Most Indian workers arrive in Kuwait knowing their salary figure and little else. They may not know how many hours they can legally be asked to work, how much annual leave they have earned, or how their end-of-service money will be calculated when they leave. That gap in knowledge is exactly where disputes and losses begin.
Kuwait’s private sector is governed mainly by Law No. 6 of 2010, commonly called the private sector labour law, along with ministerial decisions issued over the years. You do not need to become a lawyer, but a basic understanding of your rights on working hours, leave and end-of-service benefits can help you check your contract, ask the right questions and spot when something is wrong.
This article gives a simplified overview for workers employed by private companies under an Article 18 residence. It is not legal advice. Domestic workers are covered by a separate law, and rules can be amended, so confirm the current position with the Public Authority for Manpower (PAM) or the Indian Embassy if you face a specific issue.
Who These Rules Cover
The private sector labour law applies to employees working for private companies, shops, contractors, hospitals, hotels and similar businesses in Kuwait. It does not cover government employees, who follow civil service rules, or domestic workers employed in homes, who have their own legal framework.
If your residence is under Article 18 and you work for a company, these basics generally apply to you.
The Employment Contract
Your contract is the starting point. The law expects a written contract, and it should state at least your job title, wage, start date, duration (fixed term or open-ended) and key benefits. Contracts are often bilingual, in Arabic and English. If there is a difference between versions, the Arabic text usually carries weight in disputes, so ask for a clear English explanation before signing.
Keep a copy of the contract registered with PAM. Some workers discover too late that the contract filed in Kuwait shows a lower salary than the offer they received in India. Check this as soon as you can.
Probation periods are allowed but limited in length by law, and either side can end the relationship more easily during probation.
Working Hours and Rest
In general terms, the law sets normal working hours at a maximum of eight hours a day and 48 hours a week, with reduced hours during the holy month of Ramadan. Workers must receive a rest break during the working day so they do not work very long stretches without a pause.
Every worker is entitled to a weekly paid rest day, which in most companies is Friday. Some sectors, such as hotels, hospitals and security, rotate rest days, which is acceptable as long as you still get your weekly day off.
Kuwait also enforces a summer ban on outdoor work during the hottest midday hours in the summer months. If you work outdoors in construction, landscaping or similar jobs, your employer must adjust your schedule during this period.
Overtime Rules
Employers can ask for overtime, but within limits on daily hours and total overtime across the year. Overtime must be paid at a higher rate than normal hours. Work on your weekly rest day and on official public holidays attracts an even higher rate, and in many cases a substitute day off.
Practical advice:
- Keep a simple personal record of your daily start and finish times
- Check your payslip each month to see whether overtime is shown separately
- Raise concerns politely with your supervisor or HR first, and in writing if the issue continues
Key Entitlements at a Glance
The table below summarises common entitlements under the private sector labour law in simplified form. Exact conditions, qualifying periods and percentages should be confirmed with PAM or a legal adviser.
| Entitlement | General Position (Simplified) |
|---|---|
| Normal working hours | Up to 8 hours a day, 48 hours a week; reduced in Ramadan |
| Weekly rest | One paid rest day a week |
| Annual leave | Around 30 days of paid leave a year after a qualifying period |
| Public holidays | Paid days off on official holidays |
| Sick leave | Graded scale: some days at full pay, then reduced pay, then unpaid, with medical proof |
| Maternity leave | Paid maternity leave for women, with additional unpaid leave possible |
| Notice of termination | A notice period is required unless dismissal is for serious misconduct |
| End-of-service benefit | Lump sum based on years of service and last wage |
| Wage payment | Paid regularly, usually into a bank account in Kuwait |
Annual Leave and Holidays
Private sector workers are generally entitled to around 30 days of paid annual leave per year, once they complete the qualifying period in their first year. Many contracts also include an air ticket home every one or two years. Unused leave can sometimes be carried forward or paid out at the end of service, depending on the circumstances.
Official public holidays, such as Eid holidays and Kuwait’s National and Liberation Days, are paid days off. If you work on these days, you should receive extra pay as set out in the law.
Additional types of leave exist too, such as leave for Hajj once during employment after a service period, and short compassionate leave on the death of close relatives.
Sick Leave
Sick leave in Kuwait works on a graded system. A worker with proper medical certification receives a set number of days at full pay each year, followed by days at reduced pay and finally unpaid days. Sick leave must be supported by a certificate from an approved medical facility. Inform your employer as early as possible when you are unwell.
End-of-Service Benefits
End-of-service indemnity is one of the most valuable rights for long-term workers. When your employment ends, you are entitled to a lump sum calculated on your years of service and your last wage. In broad terms:
- For the early years of service, the benefit is calculated at a lower number of days’ wages per year
- After a set number of years, each additional year earns a higher amount, up to a legal maximum
- If you resign rather than being terminated, the percentage you receive may be reduced for shorter periods of service, while long-serving employees usually receive the full amount
The definition of “wage” used for the calculation matters a great deal. If your package is split into a small basic salary plus large allowances, ask how end-of-service will be calculated. Payment of dues before you leave Kuwait is important, because chasing money from India is much harder.
Termination and Resignation
Either party can end an open-ended contract by giving the notice period required by law. Fixed-term contracts have different rules, and leaving early may involve compensation to the other side. Dismissal without notice is permitted only in cases of serious misconduct as defined by law.
If you are dismissed unfairly or your dues are not paid, you can file a complaint with PAM’s labour relations department. If it is not resolved there, the matter can be referred to the labour courts.
Wages and Minimum Pay
Wages must be paid on time, normally monthly, and many companies pay into Kuwaiti bank accounts so payments can be tracked. Kuwait has set a minimum wage for private sector workers, though the actual figure should be checked as it can be revised. Deductions from wages are restricted by law and should be explained on your payslip.
Where to Get Help
- Your employer’s HR department — the first step for most issues
- PAM labour relations departments — for formal complaints about wages, contracts and dues
- Indian Embassy in Kuwait — guidance, legal advice sessions and welfare support for Indian nationals
- Labour courts — for disputes not settled at PAM
Before taking any step, verify details through official sources, because procedures and forms change.
Frequently Asked Questions
Can my employer make me work 12 hours a day?
Normal hours are limited by law, and any time beyond them is overtime that must be paid at a higher rate, within legal limits. Regularly working very long hours without overtime pay is a matter you can raise with PAM.
Do I get paid leave in my first year?
Annual leave becomes due after a qualifying period of service. Check your contract and ask HR when you become eligible.
Is end-of-service paid if I resign?
Yes, in most cases, but the amount may be reduced if you resign after only a few years. Longer service usually brings the full benefit.
Can my employer deduct money for accommodation?
Deductions are restricted. If accommodation was promised free in your contract, unexpected deductions should be questioned.
What should I do if salary is delayed for months?
Keep records of unpaid months, talk to HR, and if nothing changes, file a complaint with PAM. The Indian Embassy can also advise you.
Final Word
Knowing the basics of Kuwait’s labour law does not make you difficult to work with; it makes you a well-informed employee. Read your contract, track your hours and leave, understand how your end-of-service will be calculated, and use official channels when problems arise.
The money figures mentioned in this guide to Kuwait labour law are indicative and based on commonly reported amounts. They change over time, so confirm current figures with the employer or the Embassy of India, Kuwait listed under Helpful Links.