Leave Policy in Kuwait
Discover Kuwait's holidays and leave types with Gloroots, streamlining annual leave, holiday requests, and employee leave efficiently.
- Kuwait's Private Sector Labour Law No. 6/2010 governs annual leave, sick leave, maternity leave, public holidays, bereavement, and Hajj leave for private sector employees.
- The guide details statutory entitlements including 30 working days of annual leave, 75 days of tiered sick leave, and 70 days of paid maternity leave.
- Leave encashment is calculated at monthly salary divided by 26 working days, with pro-rata payment mandatory upon termination or resignation.
- Kuwait mandates no statutory paternity, adoption, or surrogacy leave for private sector employees, leaving such arrangements to employer discretion.
Kuwait's Private Sector Labour Law No. 6/2010 governs leave entitlements for all employees in the country, covering both Kuwaiti nationals and expatriate workers.
Key entitlements under the law include:
30 working days of paid annual leave per year under Article 70, with a proposed amendment to increase this to 35 days
13 official public holidays under Article 68
75 days of paid sick leave on a sliding pay scale under Article 69
70 days of paid maternity leave
21 days of paid Hajj leave, available once in a lifetime after two years of service
Compliance applies equally to direct hires and employees engaged through an Employer of Record. Managing entitlements across both employee groups adds administrative complexity, particularly for companies scaling headcount in Kuwait.
Gloroots supports leave compliance management through its Employment Lifecycle Management platform, giving HR and operations teams centralized visibility over leave balances, statutory obligations, and filings.
Leave Policy at a Glance
Leave Type | Entitlement | Mandatory | Notes |
|---|---|---|---|
Annual Leave | 30 working days | Yes | Article 70, Law No. 6/2010. Proposed amendment to increase to 35 days. |
Public Holidays | 13 days | Yes | Article 68, Law No. 6/2010. |
Sick Leave | 75 days (sliding pay scale) | Yes | Article 69: 15 days full pay, 10 days at 3/4 pay, 10 days at 1/2 pay, 10 days at 1/4 pay, 30 days unpaid. |
Maternity Leave | 70 days paid | Yes | 30 days before delivery, 40 days after. Up to 4 months unpaid leave available on request. |
Paternity Leave | None statutory | No | Discretionary at employer level. |
Bereavement Leave | 3 days (immediate family); up to 4 months 10 days for widows | Yes | Muslim widows: 4 months 10 days fully paid. Non-Muslim widows: 21 days fully paid. |
Hajj Leave | 21 days | Yes | Once in a lifetime. Requires minimum 2 years of service with the same employer. |
Unpaid Leave | Available on request | No | Discretionary, subject to employer approval. |
Overview and Legal Basis for Leave in Kuwait
Kuwait's Private Sector Labour Law No. 6/2010 is the primary statute governing employee leave entitlements. It applies to private sector employees, including expatriates. Public sector employees follow separate regulations.
Key articles include Article 70 (annual leave), Article 68 (public holidays), Article 69 (sick leave), Article 32 (probation periods), and Articles 51–54 (end-of-service gratuity). The law sets statutory minimums. Employers may offer more generous terms through employment contracts or company policy.
Leave categories covered under Law No. 6/2010 include:
Annual leave
Public holidays
Sick leave
Maternity leave
Paternity leave
Bereavement leave
Hajj leave
Unpaid leave
For companies employing staff in Kuwait through an entity-free model, understanding how does EOR work clarifies how statutory compliance obligations are managed on behalf of the employer.
Annual Leave (Earned / Privilege Leave)
Article 70 of Kuwait's Private Sector Labour Law No. 6/2010 sets the statutory basis for annual leave. Employees are entitled to 30 working days of paid annual leave per year.
The qualifying service period under Article 70 is one year of continuous employment. Some sources cite shorter thresholds of six or nine months, but the legally correct minimum under Article 70 is completion of one full year before leave can be taken. Leave accrues on a pro-rata basis throughout the year.
Key rules on carry-forward and encashment:
Unused annual leave may be carried forward, subject to employer approval and any cap set under Article 70.
Employees can receive cash in lieu of unused leave. The daily wage is calculated as monthly salary divided by 26 working days.
On termination, employers must pay pro-rata leave for any accrued but unused days.
Employers may contractually offer more than 30 days. Law No. 6/2010 sets the floor, not the ceiling. A proposed legislative amendment would increase the minimum from 30 to 35 days; as of the time of writing, that amendment has not been enacted.
The employer retains the right to schedule the timing of annual leave under Law No. 6/2010, though this must be exercised reasonably. For a regional comparison, see the leave policy in UAE, which operates under a comparable Gulf framework.
Public Holidays
Kuwait mandates 13 official paid public holidays for private sector employees under Article 68 of Law No. 6/2010. Private sector employees follow the Article 68 schedule, not government circulars issued separately for public sector workers.
When an employee is required to work on a public holiday, Article 68 entitles them to double their daily wage (calculated as monthly salary divided by 26) plus one additional compensatory day off.
Public holidays that fall on a Friday or Saturday are not automatically shifted to the following working day under the private sector framework. Employers should confirm the applicable treatment in their employment contracts.
Holiday | Days | 2025 Date |
|---|---|---|
New Year's Day | 1 | 1 Jan 2025 |
Islamic New Year | 1 | 27 Jun 2025 (tentative) |
Isra and Miraj | 1 | 27 Jan 2025 (tentative) |
National Day | 1 | 25 Feb 2025 |
Liberation Day | 1 | 26 Feb 2025 |
Eid Al-Fitr | 3 | 30 Mar – 1 Apr 2025 (tentative) |
Waqfat Arafat | 1 | 5 Jun 2025 (tentative) |
Eid Al-Adha | 3 | 6–8 Jun 2025 (tentative) |
Prophet's Birthday | 1 | 4 Sep 2025 (tentative) |
Islamic holiday dates are tentative and subject to moon sighting confirmation. Review annually. | ||
Sick Leave
Article 69 of Law No. 6/2010 governs sick leave entitlements for private sector employees in Kuwait. Employees who have completed at least one month of service are eligible.
Sick leave is paid on a tiered basis: 15 days at full pay, 10 days at three-quarters pay, 10 days at half pay, 10 days at one-quarter pay, and 30 days unpaid. The total entitlement per year is 75 days across all tiers.
A medical certificate from a recognized physician or government health facility is required to claim sick leave. Employers may reject a sick leave request that is not supported by valid documentation.
Sick leave periods do not reduce annual leave entitlement and do not count toward annual leave accrual. Unused sick leave does not carry forward to the following year. For a comparison of how sick leave works in a neighboring MENA jurisdiction, see the leave policy in Egypt.
Casual Leave
Kuwait's Labour Law No. 6/2010 does not establish a distinct statutory casual leave category. There is no separate entitlement for short-notice personal absences under the law.
In practice, employers handle unplanned or short-notice absences by drawing from an employee's annual leave balance. Some employers define casual leave as a sub-category within their internal HR policies, but this is a matter of employer discretion rather than a legal requirement.
Because no statutory carry-forward rules apply to a casual leave category, any employer-defined casual leave is governed entirely by the terms set out in the employment contract or company policy.
Maternity Leave
Kuwait's Labour Law No. 6/2010 governs maternity leave entitlements for private-sector employees. To qualify, an employee must have completed at least one year of continuous service with the same employer.
The standard entitlement is 70 days of fully paid maternity leave. This period is divided into 30 days before the expected delivery date and 40 days after birth. After the paid period ends, an employee may request up to four additional months of unpaid leave.
Scenario | Paid leave | Unpaid extension |
|---|---|---|
Standard birth (first or subsequent child) | 70 days (full pay) | Up to 4 months |
Health complications post-delivery | Covered under sick leave provisions | Subject to sick leave rules |
Miscarriage or medical termination | No specific statutory provision | Subject to applicable sick-leave rules |
Maternity leave days do not reduce an employee's annual leave accrual. The two entitlements run independently under the law.
Law No. 6/2010 also grants nursing breaks. A returning employee is entitled to one hour per day for nursing, for up to one year following the date of birth. This hour may be split into two 30-minute breaks at the employee's discretion.
Pregnancy-related health complications that extend beyond the maternity leave period are handled under the sick leave provisions of Law No. 6/2010, not as additional maternity leave. Companies managing payroll and leave compliance across borders can use EOR services to track these entitlements accurately and stay aligned with Kuwait's statutory requirements.
Paternity Leave
Kuwait's Labour Law No. 6/2010 does not establish statutory paternity leave for private sector employees. No paid or unpaid paternity leave entitlement is mandated under this law.
Public sector employees may receive paternity leave under separate government civil service regulations, which operate independently of Law No. 6/2010.
In the private sector, some employers offer discretionary paid or unpaid leave following the birth of a child. This is a matter of individual employment contracts or internal company policy, not legal obligation.
As of the current legislative period, no formal proposal to introduce statutory paternity leave for private sector workers has been enacted into law in Kuwait.
Adoption and Surrogacy Leave
Kuwait's Labour Law No. 6/2010 does not provide statutory adoption or surrogacy leave for employees in the private sector.
Formal adoption is not legally recognized under Kuwait civil law. Kuwait follows Islamic law principles, under which the kafala system applies. Kafala is a guardianship arrangement that grants care responsibilities without establishing a legal parent-child relationship.
There are no specific leave provisions in Law No. 6/2010 for employees entering a kafala arrangement. Any leave taken in connection with kafala would depend on employer discretion or contractual terms.
Surrogacy has no statutory recognition under Kuwait law, and no leave entitlement exists for surrogacy arrangements. Maternity leave under Law No. 6/2010 applies only to the birth mother following delivery and does not extend to adoptive or kafala guardians.
Bereavement Leave
Kuwait's Private Sector Labour Law No. 6/2010 grants employees three days of paid bereavement leave upon the death of an immediate family member. Immediate family members include a spouse, parent, child, or sibling as defined under the law.
This leave is granted separately from annual leave and does not reduce an employee's accrued vacation balance. A Muslim woman whose husband dies is entitled to four months and ten days of fully paid leave. A non-Muslim woman in the same situation receives 21 days of fully paid leave.
Other Leave Types
Kuwait's Labour Law No. 6/2010 sets a maximum workweek of 48 hours under Articles 64 to 66. Overtime is capped at two hours per day or 180 hours per year. Employees must receive a rest break after five consecutive hours of work.
When an employee works on a public holiday, Article 68 entitles them to a compensatory day off in lieu of that day. This applies regardless of the employee's role or contract type.
Unpaid leave is available beyond statutory entitlements at the employer's discretion. There is no statutory minimum for unpaid leave duration.
Articles 51 to 54 govern end-of-service gratuity, calculated on length of service. Employees who resign may still qualify for partial gratuity. Full details are covered in Kuwait's termination policy.
The probation period under Article 32 is capped at 100 working days. Annual leave accrues during probation, but an employee cannot take that leave until the probation period ends and the statutory one-year service threshold is met.
Carry-Forward and Leave Encashment Rules
Under Article 70 of Kuwait's Labour Law No. 6/2010, unused annual leave days may be carried forward to the following year. Accumulation beyond that period is subject to employer policy, as the law does not specify a statutory cap on carried-over days.
Leave encashment is calculated using a standard daily wage formula: monthly salary divided by 26 working days equals the daily rate. This rate applies to any accrued but unused annual leave paid out on termination, resignation, or end of contract.
Pro-rata leave pay is mandatory on separation. If an employee has not completed a full year, entitlement is calculated proportionally based on months worked. Sick leave days do not carry forward or attract encashment under the same rules; unused sick leave simply lapses at year end.
Employers managing encashment across multiple jurisdictions may find it useful to compare frameworks. For reference, see the leave policy in India, where carry-forward and encashment rules follow a distinct statutory structure.
Best Practices for Managing Leave Compliantly in Kuwait
Compliance with Kuwait's leave rules requires consistent documentation and accurate record-keeping. Four practices reduce legal exposure and support audit readiness.
Maintain written leave policies aligned with Law No. 6/2010 and communicate entitlements clearly to both Kuwaiti and expatriate employees.
Track leave balances accurately so that pro-rata encashment calculations are correct at the point of termination or resignation.
Document all leave requests and approvals in writing to demonstrate compliance with Article 70 on annual leave and Article 68 on sick leave.
Consider offering contractual leave above the 30-day statutory minimum to remain competitive, and monitor the proposed 35-day amendment for timely policy updates.
Teams using employer of record software can automate balance tracking and approval records, reducing manual errors in leave administration.
Managing Leave Policy in Kuwait with Gloroots
Managing leave compliance in Kuwait requires tracking multiple obligations across a mixed Kuwaiti and expatriate workforce. Article 70 carry-forward and encashment calculations, Article 68 public holiday overtime entitlements, and multi-category leave balances each carry distinct rules that must be applied correctly at payroll time.
Gloroots handles leave balance management, payroll integration for encashment calculations, and leave request workflows under a single employment operating layer. Compliance reporting is generated automatically, giving HR and Finance teams clear visibility into accrued balances and outstanding entitlements.
For teams evaluating the cost of managing Kuwait leave compliance through an EOR, Gloroots offers predictable, country-specific pricing with no hidden entity fees.
Frequently Asked Questions About Leave Policy in Kuwait
How much annual leave are employees entitled to in Kuwait?
Employees in Kuwait are entitled to 30 working days of paid annual leave per year after completing one full year of service.
Employees who have not yet completed one year may receive leave on a pro-rated basis, calculated in proportion to the months worked during that year.
Are private sector employees entitled to paid public holidays?
Yes. Private sector employees in Kuwait are entitled to paid leave on official public holidays as declared by the government each year.
If an employee is required to work on a public holiday, they are entitled to additional compensation under Article 68 of the Kuwait Labour Law, typically at an enhanced rate plus a substitute rest day.
Does Kuwait mandate paternity leave?
Kuwait does not mandate paternity leave under the current Labour Law. Fathers in the private sector have no statutory entitlement to paid time off following the birth of a child.
Some employers choose to offer paternity leave voluntarily as part of their employment contracts, but this is not a legal requirement.
How many days of annual leave are employees entitled to in Kuwait?
Under Article 70 of Kuwait Private Sector Labour Law No. 6/2010, employees are entitled to 30 working days of paid annual leave per year after completing one year of service.
Employers may offer more than this statutory minimum. The qualifying service period before leave accrues is one year.
Which public holidays are private sector employees in Kuwait entitled to?
Under Article 68 of Law No. 6/2010, private sector employees in Kuwait are entitled to 13 official paid public holidays per year.
These holidays are: New Year's Day, Islamic New Year, Isra and Miraj, National Day, Liberation Day, Eid Al-Fitr (3 days), Waqfat Arafat, Eid Al-Adha (3 days), and the Prophet's Birthday. Private sector employees follow Article 68, not government circulars that apply to the public sector.
Is there statutory paternity leave in Kuwait?
Kuwait's Private Sector Labour Law No. 6/2010 does not provide statutory paternity leave for private sector employees.
Some private employers offer discretionary paternity leave as a contractual benefit. Public sector employees may have separate entitlements under government regulations.
How is annual leave encashment calculated in Kuwait?
Under Article 70 of Law No. 6/2010, the daily wage for leave encashment is calculated as monthly salary divided by 26 working days.
Encashment of accrued unused leave is triggered on termination, resignation, or end of contract. Pro-rata payment for any unused balance is a statutory obligation, not a discretionary employer decision.
Can unused annual leave be carried forward in Kuwait?
Under Article 72 of Kuwait Law No. 6 of 2010, employees may accumulate annual leave up to a maximum of two years' entitlement. Annual leave may be accumulated for more than two years by mutual agreement between the employer and employee. On termination, the employee is entitled to a cash equivalent for accumulated annual leave days under Article 73.
If leave is neither taken nor carried forward, employees are entitled to encashment calculated at the daily wage rate.
Can an employer require employees to take annual leave at a specific time?
Yes. Under Law No. 6/2010, employers have the right to schedule the timing of annual leave based on operational requirements.
Employees must receive advance notice of scheduled leave dates, and employers cannot withhold leave without reasonable justification tied to business needs.
What happens to public holidays that fall on a weekend in Kuwait?
Under Article 68 of Law No. 6/2010, when a public holiday falls on a Friday or Saturday, employees are entitled to a substitute day off in lieu.
Employers must grant this compensatory rest day to remain compliant with Kuwait's Private Sector Labour Law.
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