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
Expat employment runs on a Public Authority for Manpower (PAM) work permit linked to an iqama (residency) sponsored by the employer. Job transfers require both the previous sponsor's release (in some cases) and at least one year of service in standard cases. Kuwait has gradually reformed its kafala framework but retains more sponsor-employer linkage than the UAE/Saudi/Qatar reforms.
The PAM work permit
Kuwait's Public Authority for Manpower (PAM) issues every private-sector work permit. The permit is tied to an employer and to the employee's iqama (residency permit issued by the Ministry of Interior). The employer bears all costs, work permit, iqama, medical examination, fingerprinting, under Article 10 of the Labour Law.
The Article 18 vs Article 20 distinction
Kuwait's residence law distinguishes between private-sector (Article 18) and government-sector (Article 17 / 20) residence visas. Most expat professionals are on Article 18 visas, which are renewable and permit transfer between private employers under defined conditions. Article 22 / 24 dependent visas (family members) attach to the primary sponsor's visa.
Transferring between employers
Transfer rules have been reformed in stages. In standard cases, an Article 18 employee can transfer to a new employer:
- After one full year of service with the current employer, with that employer's written consent (release).
- After three years of service, in many circumstances without explicit release.
- In specific protected scenarios, wage non-payment, employer breach, regularisation programmes, under PAM's discretion.
The specifics shift with successive PAM administrative decisions. Check the current rules on the PAM portal before planning a transfer.
Exit and re-entry
The historical exit-permit requirement that required employer permission to travel has been progressively eased. Most private-sector employees can now travel for personal trips without employer authorisation. Long absences (typically beyond six months) require coordination with PAM and the employer to keep the iqama valid.
Family sponsorship
Article 18 employees earning above the dependent-sponsorship threshold (commonly cited around KWD 500/month for spouse and children, higher for parents) can sponsor immediate family. Specific rules around graduate-degree requirements and professional categories apply, consult the Ministry of Interior portal for current thresholds.
Worked example
Suresh has worked for a Kuwaiti consultancy for 14 months on an Article 18 visa. He has a better offer from a competitor. His current employer agrees to provide a written release. He gives one month's notice as required by his contract. The new employer applies for transfer through PAM. After standard processing, his work permit is reissued under the new sponsor and his iqama updates. The transfer is completed without leaving Kuwait.
Frequently asked questions
Do I need my current employer's release to transfer?
In standard cases under three years of service, yes. After three years, transfer may proceed in many circumstances without explicit release. Specific protected scenarios (wage non-payment, employer breach, irregularisation) override the release requirement. Always check PAM's current rules.
Can my employer charge me for my iqama or work permit?
No. Article 10 of the Labour Law makes recruitment costs the employer's responsibility, work permit, iqama, medical examination, fingerprinting. Any attempt to recover these from the employee is a breach.
Is there a labour ban after transfer?
Historical labour bans were largely phased out for properly served notice periods. Some scenarios, mid-contract resignation without notice, dismissal for cause under Article 41, can still trigger short-term restrictions. Standard well-documented transfers don't trigger bans.
What's the difference between Article 18 and Article 20?
Article 18 is the standard private-sector employment residence visa, what most expat professionals hold. Article 20 (Article 17 in some contexts) covers government-sector or specific designated employments. Article 22/24 covers family dependents. Each category has different transfer and renewal rules.
When to consult a labour lawyer
Consult a Kuwaiti immigration lawyer if your PAM transfer is blocked despite your eligibility, you're planning a strategic move across employer-sponsor boundaries, your visa category is non-standard, or your employer cancelled your iqama before notice ended.