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
Annual leave is 30 calendar days per year after one year of service. Sick leave is up to 55 days per year on a sliding pay scale. Public holidays are separate and number around 10-12 per year. Hajj leave is a one-time entitlement for Muslim employees. Maternity is 60 days at full pay.
Annual leave
Article 59 of Bahrain Labour Law No. 36 of 2012 entitles every employee to 30 calendar days of paid annual leave per year. The entitlement accrues from the start of employment, but the right to actually take leave generally kicks in after one year of service. Leave is paid at the employee's full wage including regular allowances.
Public holidays, separate entitlement
Bahrain observes approximately 10–12 public holidays per year, including Eid al-Fitr, Eid al-Adha, the Prophet's Birthday, Bahrain National Day (16 December), and Accession Day (17 December). Public holidays are paid days off and do not count against the annual-leave entitlement. Employees required to work on a public holiday receive 150% of basic wage plus a compensatory day off.
Hajj leave
Article 62 grants Muslim employees a one-time paid leave of up to 14 days for the performance of Hajj, available once during the employment relationship after five years of service with the same employer.
Sick leave
Article 65 entitles employees to up to 55 days of sick leave per year on a sliding scale of pay:
- First 15 days: full wage
- Next 20 days: half wage
- Final 20 days: unpaid
Sick leave requires a medical certificate from a doctor approved by the employer or a government health facility.
Maternity leave
Article 32 entitles working mothers to 60 days of maternity leave at full pay. An additional 15 days of unpaid leave can be taken on request. Dismissal during maternity leave is prohibited. Working mothers are entitled to two daily nursing breaks of 30 minutes each for up to six months after returning to work.
Payout on termination
Unused annual leave must be paid out at the end of the employment relationship at the employee's last full wage, calculated on a calendar-day basis.
Worked example
Reem joined a Manama firm in March 2024 on a full wage of BHD 1,400/month. In 2026 she's entitled to 30 days' annual leave. She uses 18 days. She resigns at the end of 2026 with 12 unused days. Her leave payout: 12 × (BHD 1,400 ÷ 30) = BHD 560, paid alongside her end-of-service gratuity and any other entitlements within seven days of contract end.
Frequently asked questions
Do weekends count as leave days?
Statutorily, yes, Bahrain Labour Law uses calendar days. In practice, most employers run leave systems on working days and exclude weekends from the deduction, but check your employer's HR policy.
Can my employer force me to take leave?
Yes, with reasonable notice and to manage operational needs. They cannot force leave during sick leave, maternity leave, or public holidays.
What if I haven't completed a full year?
You're still entitled to leave on a pro-rata basis, typically 2.5 days per month accrued from your start date. The 'one year of service' threshold gates the right to take leave, but on termination accrued leave is paid out from day one.
Is paternity leave available?
Article 32A introduced one day of paid paternity leave following the birth of a child. It's narrow compared to maternity but does exist.
When to consult a labour lawyer
Consult a labour lawyer if your employer is refusing to pay out accrued leave on termination, denying sick leave on technical-certificate grounds, dismissing you during maternity leave (prohibited), or interpreting the calendar-day rule to deduct weekends from your balance against company policy.