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 Kuwait 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
Kuwait Private Sector Labour Law No. 6 of 2010 requires written contracts in Arabic. Contracts can be fixed-term (up to five years) or indefinite. Mandatory clauses cover wages, working hours, leave, probation, and termination. Probation is capped at 100 working days.
Written contract requirement
Under Article 28 of Kuwait Labour Law No. 6 of 2010, contracts must be in writing in Arabic and signed in three copies (one for each party plus the Public Authority for Manpower). English translations are common in professional roles, but the Arabic text governs in any dispute. A verbal arrangement is not void , the employee can prove the relationship and terms by any means, including witnesses and payroll records, but the absence of a written contract favours the employee in any dispute.
Fixed-term vs indefinite
Kuwait permits both fixed-term and indefinite contracts. A fixed-term contract can run up to five years and is renewable by mutual agreement. A fixed-term contract renewed implicitly (employee keeps working past the end date with employer knowledge) is treated as having converted to indefinite under Article 31. Indefinite contracts terminate with notice; fixed- term contracts run to their stated end date unless terminated for cause under Article 41.
Probation
Article 31 caps probation at 100 working days (around four calendar months for a standard six-day week). The probation must be in writing. Either party can terminate during probation with no notice. The employee receives no end-of-service gratuity for time served during probation if terminated before confirmation.
Mandatory contract clauses
- Names of the employer and employee
- Job title and description
- Workplace location
- Wage amount and payment date
- Probation period (if any) in writing
- Contract duration (fixed-term) or indefinite designation
- Notice period and grounds for termination
Worked example
Tariq signs a two-year fixed-term contract with a Kuwaiti telecoms firm at KWD 1,500/month total (KWD 1,200 basic + KWD 300 housing allowance), with 100 working days' probation. He passes probation. At the end of two years he continues working with the employer's tacit agreement, no renewal document is signed. Under Article 31, the contract is treated as converted to indefinite. Termination from that point requires three months' notice and full statutory entitlements.
Frequently asked questions
Can my contract be in English only?
Article 28 requires Arabic. An English-only contract is technically incomplete, but in practice courts accept it when both parties clearly understood the terms. The Arabic version, where it exists, prevails in any dispute. Always request a bilingual contract.
What happens at the end of a fixed-term contract?
It can be renewed by mutual written agreement. If the employee keeps working past the end date with the employer's tacit consent, the contract is treated as converted to indefinite under Article 31. End-of-service gratuity is payable at the end of every contract, including expiry.
Can probation be extended past 100 days?
No, not for the same role with the same employer. The 100-working-day cap is firm. An employee cannot be re-probated at the same employer in the same role.
What if there's no written contract?
You can still prove the employment relationship through any means, payslips, transfer records, witnesses. The absence of a written contract puts the burden on the employer to prove any restrictive term it relies on. Get the relationship documented as soon as possible.
When to consult a labour lawyer
Consult a Kuwaiti employment lawyer before signing if your contract contains a non-compete clause, an unusually long notice period, a unilateral variation clause, or if the Arabic and English versions appear to differ materially.