Not legal advice
Content summarises labour law as published by each GCC ministry, current as of May 2026. Not a substitute for legal advice. Employment law is jurisdiction-specific and subject to change. For contracts, disputes, visa issues, or any decision with legal consequences, consult a qualified labour lawyer licensed in your jurisdiction.
Not legal advice
This guide summarizes Bahrain employment law for informational use only. It is not a substitute for advice from a qualified labour lawyer. Employment law is complex and jurisdiction-specific. For contracts, disputes, visas, or decisions with legal consequences, consult a licensed labour lawyer in your jurisdiction.
Quick summary
Bahrain Labour Law No. 36 of 2012 requires written contracts in Arabic, with bilingual versions common in practice. Contracts can be fixed-term or indefinite. Mandatory clauses cover wages, working hours, leave, probation, and termination. Probation is capped at three months.
Written contract requirement
Under Article 19 of Law No. 36 of 2012, employment contracts must be in writing in Arabic, and signed in duplicate (one copy each for employer and employee). English versions are common as a practical matter, but the Arabic text controls in any dispute. A verbal arrangement is not void, the employee can prove the existence and terms of the relationship through any means, but the absence of a written contract puts the burden of proof on the party trying to enforce a specific term.
Fixed-term vs indefinite contracts
Bahrain permits both fixed-term and indefinite contracts. A fixed-term contract that is renewed implicitly (the employee keeps working past its end date with the employer's knowledge) converts into an indefinite contract by operation of law. Indefinite contracts can be terminated with notice; fixed-term contracts run to the agreed end date unless terminated for cause under Article 107.
Probation
Article 21 sets the probation period at a maximum of three months for most roles. The probation must be in writing and signed at the contract's start. During probation, either party can terminate with one day's notice and the employee receives no end-of-service gratuity. An employee cannot be probated twice by the same employer in the same role.
Required terms
- Names of the employer and employee
- Job title and description
- Workplace location
- Wage amount, breakdown, and payment date
- Working hours and weekly rest day
- Annual leave entitlement
- Probation period (if any) in writing
- Duration of the contract (fixed-term) or indefinite designation
Worked example
Hala signs a one-year fixed-term contract with a Manama bank at BHD 1,200/month basic plus BHD 400 housing allowance, with three months' probation. She passes probation. At the end of the year she keeps reporting to work and the employer keeps paying her. Six months later the employer tries to terminate citing 'fixed-term expiry'. The contract has already converted to indefinite under Article 19, termination now requires 30 days' notice and full end-of-service entitlement.
Frequently asked questions
Can my contract be only in English?
An English-only contract is technically incomplete under Article 19, which requires Arabic. In practice courts accept English contracts when both parties clearly understood the terms, but the Arabic version (where it exists) prevails in any dispute. Request a bilingual contract before signing.
Is my fixed-term contract automatically renewed?
No, but if you keep working past the end date with the employer's knowledge and consent, the contract is treated as having converted to indefinite. The renewal can also be explicit, in which case the renewed contract carries its own start and end dates.
Can my employer extend my probation past three months?
Not unilaterally. Three months is the statutory maximum for most roles. Some specialised roles permit longer probation under specific Ministry of Labour decisions, but you'd need an explicit written extension that you signed.
What if my employer never gave me a written contract?
You can still prove the employment relationship and its terms through any means, payslips, emails, witnesses. The absence of a written contract favours the employee in any dispute, since the burden falls on the employer to demonstrate restrictive terms it relies on.
When to consult a labour lawyer
Consult a Bahraini employment lawyer if your contract contains a non-compete or non-disclosure clause you don't fully understand, the Arabic and English versions appear to differ materially, your role straddles the mainland / financial-free-zone boundary (different regimes apply), or you're being asked to sign a probation extension after three months.