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
Having perused the Constitution;
The Penal Code issued by the Law
No. 16 of 1960 and its amending
laws; and
Law No. 38 of 1964 on Labour in
Private Sector and its amending laws;
and
Law No. 28 of 1969 regarding La­
bour in Oil Sector; and
The Social Security Law issued by
the Amiri Order Law No. 61 of 1976
and its amending laws; and
Law Decree No. 28 of 1980 issuing
the Maritime Law and its amending
laws; and
Law Decree No. 38 of 1980 issuing
the Civil & Commercial Procedure
Law and its amending laws; and
2
Law Decree No. 67 of 1980 issuing
the Civil Code duly amended by the
Law No. 15 of 1996; and
Law Decree No. 64·of 1987 estab­
lishing a Labour Department at the
Court of First Instance; and
Law Decree No. 23 of 1990 organiz­
ing the judiciary and the amending
laws thereof; and
Law No. 56 of 1996 issuing the In­
dustrial Law; and
Law No. 1 of 1990 regarding the
Health Insurance on Aliens and ap­
plying some fees on health services;
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 National Assembly hereby ap­
proves the following law, which we
hereby sanction and issue:
 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 relat-
ed to their affairs.
. Article 2
The provisions of this law shall be
enforceable to the private sector em­
ployees.
3
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
The provisions of this law shall be
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
 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 profes-
sion 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
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 au-
thorities.
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 bal-
ance 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

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.
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 labour- ers 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
5
- ------- ------
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 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 trans-
fers 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.
SECTION II APPRENTICESHIP &
VOCATION­ AL TRAINING
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 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
6
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 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 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
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 train-
ing 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.
7
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
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 examina-
tion.
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
8
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.
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.
 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-
9
ployees therein is more than 200.
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
I
 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.
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 29
All contracts shall be made in Arabic
language and the translation of which
10
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.
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.
 SECTION II
OBLIGATIONS OF LABOURER &
EMPLOYER
REGULATIONS AND PENALTIES
Article 32
The labourer probation period shall be
specified in the work contract pro­
vided that it shall not exceed hundred
working days. Either party may ter­
minate the contract during the proba­
tion period without notice. If the ter­
mination is made by the employer, he
shall pay the labourer his terminal
service indemnity for his employ­
ment period according to the provi­
sions of this law.
A labourer may not be employed un-
der the probation period with the
same employer for more than once.
The Minister shall issue a decision
organizing the rules and regulations
of the work during the probation pe-
riod.
Article 33
If the employer subcontracts work or
any part the work to another employ­
er under the same work conditions,
the employer to whom the work is as­
signed shall treat his labourers and
those of the main employer equally
II
in all their rights and dues. The two
employers shall jointly work_together
in this respect.
Article 34
The employer who signs a contract
for the implementation of a govern­
ment project or employs his labour-
ers in remote areas, he shall provide a
suitable accommodation and means
of transport for his labourers free of
charge. In the event of not providing
them an accommodation, he shall
give them a suitable housing allow­
ance. Remote areas and suitable ac­
commodation conditions as well as
the housing allowance shall be deter­
mined by a decision from the Minis­
ter.
In all other cases in which the em­
ployer shall be obliged to provide an
accommodation for his labourers, he
shall be subject to the provisions of
the decision provided for in the pre­
vious paragraph regarding the condi­
tions of the suitable accommodation
and fixing the housing allowance.
Article 35
The employer shall fix in an open
 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
12
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
 -
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 suspen-
sion.
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 dis-
tributed 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
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
 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-
14
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 with-
out 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
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
IS
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.
 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 in-
curred 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 which·may 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
16
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 Minis-
try 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 ex-
pire 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.
 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 indem-
nity shall not exceed a year wage,
with regard to the labourers who re­
ceive their wages per day, week,
17
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 ser-
vice 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
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
The labourer shall have the right to
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 ser-
vice 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
18
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 expres-
sions 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 certifi-
cates 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
 the worker against or because of his
work in addition to all the elements
stipulated in the contract or employ-
er's rules & regulations.
Without prejudice to the social allow­
ance and children allowance pre­
scribed according to the above men-
tioned Law No. (19) of 2000, the
allowances, remunerations, commis­
sions, grants, donations or cash privi­
leges received by the labourer period-
ically 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.
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
19
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 58
The employer shall not transfer a la-
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 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 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
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 to-
tally 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 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
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 na-
ture 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
Without prejudice to the provisions of
Article (21) of this law, the labour- er
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-
21
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
Without prejudice to the provisions of
Articles (21) & (64) of this law, a
labourer may be made to work over­
time hours under a written order is-
sued by the employer if that is neces-
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.
22
Article 67
The labourer shall have the right to
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)
 -Three days
d) Waqfat Arafat
Day -One day
e) Eid Al Adha (Greater Bai-
ram) -Three days
f) Prophet Birthday
One day
g) National Day (25th Febru-
ary) -One day
h) Liberation Day (26th Febru-
ary) -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
23
from the physician to be determined by
the employer or the doctor who is in-
charge of a government health cen-
ter. 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.
 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.
The labourer shall have the right to
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 73
Without prejudice to the provisions of
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.
24
Article 74
Without prejudice to the provisions of
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 76
The labourer who completes two
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.
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 Minis-
ter.
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 78
The employer shall have the right to
grant the labourer a fully paid leave
25
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 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 docu-
ments, overtime hours, work injuries,
occupational diseases, penalties im-
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.
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.
Article 83
The employer shall take all needful
precautionary safety measures for se­
curing the safety of his labourers,
machinery, equipment, circulated
26
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
The employer shall explain to the la­
bourer, before commencing his work,
the hazards which he may be exposed
to and the necessary protection meas-
ures 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 85
The Minister, upon seeking the opin-
ion 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 train-
mg programs.
Article 86
The employer shall take the neces­
sary precautionary measures for pro­
tecting workers against health haz-
ards 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
27
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
Without prejudice to the provisions of
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
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
28
may be notified by whoever repre­
sents him.
Article 91
Without prejudice to the provisions of
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 in-
formed thereof before the Medical
Arbitration Committee at the Minis­
try of Health.
 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:
29
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 oc-
cupational 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
 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 Se-
curity 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 hon-
our their obligations as provided for
in paragraph (1) of this Article.
CHAPTERV COLLECTIVE
LABOUR RELA­ TIONS
SECTION I
ORGANIZATIONS OF LABOUR­
ERS & EMPLOYERS
AND RIGHT OF TRADE UNIONS
Article 98
The right of forming federations by
employers and trade unions by la­
bourers is secured in conformity with
30
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.
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
weeks as from the date of general as­
sembly, provided that they shall fix
the meeting place, time and objec­
tives.
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.
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-
31
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.
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.
Article 103
All labourers, employers and their or­
ganizations, upon enjoying the rights
provided for in this Chapter, shall ob-
serve 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 objec-
tives stated in the articles of
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
m.
Trade unions shall be prohibited
from the following:
1. Engaging in political, religious or
sectarian issues.
2. Investing their funds in financial or
real estate speculations or any oth­ er Federations, the general federation and
type of speculations.
3. Accepting donations & bequests,
except under the consent of the Min­
istry.
Article 105
Trade Unions shall have the right,
upon the approval of employers and
the competent authorities in the coun­
try, to open canteens & restaurants
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 pro-
vided that there shall not be more
than one general federation for each of
the labourers & employers. Upon
forming the federations & general
federation, the same procedures relat­
ed to trade unions' formation should
be followed.
Article 107
trade unions shall have the right to
accede to Arab or international
federations which they believe that
their interests are related thereto, pro­
vided that they shall inform the Min­
istry of the accession date. In all cas-
es, they shall observe in this regard
that such accession should not violate
the public order or the State public
interest.
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 109
Employers should provide labourers
with all the decisions, rules & regula­
tions related to their rights & obliga-
tions.
33
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
The collective or group employment
contract should be made in writing
and duly signed by the labourer. This
contract shall be presented to the
general assembly of labourers trade
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.
34
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.
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 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.
35
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 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'
 -------------------------------------
trade unions or federations, or em-
ployers 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 contract-
ing 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
The collective or group employment
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 con-
ditions 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.
36
-
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
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.
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 126
The labour disputes reconciliation
committee shall be formed from the
following:
37
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 representa-
tives.
The committee may seek the opinion
of whoever deems useful for the per­
formance of its task. In all the previ-
ous stages, the competent Ministry
may demand such information it
deems necessary for settling the dis­
pute.
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 pre-
pared in three copies to be signed by
 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 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
38
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.
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 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 re-
 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 ap-
pear, if so summoned, before the
board.
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.
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 imple-
39
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:
"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 cir-
culated materials for analysis pur-
 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.
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-
40
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 cen-
ter, 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.
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
 same act within three years from the
fmal judgment date, the penalty shall
be doubled.
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 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-
41
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 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 pun-
ished 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 142
Whoever violates the writ of suspen-
sion or closure issued pursuant to the
provisions of Article 135 herein with­
out remedying the contraventions no-
tified to him by the competent em­
ployees, shall be punished by
imprisonment for a period not ex­
ceeding six month and a fme not
more than KD 1000/-, or with one of ' " Civil Code shall be applicable to de­
the two penalties.
CHAPTER VII CONCLUDING
PROVISIONS Article 143
A Consultant Committee for Labour
Affairs shall be formed by a resolu­
tion by the Minister consisting of
representatives of the Ministry, Man­
power Restructuring & State Execu­
tive Body Program, Employers & La-
bourers organizations and whoever
the Minister deems appropriate,
whose task is to give opinion on the
issues presented to it by the Minister.
The resolution shall also issue the employer's money, such as movables
necessary procedures for inviting the
committee for meeting, work therein
and how to issue its recommenda­
tions.
42
Article 144
Upon denial, the actions filed by the
labourers under the provisions of this
law, after the lapse of one year from
the employment contract expiry date
shall not be heard. The provisions of
Clause (2) of Article (442) of the
nial. The actions filed by labourers
or their beneficiaries shall be exempt­
ed from the judicial fees. However,
the court- upon rejecting such ac­
tions - may bind the party who files
the case to pay all or part of the ex­
penses. Labour cases shall be looked
into forthwith on prompt summary
basis.
Article 145
As exemption from the provision of
Article (1074) of the Civil Code, the
rights of labourers prescribed accord­
ing to the provisions of this law shall
have preference & priority over all
& real estates, except private residen­
tial dwellings. These amounts shall
be collected after the legal expenses,
the due amounts for the public treas-
ury, and document keeping and re­
pair costs.
 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 sum-
mon 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 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
43
consultation with employers and la­
bours.
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 by-
laws 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.
AMIR OF KUWAIT SABAH AL
AHMED AL JABER ALSABAH
Issued at Sief Palace on : 26th Safar,
1431 H. Corresponding to : lOth
February,
 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-
44
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-
 ems the labour relations is the Law
No.·(38) of 1964 concerning the Pri­
vate Sector Labour. Regarding the
Law·No. (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 La-
bour 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 develop-
ments that cannot possibly be ig-
45
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 ac-
commodate 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 intend-
 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 Ku-
wait 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
46
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, Minis-
try of Health, Ministry of Justice,
Ministry of Oil, Kuwait Municipali­
ty, Kuwait University, the Public In­
stitution for Social Security, the Pub-
lic 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
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 Organiza-
tion (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
47
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 Indi-
vidual 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 rati-
fied by the State of Kuwait.
Hereunder we will shed light on the
articles of the law according to the
order of its chapters:

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 consid-
ered 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
48
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 af-
fairs 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 legis-
lations. That is to say the provisions
of this law, including all the rights
and benefits stipulated for labourers
therein, represent the minimum limit
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.
CHAPTER2
49
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 organiz-
ing 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-
 risdictions prescribed for the Minis-
. try in this law. Also the authority
shall recruit and employ the expatri­
ate·labour 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 au-
thority.
Article (10) determines the rules and
procedures in the employment of non-
Kuwaitis 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-
so
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-
 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-
51
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 profes-
sional 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 con-
tract and fixed seven days as a notice
period which both contract parties
shall observe.
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 insti-
tutes.
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 profes-
sional 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,
52
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
 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.
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 em-
53
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.
 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 Minis-
try's decision.
Also, he binds the employer to estab­
. lish a Day Care Center for children
below 4 years if the number of wom-
en 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.
CHAPTER III INDIVIDUAL
EMPLOYMENT
CONTRACT
54
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 pe-
riod 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 meth-
ods.
Article (29) is keen to stipulate that
all the contracts shall be prepared in
Arabic language and the translation
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 par-
ties.
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 automati-
cally 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 ac-
quired rights under the previous con-
55
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 precondi-
tioned that it shall not exceed 100
working days. Like the text as men-
tioned 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 em- ployer,
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 em-
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 gov-
ernmental projects or those who
make their labourers work in such ar­
eas which are remote from the inhib-.
ited areas, they shall provide a suita-
ble 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 Minis-
ter.
Articles from (35) to (40) explain the
disciplinary rules & regulations to be
observed by the employer before ap-
plying any penalty on his labourers
as well as the necessary guarantees
56
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 compe-
tent 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 con-
cludes 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 cultu-
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 availa-
ble 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 Ar-
tide 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,
57
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 termi-
nated 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 appli-
cable 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
 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 un-
less 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
58
(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 em-
ployer to terminate the labourer con­
tract unless this is based on the la­
bourer's abilities, behavior or the
firm or firm's operation require-
ments. 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 constitu-
tion 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 termi-
nated by either party prematurely
without having any right to do so, he
shall then be obliged to compensate
 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 dis-
able to perform his duty or by reason
of the expiry due to the exhaustion of
his sick leaves, while Article (50) ex-
plains the employment contract ter-
59
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.
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.
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 ser-
vice 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 ser-
vice is not less than three years and
60
did not complete five years. If the pe-
riod 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 ser-
vice 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
 This Chapter consists of Four Sec­
tions and Articles from (55) to (97):
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 pro-
61
vides for his labourers in remote are­
as. All these latter benefits are not
deemed as wage and shall not be in-
cluded 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 real-
ized 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 accord-
ingto 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
 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 damag-
es 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
62
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 con-
sidered. If a labourer receives a
wage 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 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 re-
sponding 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 encour-
agement to join work in the private
63
sector. The decision shall be issued
after consultation with the Consultant
Committee for Labour & Organiza­
tion Affairs.
SECTION II WORKING HOURS
& WEEKLY
OFF DAYS
This Section comprises Articles from
(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 opin- ion
is different about the optional word
"or" in terms of the extent of
the possibility of increasing the num-
ber 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
 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 pro-
tected 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
64
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
 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 holi-
days for the labourer by 13 days a
year.
If the work circumstances require
65
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
 difficult to cure, they shall be ex­
empted by a decision from the com­
petent Minister which shall specify
the type of such diseases.
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-
66
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 par-
ties 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.
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 an-
 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.
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 pre-
viously 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
67
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.
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 addi-
tion to the other leaves referred to in
this Section.
SECTION IV
OCCUPATIONAL SAFETY &
HEALTH
This Section comprises Articles from
(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
68
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 sup-
ply 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 techni-
 cians or specialists for operating
these equipments.
In the meantime when Article (86)
requires the employer to take the nec-
essary 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 posses-
sion 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
69
the following provisions related to
work injuries and occupational dis­
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
work injuries and occupational dis­
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
 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 inju-
ries 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 Minis-
ter of Health.
Article (95) refers to the cases in
which the injured labourer shall be
deprived of his right to the compen-
70
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

ORGANIZATIONS OF LABOUR­
ERS & EMPLOYERS
AND RIGHT OF TRADE UNIONS
This Chapter consists of Three Sec-
tions and Articles from (98) to (110),
where Article (98) ensures the right
of forming federations by employers
and trade unions by labourers in con-
formity 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 free-
dom of forming the associations and
trade unions as prescribed in the Arti­
cle 43 of the constitution, and also in
compliance with the relevant interna-
tional 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
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. Rath-
er, 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 proce-
dures 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.
 Article (103) stipulates that the la-
bourers and employers, upon enjoy-
ing the rights provided for in this
Chapter, shall observe all the applica-
ble laws in the country and shall
practice their activity within the lim-
its of the objectives stated in the arti- · -. ations which they believe that their
des of association of the organiza-
tion.
Article (104) obliges the competent
Ministry to direct and guide labour-
ers trade unions and employer's fed-
erations towards the proper applica-
tion of the law and the manner of
how to make entries in the financial
books & records ... etc. and also stip-
ulates the activities which trade un-
ions are prohibited to practice.
Article (105) gives trade unions the
right, upon the approval of employ-
ers and the competent authorities in
the country, to open canteens & res-
taurants for serving the labourers
within the limit of the establishment. the law or the articles of association.
Article (106) confirms the trade un-
ions' right to form federations to take
care of their common objectives, and
also, the right of the federations to
form a general federation provided
that there shall not be more than one
72
general federation for each of the la-
bourers & employers.
Article (107) stipulates that the feder-
ations, the general federation and
trade unions shall have the right to
accede to Arab or international feder-
interests are related thereto, provided
that they shall inform the Ministry of
the accession date.
Article (108) has mentioned two
methods for the dissolution of em-
players & labourers' organizations:
1. The voluntarily dissolution by a
decision to be issued by the general
assembly according to the organiza-
tion's article of association.
2. The legal dissolution by virtue
of a court judgment to be issued upon
the request of the competent Ministry
for the dissolution of the board of di-
rectors on the basis of the organiza-
tion's violation to the provisions of
Also, this article stipulates that the
court judgment may be appealed
within 30 days from the date of issue
at the Court of Appeal.
The trade union's property after its
dissolution shall be decided on accor-
 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.
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
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 accor-
dingto 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 con-
tract parties have continue to imple­
ment the same after the expiry of its
term, then it should maintain its ca-
pacity 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 con-
flict with the prescribed provision
stipulated in this text.
Article (114) provides that if either
 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 par-
ties.
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 rec-
onciliation or quitclaim deed that
comprises a reduction or release from
a labourer's rights due to him under
the employment contract during its
74
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 regis-
tered 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 condi-
tions 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:
1. The firm's level;
2. The industry level; or
3. The national level.
Also, this Article provides that if the
 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
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 con-
clusion; and fourth, employers who
75
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 poten-
tial 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 dis-
missal 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
publication of its summary in the Of-
ficial 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 provision of Article (122) adopts
76
the principle of proxy on behalf of the
members when·it 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
 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 provi-
sion 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-
77
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 negoti-
ations 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 Minis-
ter.
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 ami-
cable 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
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 forma-
tion 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 dis-
pute parties representatives.
The committee may seek the opinion
of whoever deems useful for the per­
formance of its task. In all the previ-
ous 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-
78
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 accompa-
nied 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 represen-
tative 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 ar-
bitration 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
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
79
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
 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 circu-
lated materials for analysis purpose;
and they shall further be entitled to
enter such places allocated by em-
ployers for labour services purposes,
and they may seek the assistance of
80
the public force for the·execution 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 compe-
tent 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 rectifi-
cation 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
This Section comprises Articles from
(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 pen-
alties were not enough to prevent the
violators to commit such contraven-
tions.
 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 ob- serve 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
81
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 ex-
ceeding 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
 from (143) to (150), where Article
(143) stipulates that a Consultant
Committee for Labour Affairs shall
be formed by a decision by the Min­
ister consisting of representatives of
the Ministry, Labour force Restruc­ ' ._ employer who sticks to not hearing
turing & State Executive Body Pro-
gram, Employers & Labourers organ- actually settled the debt to the labour­
izations and whoever the Minister
deems appropriate, whose task is to
give opinion on the issues presented
to it by the Minister. This decision
shall also issue the necessary proce­
dures for inviting the committee for
meeting, work therein and how to is-
sue its recommendations.
The legislator, in order to strengthen
the protection of labourers and to en­
sure that they receive their labour
rights, he brought the provision of
Article (442) of the Civil Code, along
with all the warranties provided for
therein to the cases and lawsuits filed
by the labourers. This is contrary to
what was applicable in the light of
Article (96) of the Law No. 38 of
1964, where Article (144) of this law
stipulates that the actions filed by the
labourers under the provisions of this
law, after the lapse of one year from
82
the employment contract expiry date
shall not be heard.
Upon denial, the provision of para­
graph (2) of Article (442) of the Civil
Code shall be applicable, where the
the lawsuit must give oath that he has
er. If he is a heir or legal representa­
tive of the debtor or for his heirs, he
shall perform the oath that he has no
knowledge of such debt or he knows
that it has been settled. This oath
shall be taken by the court spontane­
ously without being demanded to do
so.
Finally, the same Article provides in
its last paragraph that the actions filed
by labourers or their beneficiar­ ies
shall be exempted from the judi­ cial
fees. However, the court - upon
rejecting such actions - may bind the
party who files the case to pay all or
part of the expenses. Labour cases
shall be looked into forthwith on
prompt summary basis.
Article (145) of the law has intro­
duced a new provision which stipu­
lates that the rights of labourers pre­
scribed according to the provisions of
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 sum-
mon 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 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,
83
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 consulta- tion
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 contra-
dictory 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.
4 n.·. lo.;b1 1 " 1964 W (38) r-iJ l)yi.A.II :f
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52
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