Labour Law in Bahrain

Full-time employment with a contract for a specific duration throughout all workdays.

Full-time employment with a contract for a limited duration throughout all workdays.

Employment with a contract for a specific period with daily working hours less than full-time.

Employment for non-Bahraini individuals on a contract basis for a specific period.

Six months from the first day of work or one academic year for academic positions.

The employee's service may be terminated during this period if they violate their duties according to law.

Contract for a definite period, ending upon expiration of its term.

Contract is expired upon the completion of the work.

The UN Convention on the Rights of the Child (CRC) specifies a child as any human being under 18, unless they gain legal adulthood earlier.

The CRC emphasizes that all children have the same rights and opportunities to succeed, regardless of factors like gender, race, religion, or disabilities.

When making decisions about children, their best interests should be the top priority.

Employers cannot fire or terminate a female worker's contract due to marriage or maternity leave.

The CRC emphasizes the right of children to be heard and participate in decisions that affect them.

The CRC states that children deserve a healthy and safe environment to grow up in.

Employers are required to display information about regulations governing the employment of female workers in a prominent location at their workplaces.

A female worker is legally protected from being employed for 40 days after giving birth.

Employees are prohibited from engaging in activities that might jeopardize the company's interests.

Employers are required to provide a copy of work regulations in a visible location if they have 10 or more employees.

An employer can limit a former employee's ability to compete after their contract ends, but this agreement must meet specific conditions.

Employees who violate company regulations or neglect their duties may face disciplinary action, potentially leading to dismissal.

Different levels of disciplinary actions can be imposed on employees: oral reprimand, written warning, salary deduction, and dismissal.

Disciplinary sanctions may be imposed on employees for violating work regulations. These can include verbal warnings, written notices, and postponement of annual advancement.

Employees are prohibited from engaging in activities that could compromise the employer's interests or conflict with their duties. Examples include exploiting their job for personal gain and accepting bribes.

The Prime Minister is responsible for taking disciplinary action against senior-level employees who violate company regulations or neglect their duties.

The period of time during which a worker can be held accountable for violations of company rules. It starts either when the supervisor becomes aware of the violation or one year after the violation occurred, whichever is earlier.

The employer must investigate any alleged employee violation before imposing disciplinary action.

When an employee can prove they were following their supervisor's written instructions, they may be exempt from disciplinary action.

Disciplinary penalties imposed on an employee are automatically removed after a specific period. Oral reprimands and written warnings expire after six months, while salary deductions and work suspensions expire after one year.

Before imposing a disciplinary sanction, the employer must provide a written notification and conduct an investigation. This process begins within seven days of discovering the alleged violation.

The employer cannot impose a disciplinary sanction on a worker without a preceding investigation.

When imposing a disciplinary sanction, the employer must consider the following: the worker's involvement in the violation, the severity of the violation, and the appropriate level of the sanction.

A fine imposed on a worker for a violation should not exceed the equivalent of five days' wages.

An employee can resign by submitting a written resignation letter, and their service ends upon acceptance of the resignation by the relevant authority. This process should be completed within 30 days of submitting the letter.

The employer can terminate the employment contract without prior notice or compensation if the employee provides false identity or fraudulent documents.

The employer can terminate the employment contract without prior notice or compensation if the employee commits an error causing a large material loss, provided the employer informs the relevant authorities within two days of the incident.

The employer can terminate the employment contract without prior notice or compensation if the employee ignores their duties and safety instructions after receiving a written warning.

The employer can terminate the employment contract without prior notice or compensation if the employee is absent for more than 20 non-consecutive days or more than 10 consecutive days.

The employer can terminate the employment contract without prior notice or compensation if the employee discloses any confidential information related to their work.

The employer may terminate the work contract if the company has been fully closed or there is a reduction of work. The termination will be valid after notifying the Ministry 30 days prior to such termination.

The termination by the employer of the labor contract shall be deemed an arbitrary dismissal if the termination is due to the worker's sex, color, religion, ideology, marital status, family responsibilities, or the female worker's pregnancy, delivery of a child, or breastfeeding.

The worker can terminate the contract without prior notice if the employer or their representative assaults the worker verbally or physically, or if the employer commits an unethical act against the worker or their family.

The worker may terminate the contract and only needs to compensate the employer if the employer can't find a replacement or if the termination was intended to harm the employer.

If the worker dies during the contract, the employer pays the worker's family a salary for two months if they worked for at least a year.

The contract ends if the worker becomes fully unable to work, ending the employment relationship.

The employer can terminate the contract with no compensation when the worker reaches the age of 60, unless they agreed otherwise.

An unregistered worker in the social security system receives a reward based on years of work - half a salary for the first three years and one month salary for later years.

The employer cannot terminate the contract due to sickness unless the worker has used all their sick and annual leaves, with a 15-day notice period before termination.

The contract ends when the worker reaches the age of 60, unless they agreed otherwise.