Kuwait Labour Law

STATE OF KUWAIT
NEW PRIVATE SECTOR

LABOUR LAW NO.6 OF
2010
WITH EXPLANATORY MEMORANDUM
In Al-Kuwait Al-Yawm, The Official Gazette,
Issue No. 963 Dated 21Feb. 2010
LAW NO. 6 OF 2010

CONCERNING LABOUR IN PRI
VATE SECTOR
Law Decree No. 67 of 1980 issuing

the Civil Code duly amended by the
Law No. 15 of 1996; and
Having perused the Constitution;
Law Decree No. 64of 1987 estab

lishing a Labour Department at the
Court of First Instance; and
The Penal Code issued by the Law

No. 16 of 1960 and its amending
laws; and
Law Decree No. 23 of 1990 organiz

ing the judiciary and the amending
laws thereof; and
Law No. 38 of 1964 on Labour in

Private Sector and its amending laws;
and
Law No. 56 of 1996 issuing the In

dustrial Law; and
Law No. 28 of 1969 regarding La

bour in Oil Sector; and
Law No. 1 of 1990 regarding the

Health Insurance on Aliens and ap
plying some fees on health services;
and
The Social Security Law issued by

the Amiri Order Law No. 61 of 1976
and its amending laws; and
Law No. 19 of 2000 concerning the

Support and Encouragement of Na
tional Labour Force to work for Non
Governmental parties and its amend
ing laws; and

the Maritime Law and its amending
laws; and
the Civil & Commercial Procedure
Law and its amending laws; and
The National Assembly hereby ap

proves the following law, which we
hereby sanction and issue:
2
Article 3
The provisions of this law shall be
enforceable to the marine work con
tract in all issues which are not espe
cially stipulated in the Maritime Law;
or the text of this law shall be more
beneficial to the labourer. Article 4
enforceable to the Oil Sector in all is
sues which are not especially stipu
lated in the Oil Sector Labour Law;
or the text of this law shall be more
beneficial to the labourer. Article 5
The following workers shall be ex
cluded from the implementation of
the provisions of this law:
-Workers being subjectto the en
forcement of other laws and the pro
visions of the relevant laws.
- Domestic Workers regarding whom
a decision shall be issued by the com
petent Minister for organizing their
affairs and the rules and regulations
governing the relationship between
them and their employers.
Article 6
Without prejudice to any other better
privileges and rights prescribed for
CHAPTER I GENERAL
PROVISIONS Article 1
In the application of the provisions of
this law, the terms stated hereunder
shall have the following meanings:
1. Ministry : denotes the Ministry of
Social Affairs & Labour
2. Minister : denotes the Minister of
Social Affairs & Labour
3. Labourer: Every male or female
who does a manual or intellectual la
bour in favour of an employer, under
his management and control against a
fixed wage.
4. Employer: denotes every natural or
legal person that employs labourers
against a fixed wage.
5. Organization: denotes an organiza
tion consisting of a group of labour
ers or employers whose labours, pro
fessions or jobs are similar or related
to each other and shall care for their
interests, defend their rights and shall
also represent them in all issues related to their affairs.
. Article 2
enforceable to the private sector em
ployees.
3
other employers after the official

working hours.
4. Some occupations, professions and
works which shall be filled only after
passing the relevant professional
tests as per the rules and regulations
to be set forth by the Ministry in co
ordination with the competent authorities.
Article 8
Every employer shall advise the
Competent Authority of his labour
force requirements. Also, he shall in
form the Competent Authority annu
ally of the number of the employees
working for him. This shall be made
in the forms especially prepared for
this purpose according to the terms
and conditions regarding of which a
decision shall be issued by the Minis
ter.
Article 9
A public authority of a separate legal
personality and an independent balance sheet shall be founded and to be
named: "The Public Authority for
Labour Force" under the control of
the Minister of Social Affairs & La
bour. This Authority shall undertake
the jurisdictions prescribed for the
labourers in their individual or col

lective employment contracts or in
the special systems or the applicable
rules and regulations at the employer
or accordingto the ethics of profession or the public customs, norms
and traditions, the provisions of this
law shall represent the minimum lim
it for the labourers' rights.
CHAPTER II EMPLOYMENT,
APPRENTICE SHIP AND
VOCATIONAL TRAINING
SECTION I : EMPLOYMENT
Article 7
The competent Minister shall issue
the decisions organizing the condi
tions of employment in the Private
Sector, especially the following con
ditions:
1. Conditions for labour force trans
fer from one employer to another.
2. Conditions for allowing labourers
to work as part-timers with one em
ployer to another employer.
3. The data which the employers
shall provide to the Ministry in re
spect of the government employees
who are duly licensed to work for
4
Ministry in this law. Also the Author

ity shall recruit and employ the expa
tri<lt'=' 1abour force according to the
applications submitted by employers.
Within one year from the effective
date of this law, an organizing law
shall be issued with regard to this
Authority.
-------
------
expenses for returning the labourer to

his country.
If the worker abandons coming to his
work and worked for another em
ployer, the employer shall be obliged
to return the employer back to his
home country, upon registering an
absconding notice against the worker
by his main sponsor.
Article 10
The employer is banned to employ
foreign labour force unless they are
duly authorized by the Competent
Authority to work for him. The Min
ister shall issue a decision on the
rules, documents and fees to be
charged from the employer. In case
of refusal, the refusal decision shall
be reasonable. Furthermore, the
refusal decision shall not be relevant
to the capital amount, otherwise the
decision shall be entirely null as if it
is not issued. An employer shall not
recruit labourers from outside the
country or ap point labourers from
inside the coun try without making
them to work for him. If it is evident
that he is not ac tually in need of
those labourers, in
this case, the employer shall bear the
Article 11
Both the Ministry and the competent
authority shall be banned to exercise
any segregation or preferential treat
ment while dealing with employers
concerning the issuance of labour
permits or transfers, for instance by
issuing these permits to some em
ployers and refusing this to other em
ployers under any reasons or excus
es. The Ministry shall have the right,
for regulatory reasons, to cease the
issuance of labour permits and transfers for a maximum period of two
weeks per year. However, the Minis
try may not exclude certain employ
ers of ceasing regulations and leave
others during this period. Any act
deemed in contradiction to this provi
sion shall be entirely void.
5
SECTION II APPRENTICESHIP &

VOCATION AL TRAINING
every learning stage, provided that

the remuneration in the last stage
shall not be less than the minimum
limit prescribed for the present em
ployment contract.
In all cases, the remuneration shall
not be decided on the basis of the
production or a piece of work.
Article 12
Every person who attains 15 years
and enters into a contract with a finn
for the purpose of learning a profes
sion within a specific time period
shall be considered as a professional
apprentice, according to the tenns
and conditions to be agreed upon and
also in all that is not especially stipu
lated in this Chapter. The profession-
al apprenticeship contract shall be
subject to the provisions concerning
the juvenile employment stated in
this law.
Article 14
An employer may cancel the appren
ticeship contract if the apprentice vi
olates his assigned duties under the
contract or if it is evident from the
periodic reports prepared on him that
he is not ready to learn.
Likewise, the apprentice may also
tenninate his contract, provided that
the party who is willing to tenninate
the contract shall give notice to the
other party of this desire at least sev
en days in advance.
Article 13
The professional apprenticeship con
tract shall be made in writing and is
sued in three copies, one copy for
each contract party and the third copy
shall be given to the competent Au
thority at the Ministry within one (1)
week for authentication. The contract
shall state the profession, the tenn of
its learning, its consecutive phases
and the progressive remuneration of
Article 15
Vocational training shall mean the
theoretical and practical tools and
programs that give labourers the
chance to develop their knowledge
and skills or attend the job training
within the firm so as to enhance their
6
abilities, to improve their productivi

ty, prepare them for certain profes
sions or transfer them to others.
Training shall be organized in insti
tutes, centers or establishments that
achieve this purpose.
Article 16
The Minister, in cooperation and co
ordination with the competent educa
tional and professional institutions,
shall fix the necessary terms & con
ditions to be satisfied for holding the
vocational training programs as well
as the prescribed limits for the training period, theoretical & practical
programs and the system of examina
tion and certificates to be issued in
this respect and the information to be
written therein.
This decision shall bind one firm or
more to provide training for labour
ers in other centers or institutes if the
first firm hasn't got training centers
or institutes.
Article 17
The firms which are subject to the
provisions of this Chapter shall pay
the worker his full wages for his
training period whether inside or out
side the firm.
Article 18
The professional apprentice and la
bourer trainee shall be obliged, after
the completioof his learning or
training period, to work for the em
ployer for a similar period of his ap
prenticeship or training in a term of
not more than five years. If he is in
breach of these obligations, the em
ployer may reimburse from him the
expenses spent for his learning or
training, in proposal to the remaining
period to be spent in the work.
SECTION III EMPLOYMENT
OF JUVENILES
Article 19
Employment of those who did not at
tain 15 years of age shall be banned.
Article 20
Juvenile employment who are be
tween the age of 15 and 18 years may
be made by the permission of the
Ministry under the following condi
tions:
a) To be employed in such works and
trades other than those hazardous &
harmful to health, in respect of which
7
houses and other health institutions

regarding of which a decision shall
be issued by the Minister of Social
Affairs & Labour, on condition that
the employer shall in all the above
cases ensure the security require
ments for women in addition to the
provision of means of transport from
and to the place of work.
The official work hours during Holy
month Ramadan shall be excluded
from the above provisions.
a decision shall be issued by the Min

ister
b) To be medically checked up, be
fore the employment, and thereafter
periodically for not more than six
months. The Minister shall issue a
decision determining these works
and trades in addition to the profes
sions, procedures and dates organiz
ing the periodic medical examination.
Article 21
The juveniles maximum working
hours shall be 6 (six) hours per day,
on condition that they shall not be
made to work for more than 4 hours
continuously, which shall be fol
lowed by at least one hour rest break.
Juveniles shall not have to work ad
ditional working hours or during
weekly off days, holidays or between
7:00pm to 6:00am.
SECTION IV
ENWLOYMENTOFWOMEN
Article 22
Women shall not be employed at
night between 10:00 pm to 7:00 am,
save those who work in hospitals,
health centers, private treatment
Article 23
The employment of women in dan
gerous, hard or harmful to health
trades and works shall be prohibited.
Also women shall not be employed
in such jobs which are violating their
morals and based on the utilization of
their femininity in a manner which is
not in lirie with the public morals.
Moreover, women shall not be em
ployed in institutions which provide
service exclusively for men. The
Minister of Social Affairs & Labour,
in consultation with the Consultant
Committee for Labour Affairs, shall
issue a decision to specify these jobs
and entities.
8
ployees therein is more than 200.
Article 24
The pregnant woman shall be entitled
to a paid maternity leave of 70 (sev
enty) days which shall not be includ
ed within her other leaves, provided
that the delivery shall happen during
this perid.
The employer, after expiry of the ma
ternity leave, may give a female la
bourer upon her request a leave with
out salary for not more than four
months to take care of her child.
The employer shall not terminate the
service of a female labourer while
she is in her maternity leave or dis
continue her joining the work due to
a sickness which shall be evidenced
by a medical report that it is arising
of pregnancy or delivery.
Article 25
A female labourer shall be given two
(2) hours in order to breast feed her
child during the official working
hours, in accordance with the terms
and conditions to be determined by
the Ministry's decision. An employer
shall arrange a Day Care Center for
children below four (4) years if the
number of women in his firm is more
than fifty (50) or the number of em-
Article 26
A female labourer shall have the
right to the same salary given to the
male labourer, if she performs the
same job.
CHAPTER III INDIVIDUAL WORK
CONTRACT SECTION I
WORK CONTRACT FRAME
WORK
Article 27
Every person who attains 15 years of
age shall be entitled to sign a work
contract for an unlimited period. In
the case of limited period contract,
this period shall not exceed one year
until he attains the age of 18 years
old.
Article 28
An work contract shall be prepared in
writing and shall particularly consist
of the date of signing the contract,
the effective date, amount of wage,
contract period if it is for a limited
period and the nature of work. The
contract shall be drawn up into three
9
copies; one for each party whereas

the third copy shall be sent to the
Competent Authority at the Ministry.
If the work contract is not prepared
ill a written document, the contract
shall be deemed as prevailing and in
this case the labourer shall evidence
his rights through all evidencing
methods.
in any foreign language can be added

to it, butthe Arabic language shall
have preference in case of discrepan
cies. The provision of this article
shall be applicable to all correspon
dence, bulletins, bylaws and circulars
issued by the employer to his labour
ers.
Article 30
If the employment contract is for a
limited period, its term shall not be
more than five (5) years and not less
than one year. The contract may be
extended upon expiry by the agree
ment of both parties.
If the work contract is for a limited or

unlimited period, the labourer wage
shall not be reduced during the valid
ity of the contract. Any agreement
signed before the validity of the con
tract or subsequent thereto shall be
deemed absolutely void as it is relat
ed to the public order.
Also an employer may not assign the
labourer to perform a work which is
not in line with the nature of the work
stated in the contract or not
compliant with the qualifications and
experiences of the labourer on the ba
sis of which the contract is signed
with him.
Article 31
If the work contract is for a limited
period and both parties continue to
implement it after the expiry of its
term without extension, it shall be au
tomatically renewable for similar pe
riods under the same conditions con
tained therein, unless the two parties
agree to renew it under other condi
tions. In all cases, the renewal shall
not affect the labourer's accrued dues
arising from the previous contract.
Article 29
All contracts shall be made in Arabic
language and the translation of which
10
SECTION II
in all their rights and dues. The two
OBLIGATIONS OF LABOURER &
employers shall jointly work_together
EMPLOYER
in this respect.
REGULATIONS AND PENALTIES
Article 32
Article 34
The employer who signs a contract
The labourer probation period shall be
for the implementation of a govern
specified in the work contract pro
ment project or employs his labourvided that it shall not exceed hundred
ers in remote areas, he shall provide a
working days. Either party may ter
suitable accommodation and means
minate the contract during the proba
tion period without notice. If the ter
of transport for his labourers free of
charge. In the event of not providing
mination is made by the employer, he
them an accommodation, he shall
shall pay the labourer his terminal
give them a suitable housing allow
service indemnity for his employ
ance. Remote areas and suitable ac
ment period according to the provi
commodation conditions as well as
sions of this law.
the housing allowance shall be deter
A labourer may not be employed unmined by a decision from the Minis
der the probation period with the
ter.
same employer for more than once.
In all other cases in which the em
The Minister shall issue a decision
ployer shall be obliged to provide an
organizing the rules and regulations
accommodation for his labourers, he
of the work during the probation peshall be subject to the provisions of
riod.
the decision provided for in the pre
Article 33
vious paragraph regarding the condi
If the employer subcontracts work or
tions of the suitable accommodation
any part the work to another employ
and fixing the housing allowance.
er under the same work conditions,
the employer to whom the work is as
Article 35
signed shall treat his labourers and
The employer shall fix in an open
those of the main employer equally
II
place at the work center the rules and

regulations of penalties applicable to
the violating workers, provide that the
rules and regulations shall ob serve
the following:
a) The regulations shall specify the
contraventions which may be com
mitted by workers.
b) They shall include progress penal
ties for contraventions.
c) No more than open punishment
shall be imposed on one single con
travention.
d) No Penalty shall be imposed on a
labourer for an act committed outside
the place of work unless it is related
to the work.
e) A labourer shall not be punished
for any act committed after the ex
piry of fifteen (15) days from the
date of its proof.
Article 36
The employer shall approve the pen
alties rules & regulation, before its
application, by the Ministry. The
Ministry may amend these regula
tions according to the nature of the
firm activity or work conditions in
such a way which is in line with the
provisions of this law. The Ministry
shall present these regulations to the

competent organization, if any. If
there is no competent organization,
then the regulations shall be referred
to the General Union in order to give
its remarks and proposals on these
regulations.
Article 37
The labourer shall not be punished
unless he is informed in writing of
the contravention committed by him
and after hearing his testimony, re
ceiving his pleading and proving the
same in the minutes to be lodged in
the labourer's file. The labourer shall
be notified in writing of the penalties
imposed on him, their type, extent,
reasons for imposition and the pun
ishment which he may exposed to if
he repeated the same act.
Article 38
No deduction may be executed from
the worker's wage for a period of
more than five days monthly. If the
penalty exceeded this limit, the extra
amount shall be reduced from the sal
ary of next month or months.
Article 39
The labourer may be prevented to
continue his work for the interest of
12
the investigation conducted by the

employer or his representative for a
period not exceeding ten days. If the
investigation with the labourer has
concluded that he is not responsible
for the relevant act, he shall be paid
his salary for the period of suspension.
SECTION III
EXPIRY OF EMPLOYMENT CON
TRACT&
TERMINAL SERVICE INDEMNI
TY
Article 41
Without prejudice to the provisions
of Article (37) of this law:
a) The employer may terminate
the labourer's service without notice,
indemnity or remuneration if the la
bourer commits one of the following
acts:1. If the labourer commits a fault that
resulted in a gross loss to the employ
er.
2. If it is evident that the labourer has
used any fraudulent act or cheating to
obtain the work.
3. If the labourer discloses any se
crets related to the firm he works for
which caused or could have caused
certain losses to it.
b) The employer may terminate
the labourer in one of the following
cases:
1. If the labourer has been convicted
of a crime affecting honor, honesty
or morality.
2. If he commits an act against the
Article 40
The employer shall deposit the de
ducted amounts from the labuorer
wage of in a fund to be allocated for
social, economic and cultural activi
ties for the benefit of the labourers.
The deduction penalties imposed on
the labourers shall be registered in a
special record showing the labourer
name, amount of deduction and the
cause of its application. In the event
of dissolution of the firm, the deduc
tion proceeds in the fund shall be distributed among the existing workers at
the time of dissolution in propor
tional to the service term of each. The
Minister shall issue a decision
on the rules and regulations organiz
ing the above fund and the distribu
tion method.
13
public morals in the place of work.

3. If he commits any assaults upon a
fellow worker, the employer or his
representative during work or be
cause of work.
4. If he commits a breach of, or fails
to carryout any of the obligations im
posed on him under the terms of the
relevant contract and the provisions
ofthis law.
5. If he repeatedly disobeys the in
structions of the employer.
In all these cases, the termination de
cision shall not result in depriving the
labourer of his terminal service
indemnity.
c) The terminated worker for any
of the above cases in this Article shall
have the right to appeal the ter
mination decision before the compe
tent Labour Circuit according to the
procedures stipulated in this law. If it
is evident by virtue of a final court
judgment that the employer has ter
minated the labourer in an arbitrary
way, the latter shall be entitled to a
terminal service indemnity and com
pensation for the material and moral
damages incurred by him.
In all cases, the employer shall in-
form the Ministry by the termination

decision and its causes. The Ministry
shall advise the Labour Force Re
structuring Program according!y.
Article 42
If a labourer discontinues work without an acceptable reason for seven
consecutive days or twenty interrupt
ed days within one year, the employ
er may deem him resigned legally. In
this case, the provisions of Article
(53) of this law shall be applicable on
the labourer's eligibility to terminal
service indemnity.
Article 43
If a labourer is imprisoned due to a
charge by the employer, under a pre
ventive imprisonment or in execution
to a non-final court judgment, he
shall be considered as suspended
from the work but the employer shall
not terminate his employment con
tract unless he is convicted by virtue
of a final court judgment.
If a judgment is issued on his inno
cence from the charge(s) attributed to
him by the employer, the employer
14
shall be obliged to pay him his wage

for the period of suspension along
with indemnifying him in a fair com
pensation to be decided by the court.
Article 44
If the contract is made for an unlimit
ed period, either of the two parties
may terminate it after giving notice
to the other in writing; and the notice
shall be made in the following man
ner:
a) At least three months prior to the
termination of the contract, in the
event of monthly salary labourer.
b) At least one month prior to termi
nation of contract, in case of other la
bourers. If the party who terminated
the contract does not observe thno
tice period, he shall be obliged to pay
the other party a notice period
amount equal to the labourer's salary
for the same period.
c) If the termination notice is made by
the employer, the labourer shall have
the right to be absent from work for
one full day within a week or
eight (8) hours during the week in or
der to search for another job along
with his entitlement to his wage for
the absent day or hours.

The labourer shall have the right to fix
the absent day and hours provided that
he shall inform the employer at least
in the day preceding his ab sence.
d) The employer may terminate the
labourer during the notice period
along with calculating the labourer
service term continuously until the
expiry of that period, together with
the effects arising thereof particularly
the labourer's entitlement to his wage
for the notice period.
Article 45
The employer may not use his right to
terminate the contract under the
previous Article while the labourer
enjoys one of his leaves provided for
in this law.
Article 46
The service of the labourer shall not
be terminated without reason or due
to his trade union activity or as are
sult of claiming for or enjoyment of
his legitimate rights according to the
provisions of the law. Also, a labour
er service shall not be terminated by
reason of his sex, origin or religion.
IS
Article 47
If the work contract is for a limited
period and either party terminates it
without having any right to do so, he
shall then be obliged to compensate
the other party for the damage incurred by him, provided that the
compensation amount shall not ex
ceed what is equal to the labourer's
wage for the remaining period of the
contract.
While fixing the damage extent with
regard to the two contracting parties,
the prevailing customs, work nature,
contract term, and generally all other
considerations whichmay affect the
damage in terms of its existence and
extent. Any debts which may be due
for the other party shall be deducted
from the compensation amount.
Article 48
A labourer shall have the right toter
minate the work contract without no
tice together with his entitlement to
the terminal service indemnity in any
of the following cases:
a) If the employer does not abide by
the provisions of the contract and the
law.
b) If an assault is committed against
him by the employer or whoever rep

resents him or by instigation or in
citement by either of them.
c) If his continuation of doing the
work will threaten his safety or
health by a decision by the Medical
Arbitration Committee at the Ministry of Health.
d) If the employer or his representa
tive has introduced any act of cheat
ing or fraud at the time of contracting
in relation to the contract conditions.
e) If the employer charges the labour
er of committing a criminal act and a
final judgment is issued and declared
his innocence.
f) If the employer or whoever repre
sents him has committed an act that
violate the morals against the labour
er.
Article 49
The employment contract shall expire by the death of the labourer or if
it is evident that he is unable or dis
able to perform his duty or by reason
of such a sickness that consumed his
sick leave, by a certified certificate
from the competent official medical
authorities.
16
Article 50
The work contract shall expire in the
following cases:
a) Issuance of a final court judgment
that declares the bankruptcy of the
employer.
b) The final closure of the firm.
However, if the firm is sold or merged
in another firm or if it is transferred
by the means of inheri tance,
donation or any other legal ac tion,
the work contract shall be effec tive
on the successors under the same
conditions mentioned therein. The
rights and obligations of the previous
employer towards the labourers shall
be transferred to the employer who
replaces him.
Article 51
The labourer shall have the right to
the terminal service indemnity as per
the following manner:
a) A ten days wage, for every one
year of service of the first five years
and fifteen (15) days wage for every
one year of service for the following
years, provided that the total indemnity shall not exceed a year wage,
with regard to the labourers who re
ceive their wages per day, week,
piece or per hour.

b) A fifteen-day-wage for every one
year of service of the first five years,
and one month salary for very year of
the following years, provided that the
total indemnity shall not ex ceed one
and a half year wage, with regard to
monthly paid labourers.
A labourer shall be entitled to the ter
minal service indemnity for any part
of the year in proportion to the period
of service he spent in the work. The
amount of any debts or loans which
may be due from the labourer shall
be deducted from the terminal service indemnity
In this connection, the provisions of
the Social Security Law shall be ap
plicable, provided that the employer
shall be obliged to pay the net differ
ence between the amounts he affords
against the labourer's subscription in
the Social Security and the due
amounts for the labourer against the
terminal service indemnity.
Article 52
Without prejudice to the provisions of
Article (45) of this law, the labour er
shall be entitled to the terminal
17
service indemnity, as stipulated in the

previous Article, in full in the fol
lowing cases:
a) If the contract is terminated by the
employer.
b) Upon the expiry of the term of the
limited contract period without being
renewed.
c) If the contract is terminated ac
cording to the provisions of Articles
(48, 49, 50) of this law.
d) If the female labourer terminates
the contract from her part due to her
marriage within one year from the
date of such marriage.
Article 53
receive half the terminal service in
demnity, as stipulated in Article (51),
if he terminates the unlimited period
contract from his own part, and the
term of his service is not less than
three (3) years and did not complete
five (5) years. If the period of his service has reached five (5) years and
did not complete ten (10) years, then
he shall be entitled to two-thirds of
the indemnity. If the term of hisser
, vice has reached ten (10) years, he
shall then be entitled to the full in

demnity.
Article 54
The labourer whose work contract has
expired shall obtain from the em
ployer a service termination certifi
cate which consists of a statement of
his period of service, profession and
the last salary he obtained. This cer
tificate shall not include any expressions which may harm the labourer
or it may be issued in such a form that
may reduce the chances of work
before him, whether explicitly or im
plicitly. The employer shall return to
the labourer any documents or certificates which may be submitted by
him.
CHAPTER IV
LABOUR SYSTEM & CONDI
TIONS
SECTION I : WAGES
Article 55
The word wage denotes the basic sal
ary received or should be received by
18
the worker against or because of his

work in addition to all the elements
stipulated in the contract or employer's rules & regulations.
Without prejudice to the social allow
ance and children allowance pre
scribed according to the above mentioned Law No. (19) of 2000, the
allowances, remunerations, commis
sions, grants, donations or cash privi
leges received by the labourer periodically shall be included within the
calculation of the wage.
If a labourer wage is determined as a
share of the net profit and the firm
did not realize profit or realized little
profit so that the labourer's share be
comes not consistent with the work
performed by him, then his wage
shall be estimated on the basis of a
similar wage or according to the pre
vailing traditions in this profession or
for justice requirements.
their salaries at least once a month.

b) Other workers shall be paid their
salaries at least once every two
weeks.
The payment of salaries shall not be
delayed after the seventh day of the
due date.
Article 57
The employer who have labourers
work for him according to the provi
sions of this law shall deposit their
salaries in their relevant accounts
opened with local financial institu
tions. A copy of the statements sent
to those institutions in this regard
shall be forwarded to the Ministry of
Social Affairs & Labour. A decision
shall be issued by the Council of
Ministers, according to the proposal
of the Minister of Social Affairs &
Labour and the Minister of Finance,
which shall determine those institu
tions and the rules for dealing with
these accounts in terms of the ex
penses, commissions and organizing
rules & regulations in this regard.
Article 56
Wages shall be paid on a working
day in the legal currency in circula
tion together with observing the fol
lowing:
a) Monthly rate workers shall be paid
Article 58
The employer shall not transfer a la19
bourer who works in a monthly sala

ry to another class without securing
the labourer's written consent and
. without prejudice to the rights ob
tained by the labourer during his
. work under the monthly salary.
Article 61
The employer shall undertake to.pay
the salaries of his labourers during
the closure period if he intentionally
closes the firm in order to force the
labourers to submit or surrender to
his demands. Also, he shall be
obliged to pay the salaries of his la
bourers for the entire period during
which the firm is closed, whether totally or partially, for any other reason
which the workers have no hand in it,
since the employer would like them
to continue to work with him.
Article 59
a) No more than 10% of a worker's
wage may be deducted for the settle
ment of any debts or loans which
may be due for the employer; and the
employer shall not receive any inter
est on such entitlements.
b) The retention of the wage accrued
by the labourer or deduction of any
part from this wage may not be
made, save within the limits of 25%
for settling a debt of alimony, food,
clothes and other debts, including the
employer's debts. In the event of co
incidence, alimony debt shall have
preference over any other debts.
Article 62
When calculating the labourer dues,
the last salary paid to him shall be
considered. If a labourer receives a
salary on the basis of piece work, the
relevant estimate shall be made on
the average wage duly paid to him
for the actual working hours during
the last three months.
The assessment of cash and in kind
incentives shall be made by dividing
the average of what is received by
the labourer from the salary during
the last twelve months into the enti
tlement. If the term of his service is
Article 60
The labourers shall not be obliged to
buy any foodstuff or commodities
from certain shops or to buy from the
employer's products.
20
less than one year, the average shall

be computed in accordance with the
percentage period spent in the ser
vice. A labourer's wage shall not be
reduced during the course of his
work for any reason whatsoever.
Article 63
The Minister shall issue a decision
within a period of not later than eve
ry five years in which he shall fix the
minimum wages according to the nature of profession and trade, taking
into account the inflation rates wit
nessed by the country, after consulta
tion with the Consultant Committee
for Labour & Organization Affairs.
SECTION II
WORK HOURS & WEEKLY OFF
DAYS
Article 64
Article (21) of this law, the labourer
shall not be made to work for
more than 8 hours a day or 48 hours
a week, save the cases provided for
herein. Working hours during the
holy month of Ramadan shall be 36
hours a week.
The working hours of hard labour,
health harmful labour and hazard la-
bour or for hard conditions may be

reduced by virtue of a decision to be
issued by the Minister.
Article 65
a) The labourer shall not be made to
work for more than five continuous
hours per day without being followed
a break period of not less than one
hour. Break hours shall not be calcu
lated within the working hours.
The banking, financial and invest
ment sector shall be exempted from
this provision and the working hours
shall be eight continuous hours.
b) Upon the approval of the Minister,
labourers may be made to work with
out any break for technical or emer
gency reasons or in office works,
provided that the total worked hours
per day shall be, according to the
provision of the above Article 64, at
least one hour less.
Article 66
Articles (21) & (64) of this law, a
labourer may be made to work over
time hours under a written order issued by the employer if that is neces21
sary for preventing the occurrence of

a dangerous accident or for the repair
of any breakdowns arising thereof or
for avoiding a certain loss or meeting
such works more than the daily re
quired work. The additional working
hours shall not be more than two
hours per day and in a maximum
number of one hundred eighty (180)
hours per year. Also the additional
work periods shall not exceed three
days a week and ninety days per
year. Furthermore, this shall not pre
vent the labourer's right to evidence
his being entrusted by the employer
to perform an additional work
through all methods of proof, or the
labourer's right to obtain a wage
against the overtime hours in a rate
which is more than his ordinary rate
in a similar period by 25%. When
calculating this wage, the provisions
of Article (56) of this law shall be ap
plicable. The employer shall keep a
special record for the overtime work
hours indicating the dates of relevant
days, number of overtime hours and
the respective wages for the addi
tional work which he assigned to the
labourer.
Article 67
one fully paid weekly off day which
shall be fixed by _24 continuous hours
after every six worked days. An em
ployer, when necessary, may make a
labourer to work during his weekly
off day if the work conditions so re
quires. The labourer shall receive at
least 50% of his salary in addition to
the original salary. Also he shall be
compensated another day for his off
day.
The provision of the previous para:
graph shall not affect the calculation
of the labourer's dues including his
daily wage and leaves where these
dues shall be calculated by dividing
his salary into the number of the ac
tual working days without calculat
ing therein his weekly off days, al
though the off days are paid days.
Article 68
The official holidays granted to a la
bourer with full pay are:
a) Hijiri New Year Day
-One day
b) Ascension (Isra & Miraj)
Day
-One day
c) Eid Al Fitr (Lesser Bairam)
22
-Three days
d) Waqfat Arafat
-One day
Day
e) Eid Al Adha (Greater Bai-Three days
ram)
f) Prophet Birthday
One day
g) National Day (25th February)
-One day
h) Liberation Day (26th February)
-One day
i) New Gregorian Year
One day
If the work circumstances require
keeping any labourer in work on any
of the official holidays, he shall be
paid a double wage together with an
alternative compensation day.
Article 69
Without prejudice to the provision of
Article 24 herein, the labourer shall
have the right to the following sick
leaves during the year:
- 15 days - with full wage
- 10 days - with three quarter wage
- 10 days- with half wage
- 10 days - with quarter wage
- 30 days - without wage
The sickness which needs a sick leave
, shall be evidenced by a certificate
from the physician to be determined by

the employer or the doctor who is incharge of a government health center. In the event of any conflict re
garding the entitlement to the sick
leave or its term, then the medical
doctor certificate shall be approved.
In relation to the serious diseases
which are difficult to cure, then such
diseases shall be excluded by a deci
sion from the competent Minister in
which he shall specify the type of
such diseases.
SECTION III
PAID ANNUAL LEAVES
Article 70
The labourer shall have the right to a
paid annual leave of thirty days.
However, a labourer shall be entitled
to a leave for the first year only after
the completion of at least nine months
in the service of his employ er.
Official holidays and sick leave days
penetrating the leave shall not be
counted in the annual leave. The
labourer shall have the right to leave
for the fractions of the year in pro
portional to the period spent in work,
even if during the first year of ser
VlCe.
23
Article 71
The labourer shall have the right to be
paid his due salary for the annual
leave in advance before obtaining his
leave.
Article 72
The employer shall have the right to
determine the annual leave date, and
may grant it partially upon securing
the consent of the labourer after the
expiry of the first fourteen days
thereof.
accumulate his leaves on condition
thafthey shall not exceed the leaves
of two years. Also, the labourer may
obtain the leave in one time upon the
approval of the employer. Moreover,
annual leaves may be accumulated
by the mutual agreement of both par
ties for more than two years.
Article 74
the above Article 72, the labourer
shall not have the right to assign his
annual leave, with or without com
pensation. The employer shall have
the right to reimburse from the la
bourer any salary paid by him against
the leave if it is proven that he is
working during his leave with an
other employer.
Article 75
The employer may give the labourer
a paid leave for education in order to
obtain a higher qualification in the
field of his work, provided that the
labourer shall be obliged to work for
the employer a period equal to the
education leave period which shall
not exceed five (5) years period. If
the labourer is in breach of this con
dition, he shall be obliged to reim
burse the salaries received by him
during the leave period in proportion
to the remaining period to be spent
by thlabourer in the work.
Article 73
the above Articles (70) & (71), the
labourer shall have the right to re
ceive a cash equivalent against his
accumulated annual leave days upon
the expiry of the contract.
Article 76
The labourer who completes two
24
continuous years in the service of his

employer shall be entitled to a paid
leave of 21 days for performing Raj
rituals, provided that he should not
have previously performed the Raj.
for attending Labour Periodic Con

ferences & Social Gatherings. The
Minister shall issue a decision on the
conditions, rules & regulations orga
nizing this kind of leave.
Article 77
The labourer shall have the right to a
leave with full pay of three days
upon the death of a first or second
grade relative.
A female Muslim labourer whose
husband expires shall be entitled to a
fully paid leave of four months and
ten days as from the date of death for
the period of waiting (iddat), provid
ed that she shall not practice any
work with a third party for the entire
leave period. The conditions for
granting such leave shall be orga
nized by a decision from the Minister.
Also, a non-Muslim female labourer
whose husband passes away shall be
entitled to be paid a full leave salary
of twenty one (21) days.
Article 79
The employer may grant the labour
er, upon his request, a special leave
without pay in addition to the above
mentioned other leaves.
SECTION IV
OCCUPATIONAL SAFETY &
HEALTH
FIRST BRANCH
RULES OF OCCUPATIONAL
SAFETY & HEALTH MAINTE
NANCE
Article 80
Every employer shall keep a separate
labour file for every worker compris
ing of a copy of the work permit,
copy of work contract, copy of his
Civil Identity Card, copies of rele
vant annual & sick leaves documents, overtime hours, work injuries,
occupational diseases, penalties im-
Article 78
The employer shall have the right to
grant the labourer a fully paid leave
25
posed on the labourer, service termi

nation date, service termination rea
sons, copy of receipts of any papers,
tools & experience certificates deliv
ered by the labourer to the employer,
which shall be delivered to him after
the expiry of his work.
materials in the firm and the persons

utilizing these materials against the
work hazards.
Also the employer shall provide the
required safety and occupational
health instruments & kits regarding
of which a decision shall be issued
by the competent Minister upon seek
ing the opinion of the competent au
thorities.
The labourer shall not be afforded
with any expenses or any amounts
may be deducted from his salary
against the provision of protection
measures & safety tools for him.
Article 84
Article 81
Every employer shall keep occupa
tional safety records according to the
forms, rules and regulations regard
ing of which a decision shall be is
sued by the Minister.
Article 82
The employer shall fix in a conspicu
ous place at the work center an ap
proved rules & regulations by the
competent Labour Department at the
Ministry, consisting in particular of
the daily working hours and the break
period therein, the weekly off day and
official holidays.
The employer shall explain to the la

bourer, before commencing his work,
the hazards which he may be exposed
to and the necessary protection measures he should have. The Minister
shall issue the relevant regulatory de
cisions on the instructions and pre
cautionary warning signboards to be
fixed in conspicuous places in the
work center, and the personal safety
measures which the employer shall
provide for the different activities.
Article 83
The employer shall take all needful
precautionary safety measures for se
curing the safety of his labourers,
machinery, equipment, circulated
26
Article 85
The Minister, upon seeking the opinion of the competent authorities, shall
issue a decision identifying the kinds
of activities which shall abide with
the provision of the necessary
equipment and tools for the workers'
safety & occupational health in such
installations, along with the appoint
ment of the specialized technicians or
specialists for controlling and ensur
ing to what extend the safety & occu
pational measures conditions have
been observed. Also the decision
shall indicate the qualifications and
responsibilities of those technicians
and specialists as well as their trainmg programs.
Article 86
The employer shall take the neces
sary precautionary measures for pro
tecting workers against health hazards and occupational diseases
resulting from the practice of such
work, and shall further provide the
necessary first aid kits and medical
services.
The Minister shall have the right,
upon obtaining the opinion of the
Minister of Health, to issue the deci

sions organizing these precautionary
measures, occupational diseases
schedules, professions and industries
that cause such diseases, schedules of
harmful materials and the permissible
concentrates for such materials.
'
Article 87
The labourer shall exert the neces
sary protection efforts, and he shall
undertake to utilize them diligently
any protection measures under his
possession and to implement the rele
vant instructions stipulated for his
safety, health and protection against
injuries and occupational diseases.
Article 88
the Social Security Law, the em
ployer shall be obliged to arrange the
required insurance coverage over his
workers with insurance companies
against work injuries and occupation
al diseases.
...
SECOND BRANCH WORK

INJURIES & OCCUPA
TIONAL DISEASES
Article 89
Upon the enforcement of the work
27
injuries insurance terms & conditions

as per the Social Security Law, these
provisions - with regard to the in
sured who are subject to this insu
rance - shall replace the provisions
stipulated in the following Articles in
relation to the work injuries and oc
cupational diseases.
Article 90
If the worker is injured due to reason
and in the course of or on his way to
and from the work, the employer
shall report the accident immediately
upon its occurrence or promptly upon
having knowledge thereof, as the
case may be, to each of the follow
ing:a) The Police Station of the area un
der whose jurisdiction the place of
work is situated.
b) The Labour Department under
whose jurisdiction the place of work
is situated.
c) The Public Institution for Social
Security or the insurance company in
which the workers are insured
against the work injuries. This proc
lamation may be made by the worker
jf his health so permits and also, it
may be notified by whoever repre

sents him.
Article 91
the Law No. (1) of 1999 concern ing
Health Insurance over the expa- triates
and the application of fixed fees
against the health services, the
employer shall bear the expenses of
the injured labourer treatment against
work injuries and occupational dis
eases with a governmental hospital or
a private clinic to be determined by
him, including the value of the medi
cine and transport expenses. The at
tending doctor shall determine in his
report the treatment period, the per
centage of disability resulting from
the injury and to what extent the
worker is able to continue the perfor
mance of his work.
Each of the labourer and the employ
er, by an application to be submitted
to the competent department, may
object to the medical report within
one month from the date of being informed thereof before the Medical
Arbitration Committee at the Minis
try of Health.
28
Article 92
Every employer shall provide the
Ministry of Health with statistical
statement about work injuries acci
dents and occupational diseases that
took place at his firm on periodic ba
sis. The Minister shall issue a resolu
tion fixing the necessary time period
for submission of such statistics.
Article 93
A labourer who suffers a work injury
or occupational disease shall be enti
tled to receive his wage for the entire
treatment period fixed by the medical
doctor. If the treatment period ex
ceeds six months, he shall be entitled
only to half the wage until his recov
ery or proven disability or death.
Article 94
The injured labourer or his benefici
aries shall be entitled to receive com
pensation for work injuries or occu
pational diseases pursuant to the
schedule to be issued by a resolution
from the Minister, upon taking the
opinion of the Minister of Health.
Article 95
A labourer shall lose his right to the
compensation for the injury if the in
vestigation proved that:
a) The labourer has willfully injured

himself.
b) The injury has occurred as a result
of gross misconduct and intentional
act by the labourer. Any act commit
ted by the injured under the effect of
drinks or drugs and every violation to
the instructions regarding the protec
tion against the work hazards and occupational harms that should be
hanged in a conspicuous place at the
work center, shall be deemed as will
ful misconduct unless the injury
leads to the death of the labourer or
results in a permanent disability of
more than 25% of the total disability.
Article 96
If a labourer suffers from a occupa
tional disease or any relevant symp
toms are developed on him during
his service or within one year after
leaving the service, he shall then be
subject to the provisions of Articles
(93, 94, 95) of this law.
Article 97
1. The medical report issued by the
attending doctor or the decision of
the Medical Arbitration Committee
on the condition of an injured labour
er shall identify the liability of the
29
previous employers, and those em

ployers shall be bound - each in pro
portion to the period spent by the la
. bourer in his service - if the
industries and trades they practice
can cause the disease which the la
bourer suffers from.
2. The labourer or his eligible benefi
ciaries shall receive the compensa
tion stipulated in Article (94) from
the Public Institution for Social Security or the insurance company with
which the labourer is insured, as the
case may be, and each of them may
claim the previous employers to honour their obligations as provided for
in paragraph (1) of this Article.
the provisions of this law. The provi

sions of this Chapter shall be effec
tive on the labourers in the private
sector and shall be applicable to the
labourers in the government & oil
sectors such a manner which shall not
be contradictory to the laws that
organize their affairs.
Article 99
All Kuwaiti labourers shall have the
right to form among them trade un
ions that look after their interests and
work for improving their material
and social conditions, and to repre
sent them in all the matters that con
cern. Similarly, employers may form
federations for the same objectives.
CHAPTERV COLLECTIVE
LABOUR RELA TIONS
SECTION I
ORGANIZATIONS OF LABOUR
ERS & EMPLOYERS
AND RIGHT OF TRADE UNIONS
Article 100
The following procedures should be
adopted in the establishment of a
trade union:
1. A number of laboureres who wish
to establish a trade union or a number
of employers who desire to form a
federation shall meet in a general
consistent assembly by announcing
the same in at least two daily news
papers for a period not less than two
Article 98
The right of forming federations by
employers and trade unions by la
bourers is secured in conformity with
30
weeks as from the date of general as

sembly, provided that they shall fix
the meeting place, time and objec
tives.
tions, the procedures required for

amending the articles of association
of the organization, procedures for its
dissolution and manner of liquidating
its funds as well as the books &
records to be kept by the organization
and the bases of self-supervision.
2. The constituent general assembly

shall approve the articles of associa
tion of the organization and it may be
guided in this regard by the model
bylaw to be issued by virtue of a res
olution from the Minister.
Article 102
The elected board of directors shall,
within 15 days from the date of its
election, deposit the organization in
corporation documents with the Min
istry.
The legal entity of the organization
shall be proved as from the date of is
sue of the Ministers' decision ap
proving its incorporation after the de
posit of the duly completed
documents with the Ministry.
3. The Constituent Assembly shall

elect the Board of Directors pursuant
to the provisions of its Articles of As
sociation.
Article 101
The Articles of Association of the or
ganization shall state the objectives
& purposes for which it has been es
tablished, its membership conditions,
the rights & obligations of its mem
bers, the subscriptions to be collected
from the members, the jurisdictions
of the ordinary & extraordinary gen
eral assembly, the number of the
board of directors members, its mem
bership conditions, its term & juris
dictions, the budget rules & regula-
Article 103
All labourers, employers and their or
ganizations, upon enjoying the rights
provided for in this Chapter, shall observe all the applicable laws in the
country like all other organized enti
ties; and they shall practice their ac
tivity within the limits of the objectives stated in the articles of
31
association of the organization with

out any violation or deviation from
these objectives.
Article 104
The Ministry shall direct and guide
labourers trade unions and employ
<'
er's federations towards the proper
application of the law and the manner
of how to make entries in the finan
cial books & records related to each
organization. Also, it shall guide
them towards rectifying any missing
in the entered data and entries there
for serving the labourers within the

limit of the establishment. Article
106
The declared trade unions pursuant to
the provisions of this chapter may
form among them such federations to
...
take care of their common objectives,
Also, the declared federations under
the provisions of this law may form
among them general federation provided that there shall not be more
than one general federation for each of
the labourers & employers. Upon
forming the federations & general
m.
federation, the same procedures relat
Trade unions shall be prohibited
from the following:
ed to trade unions' formation should
1. Engaging in political, religious or
be followed.
sectarian issues.
2. Investing their funds in financial or
Article 107
real estate speculations or any oth er Federations, the general federation and
type of speculations.
trade unions shall have the right to
accede to Arab or international
3. Accepting donations & bequests,
federations which they believe that
except under the consent of the Min
their interests are related thereto, pro
istry.
vided that they shall inform the Min
istry of the accession date. In all casArticle 105
es, they shall observe in this regard
Trade Unions shall have the right,
that such accession should not violate
upon the approval of employers and
the public order or the State public
the competent authorities in the coun
interest.
try, to open canteens & restaurants
32
Article 108
Employers & labourers' organiza
tions may be dissolved voluntarily by
a resolution to be issued by the gen
eral assembly according to the organ
ization's article of association. The
trade union's property after its disso
lution shall be decided on pursuant to
the resolution of the general assem
bly, in case of the optional dissolu
tion.
Moreover, the board of directors of
the organization may be dissolved by
filing a case by the Ministry before
the Court of First Instance so as to
issue a judgment on the dissolution
of the board of directors of the trade
union if is commits such an act that
violates the provisions of this law
and the laws related to keeping the
public order and morals. The court
judgment may be appealed within 30
days from the date of issue at the
Court of Appeal.
Article 110
An employer may dedicate one or
more members of the trade union or
federation board of directors for fol
lowing up the trade union affairs
with the labor department or the
competent authorities in the country.
SECTION II COLLECTIVE
EMPLOYMENT
CONTRACT
Article 111
The collective or group employment
contract is the contract which regu
lates the work conditions and circum
stances between one or more labour
ers trade union or federation, on one
hand, and one or more employers or
whoever represents them from em
ployer's federations, on the other
hand.
Article 112
contract should be made in writing
and duly signed by the labourer. This
contract shall be presented to the
general assembly of labourers trade
Article 109
Employers should provide labourers
with all the decisions, rules & regula
tions related to their rights & obligations.
33
unions and employers federations or

both parties, and it should be ap
proved by the members of those or
ganizations pursuant to the provi
sions of the Articles of Association
of the organization.
Article 113
The collective employment contract
should be a limited period contract
provided that its term shall not be
more than 3 years. If the two contract
parties have continued to implement
the same after the expiry of its term,
then it should be deemed renewed for
one year period under the same con
ditions stated therein unless the con
tract conditions stipulates otherwise.
Article 114
If either party of the collective em
ployment contract is not desirous to
. renew it after the expiry of its term,
he shall inform the other party and
the competent Ministry in writing at
least three months from the contract
expiry date. If the contract parties are
multiple, then its termination with re
gard to one party shall not result in
its termination with regard to the oth
er parties.
Article 115
1. Any condition in the individual
employment contract or collective
employment contracts which violates
the provisions of this law shall be
deemed void and null even if it pre
cedes the execution of this law unless
such condition is more beneficial to
the labourer.
2. Any conditions or agreement signed
before or after the enforce ment of
this law under which the la bourer
waivers any right granted by this law
shall be deemed null and void. Also,
any reconciliation or quit claim deed
that comprises a reduc tion or release
from a labourer's
rights due to him under the employ
ment contract during its validity peri
od or three months after its expiry
shall be null and void whenever it vi
olates the provisions of this law.
Article 116
The collective employment contract
shall be effective only after its regis
tration with the competent Ministry
and a summary of which is published
in the Official Gazette.
34
The competent Ministry may object to

any conditions it deems as violat ing
the law, and the two parties shall am
nd the contract within 15 days from
the receipt of such objection,
otherwise the registration application
will be deemed as if it did not take
place.
Article 118
The provisions of the collective em
ployment contract shall be applicable
to:
a) Labourers' trade unions and feder
ations that concluded the contract or
joined it after its conclusion.
b) Employers or their federations that
signed the contract or joined it after
its conclusion.
c) The trade unions organizing the
federation that signed the contract or
joined it after its conclusion.
d) Employers who joined the federa
tion that signed the contract or joined
it after its being concluded.
Article 117
A collective employment contract
may be concluded at the level of the
enterprise, industry or at the national
level. If the collective employment
contract is concluded at the level of
the industry, then it should be signed
on behalf of the labourers by the fed
eration of such industry's trade un
ions. If it is concluded at the national
level, then it should be signed by the
general federation of labourers.
The concluded contract at the indus
try's level shall be considered as
amendment to the contract signed at
the enterprise's level; and the con
tract signed at the national level shall
be deemed as amendment to any of
the other two contracts, within the
limits of the common provisions stip
ulated therein.
Article 119
Labourers' withdrawal or dismissal
from the trade union shall not affect
their being subjugated and governed
by the provisions of the collective
employment contract if such with
drawal or dismissal took place subse
quent to the date of signing the con
tract or joining it by the trade union.
Article 120
Those who have not entered into con
tracts from among the labourers'
35
-------------------------------------
trade unions or federations, or employers or their federations, may join

the collective employment contract
after the publication of its summary
in the Official Gazette by the agree
ment of both parties requesting the
accession without any need for tak
ing the consent of the main contracting parties.
The accession shall be made by vir
tue of an application to be submitted
to the competent Ministry duly
signed by both parties. The approval
of the competent Ministry to the ac
cession application shall be published in the Official Gazette.
Article 121
contract signed by the firm's trade
union shall be applicable to all la
bourers of the firm even if they are
not members of such Trade Union,
this shall be without prejudice to the
provision of Article (115) of this law
in relation to the most beneficial conditions to the labourer. As for the
contract signed by a federation or
trade union with a specific employer,
it shall be effective only to the la
bourers of the relevant employer.
Article 122
The labourers & employers organiza
tions which are a party of the collec
tive employment contract may file all
cases arising out of the breach of the
contract conditions in favor of any
member of such organization without
need for a power of attorney to be is
sued by him for this purpose.
SECTION III COLLECTIVE
LABOUR DIS
PUTES
Article 123
Collective or group labour conflicts
are those disputes arising between
one or more employers and all his la
bourers or some of them because of
labour or work conditions.
Article 124
If collective conflicts have arisen,
both parties shall resort to direct ne
gotiation between the employer or
his representative and the labourers
or their representatives. The compe
tent Ministry shall have the right to
delegate its representative to attend
36
these negotiations in the capacity of

supervisor.
In case that they reached a mutual
agreement among them, then such
agreement should be enrolled with
the competent Ministry within 15
days pursuant to the rules & regula
tions in respect of which a resolution
shall be issued by the Minister.
a) Two representatives to be selected

by the employer trade union or the
disputing labourers.
b) Two representatives to be selected
by the employer (s) who are a party
of the dispute.
c) Chairman of the Committee and
-representatives of the competent
Ministry to be appointed by the com
petent Minister by a resolution in
which he shall also specify the num
ber of the dispute parties representatives.
The committee may seek the opinion
of whoever deems useful for the per
formance of its task. In all the previous stages, the competent Ministry
may demand such information it
deems necessary for settling the dis
pute.
Article 125
Either party to the dispute- if the di
rect negotiation did not lead to a so
lution- may submit an application to
the competent Ministry for the ami
cable settlement of such dispute
through the Collective Labour Dis
putes Committee regarding of which
a resolution shall be issued by the
Minster.
The application should be signed by
the employer or his authorized repre
sentative or by the majority of the
dispute labourers or by whomever
they authorize to represent them.
Article 127
The reconciliation committee shall
complete its looking into the dispute
within one month from the date in
which it receives the application. If it
could solve the dispute, totally or
partially, it shall then evidence the
agreed points in minutes to be prepared in three copies to be signed by
Article 126
The labour disputes reconciliation
committee shall be formed from the
following:
37
the dispute in a period not later than

twenty (20) days from the date of ar
rival of its papers to the Clerical De
partment. Either party to the dispute
should be notified of the session date
at least one week prior to its holding;
and the dispute shall be decided on
within a period not exceeding three
months from the date of the first ses
sion for looking into the dispute.
the attending parties. The agreement

shall be deemed as a final and bind
ing agreement to both parties. How
ever, if the reconciliation committee
is not able to settle the dispute within
the prescribed period, then it shall re
fer the dispute or refer the un-agreed
upon points thereof, within one week
from the date of the last meeting of
the committee, to the arbitration
board duly accompanied with all the
documents.
Article 130
The arbitration board shall have all
the power and authorities of the court
of appeal pursuant to the provisions
of the judiciary organizing law and
the Civil & Commercial Procedures
Code. The arbitration shall issue jus
tified and causative decisions which
shall be the same as those decisions
issued by the court of appeal.
Article 128
The arbitration board of collective la
bor disputes shall be formed as fol
lows:1. A circuit of the court of appeals, to
be annually appointed by the general
assembly of this court.
2. A head of prosecution to be dele
gated by the Public Prosecutor.
3. A representative for the competent
Ministry to be appointed by its Min
ister.
The parties of the dispute or their le
gal representatives shall appear be
fore the arbitration board. Article
129
The arbitration board shall look into
Article 131
As an exemption from the provision
of Article (126) of this law, the com
--petent Ministry may, in the event of
collective dispute and if the necessity
so requires, interfere without request
by one of the dispute parties to settle
the dispute amicably. Also, it may re38
fer the dispute to the reconciliation

committee or arbitration board as it
deems appropriate. The parties to this
dispute, in this case, shall submit all
the documents required by the com
petent Ministry, and they shall appear, if so summoned, before the
board.
mentation of this law and its execu

tive rules, regulations & decisions.
Those employees shall perform their
duties with due honesty, impartiality,
persistence and they shall undertake
not to disclose the secrets of employ
ers which they may have access to by
virtue of their work. Accordingly,
each of them shall perform the fol
lowing oath before the Minister:
Article 132
The parties of the dispute are prohib
ited to stop the work, totally or par
tially, during the direct negotiation
proceedings or before the reconcilia
tion committee or the arbitration
board due to the interference of the
competent ministry in the disputes
pursuant to the provisions of this
Chapter.
"I swear by Almighty Allah to per

form my duties with due honesty,
credibility and impartiality, and to
keep top confidential the information
which I may have access to by virtue
of my work even after the end of my
service".
Article 134
The employees referred to in the pre
vious Article shall have the right to
enter work places during the firm's
official working hours, and to have
access to all books & records, and to
request such data & information re
lated to manpower affairs, Also, they
shall have the right in this connection
to check and take samples of the circulated materials for analysis pur-
CHPATER VI
LABOUR INSPECTION & PENAL
TIES
SECTION I
LABOUR INSPECTION
Article 133
The competent employees to be iden
tified by the Minister by a resolution
shall have the authority of legal & ju
dicial capacity to oversight the imple39
pose; and they shall further be enti-1ttled to enter such places allocated by
employers for labour services pur
poses, and they may seek the assis
tance of the public force for the exe
cution of the functions of their tasks.
Moreover, those employees shall have
the right to prepare minutes on the
contraventions committed by em
ployers and to grant them the neces
sary period for rectifying the relevant
contravention, and to refer the pre
pared minutes on such contraven
tions to the competent court so as to
impose the punishment provided for
in this law.
petent authorities, to issue a resolu

tion on the lockout of the business
concern, totally or partially, or to
stop the use of a certain machine(s)
till the rectification of such contra
vention.
Article 136
The employees who are authorized to
conduct the inspection shall have the
authority to issue notices on the com
mitted contravention by the labourers
working without a specific work center, and they shall have, in this re
spect, the right to seek the assistance
of the public authorities and to coor
dinate with the concerned authorities
regarding the goods left by any of the
said labourers and whose owners
cannot be identified.
Article 135
The inspection employees, if the em
ployer is in breach of the provisions
of Articles (83, 84, 86) of this law
and the promulgated resolutions in its
implementation in such a manner that
threatens by environment pollution,
harmful to the public health or the
safety & health of labourers, may
prepare minutes on the relevant con
travention and refer it to the compe
tent Minister who shall have the
right, in coordination with the com-
SECTION II
PENALTIES
Article 137
Prejudice to any other harder penalty
provided for in any other law,
whoever violates the provisions of
Articles (8, 35) herein, shall be pun
ished by a penalty of not more than
KD 5001-. In case of repeating the
40
same act within three years from the

fmal judgment date, the penalty shall
be doubled.
ister to perform their duties provided

for in Articles (133, 1.34) herein,
shall be punished by a fine not to ex
ceed KD 1,000/-.
Article 138
Without prejudice to by any harder
penalty provided for in any other
law, whoever violates the provision
of paragraph (3) of Article (10) of
this law shall be punished by impris
onment for not more than three years
and a fine not more than KD 1,000/or with both penalties.
Article 141
Without prejudice to any harder pen
alty provided for in any other law,
. whoever violates the remaining pro
visions of this law and the executive
resolutions thereto shall be punished
as follows:
a) The party in breach shall be given
a notice to rectify the contravention
within the period specified by the
Ministry provided that it shall not be
more than three months.
b) If the contravention is not rectified
or remedied within the prescribed pe
riod, the violating party shall be punished by a penalty of not less than
KD 100/- and not more than KD 200/
- per every labourer against whom the
penalty is committed. In the event of
repetitions, within three years
from the date of the final judgment,
the penalty should be doubled.
Article 139
In case of breach to the provisions of
Article (57) herein, an employer shall
be punished by a penalty not exceed
ing the total of labourers dues which
he fails to pay, without prejudice to
his obligations to pay these dues to
the labourers in the same procedures
provided for in Article (57) hereina
bove.
Article 140
Without prejudice to any harder pen
alty provided for in any other law,
whoever fails to enable the compe
tent employees specified by the Min-
Article 142
Whoever violates the writ of suspen41
sion or closure issued pursuant to the

Article 144
provisions of Article 135 herein with
Upon denial, the actions filed by the
out remedying the contraventions nolabourers under the provisions of this
tified to him by the competent em
law, after the lapse of one year from
ployees, shall be punished by
the employment contract expiry date
imprisonment for a period not ex
shall not be heard. The provisions of
ceeding six month and a fme not
Clause (2) of Article (442) of the
more than KD 1000/-, or with one of ' " Civil Code shall be applicable to de
the two penalties.
nial. The actions filed by labourers
or their beneficiaries shall be exempt
ed from the judicial fees. However,
CHAPTER VII CONCLUDING
the court- upon rejecting such ac
tions - may bind the party who files
PROVISIONS Article 143
the case to pay all or part of the ex
A Consultant Committee for Labour
Affairs shall be formed by a resolu
penses. Labour cases shall be looked
tion by the Minister consisting of
into forthwith on prompt summary
representatives of the Ministry, Man
basis.
power Restructuring & State Execu
Article 145
tive Body Program, Employers & LaAs exemption from the provision of
bourers organizations and whoever
Article (1074) of the Civil Code, the
the Minister deems appropriate,
rights of labourers prescribed accord
whose task is to give opinion on the
ing to the provisions of this law shall
issues presented to it by the Minister.
have preference & priority over all
The resolution shall also issue the
employer's money, such as movables
necessary procedures for inviting the
& real estates, except private residen
committee for meeting, work therein
tial dwellings. These amounts shall
and how to issue its recommenda
be collected after the legal expenses,
the due amounts for the public treastions.
ury, and document keeping and re
pair costs.
42
consultation with employers and la

bours.
Article 146
A case should be preceded by ap. ap
plication to be filed by the labourer
or his beneficiaries to the competent
labour department which shall summon the dispute parties or their repre
sentatives to appear. If the depart
ment could not reach an amicable
settlement, it shall refer the case,
within one month from the case sub
mission date, to the Court of First In
stance to decide on it.
The referral shall be made by a mem
orandum comprising a summary of the
dispute, pleadings of both parties and
comments of the department.
Article 149
Law No. 38 of 1964 on the Private
Sector Labour shall be repealed and
the labourers shall reserve all the
rights arising thereof before its can
cellation; and all the implementing
resolutions thereof shall remain ap
plicable in such a manner which is
not contradictory to the provisions of
this law till the issue of the executive
rules, regulations, decisions and bylaws for this law.
Article 150
The Prime Minister and Ministers,
each within his jurisdiction, shall im
plement this law which shall be oper
ative as from the date of its publica
tion in the Official Gazette.
Article 147
The Clerical Department at the Court
of First Instance shall, within 3 days
from the receipt of the application,
schedule a session for looking into
the case which shall be notified to
both parties of the dispute.
Article 148
The Minister shall issue the neces
sary rules, regulations & decisions
for implementing this law within six
months from the date of publishing
this law in the Official Gazette, in
AMIR OF KUWAIT SABAH AL

AHMED AL JABER ALSABAH
Issued at Sief Palace on : 26th Safar,
1431 H. Corresponding to : lOth
February,
43
2010 A.D.
LAW NO. (6) OF 2010
CONCERNING PRIVATE SEC
TOR LABOUR LAW
EXPLANATORY MEMORANDU
LAW NO. (6) OF 2010
CONCERNING PRIVATE SEC
TOR LABOUR LAW
EXPLANATORY MEMORAN
DUM
By the discovery of oil in the State of
Kuwait as well as the social, econom
ic and political changes that had re
sulted and accompanied this discov
ery, new types of labour had
emerged. Therefore, it was natural
for the legislator to work for organiz
ing these types of labour in such a
way that shall be consistent with th
nature of these new labours and be
compliant with the spirit of work and
copes with the modem renaissance
and boom that began to prevail in the
different aspects of life in the coun
try. Hence, the competent persons be
gan to think of the necessity of issu-
ing a law for the private sector labour

in order to regulate the relationship
between labourers and employers be
cause this will have positive effects
on the Gross Domestic Product
(GDP) on one hand, and coping with
the global attitudes for taking care of
the working class, on the other hand.
The first law for organizing labour in
Kuwait had come out in the year
1959. Then, this law was amended
by virtue of the Amiri Decree No.
(43) of 1960 and thereafter the Law
No. (1) of 1961 until it has been can
celled by virtue of the Law No. (38)
of 1964 on the Private Sector Labour.
This law had been subject to several
amendments that aimed at securing
special privileges to the labourers who
are working in the oil sector by virtue
of the Law No. (43) of 1968 that
added a new Chapter to this law
under Chapter Sixteen concerning the
employment of labourers in the oil
industry. Then, the Law No. (28) of
1969 was issued for canceling and re
placing this Chapter for regulating the
necessary benefits for Oil Sector
labourers.
Consequently, the basic law that gov-
44
ems the labour relations is the Law

No.(38) of 1964 concerning the Pri
vate Sector Labour. Regarding the
LawNo. (28) of 1969, it concerns
particularly the oil labour sector
within the limits of the definitions
and provisions stipulated in this law,
and all other kinds of labour shall be
applicable to the Private Sector Labour Law being the general law that
regulates the relationship between the
two parties of production in this sec
tor.
Due to the fact that the labour law has
always been targeting a basic aim that
intended to make a fair balance
between the interests of labourers
and their protection on one hand, and
that of the employers on the other
hand, due to the positive effects of
this balance on the Gross Domestic
Product in general.
Now, the Kuwaiti arena has wit
nessed new developments, social and
economic changes that necessitate
the introduction of a new approach to
the amendments of the existing law.
Also, both the Arab and international
arenas have witnessed many developments that cannot possibly be ig-
nored especially that the State of Ku

wait is one of the foreign labour force
recruiting countries. For all these
reasons, the urgent necessity has
arisen for amending the current Law
No. (38) of 1964 so as to accommodate and cope with the new
developments, particularly that this
law has been under enforcement for
more than thirty years.
While thinking seriously to amend
this law, two attitudes have emerged
- the first one aims at amending cer
tain provisions of the current Law in
such a way that complies with the
new developments of the economic
and social changes, and thereafter the
amendments can come successively
whenever there is a need to such
modifications.
As for the second attitude, that ob
tained the views of the majority of
supporters, aims at issuing a new law
which shall be compliant with the
circumstances of the current stage in
cluding the new emerging develop
ments, provided that there should be
taken into consideration upon prepar
ing the draft of the law the future am
bitions and realization of the intend45
ed goals through the replacement of

the expatriate labour force by the na
tionallabour force - whenever it can
be possible - and this is one of the
main objectives of the State that
should finally be achieved.
The Ministry of Social Mfairs & La
bour has drafted the bill of the at
tached law in the light of a compres
sive approach for the labour laws in
the region as well as the International
& Arab Labour Agreements besides
the most recent jurisprudent attitudes
and the judicial principles set forth
by the Kuwaiti judiciary in the cur
rent law.
Accordingly, several successive com
mittees have been formed from the
Ministry representatives, employers
who are represented by the Kuwait
Chamber of Commerce & Industry,
and the labourers who are represent
ed by the General Federation for Kuwait Employees for thoroughly ex
amining and scrutinizing this law.
These committees have carefully dis
cussed the draft, amended and re
worded certain articles through many
sessions until the law has been ap
proved in its semi-final copy which
has adopted a future approach and

avoided any aspects of shortage or
omission in the current law in order
to put the State of Kuwait in its right
position among those countries with
advanced labour legislations.
Therefore, for the purposes of preva
lent benefits and realizing the same
goal intended by the legislators to
wards arriving at the grade of perfec
tion, the concerned parties have de
cided to poll the opinion of the
. related governmental authorities rep
resented by the Public Authority for
Housing Care, Ministry of Com
merce & Industry, Higher Council
for Planning & Development, Ministry of Health, Ministry of Justice,
Ministry of Oil, Kuwait Municipali
ty, Kuwait University, the Public In
stitution for Social Security, the Public Authority for Applied Education
& Training and the Civil Service
Commission (General Secretariat for
Labour force).
A special committee has been estab
lished for conducting the necessary
contacts and correspondences with
those authorities and providing them
with the semi-final copy of the draft
46
law, receive their replies and make the

necessary final review in the light of
the received answers. The re sponse
of those authorities and their efforts
were all positive where the committee
has been provided with valuable
proposals which are appre ciated by
the committee and consid ered, the
thing that has resulted in the proof
reading of the draft law articles one by
one together with re-wording the
necessary articles thereof in the light
of those suggestions as well as adding
new articles or paragraphs thereto.
The Ministry of Social Affairs & La
bour, due to its keenness to cope with
the contents of the International
Agreements on labour, especially
those agreements to which the State
of Kuwait has acceded or ratified, the
Ministry has sought the assistance of
the International Labour Organization (ILO) within the framework of
the technical aid provided by the ILO
to the Member States and whose ex
perts have assisted in reviewing cer
tain provisions of the draft law and
arranged its chapters in such a man
ner that it is issued in its final current
form.
The draft of this law comes in seven
chapters, Chapter One is about the
General Provisions; Chapter Two
regulates the Employment, Appren
ticeship & Vocational Training Pro
visions; Chapter Three is on the Individual Employment Contract;
Chapter Four on Labour Conditions
& System; Chapter Five on Collec
tive Labour Relations; Chapter Six
on Labour Inspection & Penalties;
and finally Chapter Seven is on the
Concluding Provisions.
In all the foregoing, the draft of the
law has developed new rules & regu
lations which are deemed necessary by
the legislator comprising more
guarantees to the both parties of pro
duction in such a manner that ensures
justice and stability in labour rela
tions in the country and also secures
that these rules & regulations will
cope with similar legislations appli
cable abroad, especially the Interna
tional & Arab Agreements duly ratified by the State of Kuwait.
Hereunder we will shed light on the
articles of the law according to the
order of its chapters:
47
CHAPTER 1
GENERAL PROVISIONS
This Chapter comprises the articles
from Article (1) to Article (6), where
Article (1) has specified what is
meant by the term "The Competent
Ministry" and defined it by the Min
istry of Social Affairs & Labour, and
defined "The Competent Minister"
by the Ministry of Social Affairs &
Labour. Also, this Article has defined
term like "Labourer", "Employer"
and the concept of "Organization".
Article (2) has specified the scope of
enforcement of the law when it de
cided that it shall be applicable to the
labourers in the private sector. In this
meaning, the definitions assigned to
each of the "Labourer" and the "Em
ployer" in Article 1 should be considered so that what is meant by the ex
pression "the labourers in the private
sector" can be defined clearly.
Article (3) has determined the scope
of the applicability of the draft law to
the marine employment contract in
all which is not particularly provided
for in the Maritime Law, or the text of

this law shall be more beneficial to the
labourer.
Also, Article (4) provides for the ap
plicability of the provisions of this
law to the labourers in the Oil Sector
in all which is not particularly pro
vided for in the Oil Sector Labour
Law, or the text of this law shall be
more beneficial to the labourer.
Article (5) has exempted the labour
ers whose relationships with their
employers are regulated by other
laws. Regarding the Domestic La
bourers, i.e. house servants or maids
and the like, this Article has referred
the governing of the relationship be
tween them and their employers to a
decision to be issued by the compe
tent Minister for organizing their affairs in this respect.
Article (6) acknowledges a principal
rule which is duly prescribed in juris
prudence and the judiciary and being
codified by most of the modem legislations. That is to say the provisions
of this law, including all the rights
and benefits stipulated for labourers
therein, represent the minimum limit
48
for labourers' rights which shall not be

assigned and any agreement to the
contrary will be deemed as null and
void. As for the better rights and ben
efits stipulated in collective or indi
vidual employment contracts or the
applicable rules & regulations by the
employers that exceed what is pro. vided for in this law, they should be
enforced and labourers shall be treat
ed according!y.
In other words, since the rights and
benefits prescribed for labourers in
this law represent the minimum limit
secured for them by the legislator, no
agreement may be made for affecting
these rights unless such agreement is
more beneficial to labourers, whether
the agreement is made upon entering
into or during the validity of the con
tract. This is for the purpose of cop
ing with the spirit of legislation relat
ed to the public interest on one hand,
and also in implementation to a defi
nitely confirmed fact that the human
psyche has but to hate anything that
reduces its rights after being pre
scribed.
EMPLOYMENT, APPRENTICE
SHIP AND
VOCATIONAL TRAINING
SECTION 1 :EMPLOYMENT
Article (7) authorizes the Competent
Minister (i.e. Minister of Social Af
fairs & Labour) to issue the organizing decisions to the conditions for
employment in the Private Sector.
Article (8) requires every employer
to inform the Competent Authority of
his labour force requirements in the
relevant forms prepared for this pur
pose as well as the type and number
of the labourers in the light of any
expansion or shrinking in his activi
ty, in periodic basis accordingto the
terms and conditions in respect of
which a decision shall be issued by
the competent Minister.
Article (9) decides the establishment
of public authority of a separate legal
entity and an independent budget to
be named: "The Public Authority for
Labour force" under the supervision
of the Minister of Social Affairs &
Labour and it shall carry out the ju-
CHAPTER2
49
risdictions prescribed for the Minis. try in this law. Also the authority
shall recruit and employ the expatri
atelabour force according to the ap
plications submitted by employers.
Within one year from the enforce
ment of this law, an organizing law
shall be issued in respect of this authority.
Article (10) determines the rules and
procedures in the employment of nonKuwaitis in such a way that gov erns
the competent Ministry's control on
the labour market and to direct it
in such a manner that conforms to the
goal of the state to gradually replace
the expatriate labour force by the Ku
waiti labour force. In this connection,
this Article prohibits any employer to
recruit foreign labour force or to em
ploy labourers from inside the coun
try without having them to work for
him or if it becomes proven that he is
not actually in need of them.
Furthermore, this Article bans em
ployers to employ non-Kuwaiti la
bourers unless they hold labours per
mits issued by the competent labour
department entitle them to work for
him. This is for treatment of the re-
cruitment of foreign labour force

more than what is needed on one
hand, and for regulating the labour
market on the other hand, by having
every labourer to work for the em
ployer who recruited him.
Accordingly, this Article prescribed
that the employer is to bear the ex
penses for returning the labourer
bach home. Also, the Article binds
the Ministry if the employer's appli
cation for recruiting foreign labour
force is rejected, such rejection
should be justified; and that the capi
tal amount should not be taken as a
cause for such rejection, for ensuring
the best supervision over the perfor
mance of the government in the event
of the
rejection.
At the end of this Article, it provides
that if the labourer discontinue to
come to work and joined work with
another employer, the latter shall un
dertake to return the employer back
to his country, after filing an ab
sconding proclamation against the la
bourer by his main sponsor. Article
(11) stipulates that the Minis-
so
try is prohibited to practice any dis

crimination or preference while deal
ing with employers for issuance of
work permits or transfers. Also, it au
thorizes the Ministry, for such rea
sons it decides, to stop the issuance
of work permits and transfers for a
period not more than two weeks per
year, provided that the Ministry may
not exempt some employers of this
stopping procedure and disregard
others during this period.
SECTION II APPRENTICESHIP &
VOCATION
AL TRAINING
This Section consists of Articles from
(12 to 18) in which the law in
troduces the Professional Apprentice
ship Contract for giving the opportu
nity for creating a suitable
environment for developing the na
tional human resources necessary for
burdening the future's responsibili
ties, particularly upon securing them
the necessary training and education.
Article (12) defines the professional
apprentice, and it has expressly men-
tioned that the professional appren

tice contract shall be. subject to the
terms and conditions for juveniles'
employment as provided for in this
law.
Article (13) stipulates that the professional apprenticeship contract shall be
written and issued in three copies, one
for each contract party, whereas the
third copy shall be forwarded to the
Competent Authority at the Min istry
within one week for attestation. Also,
this Article prohibits the fixing of the
remuneration on the basis of
production or piece in order to mani
fest the educational nature of the pro
fessional apprenticeship contract
wliich is different from the ordinary
employment.
Article (14) permits an employer to
terminate the apprenticeship contract if
the apprentice violates his assigned
duties under the contract or if it is
proved from the periodic reports pre
pared on him that he is not ready to
learn. Similarly, the Article entitles
the apprentice to terminate his contract and fixed seven days as a notice
period which both contract parties
shall observe.
51
After Article (15) has defined what is

meant by vocational training, as ex
plained in its express words, Article
(16) provides that the competent
Minister shall issue a decision on the
necessary terms & conditions to be
satisfied for holding the vocational
training programs ... etc.
The Article stipulates that the deci
sion may include the binding of one
establishment or more to provide
training for labourers in other centers
or institutes if the first establishment
hasn't got training centers or institutes.
Article (17) requires such establish
ments to pay the labourer his full
wage for his training period whether
within or outside the establishment.
Article (18) binds each of the professional apprentice and the labourer
trainee to work for the employer, af
ter the completion of his learning or
training period, for a similar period
of his apprenticeship or training in a
maximum term of five years. It also
gives the employer the right, in case
of breach of these obligations, to re
imburse from them the expenses he
borne for this learning or training,
pro-rata the remaining period to be

spent in the work.
SECTION III EMPLOYMENT OF
JUVENILES
This Section consists of Articles
from (19) to (21), whereas Article
(19) prohibits the employment of
those who are under 15 years of age.
Article (20) defines juveniles as
those whose age is falling between
15 and 18 years and allows their em
ployment by the permission of the
competent Ministry under two condi
tions, the first one is to be employed
in industries and trades other than
those hazardous & harmful to health,
regarding of which a decision shall
be issued by the Minister; and the
other condition is to be medically ex
amined, prior to employment, and
thereafter periodically for not more
than six months.
Article (21) fixes the maximum
hours of work for juveniles by 6 (six)
hours per day, provided that they are
not made to work for more than 4
hours continuously, which shall be
52
followed by at least one hour rest

break. Also, the Article bans juve
niles to work additional working
hours or during weekly off days, hol
idays or between 7:00pm to 6:00
am, bearing in mind that these hours
are normally night hours.
ployed in such jobs which are harm

ful to morals and based on the exploi
tation of their femininity in a manner
which is not consistent with the pub
lic morals. Moreover, women shall
not be employed in institutions which
provide service exclusively for men.
The Minister of Social Affairs & La
bour, in consultation with the Con
sultant Committee for Labour Af
fairs, shall issue a decision to specify
these jobs and entities.
Article (24) provides that the female
labourer shall be entitled to a paid
maternity leave of 70 (seventy) days
which shall not be included within
her other leaves, provided that the de
livery shall take place during this pe
riod, together with granting a female
labourer upon her request, after ex
piry of the maternity leave, a leave
without pay for not more than four
months.
Also, the employer shall not termi
nate the service of a female labourer
while she is enjoying her maternity
leave or discontinue joining the work
due to a sickness which shall be
proved by a medical report that it is
resulting from pregnancy or delivery.
SECTION IV EMPLOYMENT
OF WOMEN
This Section comprises Articles from
(22) to (26), where Article (22) pro
hibits the employment of women at
night during 10:00 pm to 7:00 am,
except those who work in hospitals,
health centers, private treatment
houses and other health institutions in
respect of which a decision shall be
issued by the Minister of Social
Affairs & Labour, provided that the
employer shall ensure the security re
quirements for women in addition to
the provision of means of transport
from and to the place of work. Article
(23) prohibits the employ
ment of women in hazardous, hard or
harmful to health trades shall be pro
hibited. Also they shall not be em53
Article (25) the legislator stipulates

for granting a female labourer 2
hours break for breast feeding her
child during the working hours, in ac
cordance with the terms and condi
tions to be specified by the Ministry's decision.
Also, he binds the employer to estab
. lish a Day Care Center for children
below 4 years if the number of women is more than 50 or the number of
employees therein is more than 200.
Article (26) stipulates for equal treat
ment for the female labourer by giv
ing her the same salary given to her
male counterpart, if she performs the
same work without any discrimina,
tion between them, so that the special
regulation provided in this law on the
employment of women shall not be
taken as a justification or reason for
fixing a certain wage for women less
than the recognized prescribed wage
for men for the same work.
SECTION 1
EMPLOYMENT CONTRACT
STRUCTURE
Article (27) defines the labourer's el
igibility to sign an employment con
tract by attaining the age of 15 years
old if the contract is an unlimited period contract; and in the case of a
limited period contract, such period
shall not exceed one year until he at
tains 18 years of age. This provision
is in line with the provision of Article
(94) of the Civil Law in this respect.
Article (28) stipulates that the con
tract should be prepared in writing
and it shall contain all the details re
lated to the contract. Also, the con
tract shall be issued in (three copies,
one for each party whereas the third
copy shall be forwarded to the com
petent department). If the contract is
not prepared in a written document,
in this case the labourer shall prove
his right through all evidencing methods.
Article (29) is keen to stipulate that
all the contracts shall be prepared in
Arabic language and the translation
'
CHAPTER III INDIVIDUAL

EMPLOYMENT
CONTRACT
54
of which in any foreign language may

be added to it, but the Arabic
language shall legally prevail in case
of any discrepancies. Also, what is
applicable to contracts shall be appli
cable to all correspondence, bulletins,
bylaws and circulars issued by the
employer to his labourers.
Article (30) confirms that if the em
ployment contract is a limited period
contract, its term shall not exceed 5
years and not less than one year to
gether with it may be renewed upon
expiry by the agreement of both parties.
Article (31) prescribes that if the em
ployment contract is a limited period
contract and both parties continue to
implement after the expiry of its term
without renewal, it shall be automatically renewable for similar periods
under the same conditions contained
therein, unless the two parties agree
to renew it under other conditions.
In any case, if the limited period con
tract is renewed, this shall not affect
the labourer's accrued rights arising
from the previous contract, and the
labourer shall be entitled to the acquired rights under the previous con-
tract.
SECTION2
ON THE OBLIGATIONS OF LA
BOURER & EMPLOYER
AND DISCIPLINARY PENALTIES
Article (32) provides that the proba
tion period shall be specified in the
employment contract but preconditioned that it shall not exceed 100
working days. Like the text as mentioned in the Law No. 38 of 1964,
this Article provides that the labourer
may not be employed under the pro
bation period with the same employ
er for more than once, and this it has
clarified the ambiguous in the said law
when it gives the right to both parties
to terminate the contract dur ing the
probation period. However, if the
termination is made by the employer,
he shall pay the labourer his end of
service remuneration for his
employment period accordingto the
provisions of this law.
Article (33) came similar to the pro
vision of the Law No. 38 of 1964 in
terms of the necessity of equal treat
ment between all labourers if the em55
player subcontracts work to any oth

er employer under the same work
conditions under the same working
conditions, the labourers of both par
ties shall be treated equally and the
two employers shall jointly work to
gether to pay the dues of the labour
ers of the main employer.
Article (34) binds the employers who
are involved in the execution of governmental projects or those who
make their labourers work in such ar
eas which are remote from the inhib-.
ited areas, they shall provide a suitable accommodation and means of
transport for their labourers, confirm
ing that it shall be free of charge.
And in the event of not providing
them an accommodation, the employ
er shall give them a suitable housing
allowance. Remote areas and suitable
accommodation conditions as well as
the housing allowance shall be deter
mined by a decision from the Minister.
Articles from (35) to (40) explain the
disciplinary rules & regulations to be
observed by the employer before applying any penalty on his labourers
as well as the necessary guarantees
for reserving the labourers' rights to

defend himself and refute the contra
ventions attributed to him. Also, the
employer undertakes to approve the
penalties bylaw before the applica
tion of its provisions by the competent Ministry which shall have the
right to enter any amendments there
to in such a way which is in line with
the nature and circumstances of the
work.
Article 38 provides for the principle
of not exceeding the deduction which
may be executed from the labourer's
wage for a period of more than 5
days per month. Article 39 has intro
duced the principle of suspending the
labourer to perform his work for the
interest of the investigation but the
suspension shall not exceed 10 days,
together with reserving his right to
receive his salaries for the period of
suspension if the investigation concludes that he is not responsible.
Article (40) is introduced in this Sec
tion and after it prescribed the em
ployer's compliance to deposit the
deduction proceeds from the wages
of his labourers in a fund to be allo
cated for social, economic and cultu56
ral activities for the benefit of the la

bourers; and after it prescribed the
employer's obligation to keep a spe
cial record for the deductions made
against the labourers, the Article in
troduced a provision for the distribu
tion of the deduction proceeds available in the fund among the existing
labourers in the firm equally in the
event of its dissolution for any rea
son. Also, this Article provides that
the Minister shall issue a decision on
the rules & controls organizing the
above fund and the distribution meth
od.
SECTION III
TERMINATION OF EMPLOY
MENT CONTRACT &
END OF SERVICE INDEMNITY
This Section consists of Articles
from (41) to (55). In Article (41), the
legislator explained the cases in
which an employer may terminate
the labourer's service without notice,
indemnity or remuneration. This Artide is similar to Article (48) in
which a labourer may terminate the
employment contract without notice
together with his entitlement to the
full end of service indemnity. Also,
this Article explains the cases in

which a labourer shall be entitled to
the end of service indemnity upon his
termination. Morover, it gives the ter
minated labourer the right to appeal
the termination decision before the
competent Labour Circuit. If it is
proved that the employer has terminated the labourer in an arbitrary way,
he shall be entitled to an end of
service indemnity and compensation
for the damages incurred by him as a
result of such termination. Further
more, this Article binds the employ
er, in all cases, to inform the Ministry
by the termination.decision and its
causes, and the latter shall advise the
Labour force Restructuring Program
accordingly.
Article (42) entitles the employer, if
a labourer discontinues work for sev
en consecutive days or twenty inter
rupted days within one year, to deem
him as resigned. In this case, the pro
visions of Article (53) shall be applicable on the labourer's eligibility to
the end of service indemnity.
Article (43) comprises new provi
sions governing a labourer's dues if
he is imprisoned under a preventive
57
imprisonment or in execution to a
non-final court judgment due to a
charge by the employer, and decided
to deem him as suspended from the
work and the employer shall not ter
minate his employment contract unless he is convicted in a final judg
ment. If a court judgment is issued
on his innocence the employer should
be obliged to pay him his wage for
the period of suspension in a fair
compensation to be decided by the
court.
Article (44) mentions the procedure
to be followed upon the termination
of an unlimited period contract where
either shall notify the other at least
three months prior to the termination
of the contract in the event of month
ly salary labourers; and at least one
month in case of other labourers.
Also, this Article determines the
compensation to be payable by the
party who terminated the contract if
he does not observe the notice period
by an amount equal to the labourer's
salary for the same period.
Article (45) prohibits the employer to
use the right of termination author
ized to him under the above Article
(44) while the labourer or female la

bourer enjoys one of his leaves pro
vided for in this law in order to pro
tect the labourer not to be surprised
of being terminated while enjoying
any of his leaves.
Also Article (46) prohibits the employer to terminate the labourer con
tract unless this is based on the la
bourer's abilities, behavior or the
firm or firm's operation requirements. In particular, Article 46 does
not consider the contract termination
reasons by the employer because
they are related to the basic rights
duly guaranteed under the constitution and the international agreements
that secure the labourer's right to ac
cede to or join labourers trade un
ions, exercise his trade union right,
freedom of faith, litigation and that
nothing shall affect his rights due to
the racial or sectarian beliefs.
Article (47) explains the rules of
compensation which both parties to
the limited period employment con
tract shall be complied with if terminated by either party prematurely
without having any right to do so, he
shall then be obliged to compensate
58
mination cases represented the firm's

transfer to a third party through sell
ing or merging or inheritance, dona
tion or any other legal action, or the
final lockout of the firm or the issue
of a final judgment on the employ
er's bankruptcy.
If the firm is transferred to a third
party accordingto the above means,
Article (50) prescribes that the la
bourers' dues shall become a payable
debt by the assignor and assignees
jointly. Also, it authorizes labourers
to continue work with the person to
whom the firm is transferred together
with binding the latter by the obliga
tions arising from the employment
contract signed by the assignor.
the other party for the damage in

curred by him for an amount equal to
the labourer's wage for the remaining
period of the contract, provided that
upon determining the damage for
both .contract parties the prevailing
customs, work nature, ... etc. and
generally all other considerations
which may affect the damage in
terms of its existence and extent.
The same Article has decided the
swap or setoff principle between any
debts which may be due for the em
ployer and the compensation amount
tOr the labourer.
Article (48) provides for the cases in
which the labourer may terminate the
employment contract together with
his entitlement to the end of service
indemnity.
Article (49) and Article (50) the con
tract termination cases by the force of
the law, whereas Article 49 explains
the contract termination cases for a
reason related to the death of the la
bourer or if it is proved that he is disable to perform his duty or by reason
of the expiry due to the exhaustion of
his sick leaves, while Article (50) explains the employment contract ter-
Article (51) provides for the end of

service indemnity due for labourers
working on monthly salary basis as
well as the other classes. For the first
class, this Article decides fifteen
day-wage for every one year service
of the first five years and thereafter
one month salary for every year of
the following years provided that the
total indemnity shall not exceed one
and a half year wage.
59
As for the second class, it prescribes

ten day wage, for every one year ser
. vice of the first five years and a fif
teen day wage for every one year service for the following years,
provided that the total indemnity
shall not exceed a year wage. The
Article prescribes in both cases that
the a labourer shall be entitled to the
end of service indemnity for any
fractions of the year in proportion to
the period of service he spent in the
work; and binds the employer to pay
the net difference between the
amounts he affords against the la
bourer's subscription in the social se
curity and the due amounts for the
end of service indemnity.
Article (52) explains the cases in
which a labourer shall be entitled to
the full end of service indemnity.
Article (53) clarifies the partial enti
tlement cases to the end of service in
demnity if the labourer tenders his
resignation in an unlimited period
contract from his part, when it made
him be entitled to half the end of ser
vice indemnity if the term of his service is not less than three years and
did not complete five years. If the period of his service has reached five
years and did not complete ten years,
he shall be entitled to two-thirds of
the indemnity. If the term of the la
bourer service has reached ten years,
he shall be entitled to the full indem
nity.
Thereafter, comes Article (54) and
stipulates that the labourer whose
employment contract is terminated
shall obtain from the employer a ser
vice termination certificate compris
ing a statement of his period of service or experience.
The Article also prohibits employers
that this certificate shall not include
any expressions which may insult the
labourer or it may be issued in such a
form that may reduce the chances of
work before him; and it bound the
employer to return to the labourer
any documents or certificates which
may be submitted by him.
CHAPTER IV LABOUR
SYSTEM & CONDI
TIONS
60
This Chapter consists of Four Sec

tions and Articles from (55) to (97):
vides for his labourers in remote are

as. All these latter benefits are not
deemed as wage and shall not be included therein.
However, the wage shall include the
social allowance and children allow
ance as per the Law No. (19) of 2000
or any other financial privileges
granted by the state to the labourer
periodically.
Moreover, this Article has added a
new provision for dealing with the
wage when it is a share of the net
profits and stipulated at the end of
this Article that if a labourer wage is
fixed as a share of the net profit and
the firm did not realize profit or realized a very few profit so that the la
bourer's share becomes not consis
tent with the work performed by him,
then his wage should be estimated on
the basis of a similar wage or accordingto the prevailing customs in this
profession or for justice require
ments.
Article (56) is quite keen to provide
that wages shall be paid on a working
day in the legal currency in circula
tion, and fixed a certain limit for pay
ing labourers' wages who work on
SECTION I: WAGES
This Sections comprises the Articles
from (55) to (97), where Article (55)
defines the meaning of the word
"Wage" by the basic salary received
or should be received by the labourer
against his performance of the work
including all other elements provided
for in the contfact like the allowances
and remunerations or prescribed by
the employer's rules & regulations.
The concept of wage shall not in
clude the bonuses & grants which
may be paid voluntarily by the em
ployer to the labourer.
Also, it shall not include the amounts
or other privileges received by the la
bourer for meeting the actual expens
es or necessary expenditure required
for the performance of the work or
by the reason of the work nature like
the car allowance allocated for the
work trips or the accommodation
provided for the watchmen of the real
estates or buildings and the means of
transport which the employer pro61
monthly basis at least once a month,

and the other labourers shall be paid
their wages at least once every two
weeks. Also, this Article added that
the payment of wages shall not be de
layed after the seventh day of the due
date.
Article (57) binds the employer who
employs labourers accordingto the
provisions of this law and the Oil
Sector Law No. (28) of 1969 to de
posit the dues of his labourers in their
relevant accounts opened with local
financial institutions and a copy of
the statements be dispatched to the
Ministry
Article (58), for avoiding any damages to labourers, does not allow an
employer to transfer a labourer who
works in a monthly salary to another
class without his written consent and
without prejudice to the rights ob
tained by the labourer during his work
under the monthly salary.
In order to protect the labourers's
rights, Article (59) provides that the
employer shall not deduct more than
10% of labourer's wage for the set
tlement of any debits or loans due to
the employer, and no interests may
be received against such dues. Also, it

provides that the attachment of the
wage due o the labourer or de duction
of any part thereof may not be made,
save within the limit of (25%) for
settling a debt of alimony, food,
clothes and other debts, includ ing
the employer debts. In the event
of coincidence, alimony debt shall
have priority over other debts.
The legislator, in order to enhance
the protection of labourers, Article
(60) provides that a labourer shall not
be obliged to buy any foodstuff or
commodities from certain shops or to
buy from the employer's products.
Article (61) has introduced a new
provision that binds an employer to
pay the wages of his labourers during
the lockout period if they have no in
this lockout. Also, the employment
contract shall not be terminated for
the same reason.
Article (62) is quite serious to con
firm the applicable principle in the
Law No. (38) of 1964, i.e. upon cal
culation of labourer dues, the last sal
ary paid to the labourer shall be considered. If a labourer receives a
wage on the basis of piece work, the
62
relevant estimate shall be made on

the average wage duly paid to him
for the actual working hours during
the last three months. The estimation
of cash and in kind incentives shall be
made by dividing the average of
what is received by the labourer from
the wage during the last 12 months
into the entitlement. If the term of his
service is less than one year, the av
erage shall be calculated based on the
percentage period spent in the ser
vice; and in addition to that a labour
er's wage shall not be reduced during
the course of his work for any reason
whatsoever.
Article (63)has introduced a new
provision that requires, by a decision
from the competent Minister, the
preparation of schedules on the mini
mum limit of wages accordingto the
nature of profession and trade, for responding to future requirements and
coping with the modem trends for
setting a minimum limit of wages for
securing a reasonable standard of liv
ing for labourers and in such a man
ner that shall act as a motivation for
the Kuwaiti labuor force and encouragement to join work in the private
sector. The decision shall be issued

after consultation with the Consultant
Committee for Labour & Organiza
tion Affairs.
SECTION II WORKING HOURS
& WEEKLY
OFF DAYS
(64) to (69), where Article (64) has
fixed the weekly working hours by
48 hours, as a general principle, in
such a manner that a labourer shall
not be made to work for more than 8
hours a day. Here the provision of
Article (33) of the Law No. (38) of
1964 is amended which was stipulat
ed as "A labourer manot be made to
work for more than 8 hours per day or
48 hours a week" where the opinion
is different about the optional word
"or" in terms of the extent of
the possibility of increasing the number of the daily working hours to
more than 8 hours when it is satisfied
by the maximum limit of the working
hours by 48 hours a week. So, for fi
nalizing this debate, the views came
to the conclusion that the old text
63
shall be replaced by the current text

as provided in this law.
Accordingly, Article (64) pus it in a
decisive way that the labourers'
working hours shall be 48 hours per
week and the daily working hours
shall not exceed 8 hours except in the
cases provided for in the law. This is
in order to stick to the opinion which
says that the labourer should be protected in every day of his working
days, and therefore stipulates that the
daily working hours should not be
more than 8 hours save within the
limits of the exceptions stipulated in
the law.
Also, this Article has introduced a
new provision which stipulates that
the working hours during the holy
month of Ramadan shall be 36 hours
a week.
Moreover, the same article provides
that the working hours of hard la
bour, health harmful labour and haz
ard labour or for hard conditions may
be reduced by a decision from the
Minister.
Article (65), after having acknowl
edged the provision of the second
paragraph of Article (33) of the Law
No. (38) of 1964 which prohibits

making a labourer work for more
than five continuous hours per day
without being followed a break peri
od of not less than one hour and such
break hours shall not be calculated
within the working hours, but it ex
empted from this provision the bank
ing, financial and investment sector
where the working hours shall be
eight continuous hours.
Thereafter, this Article has intro
duced a new provision necessitated
by the practical requirements and al
lows, upon the approval of the Minis
ter, labourers may be made to work
without any break for technical or
emergency reasons or in office
works, provided that the total worked
hours per day shall be, accordingto
the provision of Article 64 herein, at
least one hour less.
Article (66) sets forth the rules &
regulations for overtime hours where
it provides that a labourer may be
made to work an additional period by
a written order from the employer if
that is necessary for preventing the
occurrence of a dangerous accident
or for the repair of any faults arising
64
thereof or for avoiding a certain loss

or meeting such works more than the
daily required work. Also, it fixed
the overtime working hours per day'
week and per year; and that the addi
tional work periods shall be added by
25% of ordinary wage for the same
period and the employer is bound to
keep a special record for the overtime
work.
Article (67) gives the labourer the
right to one fully paid weekly rest
day which shall be fixed by 24 con
tinuous hours after every six worked
days. However an employer, for the
work requirements and necessity,
may make a labourer to work during
his weekly rest day if the work condi
tions so requires. In this case, the la
bourer shall receive at least 50% of his
wage in addition to the original wage
and he shall be compensated another
day for his rest day.
Article (68) fixes the official holi
days granted to a labourer with full
pay as per the number stated therein
and fixed the total due official holidays for the labourer by 13 days a
year.
If the work circumstances require
keeping any labourer in work on any

of the official holidays, he shall be
paid a double w ge, i.e. his ordinary
salary multiplied into two alongwith
an alternative compensation day.
This double wage shall be taken as a
basis for calculating the overtime
hours necessitated by the wok condi
tions in this day.
The due sick leaves in the light of the
provision of Article 69 have become,
on condition that the sickness shall
be proved by a medical certificate, as
follows:
- 15 days with full wage
- 10 days with three quarter wage
- 10 days with half wage
- 10 days with quarter wage
- 30 days without wage
The sickness that requires a sick leave
shall be proven by certificate from the
physician determined by the employer
or the doctor in-charge in a
government health center. In the
event of any conflict regarding the el
igibility to the sick leave or its term,
then the medical doctor certificate
shall prevail.
The last paragraph stipulates that re
garding serious diseases which are
65
difficult to cure, they shall be ex

empted by a decision from the com
petent Minister which shall specify
the type of such diseases.
ing the consent of the labourer after

the expiry of the first fourteen days
thereof. Also, it gives the labourer
the right to accumulate his leaves
provided that they shall not exceed
the leave of two years. Also, he may
enjoy the leave in one time upon the
consent of the employer. Moreover,
annual leaves may be accumulated
by the mutual agreement of both parties for more than two years.
Article (73) provides for the labour
er's right to receive a cash equivalent
against his accumulated annual leave
days upon the expiry of the contract,
taking into consideration the provi
sions of Articles (71 , 71) herein.
SECTION III
PAID ANNUAL LEAVES This
Section consists of Articles
from (70) to (79), where Article (70)
has increased the labourer's right to
the annual leave by making it thirty
(30) days for every service year.
Also, a labourer shall be entitled to
leave for the fractions of the year in
proportional to the period spent in
work, even if during the first year of
service.
Official holidays and sick leave days
falling within the leave shall not be
counted in the annual leave.
Article (71) added that the labourer
shall be entitled to be paid his due
wage for the annual leave in advance
before enjoying his leave in order to
prepare his affairs.
Article (72) gives the employer the
right to fix the date of annual leave,
and may grant it partially upon secur-
Article (74) does not gives the la

bourer the right to waive his annual
leave, with or without compensation
for the lofty aims intended by the leg
islator when prescribed this leave,
namely the labourer's comfort and
reactivation of his working spirits.
Therefore, this Article gives the em
ployer the right to refund from the la
bourer any wage paid by him against
the leave if it is proven that he is
working during his leave with an66
other employer.
As encouragement for labourers to
study and education, Article (75) has
introduced a new provision stipulates
that the employer may grant the la
bourer a paid leave for education for
obtaining a higher qualification in the
field of his work, provided that the
labourer shall undertake to work for
him a period equal to the education
leave period in a maximum limit of
five years. If the labourer violates
this condition, he shall be obliged to
reimburse the wages received by him
during the leave period in proportion
to the remaining period to be spent
by the labourer in the work.
the death of a first or second grade

relative.
A female Muslim labourer whose
husband passes away shall be entitled
to a fully paid leave of 4 (four)
months & 10 (ten) days as from the
-date of death for the period of wait
ing (iddat), provided that she shall
not practice any work with a third
party for the entire leave period. The
conditions for granting such leave
shall be organized by a decision from
the Minister.
Also, a non-Muslim female labourer
whose husband passes away shall be
entitled to a fully paid leave of 21
days.
Also, Article (76) has introduced a

new provision stipulates that the la
bourer who spent two continuous
years in the service of his employer
shall have the right to a paid leave of
21 days for performing Haj rituals,
provided that he should not have previously performed the Haj.
Moreover, Article (77) introduced a
new type of leaves when it stipulates
that the labourer shall be entitled to a
fully paid leave of three days upon
Article (78) has also introduced an

other leave with full pay that the em
ployer shall have the right to grant
the labourer a fully paid leave for at
tending Labour Periodic Conferences
& Social Gatherings. The Minister
shall issue a decision on the condi
tions, rules & regulations organizing
this leave.
Article (79) entitles the employer to
grant the labourer, upon his request,
a special leave without pay in addi67
tion to the other leaves referred to in

this Section.
SECTION IV
OCCUPATIONAL SAFETY &
HEALTH
(80) to (97), and it is divided into two
branches:
First Branch: On Maintaining Rules
of Occupational Safety & Health
This Branch consists of Articles from
(80) to (88), where Articles from (80)
to (83) explain the types of records
and files which an employer should
maintain for his labourers and shall
consist of all the required entries of
the necessary information about all
types of the different leaves, work in
juries, occupational diseases, occupa
tional health & safety, service start
date, service termination date, and all
necessary data and records in the
light of these articles, together with
binding the employer to hang in a
conspicuous place at the work center
the bylaws of penalties, working
hours system, weekly off days and
official holidays in addition to the

provision of the necessary occupa
tional health & safety means in such
a way that protects labourers against
the work hazards, and the labourer
shall not be burdened with any ex
penses or deducting any amounts
from his wage against the provision
of protection means for him.
Article (84) requires the employer to
explain to the labourer, before under
taking his work, the hazards which he
may be exposed to and the neces sary
protection means he should take. The
Minister shall issue the neces sary
decisions on the instructions and
precautionary warning sign boards to
be fixed in conspicuous places in the
work center, and the personal safety
tools which the employer shall supply for the different activities.
Article (85) stipulates that the Minis
ter, upon taking the opinion of the
competent authorities, shall issue a
decision specifying the types of ac
tivities which shall comply with the
provision of the necessary equipment
and tools for labourers' safety & oc
cupational health, along with the ap
pointment of the specialized techni68
cians or specialists for operating

these equipments.
In the meantime when Article (86)
requires the employer to take the necessary precautionary measures for
protecting labourers, Article (87) re
quires the labourers, likewise, to use
the necessary protection means, and
to undertake to utilize carefully any
protection means under their possession and to execute the relevant in
structions issued in this respect.
The legislator, in order to enhance
the protection of labourers, Article 88
obliges the employer to make the
necessary msurance coverage over his
labourers with insurance compa nies
against work injuries and occu
pational diseases, together with tak
ing into consideration the provisions
of the Social Security Law. SECOND
BRANCH
WORK INJURIES & OCCUPA
TIONAL DISEASES
This Branch consists of Articles from
(89) to (97). In this branch the legis
lator introduced a new provision
which provides in Article (89) that
the following provisions related to

eases shall not be applicable to the
insured persons who are subject to
the insurance provisions for the work
injury stipulated in the Social Securi
ty Law upon its application on them.
In Article (90), it explains the actions
which the employer - or the labourer
if his condition permits - shall take
upon the occurrence of the injury as
well as the authorities to be informed
thereof.
Article (91) stipulates that the em
ployer shall bear the expenses of the
injured labourer treatment against
eases with a governmental hospital or
a private clinic to be specified by
him, including the value of the medi
cine and transport expenses
The attending doctor shall specify in
his report the treatment period, the
percentage of disability resulting
from the injury and to what extent
the labourer is able to continue the
performance of his work. All this
shall be without prejudice to the pro
visions of the Law No. (1) of 1999 on
health insurance. Also this Article
69
entitles each of the labourer and the

employer may object to the medical
report before the Medical Arbitration
Cortunittee at the Ministry of Health.
Article (92) binds every employer to
provide the Ministry of Health with
statistical statement about work injuries accidents and occupational dis
eases that took place at his firm on
periodic basis.
Article (93) gives the labourer who
suffers a work injury or occupational
disease the right to receive his full
wage for the entire treatment period
fixed by the medical doctor. If the
treatment period exceeds six months,
he shall be entitled only to half the
wage until his recovery or proven
disability or death.
Article (94) stipulates that the injured
labourer or his beneficiaries shall be
entitled to receive compensation for
work injuries or occupational diseas
es accordingto the schedule to be is
sued by a decision from the Minister,
upon taking the opinion of the Minister of Health.
Article (95) refers to the cases in
which the injured labourer shall be
deprived of his right to the compen-
sation for the injury and the scope of

this depriving.
Article 96 extends the prescribed pro
tection to the labourer under the to the
provisions of Articles (93, 94, 95) of
this law if he suffers from a occu
pational disease or any relevant
symptoms are developed on him
even after leaving the service within
one year.
Article (97) binds the previous em
ployers for whom the labourer has
worked, each in proportion to the pe
riod spent by the labourer in his ser
vice, to compensate the labourer or his
beneficiaries for his injury as per the
manner stipulated in this text, and
gives the insurance company or the
Public Institution for Social Security
the right to claim, after compensating
the labourer or his beneficiaries, for
the compensation as provided for in
paragraph (1) of this Article.
CHAPTERV COLLECTIVE
LABOUR RELA
TIONS
SECTION I
70
which is represented by looking after

the interests of the members of the
organization, improving their materi
al and social conditions, and to repre
sent them before third parties.
Article (100) does not put as a pre
condition the completion of a certain
number of labourers or employers for
the establishment of a trade union or
federation, as the case may be. Rather, it gives this right in conformity
with the declared principles in the
constitution and the relevant interna
tional agreements. Also, this Article
has explained the required procedures for forming trade unions or
federations.
Article (101) provides for the basic
information that should be included
in the Articles of Association of the
organization, the rights & obligations
of its members and how to practice its
activity.
Article (102) explains that the elected
board of directors shall, within 15 days
from the date of its election, de posit
the organization incorporation
documents with the Ministry. Also, it
explains the manner of evidencing le
gal entity of the organization.
ORGANIZATIONS OF LABOUR
ERS & EMPLOYERS
AND RIGHT OF TRADE UNIONS
This Chapter consists of Three Sections and Articles from (98) to (110),
where Article (98) ensures the right
of forming federations by employers
and trade unions by labourers in conformity with the provisions of this
law.
Also, this Article prescribes the prin-
ciple of forming federations and trade
unions for labourers and sectors with
their different classes, the pri vate,
government & oil sectors in
consistence with the principle of freedom of forming the associations and
trade unions as prescribed in the Arti
cle 43 of the constitution, and also in
compliance with the relevant international agreements, particularly the
Agreement No. (87) of 1948 on the
freedom of trade unions and securing
the right of accession to trade unions.
Article (99), after confirming the
right of forming trade unions and
federations, it specifies the purpose
for establishing such organizations
71
Article (103) stipulates that the lageneral federation for each of the labourers and employers, upon enjoybourers & employers.
ing the rights provided for in this
Article (107) stipulates that the federChapter, shall observe all the applicaations, the general federation and
ble laws in the country and shall
trade unions shall have the right to
practice their activity within the limaccede to Arab or international federits of the objectives stated in the arti- -. ations which they believe that their
des of association of the organizainterests are related thereto, provided
that they shall inform the Ministry of
tion.
Article (104) obliges the competent
the accession date.
Ministry to direct and guide labourArticle (108) has mentioned two
ers trade unions and employer's fedmethods for the dissolution of emerations towards the proper applicaplayers & labourers' organizations:
tion of the law and the manner of
1. The voluntarily dissolution by a
how to make entries in the financial
decision to be issued by the general
books & records ... etc. and also stipassembly according to the organizaulates the activities which trade untion's article of association.
ions are prohibited to practice.
2. The legal dissolution by virtue
Article (105) gives trade unions the
of a court judgment to be issued upon
right, upon the approval of employthe request of the competent Ministry
ers and the competent authorities in
for the dissolution of the board of dithe country, to open canteens & resrectors on the basis of the organizataurants for serving the labourers
tion's violation to the provisions of
within the limit of the establishment. the law or the articles of association.
Article (106) confirms the trade unAlso, this article stipulates that the
ions' right to form federations to take
court judgment may be appealed
care of their common objectives, and
within 30 days from the date of issue
also, the right of the federations to
at the Court of Appeal.
form a general federation provided
The trade union's property after its
that there shall not be more than one
dissolution shall be decided on accor72
dingto the decision of the general as

sembly, in case of the optional disso
lution.
. Article (109) has introduced a new
provision that binds employers to
provide labourers with all the deci
sions, rules & regulations related to
their rights & obligations
Article (110) authorizes the employer
to dedicate one or more members of
the trade union or federation board of
directors for following up the trade
union affairs with the labor depart
ment or the competent authorities in
the country.
union or federation, on one hand, and

one or more employers or whoever
represents them from employer's fed
erations, on the other hand.
Article (112) puts as a precondition
that the collective employment con
tract should be prepared in writing
and duly signed by both parties. The
consent with regard to labourers'
trade unions and employers' federa
tions should be issued by the mem
bers of those organizations accordingto the provisions of the Articles
of Association of the organization.
Article (113) puts it as an obligation
that the collective employment con
tract should be a limited period con
tract provided that its term shall not
be more than 3 years. If the two contract parties have continue to imple
ment the same after the expiry of its
term, then it should maintain its capacity as a limited period contract for
one year period under the same con
ditions stated therein. All this shall
be subject to that the contract itself
contains special conditions that conflict with the prescribed provision
stipulated in this text.
Article (114) provides that if either
SECTION II COLLECTIVE
EMPLOYMENT CONTRACT
This Section which consists of Arti
cles from (111) to (122) is introduced
for governing the collective or group
employment contract which had not
been particularly regulated before un
der any of the previous labour laws.
Article (111), defines the collective
or group employment contract as the
contract which regulates the work
conditions and circumstances be
tween one or more labourers trade
73
validity period or three months after

its expiry shall be null and void
whenever it violates the provisions of
this law.
Although the collective employment
contract, like an individual employ
ment contract, is principally a mutual
satisfaction contract, however, Arti
cle 116 puts as a precondition for its
effectiveness that it shall be registered with the competent Ministry
and a summary of which shall be
published in the Official Gazette.
Further, the second paragraph of the
same Article authorizes the compe
tent Ministry to object to any conditions it deems as violating the law,
and obliges the two parties to amend
the contract within 15 days from the
receipt of such objection, otherwise,
the registration application will be
deemed as if it did not take place.
Article (117) stipulates that this con
tract may be concluded, either at:
party of the collective employment

contract is not desirous to renew it af
ter the expiry of its term, he shall in
form the other party and the compe
tent Ministry in writing at least three
months from the contract expiry date.
If the contract parties are multiple,
then its termination with regard to
one party shall not result in its termi
nation with regard to the other parties.
Article (115) sets forth an important
guarantee represented by the nullity
of any condition in this contract if it
violates any provisions stipulated in
the articles of this law except those
conditions that comprise such rights
or privileges in the law which are
more beneficial to the labourers, as a
minimum limit for their rights.
Also, this Article provides that any
conditions or agreement signed be
fore or after the enforcement of this
law under which the labourer waivers
any right granted by this law shall be
deemed null and void. Also, any reconciliation or quitclaim deed that
comprises a reduction or release from
a labourer's rights due to him under
the employment contract during its
1. The firm's level;

2. The industry level; or
3. The national level.
Also, this Article provides that if the
74
contract is concluded at the level of

the industry, then it should be signed
by the federation of such industry's
trade unions; and if it is concluded at
the'national level, it should be signed
by the general federation oflabour
ers. Moreover, it deems the conclud
ed contract at the industry's level to
be considered as an amendment to
the contract signed at the firm's lev
el; and the contract signed at the na
tionallevel shall be deemed as
amendment to any of the other two
contracts, within the limits of the
common provisions stipulated there
joined the federation that signed the

contract or joined it after its being
concluded. Thus, the text will accom
modate and contain the largest possi
ble base of .labourers and employers
in the collective employment con
tract. Consequently, this will ensure
the best factors of group labour rela
tions stabifity along with the potential positive economic and social out
comes arising thereof.
Article (119) confirms that the la
bourers' withdrawal or dismissal
from the trade union shall not affect
their right to enjoy the conditions of
this contract together with their com
pliance with the obligations stipulat
ed therein, if such withdrawal or dismissal took place subsequent to the
signing the contract or joining it by
the trade union.
For the generalization of the benefits
derived from the positive effects of
the collective employment contract,
Article (120) Those who have not en
tered into contracts from among the
labourers' trade unions or federa
tions, or employers or their federa
tions, may join the collective em
ployment contract after the
In.
Article (118) has mentioned the

body-corporates, natural persons and
other classes which shall be subject
to the provisions of the collective
employment contract including, first,
loabourers' trade unions and federa
tions that concluded the contract or
joined it after its conclusion; second,
employers or their federations that
signed the contract or joined it after
its conclusion; third, the trade unions
organizing the federation that signed
the contract or joined it after its conclusion; and fourth, employers who
75
publication of its summary in the Official Gazette by the agreement of

both parties requesting the accession
without any need for taking the con
sent of the main contracting parties.
The accession shall be made by vir
tue of an application to be submitted
to the competent Ministry duly
signed by both parties. The approval
of the competent Ministry to the ac
cession application shall be pub
lished in the Official Gazette.
Article (121), has established ap. im
portant principle which stipulates
that the collective or group employ
ment contract signed by the firm's
trade union shall be applicable to all
labourers of the firm even if they are
not members of such Trade Union,
this shall be without prejudice to any
other provision related to the most
beneficial conditions to the labourer
in an individual employment con
tract. On the other hand, as for the
contract signed by a federation or
trade union with a specific employer,
it shall be effective only to the la
bourers of the relevant employer.
the principle of proxy on behalf of the

members whenit established that the
labourers & employers organiza tions
which are a party of the collec tive
employment contract may file all
cases arising out of the breach of the
contract conditions in favor of any
member of such organization without
need for a power of attorney to be is
sued by him for this purpose.
SECTION III COLLECTIVE
LABOUR DIS
PUTES
This Section includes Articles from
(123) to (132) which aim at maintain
ing the stability of labour relations
especially when the dispute involves
large numbers of labourers, due to
the work or its conditions, against
one or more employers.
Article (123) defines the collective or
group labour conflicts as those dis
putes arising between one or more
employers and all his labourers or
some of them because of labour or
work conditions. Thus, this text has
widened the collective dispute con
cept so as to be deemed as such if it
The provision of Article (122) adopts

76
arises because of the work and is not

restricted only to just the conditions,
as in Article (88) of the Law No. (38)
of 1964 where the disputes were
deemed as individual even if they are
filed by all the labourers or part 'Of
them if the labour relation still exists
so long as the cause of the dispute or
conflict is related to a certain provision in the law or the contract.
Therefore, the legislator is quite keen
that the dispute shall bear the collec
tive description even if the cause of
the dispute is referred to the labour it
self and not related only to its condi
tions, as per the manner explained
hereinabove. This is in order to
achieve a stable environment in la
bour relations whether at the firm, in
dustry or level or the similar activity
or at the national level, by solving
this dispute and removing its causes
within a short time period. Also, this
will reduce the resort to the courts and
intends to minimize the number of
court judgments looked into be
fore courts.
Article (124) specifies the first ac
tions to be taken by the dispute par
ties for solving the collective con-
flicts, where both the dispute parties

shall resort to direct negotiation be
tween the'employer or his representa
tive and the labourers or their repre
sentatives. Also, this Article
authorizes the competent Ministry
shall have the right to delegate its
representative to attend these negotiations in the capacity of supervisor
and be acquainted of the dispute be
ginning and aspects.
The second paragraph of this Article
stipulates that in case that the reached
a mutual agreement among them,
then such-agreement should be en
rolled with the competent Ministry
within 15 days accordingto the rules
& regulations in respect of which a
decision shall be issued by the Minister.
If the dispute parties failed to reach a
solution as mentioned above, Article
(125) provides that either party to the
dispute may submit an application to
the competent Ministry for the amicable settlement of such dispute
through the Collective Labour Dis
putes Committee regarding of which
a decision shall be issued by the Min
ster. The application should be
77
signed by the employer or his author

ized representative or by the majority
of the dispute labourers or by whom
ever they authorize to represent them.
Article (126) stipulates for the formation of a reconciliation committee
and that this disputes reconciliation
committee shall be formed from two
representatives to be selected by the
employer trade union or the disputing
labourers, two representatives to be
selected by the employer (s) who are
a party of the dispute, and the Chair
man of the Committee and represen
tatives of the competent Ministry to
be appointed by the competent Min
ister by a decision in which he shall
also specify the number of the dispute parties representatives.
The committee may seek the opinion
of whoever deems useful for the per
formance of its task. In all the previous stages, the competent Ministry
may demand such information it
deems necessary for settling the dis
pute.
Article (127) fixes the rules and pro
cedures which the reconciliation
committee shall follow until the stage
for signing a final amicable settle-
ment which shall be deemed as a fi

nal and binding agreement to both
parties. However, if the reconcilia
tion committee is not able to settle
the dispute within the prescribed pe
riod, then it shall refer the dispute or
refer the un-agreed upon points there
of, within one week from the date of
the last meeting of the committee, to
the arbitration board duly accompanied with all the documents.
Article (128) provides for the forma
tion of the arbitration board of collec
tive labor disputes which shall be
formed of a circuit of the court of ap
peals, to be annually appointed by
the general assembly of this court, a
head of prosecution to be delegated
by the Public Prosecutor, a representative for the competent Ministry to
be appointed by its Minister. The par
ties of the dispute or their legal repre
sentatives shall appear before the arbitration board.
For ensuring a better speed for set
tling the collective disputes, Article
(129) obliges the arbitration board to
look into the dispute in a period not
later than twenty (20) days from the
date of arrival of its papers to the
78
Clerical Department; and either party

to the dispute should be notified of
the session date at least one week
prior to its holding; and the dispute
shall be decided on within a period
not exceeding three months from the
date of the first session for looking
into the dispute.
Article (130) provides that the arbi
tration board shall have all the power
and authorities of the court of appeal
accordingto the provisions of the ju
diciary organizing law and the Civil
& Commercial Procedures Code. The
arbitration shall issue justified and
causative decisions which shall be
the same as those decisions issued by
the court of appeal.
'Article (131) has introduced a new
principle that the competent Ministry
may, in the event of collective dis
pute and if the necessity so requires,
interfere without request by one of
the dispute parties to settle the dis
pute amicably. Also, it may refer the
dispute to the reconciliation commit
tee or arbitration board as it deems
appropriate. Also, this Article binds
both the parties to this dispute, in this
case, shall submit all the documents
required by the competent Ministry,

and they shall appear, if so sum
moned, before the board.
Article 132 prohibits the parties of
the dispute to stop the work, totally
or partially, during the direct negotia
tion proceedings or before the recon
ciliation committee or the arbitration
board due to the interference of the
competent Ministry in the disputes
accordingto the provisions of the Ar
tide (131).
It goes without saying that the provi
sions of this Section govern only the
continuous labour relations between
the parties of the dispute (the em
ployer and labourers), otherwise, the
dispute will be deemed as personal
whatever the parties involved therein.
CHAPTER VI
LABOUR INSPECTION & PENAL
TIES
SECTION I LABOUR
INSPECTION
79
Article (133) grants the authority of

leg&! and judicial capacity to the
competent employees to be identified
by the Minister by a decision to over
sight and control the implementation
of this law and its executive rules,
regulations & decisions, provided
that those employees shall perform
their duties with due honesty, impar
tiality and persistence and they shall
undertake not to disclose the secrets
of employers which they may have
access to by virtue of their work.
Also, they shall perform the neces
sary legal oath before the Minister:
Article (134) specifies the powers
and authorities of those employees
and they shall have the right to enter
work places during the firm's official
working hours, and to have access to
all books & records, and to request
such data & information related to la
bour force affairs, Also, they shall
have the right in this connection to
check and take samples of the circulated materials for analysis purpose;
and they shall further be entitled to
enter such places allocated by employers for labour services purposes,
and they may seek the assistance of
the public force for theexecution of

the functions of their tasks.
Article (135) gives the official com
. petent employees of the ministry the
right to take the necessary actions, in
coordination with the other competent authorities, to issue a decision on
the lockout of the business concern,
totally or partially, or to stop the use of
a certain machine(s) till the rectification of such contravention.
Article 136 gives the official employ
ees the authority to issue notices on
the committed contravention by the
labourers working without a specific
work center.
SECTION II
PENALTIES
(137) to (142) in which we notice in
general that the legislator tends to
wards hardening the punishments
against the violators to such an extent
which is harder than what was pre
scribed in the Law No. (38) of 1964
after it became proven that those penalties were not enough to prevent the
violators to commit such contraventions.
80
Accordingly, Article (137) provides

for the punishment and penalty of not
more than KD 500/- applicable on
whoever violates the provisions of
Articles (8, 35) herein; and in case of
repeating the same act, the penalty
shall be doubled.
Article (138) has introduced the pun
ishment by imprisonment for not more
than three years and a fine not more
than KD 1,000/- or with both
penalties to be applicable on whoever
violates the provision of paragraph
(3) of Article (10) of this law.
Article (139) provides for the penal
punishment against the employer
who will be in breach of the provi
sions of Article (57) herein.
Also, the legislator, due to its belief on
the controlling role carried out by the
Ministry on the firms so as to make
sure to what extent they observe the
rules, regulations and meas ures of
occupational health & safety as well
as the Ministerial Decisions issued for
the implementation of the same, it has
stipulated in Article
(140) a penalty against whoever fails
to enable the competent employees
specified by the Minister to perform
their duties provided foin Articles

(133, 134) herein, shall be punished
by a fine not to exceed KD 1,000/-,
so as to confirm this principle.
Article (141) explains the method of
notification about the contravention
in order to remove the causes of vio
lation and the prescribed punishment
thereof. Also, it prescribed a penalty
on whoever violates the remaining
provisions of this law and the execu
tive decisions thereto.
In order to reactivate the Ministry
controlling role, Article (142) stipu
lates that whoever violates the writ of
suspension or closure issued accor
dingto the provisions of Article 135
herein without remedying the contra
ventions notified to him by the com
petent employees, shall be punished
by imprisonment for a period not exceeding six month and a fine not
more than KD 1000/-, or with one of
the two penalties.
CHAPTER VII
CONCLUDING PROVISIONS
This Chapter comprises Articles
81
from (143) to (150), where Article

the employment contract expiry date
(143) stipulates that a Consultant
shall not be heard.
Committee for Labour Affairs shall
Upon denial, the provision of para
be formed by a decision by the Min
graph (2) of Article (442) of the Civil
ister consisting of representatives of
Code shall be applicable, where the
the Ministry, Labour force Restruc ' ._ employer who sticks to not hearing
turing & State Executive Body Prothe lawsuit must give oath that he has
gram, Employers & Labourers organ- actually settled the debt to the labour
er. If he is a heir or legal representa
izations and whoever the Minister
tive of the debtor or for his heirs, he
deems appropriate, whose task is to
shall perform the oath that he has no
give opinion on the issues presented
knowledge of such debt or he knows
to it by the Minister. This decision
that it has been settled. This oath
shall also issue the necessary proce
shall be taken by the court spontane
dures for inviting the committee for
meeting, work therein and how to isously without being demanded to do
so.
sue its recommendations.
Finally, the same Article provides in
The legislator, in order to strengthen
its last paragraph that the actions filed
the protection of labourers and to en
by labourers or their beneficiar ies
sure that they receive their labour
shall be exempted from the judi cial
rights, he brought the provision of
fees. However, the court - upon
Article (442) of the Civil Code, along
rejecting such actions - may bind the
with all the warranties provided for
party who files the case to pay all or
therein to the cases and lawsuits filed
part of the expenses. Labour cases
by the labourers. This is contrary to
shall be looked into forthwith on
what was applicable in the light of
prompt summary basis.
Article (96) of the Law No. 38 of
Article (145) of the law has intro
1964, where Article (144) of this law
duced a new provision which stipu
stipulates that the actions filed by the
lates that the rights of labourers pre
labourers under the provisions of this
scribed according to the provisions of
law, after the lapse of one year from
82
this law shall have preference & pri

ority over all employers' money, such
as movables & real estates, except
private residential dwellings. These
amounts shall be collected after the
legal expenses, the due amounts for
the public treasury, and document
keeping and repair costs.
Article (146) puts it as a pre-requisite
that a case should be preceded by an
application to be filed by the labourer
or his beneficiaries to the competent
labour department which shall summon the dispute parties or their repre
sentatives to appear. If the depart
ment could not reach an amicable
settlement, it shall refer the case,
within one month from the case sub
mission date, to the Court of First Instance to decide on it. The referral
shall be made by a memorandum
comprising a summary of the dis
pute, pleadings of both parties and
comments of the department.
According to the Article (147), the
Clerical Department at the Court of
First Instance shall, within 3 days
from the receipt of the application,
schedule a session for looking into

the case which shall be notified to
both parties of the dispute.
Article (148) stipulates that the Min
ister shall issue the necessary rules,
regulations & decisions for imple
menting this law within six months
from the date of publishing this law in
the Official Gazette, in consultation
with employers and labours. Article
(149), after it has provided for the
cancellation of the Law No. (38) of
1964 and the amending laws thereto,
this Article adds that the la bourers
shall maintain all the rights arising
thereof before its cancella tion; and
all the implementing deci sions
thereof shall remain applicable
in such a manner which is not contradictory to the provisions of this law
until the issue of the executive rules,
regulations, decisions and bylaws for
this law.
Finally, Article (150) requires the
Prime Minister and Ministers, each
within his jurisdiction, to implement
this law which shall be operative as
from the date of its publication in the
Official Gazette.
83
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Kuwait Labour Law

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Kuwait Labour Law

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STATE OF KUWAIT

NEW PRIVATE SECTOR

LAW NO. 6 OF 2010

Law Decree No. 67 of 1980 issuing

Having perused the Constitution;

Law Decree No. 64of 1987 estab

The Penal Code issued by the Law

Law Decree No. 23 of 1990 organiz

Law No. 38 of 1964 on Labour in

Law No. 56 of 1996 issuing the In

Law No. 28 of 1969 regarding La

Law No. 1 of 1990 regarding the

The Social Security Law issued by

Law No. 19 of 2000 concerning the

Law Decree No. 28 of 1980 issuing

The National Assembly hereby ap

other employers after the official

labourers in their individual or col

Ministry in this law. Also the Author

expenses for returning the labourer to

SECTION II APPRENTICESHIP &

every learning stage, provided that

abilities, to improve their productivi

houses and other health institutions

a decision shall be issued by the Min

ployees therein is more than 200.

copies; one for each party whereas

in any foreign language can be added

If the work contract is for a limited or

place at the work center the rules and

shall present these regulations to the

the investigation conducted by the

public morals in the place of work.

form the Ministry by the termination

shall be obliged to pay him his wage

the absent day or hours.

him by the employer or whoever rep

piece or per hour.

service indemnity, as stipulated in the

shall then be entitled to the full in

the worker against or because of his

their salaries at least once a month.

bourer who works in a monthly sala

less than one year, the average shall

bour or for hard conditions may be

sary for preventing the occurrence of

from the physician to be determined by

continuous years in the service of his

for attending Labour Periodic Con

posed on the labourer, service termi

materials in the firm and the persons

The employer shall explain to the la

Minister of Health, to issue the deci

SECOND BRANCH WORK

injuries insurance terms & conditions