapplicabletohim.
Article97:
nThemedicalreportorMedicalJudgmentCommitteedefinestheconditionoftheemployeewho
sufferedandtheresponsibilityofformeremployersintheillnessorinjurybasedontheperiodof
timetheemployeeservedeachemployerandwhetherthenatureofthejobcausedtheillnessornot.
nTheemployeeorhisbeneficiarieswillreceivethecompensationaccordingtoArticle94fromthe
PublicAuthorityforSocialSecurity(PASS)oraccreditedinsurancecompany,andthecompensation
willbedividedbasedonthefirstparagraphofthisarticle.
ChapterFive
SocialRelations
SectionOne
TheWorkersUnion,EmployersandRightsofSyndicates
Article98:righttoestablishunionsforemployersandworkersisguaranteedbythislaw,the
conditionsofwhichisapplicabletoworkersintheprivateandpublicsectors,aslongasitdoesnot
contradictotherlawsthatorganizetheiraffairs.
Article99:Kuwaitiworkershaverighttoformsyndicatesthatprotecttheirinterest,workon
improvingtheirfinancialandsocialstatus,andrepresenttheminalloperationsrelatedtothem.
Employershasalsorighttoformunionsforthesamepurposes.
Article100:Proceduresforestablishingsuchorganizationsareasfollows:
nNumberofemployeesoremployerswhoarewillingtoestablishaunionshouldmeetintheformof
ageneralassembly,whichshouldbeannouncedindailynewspapersforaminimumoftwoweeks
beforethemeetingdate.Thelocationandgoalsofthemeetingshouldbementionedinthe
announcement.
nThegeneralassemblydecidestheinternalregulationsoftheunion.Decisionoftheministerrelated
tothesubjectshouldbeusedasaguide.
nThegeneralassemblyelectstheboardofdirectorsaccordingtothetermsintheunionsinternal
regulations.
Article101:basicsystemoftheunionshouldshowtheobjectivesandgoalsforwhichtheunionhas
beenestablished,rightsanddutiesofmembers,membership,dutiesofthegeneralassemblyand
irregulargeneralassembly.Thesystemshouldshowtheconditionsofmembership,specialtiesofthe
members,budget,andtheregulationsincaseofamendingthesystem.Itmustalsoincluderegulations
incaseofdissolutionofthegeneralassemblyandwaystoclearthemoney,recordsandregistersof
theunion,whichareusedforcontrollingpurposes.
Article102:theelectedboardofdirectorsshouldbedissolvedeveryfiveyears,startingfromthe
electiondateandsubmissionofthepapersofestablishmenttotheministry.
Theofficialbodyoftheunionwillbeconsideredfromthedaytheministerissuedadecisiononits
approval,andsubmissionoftherequiredpapersordocumentstotheminister.
Theministryhastherighttoguidetheuniontowardscorrectionoftheproceduresofitsestablishment
andcompletionofthenecessarypapersbeforetheofficialdeclarationoftheunion.Iftheministry
failstorespondtothepapersoftheunionwithin15daysfromthedayofsubmission,thelawwill
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considertheunionofficial.
Article103:Theemployeesandemployersunions,afterreceivingallthebenefitsinthelaw,should
respecttherulesandregulationsinthecountryjustlikeotherorganizations,andtheyshouldpractice
theirrightsandactivitieswithintheirbordersasperthelaw.
Article104:Theministrywillguidethesyndicatesandemployersunionstowardstherightpathof
implementingthelaw,andhowtokeeptheregistersandfinancialdocumentsspecialtotheunion,in
additiontoguidingthecompletionofthedocumentationincaseofanyshortage.
Itisforbiddenfortheunionsto:
noperateinpolitical,religiousandsectariancases
nusetheirmoneyinfinancialspeculation,realestateorotherformsofspeculation
nacceptgiftsexceptafterobtainingpermissionfromtheministry
Article105:Thesyndicateispermittedtoopenrestaurantsandcafeteriasfortheworkersafter
obtainingpermissionfromthebusinessownerandtheconcernedgovernmentauthorities.
Article106:Theworkersunionscancreatejointunionsbetweenthemaccordingtothelawsof
declaredunionsandthislaw.Thegeneral/jointunionshouldbeonlyonebetweenworkersor
employers.Thegeneralunionshouldcomplywiththeregulationsgoverningtheestablishmentof
unions.
Article107:Thesyndicates,unionsandworkerspublicunionshaverighttojointheAraband
internationalunions.Theministryshouldbenotifiedaboutthisandsuchparticipationshouldnot
underminetheinterestsofthepublicandgovernment.
Article108:Theorganizationoftheworkersandemployerscanbeoptionallydisbandedthrougha
decisionfromthegeneralassembly,accordingtothesystemoftheunions.Financialassetsofthe
unionwillbefollowedaccordingtothedecisiontakenbythegeneralassemblyincaseoftheoptional
dissolutionoftheorganization.
TheboardofdirectorsoftheunioncanbedisbandediftheministryfilesacaseattheCassationCourt
thatrulesdissolutionoftheboardafteritengagesinillegalactivitiesaspertheparagraphsofthislaw
andrulesrelatedtopublicmoralsorethics.Thedecisionofthecourtcanbeappealedwithin30days
fromthedatethedecisionwasissued.
Article109:Theemployersshouldsupplyallthedecisionsrelatedtotherightsanddutiesofthe
employees.
Article110:Theemployercandelegateamemberormoreintheboardofthedirectorsatthe
syndicateortheuniontofollowtheaffairsoftheunion,incoordinationwiththebusinesssideandthe
concernedgovernmentauthorities.
SecondSection
Groupworkcontract
Article111:Thejointorgroupworkcontractorganizestheconditionsandnatureoftheworkbetween
syndicates,unions,morethantwogroups,orwithrepresentativeoftheemployersunion.
Article112:Thecontractshouldbeprintedandsignedbytheworkerandbeexhibitedtothegeneral
assembly,includingthecontractbetweensyndicates,unionsandemployersunion.Membersofthe
generalassemblyshouldapproveitaccordingtothefoundationsystemoftheunion.
Article113:Thegrouporjointcontractshouldnotexceedthreeyears,andifcontinuationisproffered
inthecontract,itisrenewableforoneyearonlywiththesameconditions,aslongasnoconditionsin
thecontractviolateit.
Article114:Ifonesidewantstoendthecontract,insteadofrenewingit,theotherpartyshouldinform
theministrythreemonthsbeforetheendofthecontract.Iftheinvolvedpartiesaremorethanone,if
oneendsthecontract,itisnotinvalidduetooneside.
Article115
nAllconditionsofthecontractarenullified,ifoneoftheconditionsoftheindividualorgroup
contractviolatesthelaw,evenifithasbeenenforcedprovidedtheconditionisnotinfavorofthe
worker.
nThecontractisnullifiediftheworkersrejectorgiveuptheirrightsinthecontractgrantedbythe
law.Ifthelawviolatestherightsoftheworker,itisnullifiedduringitsvalidity.
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Article116:Thegroup,syndicateorunioncannotfunctionuntilitsregistrationattheconcerned
ministryandpublicationindailynewspapers.Theconcernedministryhasrighttoobjectthetermsin
thecontractthatviolatesthelaw,andbothsideshave15daystoamendthecontractortheregistration
willbenullified.
Article117:Thegrouporjointcontractcanbesignedindifferentlevelsincludingindustrialor
nationalleveletc,andifthecontractissignedinindustriallevelthantheUnionfortheIndustrial
Workersshouldapproveit,andifnationalthenPublicWorkersUnion.Thecontractwillamendthose
beforeitwithsimilarspecialties.
Article118:Thetermsofthegrouporjointcontractareapplicableto:
nThesyndicatesandunionsthatsignedthecontractandwhojoinedthemafterthesigning.
nTheemployersandunionsthatjoinedthecontractafterithasbeensigned.
nThesyndicatesthatformunionswhosignedthecontractorjoineditafterthesigning.
nTheemployerswhojoinedtheemployersunionsthatsignedthecontractearlierorafterithasbeen
signed.
Article119:Iftheworkerswithdrawfromtheunionorhavebeenterminatedfromit,itwillnotaffect
theiracceptanceofthetermsofthegroupcontract,providedthewithdrawalorterminationcomes
aftertheunionsignedorjoinedthecontractlater.
Article120:Activemembersofthesyndicate,unionoremployersunionsareallowedtojointhe
groupcontractafteritspublicationindailynewspapers,basedontheagreementbetweenthetwo
sides.Itisnotnecessarytotakepermissionfromtheretiredmembers.Thosewhowanttojoinshould
submitanapplicationtotheministrysignedbybothsides.Theministrysapprovalwillbepublished
innewspapers.
Article121:Thejointcontractsignedbythesyndicateoftheentityisapplicabletoallemployees,
regardlessiftheyaremembersofthesyndicateornotandinreferencetoArticle115ofthislawthat
relatestothebenefitsoftheworkers.However,thecontractbetweenunions,syndicatesand
employersunionisnotapplicabletoallemployees,onlythoseundertheemployer.
Article122:workerssyndicatesandemployersunionsthatarepartofthegroupcontractcanfilea
lawsuit,basedontheviolationsrelatedtothecontract,infavorofitsmemberswithoutaskingtheir
authorization.
ThirdSection
Groupworkconflicts
Article123:groupworkconflictsbetweenoneormoreemployersandallemployeesorgroupof
employeesduetoworkortheconditionsatwork.
Article124:Incaseconflictsingroupwork,alltheinvolvedpartiesshouldhavedirectnegotiation
betweentheemployer/hisrepresentativeandemployees/theirrepresentative.Theconcernedministry
candelegateitsrepresentativeduringthenegotiationasanobserver.
Incaseofsettlement,theagreedtermswillberecordedattheconcernedministrywithin15daysand
accordingtotheregulationsissuedbytheminister.
Article125:anyofthenegotiatingpartiescanasktheconcernedministrytosettletheconflicts
amicablythroughtheConflictsCommitteeformedbasedonadecisionfromtheminister,ifthe
negotiationdoesnotleadtothedesiredsolution.
Therequest/applicationforamicablesettlementshouldbesignedbytheemployerorhis
representative,orthepersonappointedbyamajorityoftheworkersinvolvedintheconflict.
Article126:theConflictsCommitteeconsistsofthefollowing:
nTworepresentativeselectedbythesyndicatesorworkers.
nTworepresentativeselectedbyemployerortheworkersinvolvedintheconflict.
nChairmanofthecommitteeandtworepresentativesfromtheministrywillbeappointedbythe
concernedministerthroughadecisionthatalsodefinesthenumberofrepresentativesfromthe
conflictingparties.
Thecommitteecanconsidertheideasofanybodyitdeemsuseful,whiletheconcernedministrycan
demandinformationrelatedtotheconflictanytime.
Article127:TheConflictsCommitteeshouldcompletereviewoftheconflictinonemonthfromthe
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timetheapplicationofamicablesettlementwassubmitted.Itshouldsubmitdraftoftheagreedpoints
evenifitispartial.Theagreedpointsshouldbeacceptedbytheconcernedpartiesandthefinalreport
willbesenttotheministry.Thecommitteecanscheduleadiscussiononthepointsofconflictin
anothersession,andinfrontofthejudgmentauthorityforworkconflictswithalltherequired
documents.
Article128:judgmentauthorityforworkconflictswillbeformedasfollows:
nOneofthedepartmentsattheAppealsCourtassignedbythegeneralassemblyforthiscourt
annually
nChiefprosecutordelegatedbythePublicProsecutor
nRepresentativefromtheconcernedministryassignedbytheministerandtheconflictingsideswill
appearbeforetheauthority,inadditiontotheirlegalrepresentatives.
Article129:Thejudgmentauthorityhas20daystoreviewthecasestartingfromthedaythepapers
arriveatitsoffice.Alltheinvolvedpartiesshouldbeinformedaboutthemeetingdateoneweek
earlier.Theperiodallowedfortheauthoritytotakeafinaldecisiononthecaseisthreemonthsatthe
latest.
Article130:ThejudgmentauthorityshallbegrantedpowersequaltothatoftheAppealsCourt
accordingtothelawthatorganizesthejudiciaryandlegalproceduresrelatedtocommercialandcivil
cases,anditsdecisionswillbesimilartothatoftheAppealsCourt.
Article131:ExceptArticle126ofthislaw,iftherearegroupconflicts,theministryhasrightto
interferewithoutobtainingpermissionfromtheconflictingpartiestosettlethedisputeamicably.The
ministryhasrighttoreferthecasetothejudgmentauthorityorConflictsCommittee.Theconflicting
partiesshouldbringallnecessarydocumentsasrequested.
Article132:Itisprohibitedfortheconflictingpartiestocarryoutanytasktogetherduringthegroup
conflictandnegotiation.
ChapterSix
InspectingtheWorkandPenalties
SectionOne:oninspectingthework
Article133:Theministerappointsagroupofspecializedemployeeswhowillbegrantedtherightto
takedecisionsandrequiredtocarryouttheirdutieswithdignity.Theyshouldnotdivulgethesecrets
oftheemployersinvolvedinthegroupconflictsandeveryoneoftheseemployeeswilltakeanoathin
frontoftheminister.
Article134:Theemployeesmentionedinthefirstparagraphareallowedtoentertheestablishments
duringtheworkhourstoinspecttherecordsandregisterswhichcontaintheinformationrelatedtothe
workers.Theyhaverighttotakeanysampleforinvestigation.Theseemployeeshavetherighttoenter
theareasallocatedbytheemployerfortheserviceofworkers.Theyhavetheauthoritytousepublic
securitytocarryouttheirduties.
Theyarealsoauthorizedtoissuewarningstotheemployersandgivethemgraceperiodtocorrect
theirviolations,whichwillbetransferredtothecourttorequiretheemployertopaythe
correspondingfine.
Article135:ThespecializedemployeeshavetherighttoenforceArticles83,84and86incasethe
employerviolatespartofthislawandparagraphsofotherslawslikepollutingtheenvironmentand
publichealthorendangeringthehealthandsafetyoftheworkers.Thedecisionoftheemployeeswill
gototheconcernedministerwhohasthefinalsayonclosingdowntheshoporpartialclosure
accordingtotheexistingmechanism.
Article136:Thespecializedemployeeshavetheauthoritytoimposefinesonerringemployees,
includingthosewhoworkinunspecifiedlocations.Theyhavepowertousethesecurityauthorities
andcooperatewithothergovernmentalpartiesoverthegoodsthatworkersleftbehindandcannotbe
replacedbytheemployer.
SectionThree:onpenalties
Article137:Referringtoanyharshpunishmentstipulatedinanotherlaw,thislawimposesfineofnot
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morethanKD500onthosewhoviolateArticles8and35ofthislaw.Incaseofrepeatingthe
violationwithinthreeyears,thepenaltywillbedoubled.
Article138:Referringtoanyharshpunishmentstipulatedinanotherlaw,thislawimposesajailterm
ofnotmorethanthreeyears,andfineofnotlessthanKD1,000andnotmorethanKD5,000orone
ofthesepenaltiesonthosewhoviolatethethirdparagraphofArticle10ofthislaw.
Article139:IncaseofviolationsagainstArticle57ofthislaw,theemployerisorderedtopayfine
equaltonotmorethanthetotalworkersentitlements,whichhavebeendelayed,whilegrantingallthe
employmentprivilegestmentionedinArticle57.
Article140:Referringtoanyharshpunishmentstipulatedinanotherlaw,thislawimposesfineofnot
morethanKD1,000tothosenotmentionedinarticles133and134ofthislaw.
Article141:Referringtoanyharshpunishmentstipulatedinanotherlaw,thislawpunisheswhoever
violatesitsotherarticlesanddecisionsrelatedtothelawasfollows:
nViolatorsshouldbenotifiedontheneedtorectifytheirmistakeswithinaperiodofnotmorethan
threemonths,asspecifiedbytheministry.
nIftheviolationisnotclearedwithinthespecifiedperiod,theviolatorswillbeaskedtopayfineof
notlessthanKD100,andnotmorethanKD200foreachoftheemployees,whosufferedorwitnessed
theviolation.Incaseofrepeatingtheviolationswithinthreeyearsfromthelastviolation,thepenalty
willbedoubled.
Article142:Thepenaltywillbeimprisonmentwithinmaximumofsixmonthsandfineofnotmore
thanKD1,000oroneofthesepenalties,onthosefoundtohaveviolatedtheclosureorarrestdecision,
accordingtoArticle135,withoutclearingtheviolationsspecifiedbytheinspectors.
ChapterSeven
Theconclusionrules
Article143:Theministerissuesadecisiononformingaconsultativecommitteewhichconsistsof
representativesfromtheministry,GovernmentManpowerandRestructuringProgram,Executive
Authorityandfromunionsoftheemployersandworkersdeemedsuitablebytheministers.The
committeewillthenpresentideasontheissuesaspertheministersdemandsduringtheconsultation,
includingdecisions.
Article144:complaintsfromworkerswillnotbeacceptedayearafterthecontractexpires.According
toparagraphs2andarticle442oftheCivilLaw,thecourtcanaskthosewhofiledthecasetopaythe
correspondingcourtfees.Oneyearafterthecase,thecontractwillbeterminatedandthepetitioners
willbeaskedtopaythejudiciaryfees.
Article145:ExceptArticle1074oftheCivilLaw,therightsoftheworkerswillbeaccordingtothe
lawandtheemployees,whohavenotbeenpaid,willhaverightonthepropertyoftheemployer,
excepttheprivateresidence,afterthedeductionofthejudiciaryfeesandamounttheemployerhasto
paytothepublictreasury.
Article146:TheworkerorbeneficiariesshouldsubmitapplicationtotheLaborDepartment,asking
theotherconflictingpartyortheirrepresentativetocome.Ifthedepartmentcannotsettletheproblem
amicablywithinamonth,thenitwillbetransferredtotheCourtofFirstInstance.
Article147:Thecourtwillrenewthesessiontoreviewthecasewithinthreedaysfromthedaythe
applicationwasreceived,andtheconflictingsidesinvolved.
Article148:Theministerissuesrulesandregulationstoexecutethislawwithinsixmonthsfromthe
dayofitspublicationintheofficialnewspaper,andthroughdiscussionwiththeemployersand
workers.
Article149:Privatesectorlaborlawnumber38/1964willbecanceledandrightsoftheworkersinthe
oldlawremainsineffect,inadditiontoalldecisionsthathavebeenissued,exceptthoseviolatingthe
newlaborlaw,anduntilsimilardecisionsisbeenissuedforthenewlaw.
Article150:Theprimeministerandministers,allthoseconcernedwiththelaw,shouldexecutethe
lawanditwillbeeffectivefromthedayofitspublicationinthedailynewspaper.
ExplanatoryMemorandumtothePrivateSectorLaborLaw
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WiththediscoveryofoilinKuwaitandwhatfollowedafterthesocial,economicandsocialchanges,
newworkproceduresbegantoemerge.Itwasthennaturalforthelawmakerstoorganizethese
proceduresinaccordancewiththeirnatureandthespiritofworktocopewiththemoderncivilization,
whichprevailtheentireaspectsoflife.
Fromthispoint,ithasbecomenecessarytothinkaboutissuingtolaborlawfortheprivatesectorto
organizerelationsbetweenlaborersandemployers,asithasapositiveimpactonthenationaloutput
ononehand,andcopeswithinternationaltendenciesontheotherhand,astheypaymuchconcernto
thelaborclass.
ThefirstlawwhichorganizedlaborinKuwaitemergedin1959.Thislawwasmodifiedthrough
Amiridecreenumber43of1960andthroughlawnumber1of1960,thenitledtotheitscancellation
throughlawnumber38of1964,concerninglaborintheprivatesector.
Infact,thislawunderwentseveralmodificationsaimedatgrantingspecialmerittolaborersintheOil
Sectorthroughlawnumber43of1968,whichaddedanewchapternumber16concerningthe
recruitmentoflaborersintheoilindustry.
Lawnumber28of1969wasissuedtocancelthischaptertoreplaceitwithareportofmeritsfor
personnelinthepetroleumsector.Thislawbecamethemainlegislationwhichcontrolslabor
relations,pavingthewaytotheissuanceoflawnumber38of1964governinglaborersintheprivate
sector.However,lawnumber28of1969isalsoapplicabletothepetroleumsectorinlinewithwhat
wasmentionedinthedefinitionandverdictsissuedonthislaw.
Thelaborlawisaimedatbasicallyensuringabalancebetweenthegoodofthelaborersandprotecting
theinterestsofemployersassuchabalancehasapositiveimpactonnationaloutputingeneral.
SincemanysocialandeconomicchangeshaveemergedintheKuwaiticommunity,modificationof
theexistinglawbecamenecessary.
Inaddition,theArabandInternationalfieldshavewitnessednewdevelopments,whichcannotbe
ignored,especiallysinceKuwaitisoneofthecountriesthatimportexpatriatelaborers,therefore,it
hasbecomeurgenttoamendlawnumber38of1964toadapttothenewchanges,especiallysinceit
hasbeenineffectforseveraldecades.
Thinkingseriouslytomodifythislaw,twotendenciesemergedthefirstaimstomodifysometextsof
theexistinglawinaccordancewiththeconsequencesoftheeconomicandsocialchanges.
Thesecondaimstoissueanewlawthatmatchesthecurrentphaseandlatestdevelopments,
stipulatingtheneedtotakeintoconsideration,whilepreparingtheproposal,theimportanceofaclear
visionforthefutureandtheneedtoreplaceexpatriateworkerswithnationalpersonnel.Itisoneofthe
maingoalsthecountryneedstoachieve.
TheMinistryofSocialAffairsandLaborpreparedthedraftlaw,consideringthelaborlawsinthe
region,aswellastheinternationalandArabagreementsandmodernjuristictendenciesandjudicial
principlessettledbytheKuwaitiCourtsunderthecurrentlaw.
Inaddition,severalconsequentcommitteeshavebeenformedbytheministry,incoordinationwith
theemployersrepresentedbyKuwaitChamberofCommerceandIndustry(KCCI)andlaborers
representedbyKuwaitTradeUnionFederationtostudythelaw.
Moreover,thedraftlawhasbeendiscussedandsomeofitsarticlesweremodifiedthroughseveral
sessionsheldinthisregardtopavethewayforitsapprovalinaform,whichincludesaclearvision
forthefuture,toavoidrecurrenceofthecurrentshortageandplaceKuwaitontherightpath,among
thecountrieswithadvancedlaborlaws.Toachievethetargetwithintegrity,anagreementhasbeen
reachedtoassesstheopinionoftheconcernedgovernmentauthorities,representedbythePublic
AuthorityforHousingWelfareministriesofCommerce,Industry,Health,JusticeandOilHigher
CouncilforPlanningandDevelopment,KuwaitMunicipality,KuwaitUniversity,PublicAuthority
forSocialSecurity,PublicAuthorityforAppliedEducationandTraining,CivilServiceCommission,
andthesecretariatgeneralformanpower.
Acommitteewasformedtoaddresstheseauthoritiesandpresentahalffinalizedtextoftheproposal
toconsidertheirrecommendationsforthefinalrevision.Theseauthoritiesrespondedpositivelyas
theyprovidedthecommitteewithplausiblerecommendations,leadingtotherereadingofthearticles
ofthedraftlaw,onebyone,toparaphrasearticlesinlinewiththerecommendations,aswellasthe
creationofnewparagraphs,ifnecessary.
Aspartofitskeennesstocomplywithwhathasbeenmentionedandapprovedthroughthe
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internationalagreements,especiallythosesignedandapprovedbyKuwait,theministrysoughtthe
assistanceoftheInternationalLaborOrganization(ILO).Besides,ILOprovidestechnicalassistance
tomembercountriestorevisesomeofthetexts.
Thedraftlawincludessevenchapters.Thefirstisforgeneralrules,thesecondorganizestheruleson
usageandcareertraining,thethirddealswiththecontractofindividualwork,thefourthdealswith
thesystemandconditionsoflabor,thefifthdealswithgrouplaborrelations,thesixthdealswithlabor
inspectionandpenalties,andseventhchapterdealswiththeconcludingrules.
Theproposalincludesnewrulesongrantingmorewarranteestothetwopartsofproductionby
ensuringjusticeandstabilityonthelaborrelationssideandcomplyingwithsimilarlegislations
abroad,speciallytheinternationalandArabagreementssignedandapprovedbyKuwait.
PartTwo
Obligationsandpenaltiesforemployeesandemployers
Article32:theprobationperiodintheemploymentcontractshouldnotexceed100days,whichmeans
100workingdays.Asperlawnumber38/1964,anemployeeshouldnotbeunderprobationwiththe
sameemployermorethanonce.Theambiguityinthestatedlawhasbeenclarified,suchthatitis
possibleforanyofthepartiestoendthecontractduringtheprobationperiodandthattheemployer
shouldpayindemnityfortheperiodwithinwhichtheemployeeworksforhimifheistheone
terminatingthecontract,inlinewiththislaw.
Article33:theprovisionofthisarticleissimilartolawnumber38/1964intermsoftheneedtoensure
equalityamongemployees.Ifanemployerassignspartoftheworktoanotherpersonundersimilar
conditionswithanemployee,heshouldtreatthemequallyandtheyshouldenjoythesamerights.
Tobecontinued

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