Unified labor contract laws in Kuwait
During the past few months, the Public Authority for Manpower in Kuwait announced that it has made some amendments to the provisions of labor laws for expatriates inside the State of Kuwait, and it has been called a standard labor contract that guarantees the rights of both the worker and the employer, in light of the most important rights and duties bound by both parties. These amendments include the following:
The worker may be subject to a trial period of work for a period of up to 100 days from the date of receiving the work before the formal signing of a work contract.
The worker is given a full day as a week's rest, and in the event that he is called to work on that day, then the employer is obligated to pay a full day’s wage, in addition to 50% of the day’s wage, and the employer is also obligated to compensate him for another day as a weekly rest.
According to the provisions of Article (66) of Law No. 6 of 2010, the employer is not entitled to employ the worker for more than 48 hours per week, equivalent to 8 hours per day, unlike the month of Ramadan, during which the employer is obliged to employ the worker only 36 hours per week.
The employer is obligated to grant the worker a full month as an annual paid leave, and the worker is also entitled to obtain a material reward for work during his annual leave.
The employer is obligated to present the value of the airline ticket to the working person in the event of his final departure from the country.
According to Law No. 1 of 1999, the employer is obligated to insure his workers against work injuries or occupational diseases.
The second party or worker is obligated to keep the secrets of the facility in which he works and not to disclose them under any circumstances, otherwise he will expose himself to legal accountability, and he is also obligated not to practice work in any other place as long as he is still registered with the Public Authority for Manpower with another party, and in case Doing so will expose himself to legal accountability and apply what the law stipulates in such cases.
The second party or the working person has the right to request a paid leave to perform the obligatory Hajj, provided that the period of this leave does not exceed 21 consecutive days, and this matter also stipulates that he has not previously performed this duty.
In the event of obtaining a financial advance or the second party (the worker) buys a car with installment system guaranteeing his job or his salary, the first party or the employer is obligated to pay all the financial dues agreed upon to the bank on the dates specified for them as long as the second party carries out his work and has not stopped the work .
In accordance with the new amendments contained in the labor law in the State of Kuwait concerning expatriates to work there, the first party or the employer is obligated to pay an amount of money as an end-of-service reward to the second party or worker, after the end of the work relationship that binds the two parties, in accordance with the provisions of Article 51 and Article 53 of Law No. 6 of 2010 issued regarding work in the private sector in the State of Kuwait.
The second party or worker is also entitled to request sick leave on an annual basis and to obtain it from the first party, provided that the period of this leave does not exceed 15 days, during which the second party receives a full wage throughout this period.
Both parties are bound by laws related to the work of expatriates inside the State of Kuwait, and in the event of a breach of one of these provisions, both parties will be subjected to legal accountability, and these provisions are also recorded in an official work contract and signed by both parties.
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