Last updated on: November 23rd, 2020
The Bahrain Labour Law is governed by the Labour Law for the Private Sector, 2012. The law revitalizes the private sector Labour Market by giving more rights to employees, such as improving the working conditions. The law also introduced enhancements in terms of annual leave, maternity leave, sick leave entitlement, labor disputes resolution, etc.
Hours & Pay Regulations
An employee who has spent at least one year in the employer’s service shall be entitled to an annual leave of not less than 30 days with pay, at a rate of two and a half days for each month.
If the period spent in the service of the employer is less than one year, the employee shall be entitled to a leave corresponding to the period of his work.
The employee may determine the date of his annual leave in case he is applying for an exam in any of the educational stages provided the employer is notified within a time-limit of not less than 30 days before the date on which the employee intends to take his annual leave. The employee shall take his leave on the date and for the period set by the employer. In all cases, the employee must enjoy an annual leave of fifteen days in a year, including at least six consecutive days.
The employee may interrupt his work due to a contingent event for a period not exceeding six days per year and for a maximum of two days each time. Said contingent leave shall be deemed part of the annual leave granted to the employee. Art 58-61 of Labor Law.
There is no mandatory minimum rate of pay for employees in Bahrain. Pay rates must be agreed upon directly with the employer through collective bargaining or other means of negotiating a fair living wage.
An employee completing 3 consecutive months in the employer’s service, whose sickness and entitlement to sick leave by providing a certificate issued by any of the Government Medical Centers or any of the clinics retained by the employer, shall be entitled to the following sick leaves during the same year:
- Fifteen days on full pay.
- Twenty days on half-pay.
- Twenty days without pay.
The employee may accumulate the balance of the sick leaves on full or partial pay to which he is entitled to a period not exceeding 240 days. The sick employee may utilize the balance of his annual leaves as sick leave if required in addition to his sick leave entitlement. Art 65-66 of Labor Law.
A female employee shall be entitled to maternity leave on full pay for 60 days including the period before and after delivery provided she produces a medical certificate retained by one of the governmental health centers or one of the clinics retained by the employer, indicating the expected delivery date.
The female employee may obtain an unpaid maternity leave for 15 days in addition to the above-mentioned leave. The female employee shall not be employed during the forty days following the delivery.
The employer shall not dismiss or terminate the labor contract of the female employee as a result of her marriage or during her maternity leave. Art 32-33 of Labor Law.
The female employee shall be entitled after the end of her maternity leave and until her child reaches six months of age to two breastfeeding periods of not less than 1 hour each. The female employee shall also be entitled to 2 periods of half an hour to provide care for her child each until her child reaches one year of age. The female employee shall be entitled to join these two periods and these two additional periods shall be deemed part of the working hours and shall not entail any wage deduction.
The employer shall determine the timing of the above mentioned period the female employee takes to provide care for her child in accordance with the female employee’s circumstances and the interest of the work. Art 35 of Labor Law.
The female employee shall be entitled to unpaid leave for taking care of her child not exceeding six years of age, of a maximum of six months each time, and for three times throughout the period of her service. Art 34 of Labor Law.
A Muslim employee who has worked with the employer for 5 consecutive years shall be entitled to a 14 day leave with full pay to perform his Hajj (Pilgrimage) obligation. This leave shall be granted once to the employee during his period of service unless he benefited from it, during his service for another employer.
The employer shall determine the number of employees to be granted such leave of absence each year in accordance with working requirements, provided priority is given to the employee who has achieved the longest period of continuous employment. Art 67 of Labor Law.
The employee shall be entitled to a 3 day leave on full pay in the following cases:
- In the event of his marriage for one time;
- In the event of the death of his/her spouse or any of his/her relatives to the fourth degree of kin;
- In the case of death of his/her spouse’s relatives to the second degree of kin.
Male employees shall be entitled to a 1 day leave on full pay upon the birth of their child. The Muslim female employee shall be entitled to 1 month of paid leave in the event of the death of her spouse. She also has the right to complete the death waiting period from her annual leave for a period of three months and ten days, and if she does not have a balance from her annual leave, she has the right to leave without pay. Art 63 of Labor Law.