STATE OF KUWAIT NEW PRIVATE SECTOR LABOUR LAW …indembkwt.org/Pages/images/Labour law.pdf · STATE OF KUWAIT . NEW PRIVATE SECTOR LABOUR LAW NO.6 OF 2010 . WITH EXPLANATORY MEMORANDUM

STATE OF KUWAIT

NEW PRIVATE SECTOR LABOUR LAW NO.6 OF

2010

WITH EXPLANATORY MEMORANDUM

In Al-Kuwait Al-Yawm, The Official Gazette, Issue No. 963 Dated 21Feb. 2010

LAW NO. 6 OF 2010 CONCERNING LABOUR IN PRI-

VATE SECTOR

Having perused the Constitution;

The Penal Code issued by the Law No. 16 of 1960 and its amending

laws; and

Law No. 38 of 1964 on Labour in Private Sector and its amending laws;

and

Law No. 28 of 1969 regarding La- bour in Oil Sector; and

The Social Security Law issued by the Amiri Order Law No. 61 of 1976

and its amending laws; and

Law Decree No. 28 of 1980 issuing the Maritime Law and its amending

laws; and

Law Decree No. 38 of 1980 issuing the Civil & Commercial Procedure

Law and its amending laws; and

Law Decree No. 67 of 1980 issuing the Civil Code duly amended by the

Law No. 15 of 1996; and

Law Decree No. 64·of 1987 establishing a Labour Department at the

Court of First Instance; and Law Decree No. 23 of 1990 organizing the judiciary and the amending

laws thereof; and

Law No. 56 of 1996 issuing the In- dustrial Law; and

Law No. 1 of 1990 regarding the Health Insurance on Aliens and ap- plying some fees on health services;

and

Law No. 19 of 2000 concerning the Support and Encouragement of Na-

tional Labour Force to work for Non- Governmental parties and its amend-

ing laws; and

The National Assembly hereby ap- proves the following law, which we

hereby sanction and issue:

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CHAPTER I GENERAL PROVISIONS Article 1

In the application of the provisions of this law, the terms stated hereunder

shall have the following meanings: 1. Ministry : denotes the Ministry of

Social Affairs & Labour 2. Minister : denotes the Minister of

Social Affairs & Labour 3. Labourer: Every male or female who does a manual or intellectual labour in favour of an employer, under his management and control against a

fixed wage. 4. Employer: denotes every natural or legal person that employs labourers

against a fixed wage. 5. Organization: denotes an organization consisting of a group of labourers or employers whose labours, professions or jobs are similar or related to each other and shall care for their interests, defend their rights and shall also represent them in all issues relat-

ed to their affairs. . Article 2

The provisions of this law shall be enforceable to the private sector em-

ployees.

Article 3 The provisions of this law shall be

enforceable to the marine work contract in all issues which are not especially stipulated in the Maritime Law;

or the text of this law shall be more beneficial to the labourer. Article 4 The provisions of this law shall be

enforceable to the Oil Sector in all issues which are not especially stipulated in the Oil Sector Labour Law; or the text of this law shall be more beneficial to the labourer. Article 5 The following workers shall be excluded from the implementation of

the provisions of this law: -Workers being subjectto the en-

forcement of other laws and the provisions of the relevant laws.

- Domestic Workers regarding whom a decision shall be issued by the com-

petent Minister for organizing their affairs and the rules and regulations governing the relationship between

them and their employers. Article 6

Without prejudice to any other better privileges and rights prescribed for

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labourers in their individual or collective employment contracts or in

the special systems or the applicable rules and regulations at the employer or accordingto the ethics of profession or the public customs, norms

and traditions, the provisions of this law shall represent the minimum lim-

it for the labourers' rights.

CHAPTER II EMPLOYMENT, APPRENTICE- SHIP AND VOCATIONAL TRAINING

SECTION I : EMPLOYMENT Article 7

The competent Minister shall issue the decisions organizing the conditions of employment in the Private

Sector, especially the following conditions:

1. Conditions for labour force transfer from one employer to another.

2. Conditions for allowing labourers to work as part-timers with one em-

ployer to another employer. 3. The data which the employers

shall provide to the Ministry in respect of the government employees who are duly licensed to work for

other employers after the official working hours.

4. Some occupations, professions and works which shall be filled only after

passing the relevant professional tests as per the rules and regulations to be set forth by the Ministry in co-

ordination with the competent authorities. Article 8

Every employer shall advise the Competent Authority of his labour

force requirements. Also, he shall inform the Competent Authority annually of the number of the employees working for him. This shall be made in the forms especially prepared for this purpose according to the terms and conditions regarding of which a

decision shall be issued by the Minis- ter.

Article 9 A public authority of a separate legal personality and an independent bal-

ance sheet shall be founded and to be named: "The Public Authority for

Labour Force" under the control of the Minister of Social Affairs & La- bour. This Authority shall undertake the jurisdictions prescribed for the

4

- ------- ------

Ministry in this law. Also the Author- ity shall recruit and employ the expa-

tri<lt'=' 1abour force according to the applications submitted by employers.

Within one year from the effective date of this law, an organizing law shall be issued with regard to this

Authority.

Article 10 The employer is banned to employ foreign labour force unless they are duly authorized by the Competent

Authority to work for him. The Min- ister shall issue a decision on the rules, documents and fees to be

charged from the employer. In case of refusal, the refusal decision shall

be reasonable. Furthermore, the refusal decision shall not be relevant to the capital amount, otherwise the decision shall be entirely null as if it is not issued. An employer shall not recruit labourers from outside the country or appoint labourers from inside the country without making them to work for him. If it is evident

that he is not actually in need of those labourers, in

this case, the employer shall bear the

expenses for returning the labourer to his country.

If the worker abandons coming to his work and worked for another em-

ployer, the employer shall be obliged to return the employer back to his home country, upon registering an

absconding notice against the worker by his main sponsor.

Article 11 Both the Ministry and the competent authority shall be banned to exercise any segregation or preferential treatment while dealing with employers concerning the issuance of labour

permits or transfers, for instance by issuing these permits to some em-

ployers and refusing this to other employers under any reasons or excus-

es. The Ministry shall have the right, for regulatory reasons, to cease the

issuance of labour permits and transfers for a maximum period of two

weeks per year. However, the Minis- try may not exclude certain employers of ceasing regulations and leave others during this period. Any act

deemed in contradiction to this provision shall be entirely void.

5

SECTION II APPRENTICESHIP & VOCATION- AL TRAINING

Article 12 Every person who attains 15 years

and enters into a contract with a finn for the purpose of learning a profes-

sion within a specific time period shall be considered as a professional apprentice, according to the tenns

and conditions to be agreed upon and also in all that is not especially stipulated in this Chapter. The profession- ·

al apprenticeship contract shall be subject to the provisions concerning the juvenile employment stated in

this law.

Article 13 The professional apprenticeship contract shall be made in writing and is-

sued in three copies, one copy for each contract party and the third copy shall be given to the competent Au- thority at the Ministry within one (1) week for authentication. The contract shall state the profession, the tenn of its learning, its consecutive phases

and the progressive remuneration of

every learning stage, provided that the remuneration in the last stage

shall not be less than the minimum limit prescribed for the present em-

ployment contract. In all cases, the remuneration shall not be decided on the basis of the

production or a piece of work.

Article 14 An employer may cancel the apprenticeship contract if the apprentice violates his assigned duties under the contract or if it is evident from the

periodic reports prepared on him that he is not ready to learn.

Likewise, the apprentice may also tenninate his contract, provided that the party who is willing to tenninate the contract shall give notice to the

other party of this desire at least seven days in advance.

Article 15 Vocational training shall mean the theoretical and practical tools and programs that give labourers the

chance to develop their knowledge and skills or attend the job training

within the firm so as to enhance their

6

abilities, to improve their productivi- ty, prepare them for certain profes-

sions or transfer them to others. Training shall be organized in institutes, centers or establishments that

achieve this purpose. Article 16

The Minister, in cooperation and coordination with the competent educational and professional institutions, shall fix the necessary terms & conditions to be satisfied for holding the vocational training programs as well as the prescribed limits for the train-

ing period, theoretical & practical programs and the system of examina-

tion and certificates to be issued in this respect and the information to be

written therein. This decision shall bind one firm or more to provide training for labour-

ers in other centers or institutes if the first firm hasn't got training centers

or institutes. Article 17

The firms which are subject to the provisions of this Chapter shall pay

the worker his full wages for his training period whether inside or out-

side the firm.

Article 18 The professional apprentice and labourer trainee shall be obliged, after

the completioof his learning or training period, to work for the employer for a similar period of his apprenticeship or training in a term of not more than five years. If he is in breach of these obligations, the employer may reimburse from him the expenses spent for his learning or

training, in proposal to the remaining period to be spent in the work.

SECTION III EMPLOYMENT OF JUVENILES

Article 19 Employment of those who did not at- tain 15 years of age shall be banned.

Article 20 Juvenile employment who are be-

tween the age of 15 and 18 years may be made by the permission of the

Ministry under the following conditions:

a) To be employed in such works and trades other than those hazardous &

harmful to health, in respect of which

7

a decision shall be issued by the Min- ister

b) To be medically checked up, before the employment, and thereafter periodically for not more than six

months. The Minister shall issue a decision determining these works

and trades in addition to the professions, procedures and dates organizing the periodic medical examina-

tion.

Article 21 The juveniles maximum working

hours shall be 6 (six) hours per day, on condition that they shall not be

made to work for more than 4 hours continuously, which shall be fol-

lowed by at least one hour rest break. Juveniles shall not have to work ad-

ditional working hours or during weekly off days, holidays or between

7:00pm to 6:00am. SECTION IV

ENWLOYMENTOFWOMEN Article 22

Women shall not be employed at night between 10:00 pm to 7:00 am, save those who work in hospitals, health centers, private treatment

houses and other health institutions regarding of which a decision shall be issued by the Minister of Social Affairs & Labour, on condition that the employer shall in all the above cases ensure the security require-

ments for women in addition to the provision of means of transport from

and to the place of work. The official work hours during Holy month Ramadan shall be excluded

from the above provisions.

Article 23 The employment of women in dan-

gerous, hard or harmful to health trades and works shall be prohibited. Also women shall not be employed

in such jobs which are violating their morals and based on the utilization of their femininity in a manner which is

not in lirie with the public morals. Moreover, women shall not be employed in institutions which provide

service exclusively for men. The Minister of Social Affairs & Labour, in consultation with the Consultant Committee for Labour Affairs, shall issue a decision to specify these jobs

and entities. 8

Article 24 The pregnant woman shall be entitled to a paid maternity leave of 70 (seventy) days which shall not be included within her other leaves, provided that the delivery shall happen during

this perid. The employer, after expiry of the maternity leave, may give a female la-

bourer upon her request a leave without salary for not more than four months to take care of her child.

The employer shall not terminate the service of a female labourer while she is in her maternity leave or dis-

continue her joining the work due to a sickness which shall be evidenced by a medical report that it is arising

of pregnancy or delivery. Article 25

A female labourer shall be given two (2) hours in order to breast feed her

child during the official working hours, in accordance with the terms and conditions to be determined by

the Ministry's decision. An employer shall arrange a Day Care Center for children below four (4) years if the

number of women in his firm is more than fifty (50) or the number of em-

ployees therein is more than 200.

Article 26 A female labourer shall have the

right to the same salary given to the male labourer, if she performs the

same job. CHAPTER III INDIVIDUAL WORK

CONTRACT SECTION I WORK CONTRACT FRAME-

WORK

Article 27 Every person who attains 15 years of age shall be entitled to sign a work contract for an unlimited period. In the case of limited period contract,

this period shall not exceed one year until he attains the age of 18 years

old. Article 28

An work contract shall be prepared in writing and shall particularly consist of the date of signing the contract, the effective date, amount of wage, contract period if it is for a limited period and the nature of work. The contract shall be drawn up into three

9

I

copies; one for each party whereas the third copy shall be sent to the

Competent Authority at the Ministry. If the work contract is not prepared illa written document, the contract

shall be deemed as prevailing and in this case the labourer shall evidence

his rights through all evidencing methods.

If the work contract is for a limited or unlimited period, the labourer wage

shall not be reduced during the validity of the contract. Any agreement

signed before the validity of the contract or subsequent thereto shall be

deemed absolutely void as it is related to the public order.

Also an employer may not assign the labourer to perform a work which is

not in line with the nature of the work stated in the contract or not

compliant with the qualifications and experiences of the labourer on the ba-

sis of which the contract is signed with him.

Article 29 All contracts shall be made in Arabic language and the translation of which

in any foreign language can be added to it, butthe Arabic language shall

have preference in case of discrepancies. The provision of this article

shall be applicable to all correspondence, bulletins, bylaws and circulars issued by the employer to his labour-

ers.

Article 30 If the employment contract is for a limited period, its term shall not be

more than five (5) years and not less than one year. The contract may be extended upon expiry by the agree-

ment of both parties.

Article 31 If the work contract is for a limited period and both parties continue to implement it after the expiry of its

term without extension, it shall be au- tomatically renewable for similar periods under the same conditions contained therein, unless the two parties agree to renew it under other conditions. In all cases, the renewal shall not affect the labourer's accrued dues

arising from the previous contract. 10

SECTION II in all their rights and dues. The two OBLIGATIONS OF LABOURER & employers shall jointly work_together

EMPLOYER in this respect. REGULATIONS AND PENALTIES

Article 32 The labourer probation period shall be

specified in the work contract provided that it shall not exceed hundred working days. Either party may ter-

minate the contract during the probation period without notice. If the termination is made by the employer, he

shall pay the labourer his terminal service indemnity for his employ-

ment period according to the provisions of this law.

A labourer may not be employed under the probation period with the

same employer for more than once. The Minister shall issue a decision

organizing the rules and regulations of the work during the probation pe-

riod. Article 33

If the employer subcontracts work or any part the work to another employer under the same work conditions,

the employer to whom the work is assigned shall treat his labourers and those of the main employer equally

Article 34 The employer who signs a contract for the implementation of a government project or employs his labour-

ers in remote areas, he shall provide a suitable accommodation and means of transport for his labourers free of

charge. In the event of not providing them an accommodation, he shall

give them a suitable housing allowance. Remote areas and suitable accommodation conditions as well as

the housing allowance shall be determined by a decision from the Minis-

ter. In all other cases in which the em-

ployer shall be obliged to provide an accommodation for his labourers, he shall be subject to the provisions of the decision provided for in the previous paragraph regarding the conditions of the suitable accommodation and fixing the housing allowance.

Article 35 The employer shall fix in an open

II

place at the work center the rules and regulations of penalties applicable to

the violating workers, provide that the rules and regulations shall observe

the following: a) The regulations shall specify the contraventions which may be com-

mitted by workers. b) They shall include progress penal-

ties for contraventions. c) No more than open punishment

shall be imposed on one single contravention.

d) No Penalty shall be imposed on a labourer for an act committed outside the place of work unless it is related

to the work. e) A labourer shall not be punished for any act committed after the expiry of fifteen (15) days from the

date of its proof. Article 36

The employer shall approve the penalties rules & regulation, before its application, by the Ministry. The

Ministry may amend these regulations according to the nature of the firm activity or work conditions in

such a way which is in line with the provisions of this law. The Ministry

shall present these regulations to the competent organization, if any. If

there is no competent organization, then the regulations shall be referred to the General Union in order to give its remarks and proposals on these

regulations. Article 37

The labourer shall not be punished unless he is informed in writing of

the contravention committed by him and after hearing his testimony, re-

ceiving his pleading and proving the same in the minutes to be lodged in

the labourer's file. The labourer shall be notified in writing of the penalties imposed on him, their type, extent, reasons for imposition and the punishment which he may exposed to if

he repeated the same act. Article 38

No deduction may be executed from the worker's wage for a period of

more than five days monthly. If the penalty exceeded this limit, the extra amount shall be reduced from the sal-

ary of next month or months. Article 39

The labourer may be prevented to continue his work for the interest of

12

-

the investigation conducted by the employer or his representative for a period not exceeding ten days. If the investigation with the labourer has

concluded that he is not responsible for the relevant act, he shall be paid his salary for the period of suspen-

sion.

Article 40 The employer shall deposit the deducted amounts from the labuorer

wage of in a fund to be allocated for social, economic and cultural activities for the benefit of the labourers. The deduction penalties imposed on the labourers shall be registered in a special record showing the labourer name, amount of deduction and the cause of its application. In the event of dissolution of the firm, the deduction proceeds in the fund shall be dis- tributed among the existing workers at

the time of dissolution in proportional to the service term of each. The

Minister shall issue a decision on the rules and regulations organizing the above fund and the distribu-

tion method.

SECTION III EXPIRY OF EMPLOYMENT CON-

TRACT& TERMINAL SERVICE INDEMNI-

TY Article 41

Without prejudice to the provisions of Article (37) of this law:

a) The employer may terminate the labourer's service without notice, indemnity or remuneration if the labourer commits one of the following

acts:- 1. If the labourer commits a fault that resulted in a gross loss to the employ-

er. 2. If it is evident that the labourer has used any fraudulent act or cheating to

obtain the work. 3. If the labourer discloses any se-

crets related to the firm he works for which caused or could have caused

certain losses to it. b) The employer may terminate the labourer in one of the following

cases: 1. If the labourer has been convicted of a crime affecting honor, honesty

or morality. 2. If he commits an act against the

13

public morals in the place of work. 3. If he commits any assaults upon a fellow worker, the employer or his representative during work or be-

cause of work. 4. If he commits a breach of, or fails to carryout any of the obligations imposed on him under the terms of the relevant contract and the provisions

ofthis law. 5. If he repeatedly disobeys the in-

structions of the employer. In all these cases, the termination decision shall not result in depriving the

labourer of his terminal service indemnity.

c) The terminated worker for any of the above cases in this Article shall

have the right to appeal the termination decision before the competent Labour Circuit according to the procedures stipulated in this law. If it

is evident by virtue of a final court judgment that the employer has terminated the labourer in an arbitrary way, the latter shall be entitled to a

terminal service indemnity and compensation for the material and moral

damages incurred by him. In all cases, the employer shall in-

form the Ministry by the termination decision and its causes. The Ministry

shall advise the Labour Force Re- structuring Program according!y.

Article 42 If a labourer discontinues work with-

out an acceptable reason for seven consecutive days or twenty interrupt- ed days within one year, the employer may deem him resigned legally. In

this case, the provisions of Article (53) of this law shall be applicable on the labourer's eligibility to terminal

service indemnity.

Article 43 If a labourer is imprisoned due to a

charge by the employer, under a preventive imprisonment or in execution

to a non-final court judgment, he shall be considered as suspended

from the work but the employer shall not terminate his employment con-

tract unless he is convicted by virtue of a final court judgment.

If a judgment is issued on his innocence from the charge(s) attributed to him by the employer, the employer

14

shall be obliged to pay him his wage for the period of suspension along

with indemnifying him in a fair compensation to be decided by the court.

Article 44 If the contract is made for an unlimit-

ed period, either of the two parties may terminate it after giving notice

to the other in writing; and the notice shall be made in the following man-

ner: a) At least three months prior to the termination of the contract, in the event of monthly salary labourer.

b) At least one month prior to termination of contract, in case of other labourers. If the party who terminated the contract does not observe thno-

tice period, he shall be obliged to pay the other party a notice period

amount equal to the labourer's salary for the same period.

c) If the termination notice is made by the employer, the labourer shall have the right to be absent from work for

one full day within a week or eight (8) hours during the week in or-

der to search for another job along with his entitlement to his wage for

the absent day or hours. The labourer shall have the right to fix the absent day and hours provided that

he shall inform the employer at least in the day preceding his ab- sence. d) The employer may terminate the

labourer during the notice period along with calculating the labourer service term continuously until the expiry of that period, together with

the effects arising thereof particularly the labourer's entitlement to his wage

for the notice period.

Article 45 The employer may not use his right to

terminate the contract under the previous Article while the labourer

enjoys one of his leaves provided for in this law. Article 46

The service of the labourer shall not be terminated without reason or due to his trade union activity or as are- sult of claiming for or enjoyment of his legitimate rights according to the provisions of the law. Also, a labourer service shall not be terminated by reason of his sex, origin or religion.

IS

Article 47 If the work contract is for a limited period and either party terminates it without having any right to do so, he shall then be obliged to compensate the other party for the damage incurred by him, provided that the

compensation amount shall not exceed what is equal to the labourer's

wage for the remaining period of the contract.

While fixing the damage extent with regard to the two contracting parties, the prevailing customs, work nature, contract term, and generally all other considerations which·may affect the damage in terms of its existence and extent. Any debts which may be due for the other party shall be deducted

from the compensation amount. Article 48

A labourer shall have the right toter- minate the work contract without notice together with his entitlement to

the terminal service indemnity in any of the following cases:

a) If the employer does not abide by the provisions of the contract and the

law. b) If an assault is committed against

him by the employer or whoever represents him or by instigation or in-

citement by either of them. c) If his continuation of doing the work will threaten his safety or

health by a decision by the Medical Arbitration Committee at the Minis-

try of Health. d) If the employer or his representative has introduced any act of cheat-

ing or fraud at the time of contracting in relation to the contract conditions. e) If the employer charges the labourer of committing a criminal act and a final judgment is issued and declared

his innocence. f) If the employer or whoever represents him has committed an act that

violate the morals against the labourer.

Article 49 The employment contract shall ex-

pire by the death of the labourer or if it is evident that he is unable or dis-

able to perform his duty or by reason of such a sickness that consumed his sick leave, by a certified certificate from the competent official medical

authorities. 16

Article 50 The work contract shall expire in the

following cases: a) Issuance of a final court judgment that declares the bankruptcy of the

employer. b) The final closure of the firm.

However, if the firm is sold or merged in another firm or if it is transferred

by the means of inheritance, donation or any other legal action, the work contract shall be effective

on the successors under the same conditions mentioned therein. The

rights and obligations of the previous employer towards the labourers shall be transferred to the employer who

replaces him. Article 51

The labourer shall have the right to the terminal service indemnity as per

the following manner: a) A ten days wage, for every one year of service of the first five years and fifteen (15) days wage for every one year of service for the following years, provided that the total indemnity shall not exceed a year wage,

with regard to the labourers who receive their wages per day, week,

piece or per hour. b) A fifteen-day-wage for every one year of service of the first five years, and one month salary for very year of the following years, provided that the total indemnity shall not exceed one and a half year wage, with regard to

monthly paid labourers. A labourer shall be entitled to the terminal service indemnity for any part

of the year in proportion to the period of service he spent in the work. The amount of any debts or loans which may be due from the labourer shall be deducted from the terminal ser-

vice indemnity In this connection, the provisions of the Social Security Law shall be applicable, provided that the employer shall be obliged to pay the net difference between the amounts he affords against the labourer's subscription in

the Social Security and the due amounts for the labourer against the

terminal service indemnity.

Article 52 Without prejudice to the provisions of Article (45) of this law, the labourer

shall be entitled to the terminal 17

service indemnity, as stipulated in the previous Article, in full in the fol-

lowing cases: a) If the contract is terminated by the

employer. b) Upon the expiry of the term of the limited contract period without being

renewed. c) If the contract is terminated ac-

cording to the provisions of Articles (48, 49, 50) of this law.

d) If the female labourer terminates the contract from her part due to her marriage within one year from the

date of such marriage.

Article 53 The labourer shall have the right to receive half the terminal service in-

demnity, as stipulated in Article (51), if he terminates the unlimited period contract from his own part, and the term of his service is not less than

three (3) years and did not complete five (5) years. If the period of his ser-

vice has reached five (5) years and did not complete ten (10) years, then he shall be entitled to two-thirds of the indemnity. If the term of hisser- , vice has reached ten (10) years, he

shall then be entitled to the full indemnity.

Article 54 The labourer whose work contract has

expired shall obtain from the employer a service termination certificate which consists of a statement of his period of service, profession and the last salary he obtained. This certificate shall not include any expressions which may harm the labourer

or it may be issued in such a form that may reduce the chances of work

before him, whether explicitly or im- plicitly. The employer shall return to the labourer any documents or certifi-

cates which may be submitted by him.

CHAPTER IV

LABOUR SYSTEM & CONDI- TIONS

SECTION I : WAGES

Article 55 The word wage denotes the basic salary received or should be received by

18

the worker against or because of his work in addition to all the elements stipulated in the contract or employ-

er's rules & regulations. Without prejudice to the social allow-

ance and children allowance prescribed according to the above men-

tioned Law No. (19) of 2000, the allowances, remunerations, commissions, grants, donations or cash privileges received by the labourer period-

ically shall be included within the calculation of the wage.

If a labourer wage is determined as a share of the net profit and the firm

did not realize profit or realized little profit so that the labourer's share becomes not consistent with the work performed by him, then his wage

shall be estimated on the basis of a similar wage or according to the prevailing traditions in this profession or

for justice requirements.

Article 56 Wages shall be paid on a working

day in the legal currency in circula- tion together with observing the fol-

lowing: a) Monthly rate workers shall be paid

their salaries at least once a month. b) Other workers shall be paid their

salaries at least once every two weeks.

The payment of salaries shall not be delayed after the seventh day of the

due date.

Article 57 The employer who have labourers

work for him according to the provisions of this law shall deposit their salaries in their relevant accounts

opened with local financial institutions. A copy of the statements sent to those institutions in this regard

shall be forwarded to the Ministry of Social Affairs & Labour. A decision

shall be issued by the Council of Ministers, according to the proposal of the Minister of Social Affairs &

Labour and the Minister of Finance, which shall determine those institutions and the rules for dealing with these accounts in terms of the ex-

penses, commissions and organizing rules & regulations in this regard.

Article 58 The employer shall not transfer a la-

19

bourer who works in a monthly salary to another class without securing the labourer's written consent and

. without prejudice to the rights obtained by the labourer during his . work under the monthly salary.

Article 59 a) No more than 10% of a worker's

wage may be deducted for the settlement of any debts or loans which

may be due for the employer; and the employer shall not receive any inter-

est on such entitlements. b) The retention of the wage accrued by the labourer or deduction of any

part from this wage may not be made, save within the limits of 25% for settling a debt of alimony, food,

clothes and other debts, including the employer's debts. In the event of coincidence, alimony debt shall have

preference over any other debts.

Article 60 The labourers shall not be obliged to

buy any foodstuff or commodities from certain shops or to buy from the

employer's products.

Article 61 The employer shall undertake to.pay the salaries of his labourers during

the closure period if he intentionally closes the firm in order to force the labourers to submit or surrender to

his demands. Also, he shall be obliged to pay the salaries of his labourers for the entire period during

which the firm is closed, whether totally or partially, for any other reason which the workers have no hand in it, since the employer would like them

to continue to work with him.

Article 62 When calculating the labourer dues, the last salary paid to him shall be

considered. If a labourer receives a salary on the basis of piece work, the

relevant estimate shall be made on the average wage duly paid to him for the actual working hours during

the last three months. The assessment of cash and in kind incentives shall be made by dividing the average of what is received by the labourer from the salary during the last twelve months into the entitlement. If the term of his service is

20

less than one year, the average shall be computed in accordance with the percentage period spent in the ser-

vice. A labourer's wage shall not be reduced during the course of his work for any reason whatsoever.

Article 63 The Minister shall issue a decision

within a period of not later than every five years in which he shall fix the minimum wages according to the nature of profession and trade, taking into account the inflation rates wit-

nessed by the country, after consultation with the Consultant Committee for Labour & Organization Affairs.

SECTION II WORK HOURS & WEEKLY OFF

DAYS Article 64

Without prejudice to the provisions of Article (21) of this law, the labourer

shall not be made to work for more than 8 hours a day or 48 hours a week, save the cases provided for herein. Working hours during the

holy month of Ramadan shall be 36 hours a week.

The working hours of hard labour, health harmful labour and hazard la-

bour or for hard conditions may be reduced by virtue of a decision to be

issued by the Minister.

Article 65 a) The labourer shall not be made to work for more than five continuous

hours per day without being followed a break period of not less than one

hour. Break hours shall not be calculated within the working hours.

The banking, financial and investment sector shall be exempted from this provision and the working hours

shall be eight continuous hours. b) Upon the approval of the Minister, labourers may be made to work without any break for technical or emer-

gency reasons or in office works, provided that the total worked hours

per day shall be, according to the provision of the above Article 64, at

least one hour less.

Article 66 Without prejudice to the provisions of

Articles (21) & (64) of this law, a labourer may be made to work overtime hours under a written order is-

sued by the employer if that is neces-

21

sary for preventing the occurrence of a dangerous accident or for the repair of any breakdowns arising thereof or for avoiding a certain loss or meeting

such works more than the daily required work. The additional working

hours shall not be more than two hours per day and in a maximum

number of one hundred eighty (180) hours per year. Also the additional work periods shall not exceed three

days a week and ninety days per year. Furthermore, this shall not prevent the labourer's right to evidence his being entrusted by the employer

to perform an additional work through all methods of proof, or the

labourer's right to obtain a wage against the overtime hours in a rate which is more than his ordinary rate in a similar period by 25%. When

calculating this wage, the provisions of Article (56) of this law shall be applicable. The employer shall keep a special record for the overtime work hours indicating the dates of relevant days, number of overtime hours and the respective wages for the addi-

tional work which he assigned to the labourer.

Article 67 The labourer shall have the right to one fully paid weekly off day which

shall be fixed by _24 continuous hours after every six worked days. An employer, when necessary, may make a labourer to work during his weekly

·off day if the work conditions so requires. The labourer shall receive at least 50% of his salary in addition to the original salary. Also he shall be compensated another day for his off

day. The provision of the previous para: graph shall not affect the calculation of the labourer's dues including his daily wage and leaves where these

dues shall be calculated by dividing his salary into the number of the actual working days without calculating therein his weekly off days, although the off days are paid days.

Article 68 The official holidays granted to a la-

bourer with full pay are: a) Hijiri New Year Day

-One day b) Ascension (Isra & Miraj)

Day -One day c) Eid Al Fitr (Lesser Bairam)

22

-Three days d) Waqfat Arafat

Day -One day e) Eid Al Adha (Greater Bai-

ram) -Three days f) Prophet Birthday

One day g) National Day (25th Febru-

ary) -One day h) Liberation Day (26th Febru-

ary) -One day i) New Gregorian Year

One day If the work circumstances require

keeping any labourer in work on any of the official holidays, he shall be

paid a double wage together with an alternative compensation day.

Article 69 Without prejudice to the provision of Article 24 herein, the labourer shall have the right to the following sick

leaves during the year: - 15 days - with full wage - 10 days - with three quarter wage - 10 days- with half wage - 10 days - with quarter wage - 30 days - without wage The sickness which needs a sick leave

, shall be evidenced by a certificate

from the physician to be determined by the employer or the doctor who is in-charge of a government health center. In the event of any conflict regarding the entitlement to the sick leave or its term, then the medical

doctor certificate shall be approved. In relation to the serious diseases

which are difficult to cure, then such diseases shall be excluded by a decision from the competent Minister in

which he shall specify the type of such diseases. SECTION III

PAID ANNUAL LEAVES Article 70

The labourer shall have the right to a paid annual leave of thirty days.

However, a labourer shall be entitled to a leave for the first year only after

the completion of at least nine months in the service of his employer.

Official holidays and sick leave days penetrating the leave shall not be counted in the annual leave. The

labourer shall have the right to leave for the fractions of the year in pro-

portional to the period spent in work, even if during the first year of ser-

VlCe.

23

Article 71 The labourer shall have the right to be

paid his due salary for the annual leave in advance before obtaining his

leave.

Article 72 The employer shall have the right to determine the annual leave date, and may grant it partially upon securing the consent of the labourer after the

expiry of the first fourteen days thereof.

The labourer shall have the right to accumulate his leaves on condition thafthey shall not exceed the leaves of two years. Also, the labourer may obtain the leave in one time upon the approval of the employer. Moreover,

annual leaves may be accumulated by the mutual agreement of both par-

ties for more than two years.


the above Articles (70) & (71), the labourer shall have the right to receive a cash equivalent against his

accumulated annual leave days upon the expiry of the contract.


the above Article 72, the labourer shall not have the right to assign his annual leave, with or without compensation. The employer shall have the right to reimburse from the la-

bourer any salary paid by him against the leave if it is proven that he is working during his leave with an-

other employer.

Article 75 The employer may give the labourer a paid leave for education in order to obtain a higher qualification in the field of his work, provided that the

labourer shall be obliged to work for the employer a period equal to the education leave period which shall not exceed five (5) years period. If

the labourer is in breach of this condition, he shall be obliged to reimburse the salaries received by him

during the leave period in proportion to the remaining period to be spent

by thlabourer in the work.

Article 76 The labourer who completes two

24

continuous years in the service of his employer shall be entitled to a paid leave of 21 days for performing Raj rituals, provided that he should not have previously performed the Raj.

Article 77 The labourer shall have the right to a

leave with full pay of three days upon the death of a first or second

grade relative. A female Muslim labourer whose

husband expires shall be entitled to a fully paid leave of four months and

ten days as from the date of death for the period of waiting (iddat), provid-

ed that she shall not practice any work with a third party for the entire

leave period. The conditions for granting such leave shall be orga-

nized by a decision from the Minis- ter.

Also, a non-Muslim female labourer whose husband passes away shall be entitled to be paid a full leave salary

of twenty one (21) days.

Article 78 The employer shall have the right to grant the labourer a fully paid leave

for attending Labour Periodic Con- ferences & Social Gatherings. The

Minister shall issue a decision on the conditions, rules & regulations orga-

nizing this kind of leave.

Article 79 The employer may grant the labourer, upon his request, a special leave without pay in addition to the above-

mentioned other leaves.

SECTION IV OCCUPATIONAL SAFETY &

HEALTH FIRST BRANCH

RULES OF OCCUPATIONAL SAFETY & HEALTH MAINTE-

NANCE

Article 80 Every employer shall keep a separate labour file for every worker compris-

ing of a copy of the work permit, copy of work contract, copy of his Civil Identity Card, copies of rele-

vant annual & sick leaves documents, overtime hours, work injuries, occupational diseases, penalties im-

25

posed on the labourer, service termination date, service termination reasons, copy of receipts of any papers, tools & experience certificates delivered by the labourer to the employer, which shall be delivered to him after

the expiry of his work.

Article 81 Every employer shall keep occupa-

tional safety records according to the forms, rules and regulations regarding of which a decision shall be is-

sued by the Minister.

Article 82 The employer shall fix in a conspicuous place at the work center an approved rules & regulations by the

competent Labour Department at the Ministry, consisting in particular of

the daily working hours and the break period therein, the weekly off day and

official holidays.

Article 83 The employer shall take all needful

precautionary safety measures for securing the safety of his labourers, machinery, equipment, circulated

materials in the firm and the persons utilizing these materials against the

work hazards. Also the employer shall provide the

required safety and occupational health instruments & kits regarding of which a decision shall be issued

by the competent Minister upon seeking the opinion of the competent au-

thorities. The labourer shall not be afforded with any expenses or any amounts may be deducted from his salary

· against the provision of protection measures & safety tools for him.

Article 84

The employer shall explain to the labourer, before commencing his work, the hazards which he may be exposed to and the necessary protection meas-

ures he should have. The Minister shall issue the relevant regulatory decisions on the instructions and pre-

cautionary warning signboards to be fixed in conspicuous places in the

work center, and the personal safety measures which the employer shall provide for the different activities.

26

Article 85 The Minister, upon seeking the opinion of the competent authorities, shall issue a decision identifying the kinds of activities which shall abide with

the provision of the necessary equipment and tools for the workers' safety & occupational health in such installations, along with the appoint- ment of the specialized technicians or specialists for controlling and ensuring to what extend the safety & occu-

pational measures conditions have been observed. Also the decision

shall indicate the qualifications and responsibilities of those technicians and specialists as well as their train-

mg programs.

Article 86 The employer shall take the neces-

sary precautionary measures for protecting workers against health haz-

ards and occupational diseases resulting from the practice of such work, and shall further provide the necessary first aid kits and medical

services. The Minister shall have the right, upon obtaining the opinion of the

Minister of Health, to issue the decisions organizing these precautionary

measures, occupational diseases schedules, professions and industries that cause such diseases, schedules of harmful materials and the permissible

concentrates for such materials. ' ...

Article 87 The labourer shall exert the necessary protection efforts, and he shall undertake to utilize them diligently any protection measures under his

possession and to implement the relevant instructions stipulated for his

safety, health and protection against injuries and occupational diseases.


the Social Security Law, the employer shall be obliged to arrange the required insurance coverage over his workers with insurance companies

against work injuries and occupational diseases.

SECOND BRANCH WORK INJURIES & OCCUPA-

TIONAL DISEASES Article 89

Upon the enforcement of the work 27

injuries insurance terms & conditions as per the Social Security Law, these

provisions - with regard to the insured who are subject to this insurance - shall replace the provisions

stipulated in the following Articles in relation to the work injuries and oc-

cupational diseases.

Article 90 If the worker is injured due to reason and in the course of or on his way to

and from the work, the employer shall report the accident immediately upon its occurrence or promptly upon

having knowledge thereof, as the case may be, to each of the follow-

ing:- a) The Police Station of the area under whose jurisdiction the place of

work is situated. b) The Labour Department under

whose jurisdiction the place of work is situated.

c) The Public Institution for Social Security or the insurance company in

which the workers are insured against the work injuries. This proclamation may be made by the worker

jf his health so permits and also, it

may be notified by whoever represents him.

Article 91 Without prejudice to the provisions of the Law No. (1) of 1999 concerning Health Insurance over the expa- triates

and the application of fixed fees against the health services, the

employer shall bear the expenses of the injured labourer treatment against work injuries and occupational dis-

eases with a governmental hospital or a private clinic to be determined by

him, including the value of the medi- cine and transport expenses. The attending doctor shall determine in his report the treatment period, the percentage of disability resulting from

the injury and to what extent the worker is able to continue the perfor-

mance of his work. Each of the labourer and the employer, by an application to be submitted

to the competent department, may object to the medical report within

one month from the date of being informed thereof before the Medical

Arbitration Committee at the Minis- try of Health.

28

Article 92 Every employer shall provide the Ministry of Health with statistical

statement about work injuries accidents and occupational diseases that took place at his firm on periodic basis. The Minister shall issue a resolution fixing the necessary time period

for submission of such statistics. Article 93

A labourer who suffers a work injury or occupational disease shall be entitled to receive his wage for the entire treatment period fixed by the medical

doctor. If the treatment period exceeds six months, he shall be entitled only to half the wage until his recov-

ery or proven disability or death. Article 94

The injured labourer or his beneficiaries shall be entitled to receive compensation for work injuries or occu-

pational diseases pursuant to the schedule to be issued by a resolution from the Minister, upon taking the opinion of the Minister of Health.

Article 95 A labourer shall lose his right to the compensation for the injury if the in-

vestigation proved that:

a) The labourer has willfully injured himself.

b) The injury has occurred as a result of gross misconduct and intentional act by the labourer. Any act committed by the injured under the effect of drinks or drugs and every violation to the instructions regarding the protection against the work hazards and oc-

cupational harms that should be hanged in a conspicuous place at the work center, shall be deemed as will-

ful misconduct unless the injury leads to the death of the labourer or results in a permanent disability of

more than 25% of the total disability. Article 96

If a labourer suffers from a occupational disease or any relevant symptoms are developed on him during his service or within one year after leaving the service, he shall then be subject to the provisions of Articles

(93, 94, 95) of this law. Article 97

1. The medical report issued by the attending doctor or the decision of the Medical Arbitration Committee

on the condition of an injured labourer shall identify the liability of the

29

previous employers, and those employers shall be bound - each in proportion to the period spent by the la-

. bourer in his service - if the industries and trades they practice can cause the disease which the la-

bourer suffers from. 2. The labourer or his eligible benefi-

ciaries shall receive the compensation stipulated in Article (94) from the Public Institution for Social Se-

curity or the insurance company with which the labourer is insured, as the case may be, and each of them may claim the previous employers to hon- our their obligations as provided for

in paragraph (1) of this Article.

CHAPTERV COLLECTIVE LABOUR RELA- TIONS

SECTION I ORGANIZATIONS OF LABOUR-

ERS & EMPLOYERS AND RIGHT OF TRADE UNIONS

Article 98 The right of forming federations by employers and trade unions by la-

bourers is secured in conformity with

the provisions of this law. The provisions of this Chapter shall be effective on the labourers in the private

sector and shall be applicable to the labourers in the government & oil

sectors such a manner which shall not be contradictory to the laws that

organize their affairs.

Article 99 All Kuwaiti labourers shall have the right to form among them trade un-

ions that look after their interests and work for improving their material and social conditions, and to represent them in all the matters that concern. Similarly, employers may form federations for the same objectives.

Article 100 The following procedures should be

adopted in the establishment of a trade union:

1. A number of laboureres who wish to establish a trade union or a number

of employers who desire to form a federation shall meet in a general

consistent assembly by announcing the same in at least two daily news- papers for a period not less than two

30

weeks as from the date of general assembly, provided that they shall fix the meeting place, time and objec-

tives.

2. The constituent general assembly shall approve the articles of associa-

tion of the organization and it may be guided in this regard by the model

bylaw to be issued by virtue of a resolution from the Minister.

3. The Constituent Assembly shall elect the Board of Directors pursuant to the provisions of its Articles of As-

sociation.

Article 101 The Articles of Association of the organization shall state the objectives & purposes for which it has been established, its membership conditions, the rights & obligations of its mem-

bers, the subscriptions to be collected from the members, the jurisdictions of the ordinary & extraordinary gen-

eral assembly, the number of the board of directors members, its membership conditions, its term & jurisdictions, the budget rules & regula-

tions, the procedures required for amending the articles of association

of the organization, procedures for its dissolution and manner of liquidating

its funds as well as the books & records to be kept by the organization

and the bases of self-supervision.

Article 102 The elected board of directors shall, within 15 days from the date of its

election, deposit the organization incorporation documents with the Min-

istry. The legal entity of the organization

shall be proved as from the date of issue of the Ministers' decision ap-

proving its incorporation after the deposit of the duly completed

documents with the Ministry.

Article 103 All labourers, employers and their organizations, upon enjoying the rights provided for in this Chapter, shall ob-

serve all the applicable laws in the country like all other organized entities; and they shall practice their activity within the limits of the objec-

tives stated in the articles of

31

association of the organization without any violation or deviation from

these objectives. Article 104

The Ministry shall direct and guide labourers trade unions and employer's federations towards the proper

application of the law and the manner of how to make entries in the financial books & records related to each

organization. Also, it shall guide them towards rectifying any missing in the entered data and entries there-

m. Trade unions shall be prohibited

from the following: 1. Engaging in political, religious or

sectarian issues. 2. Investing their funds in financial or real estate speculations or any other

type of speculations. 3. Accepting donations & bequests, except under the consent of the Min-

istry.

Article 105 Trade Unions shall have the right,

upon the approval of employers and the competent authorities in the coun-

try, to open canteens & restaurants

<' ...

for serving the labourers within the limit of the establishment. Article

106 The declared trade unions pursuant to

the provisions of this chapter may form among them such federations to take care of their common objectives, Also, the declared federations under the provisions of this law may form among them general federation provided that there shall not be more

than one general federation for each of the labourers & employers. Upon forming the federations & general

federation, the same procedures related to trade unions' formation should

be followed.

Article 107 Federations, the general federation and

trade unions shall have the right to accede to Arab or international

federations which they believe that their interests are related thereto, provided that they shall inform the Min- istry of the accession date. In all cases, they shall observe in this regard

that such accession should not violate the public order or the State public

interest.

32

Article 108 Employers & labourers' organiza-

tions may be dissolved voluntarily by a resolution to be issued by the gen-

eral assembly according to the organization's article of association. The

trade union's property after its dissolution shall be decided on pursuant to the resolution of the general assembly, in case of the optional dissolu-

tion. Moreover, the board of directors of

the organization may be dissolved by filing a case by the Ministry before the Court of First Instance so as to issue a judgment on the dissolution of the board of directors of the trade union if is commits such an act that violates the provisions of this law

and the laws related to keeping the public order and morals. The court

judgment may be appealed within 30 days from the date of issue at the

Court of Appeal.

Article 109 Employers should provide labourers

with all the decisions, rules & regulations related to their rights & obliga-

tions.

Article 110 An employer may dedicate one or

more members of the trade union or federation board of directors for fol-

lowing up the trade union affairs with the labor department or the

competent authorities in the country.

SECTION II COLLECTIVE

EMPLOYMENT CONTRACT

Article 111 The collective or group employment contract is the contract which regu-

lates the work conditions and circumstances between one or more labourers trade union or federation, on one hand, and one or more employers or whoever represents them from employer's federations, on the other

hand.

Article 112 The collective or group employment contract should be made in writing

and duly signed by the labourer. This contract shall be presented to the

general assembly of labourers trade 33

unions and employers federations or both parties, and it should be ap-

proved by the members of those organizations pursuant to the provi-

sions of the Articles of Association of the organization.

Article 113 The collective employment contract should be a limited period contract provided that its term shall not be

more than 3 years. If the two contract parties have continued to implement the same after the expiry of its term,

then it should be deemed renewed for one year period under the same conditions stated therein unless the contract conditions stipulates otherwise.

Article 114 If either party of the collective employment contract is not desirous to

. renew it after the expiry of its term, he shall inform the other party and the competent Ministry in writing at least three months from the contract expiry date. If the contract parties are multiple, then its termination with regard to one party shall not result in

its termination with regard to the other parties.

Article 115 1. Any condition in the individual employment contract or collective

employment contracts which violates the provisions of this law shall be

deemed void and null even if it pre- cedes the execution of this law unless such condition is more beneficial to

the labourer. 2. Any conditions or agreement signed

before or after the enforcement of this law under which the labourer

waivers any right granted by this law shall be deemed null and void. Also, any reconciliation or quitclaim deed that comprises a reduction or release

from a labourer's rights due to him under the employ-

ment contract during its validity period or three months after its expiry

shall be null and void whenever it violates the provisions of this law.

Article 116 The collective employment contract shall be effective only after its registration with the competent Ministry

and a summary of which is published in the Official Gazette.

34

The competent Ministry may object to any conditions it deems as violating the law, and the two parties shall am nd the contract within 15 days from

the receipt of such objection, otherwise the registration application

will be deemed as if it did not take place.

Article 117 A collective employment contract

may be concluded at the level of the enterprise, industry or at the national level. If the collective employment contract is concluded at the level of

the industry, then it should be signed on behalf of the labourers by the federation of such industry's trade un-

ions. If it is concluded at the national level, then it should be signed by the

general federation of labourers. The concluded contract at the indus-

try's level shall be considered as amendment to the contract signed at the enterprise's level; and the con-

tract signed at the national level shall be deemed as amendment to any of the other two contracts, within the

limits of the common provisions stipulated therein.

Article 118 The provisions of the collective employment contract shall be applicable

to: a) Labourers' trade unions and federations that concluded the contract or

joined it after its conclusion. b) Employers or their federations that signed the contract or joined it after

its conclusion. c) The trade unions organizing the

federation that signed the contract or joined it after its conclusion.

d) Employers who joined the federation that signed the contract or joined

it after its being concluded.

Article 119 Labourers' withdrawal or dismissal from the trade union shall not affect their being subjugated and governed by the provisions of the collective employment contract if such with-

drawal or dismissal took place subsequent to the date of signing the contract or joining it by the trade union.

Article 120 Those who have not entered into con-

tracts from among the labourers' 35

------------------------------------- -

trade unions or federations, or employers or their federations, may join the collective employment contract after the publication of its summary in the Official Gazette by the agreement of both parties requesting the accession without any need for taking the consent of the main contract-

ing parties. The accession shall be made by virtue of an application to be submitted

to the competent Ministry duly signed by both parties. The approval of the competent Ministry to the ac-

cession application shall be published in the Official Gazette.

Article 121 The collective or group employment

contract signed by the firm's trade union shall be applicable to all labourers of the firm even if they are not members of such Trade Union,

this shall be without prejudice to the provision of Article (115) of this law in relation to the most beneficial con-

ditions to the labourer. As for the contract signed by a federation or

trade union with a specific employer, it shall be effective only to the labourers of the relevant employer.

Article 122 The labourers & employers organizations which are a party of the collective employment contract may file all cases arising out of the breach of the contract conditions in favor of any

member of such organization without need for a power of attorney to be is-

sued by him for this purpose.

SECTION III COLLECTIVE

LABOUR DIS- PUTES

Article 123 Collective or group labour conflicts are those disputes arising between

one or more employers and all his labourers or some of them because of

labour or work conditions.

Article 124 If collective conflicts have arisen,

both parties shall resort to direct negotiation between the employer or his representative and the labourers or their representatives. The competent Ministry shall have the right to delegate its representative to attend

36

these negotiations in the capacity of supervisor.

In case that they reached a mutual agreement among them, then such agreement should be enrolled with the competent Ministry within 15

days pursuant to the rules & regulations in respect of which a resolution

shall be issued by the Minister.

Article 125 Either party to the dispute- if the direct negotiation did not lead to a solution- may submit an application to the competent Ministry for the ami-

cable settlement of such dispute through the Collective Labour Dis-

putes Committee regarding of which a resolution shall be issued by the

Minster. The application should be signed by the employer or his authorized repre-

sentative or by the majority of the dispute labourers or by whomever they authorize to represent them.

Article 126 The labour disputes reconciliation

committee shall be formed from the following:

a) Two representatives to be selected by the employer trade union or the

disputing labourers. b) Two representatives to be selected by the employer (s) who are a party

of the dispute. c) Chairman of the Committee and -representatives of the competent

Ministry to be appointed by the competent Minister by a resolution in

which he shall also specify the number of the dispute parties representa-

tives. The committee may seek the opinion of whoever deems useful for the performance of its task. In all the previous stages, the competent Ministry may demand such information it

deems necessary for settling the dispute.

Article 127 The reconciliation committee shall

complete its looking into the dispute within one month from the date in

which it receives the application. If it could solve the dispute, totally or partially, it shall then evidence the agreed points in minutes to be pre-

pared in three copies to be signed by

37

the attending parties. The agreement shall be deemed as a final and binding agreement to both parties. How- ever, if the reconciliation committee is not able to settle the dispute within the prescribed period, then it shall refer the dispute or refer the un-agreed upon points thereof, within one week from the date of the last meeting of

the committee, to the arbitration board duly accompanied with all the

documents.

Article 128 The arbitration board of collective labor disputes shall be formed as fol-

lows:- 1. A circuit of the court of appeals, to be annually appointed by the general

assembly of this court. 2. A head of prosecution to be dele-

gated by the Public Prosecutor. 3. A representative for the competent Ministry to be appointed by its Min-

ister. The parties of the dispute or their legal representatives shall appear before the arbitration board. Article

129 The arbitration board shall look into

the dispute in a period not later than twenty (20) days from the date of arrival of its papers to the Clerical De- partment. Either party to the dispute should be notified of the session date at least one week prior to its holding; and the dispute shall be decided on within a period not exceeding three

months from the date of the first session for looking into the dispute.

Article 130 The arbitration board shall have all

the power and authorities of the court of appeal pursuant to the provisions of the judiciary organizing law and the Civil & Commercial Procedures Code. The arbitration shall issue justified and causative decisions which shall be the same as those decisions

issued by the court of appeal.

Article 131 As an exemption from the provision of Article (126) of this law, the com--- petent Ministry may, in the event of

collective dispute and if the necessity so requires, interfere without request by one of the dispute parties to settle the dispute amicably. Also, it may re-

38

fer the dispute to the reconciliation committee or arbitration board as it

deems appropriate. The parties to this dispute, in this case, shall submit all the documents required by the competent Ministry, and they shall appear, if so summoned, before the

board.

Article 132 The parties of the dispute are prohibited to stop the work, totally or partially, during the direct negotiation

proceedings or before the reconciliation committee or the arbitration

board due to the interference of the competent ministry in the disputes pursuant to the provisions of this

Chapter.

CHPATER VI LABOUR INSPECTION & PENAL-

TIES SECTION I

LABOUR INSPECTION Article 133

The competent employees to be identified by the Minister by a resolution shall have the authority of legal & judicial capacity to oversight the imple-

mentation of this law and its executive rules, regulations & decisions.

Those employees shall perform their duties with due honesty, impartiality, persistence and they shall undertake

not to disclose the secrets of employers which they may have access to by

virtue of their work. Accordingly, each of them shall perform the following oath before the Minister:

"I swear by Almighty Allah to perform my duties with due honesty, credibility and impartiality, and to

keep top confidential the information which I may have access to by virtue of my work even after the end of my

service".

Article 134 The employees referred to in the previous Article shall have the right to enter work places during the firm's official working hours, and to have

access to all books & records, and to request such data & information re-

lated to manpower affairs, Also, they shall have the right in this connection to check and take samples of the cir-

culated materials for analysis pur- 39

pose; and they shall further be enti- -1ttled to enter such places allocated by

employers for labour services purposes, and they may seek the assistance of the public force for the execution of the functions of their tasks.

Moreover, those employees shall have the right to prepare minutes on the contraventions committed by em-

ployers and to grant them the necessary period for rectifying the relevant

contravention, and to refer the prepared minutes on such contraven-

tions to the competent court so as to impose the punishment provided for

in this law.

Article 135 The inspection employees, if the employer is in breach of the provisions of Articles (83, 84, 86) of this law

and the promulgated resolutions in its implementation in such a manner that threatens by environment pollution, harmful to the public health or the safety & health of labourers, may

prepare minutes on the relevant contravention and refer it to the compe-

tent Minister who shall have the right, in coordination with the com-

petent authorities, to issue a resolution on the lockout of the business concern, totally or partially, or to

stop the use of a certain machine(s) till the rectification of such contra-

vention.

Article 136 The employees who are authorized to conduct the inspection shall have the authority to issue notices on the committed contravention by the labourers working without a specific work cen-

ter, and they shall have, in this respect, the right to seek the assistance of the public authorities and to coor- dinate with the concerned authorities regarding the goods left by any of the

said labourers and whose owners cannot be identified.

SECTION II PENALTIES Article 137

Prejudice to any other harder penalty provided for in any other law,

whoever violates the provisions of Articles (8, 35) herein, shall be punished by a penalty of not more than KD 5001-. In case of repeating the

40

same act within three years from the fmal judgment date, the penalty shall

be doubled.

Article 138 Without prejudice to by any harder penalty provided for in any other

law, whoever violates the provision of paragraph (3) of Article (10) of

this law shall be punished by imprisonment for not more than three years and a fine not more than KD 1,000/-

or with both penalties.

Article 139 In case of breach to the provisions of Article (57) herein, an employer shall be punished by a penalty not exceeding the total of labourers dues which he fails to pay, without prejudice to his obligations to pay these dues to

the labourers in the same procedures provided for in Article (57) hereina-

bove.

Article 140 Without prejudice to any harder pen-

alty provided for in any other law, whoever fails to enable the compe-

tent employees specified by the Min-

ister to perform their duties provided for in Articles (133, 1.34) herein,

shall be punished by a fine not to exceed KD 1,000/-.

Article 141 Without prejudice to any harder pen-

alty provided for in any other law, . whoever violates the remaining provisions of this law and the executive resolutions thereto shall be punished

as follows: a) The party in breach shall be given a notice to rectify the contravention within the period specified by the

Ministry provided that it shall not be more than three months.

b) If the contravention is not rectified or remedied within the prescribed period, the violating party shall be pun-

ished by a penalty of not less than KD 100/- and not more than KD 200/ - per every labourer against whom the penalty is committed. In the event of

repetitions, within three years from the date of the final judgment,

the penalty should be doubled.

Article 142 Whoever violates the writ of suspen-

41

sion or closure issued pursuant to the provisions of Article 135 herein without remedying the contraventions no-

tified to him by the competent employees, shall be punished by

imprisonment for a period not exceeding six month and a fme not

more than KD 1000/-, or with one of ' " the two penalties.

CHAPTER VII CONCLUDING

PROVISIONS Article 143 A Consultant Committee for Labour Affairs shall be formed by a resolu-

tion by the Minister consisting of representatives of the Ministry, Man- power Restructuring & State Execu-

tive Body Program, Employers & La- bourers organizations and whoever

the Minister deems appropriate, whose task is to give opinion on the

issues presented to it by the Minister. The resolution shall also issue the

necessary procedures for inviting the committee for meeting, work therein

and how to issue its recommendations.

Article 144 Upon denial, the actions filed by the labourers under the provisions of this law, after the lapse of one year from the employment contract expiry date shall not be heard. The provisions of

Clause (2) of Article (442) of the Civil Code shall be applicable to denial. The actions filed by labourers

or their beneficiaries shall be exempted from the judicial fees. However, the court- upon rejecting such ac-

tions - may bind the party who files the case to pay all or part of the ex-

penses. Labour cases shall be looked into forthwith on prompt summary

basis. Article 145

As exemption from the provision of Article (1074) of the Civil Code, the rights of labourers prescribed according to the provisions of this law shall have preference & priority over all

employer's money, such as movables & real estates, except private residential dwellings. These amounts shall be collected after the legal expenses, the due amounts for the public treasury, and document keeping and re-

pair costs.

42

Article 146 A case should be preceded by ap. application to be filed by the labourer or his beneficiaries to the competent labour department which shall sum-

mon the dispute parties or their representatives to appear. If the department could not reach an amicable settlement, it shall refer the case,

within one month from the case submission date, to the Court of First In-

stance to decide on it. The referral shall be made by a memorandum comprising a summary of the dispute, pleadings of both parties and

comments of the department.

Article 147 The Clerical Department at the Court of First Instance shall, within 3 days from the receipt of the application, schedule a session for looking into the case which shall be notified to

both parties of the dispute. Article 148

The Minister shall issue the necessary rules, regulations & decisions

for implementing this law within six months from the date of publishing this law in the Official Gazette, in

consultation with employers and labours.

Article 149 Law No. 38 of 1964 on the Private Sector Labour shall be repealed and

the labourers shall reserve all the rights arising thereof before its cancellation; and all the implementing resolutions thereof shall remain applicable in such a manner which is

not contradictory to the provisions of this law till the issue of the executive rules, regulations, decisions and by-

laws for this law.

Article 150 The Prime Minister and Ministers,

each within his jurisdiction, shall implement this law which shall be operative as from the date of its publica-

tion in the Official Gazette.

AMIR OF KUWAIT SABAH AL AHMED AL JABER ALSABAH

Issued at Sief Palace on : 26th Safar,

1431 H. Corresponding to : lOth February,

43

2010 A.D.

LAW NO. (6) OF 2010

CONCERNING PRIVATE SEC- TOR LABOUR LAW

EXPLANATORY MEMORANDU

LAW NO. (6) OF 2010 CONCERNING PRIVATE SEC-

TOR LABOUR LAW EXPLANATORY MEMORAN-

DUM By the discovery of oil in the State of Kuwait as well as the social, economic and political changes that had resulted and accompanied this discov-

ery, new types of labour had emerged. Therefore, it was natural

for the legislator to work for organizing these types of labour in such a way that shall be consistent with th nature of these new labours and be

compliant with the spirit of work and copes with the modem renaissance

and boom that began to prevail in the different aspects of life in the coun-

try. Hence, the competent persons began to think of the necessity of issu-

ing a law for the private sector labour in order to regulate the relationship

between labourers and employers because this will have positive effects

on the Gross Domestic Product (GDP) on one hand, and coping with the global attitudes for taking care of the working class, on the other hand. The first law for organizing labour in

Kuwait had come out in the year 1959. Then, this law was amended by virtue of the Amiri Decree No.

(43) of 1960 and thereafter the Law No. (1) of 1961 until it has been can- celled by virtue of the Law No. (38) of 1964 on the Private Sector Labour. This law had been subject to several amendments that aimed at securing

special privileges to the labourers who are working in the oil sector by virtue

of the Law No. (43) of 1968 that added a new Chapter to this law

under Chapter Sixteen concerning the employment of labourers in the oil

industry. Then, the Law No. (28) of 1969 was issued for canceling and re- placing this Chapter for regulating the

necessary benefits for Oil Sector- labourers.

Consequently, the basic law that gov- 44

ems the labour relations is the Law No.·(38) of 1964 concerning the Pri- vate Sector Labour. Regarding the Law·No. (28) of 1969, it concerns particularly the oil labour sector

within the limits of the definitions and provisions stipulated in this law, and all other kinds of labour shall be applicable to the Private Sector La- bour Law being the general law that

regulates the relationship between the two parties of production in this sec-

tor. Due to the fact that the labour law has always been targeting a basic aim that

intended to make a fair balance between the interests of labourers

and their protection on one hand, and that of the employers on the other hand, due to the positive effects of this balance on the Gross Domestic

Product in general. Now, the Kuwaiti arena has wit-

nessed new developments, social and economic changes that necessitate

the introduction of a new approach to the amendments of the existing law. Also, both the Arab and international arenas have witnessed many develop-

ments that cannot possibly be ig-

nored especially that the State of Ku- wait is one of the foreign labour force

recruiting countries. For all these reasons, the urgent necessity has

arisen for amending the current Law No. (38) of 1964 so as to ac-

commodate and cope with the new developments, particularly that this law has been under enforcement for

more than thirty years. While thinking seriously to amend

this law, two attitudes have emerged - the first one aims at amending certain provisions of the current Law in

such a way that complies with the new developments of the economic

and social changes, and thereafter the amendments can come successively

whenever there is a need to such modifications.

As for the second attitude, that obtained the views of the majority of

supporters, aims at issuing a new law which shall be compliant with the

circumstances of the current stage including the new emerging developments, provided that there should be taken into consideration upon prepar- ing the draft of the law the future am- bitions and realization of the intend-

45

ed goals through the replacement of the expatriate labour force by the na- tionallabour force - whenever it can

be possible - and this is one of the main objectives of the State that

should finally be achieved. The Ministry of Social Mfairs & La-

bour has drafted the bill of the at- tached law in the light of a compres- sive approach for the labour laws in

the region as well as the International & Arab Labour Agreements besides the most recent jurisprudent attitudes and the judicial principles set forth by the Kuwaiti judiciary in the cur-

rent law. Accordingly, several successive com-

mittees have been formed from the Ministry representatives, employers who are represented by the Kuwait Chamber of Commerce & Industry, and the labourers who are represented by the General Federation for Ku- wait Employees for thoroughly ex- amining and scrutinizing this law.

These committees have carefully dis- cussed the draft, amended and re-

worded certain articles through many sessions until the law has been approved in its semi-final copy which

has adopted a future approach and avoided any aspects of shortage or

omission in the current law in order to put the State of Kuwait in its right position among those countries with

advanced labour legislations. Therefore, for the purposes of preva- lent benefits and realizing the same goal intended by the legislators to-

wards arriving at the grade of perfec- tion, the concerned parties have de-

cided to poll the opinion of the . related governmental authorities rep-

resented by the Public Authority for Housing Care, Ministry of Com-

merce & Industry, Higher Council for Planning & Development, Minis-

try of Health, Ministry of Justice, Ministry of Oil, Kuwait Municipali- ty, Kuwait University, the Public In- stitution for Social Security, the Pub- lic Authority for Applied Education

& Training and the Civil Service Commission (General Secretariat for

Labour force). A special committee has been established for conducting the necessary contacts and correspondences with

those authorities and providing them with the semi-final copy of the draft

46

law, receive their replies and make the necessary final review in the light of the received answers. The re- sponse of those authorities and their efforts

were all positive where the committee has been provided with valuable

proposals which are appre- ciated by the committee and considered, the thing that has resulted in the proof

reading of the draft law articles one by one together with re-wording the

necessary articles thereof in the light of those suggestions as well as adding

new articles or paragraphs thereto. The Ministry of Social Affairs & La- bour, due to its keenness to cope with

the contents of the International Agreements on labour, especially

those agreements to which the State of Kuwait has acceded or ratified, the Ministry has sought the assistance of the International Labour Organiza- tion (ILO) within the framework of

the technical aid provided by the ILO to the Member States and whose ex- perts have assisted in reviewing certain provisions of the draft law and arranged its chapters in such a man-

ner that it is issued in its final current

form. The draft of this law comes in seven chapters, Chapter One is about the General Provisions; Chapter Two

regulates the Employment, Appren- ticeship & Vocational Training Pro- visions; Chapter Three is on the Indi-

vidual Employment Contract; Chapter Four on Labour Conditions & System; Chapter Five on Collec- tive Labour Relations; Chapter Six on Labour Inspection & Penalties; and finally Chapter Seven is on the

Concluding Provisions. In all the foregoing, the draft of the

law has developed new rules & regulations which are deemed necessary by

the legislator comprising more guarantees to the both parties of production in such a manner that ensures

justice and stability in labour relations in the country and also secures that these rules & regulations will

cope with similar legislations applicable abroad, especially the Interna- tional & Arab Agreements duly rati-

fied by the State of Kuwait. Hereunder we will shed light on the articles of the law according to the

order of its chapters:

47

CHAPTER 1

GENERAL PROVISIONS

This Chapter comprises the articles from Article (1) to Article (6), where

Article (1) has specified what is meant by the term "The Competent

Ministry" and defined it by the Min- istry of Social Affairs & Labour, and defined "The Competent Minister" by the Ministry of Social Affairs &

Labour. Also, this Article has defined term like "Labourer", "Employer"

and the concept of "Organization". Article (2) has specified the scope of enforcement of the law when it de-

cided that it shall be applicable to the labourers in the private sector. In this meaning, the definitions assigned to each of the "Labourer" and the "Em- ployer" in Article 1 should be considered so that what is meant by the ex- pression "the labourers in the private

sector" can be defined clearly. Article (3) has determined the scope of the applicability of the draft law to the marine employment contract in all which is not particularly provided

for in the Maritime Law, or the text of this law shall be more beneficial to the

labourer. Also, Article (4) provides for the applicability of the provisions of this

law to the labourers in the Oil Sector in all which is not particularly provided for in the Oil Sector Labour

Law, or the text of this law shall be more beneficial to the labourer.

Article (5) has exempted the labourers whose relationships with their employers are regulated by other laws. Regarding the Domestic La-

bourers, i.e. house servants or maids and the like, this Article has referred the governing of the relationship between them and their employers to a decision to be issued by the competent Minister for organizing their af-

fairs in this respect.

Article (6) acknowledges a principal rule which is duly prescribed in juris- prudence and the judiciary and being codified by most of the modem legislations. That is to say the provisions of this law, including all the rights

and benefits stipulated for labourers therein, represent the minimum limit

48

for labourers' rights which shall not be assigned and any agreement to the

contrary will be deemed as null and void. As for the better rights and benefits stipulated in collective or individual employment contracts or the

applicable rules & regulations by the employers that exceed what is pro-

. vided for in this law, they should be enforced and labourers shall be treat-

ed according!y. In other words, since the rights and benefits prescribed for labourers in

this law represent the minimum limit secured for them by the legislator, no agreement may be made for affecting these rights unless such agreement is more beneficial to labourers, whether the agreement is made upon entering into or during the validity of the contract. This is for the purpose of cop-

ing with the spirit of legislation related to the public interest on one hand, and also in implementation to a defi- nitely confirmed fact that the human psyche has but to hate anything that

reduces its rights after being prescribed.

CHAPTER2

EMPLOYMENT, APPRENTICE- SHIP AND

VOCATIONAL TRAINING

SECTION 1 :EMPLOYMENT

Article (7) authorizes the Competent Minister (i.e. Minister of Social Af- fairs & Labour) to issue the organiz-

ing decisions to the conditions for employment in the Private Sector.

Article (8) requires every employer to inform the Competent Authority of his labour force requirements in the relevant forms prepared for this purpose as well as the type and number of the labourers in the light of any

expansion or shrinking in his activity, in periodic basis accordingto the terms and conditions in respect of which a decision shall be issued by

the competent Minister. Article (9) decides the establishment of public authority of a separate legal entity and an independent budget to be named: "The Public Authority for Labour force" under the supervision of the Minister of Social Affairs & Labour and it shall carry out the ju-

49

risdictions prescribed for the Minis- . try in this law. Also the authority

shall recruit and employ the expatriate·labour force according to the applications submitted by employers. Within one year from the enforcement of this law, an organizing law shall be issued in respect of this au-

thority. Article (10) determines the rules and

procedures in the employment of non-Kuwaitis in such a way that gov- erns the competent Ministry's control on

the labour market and to direct it in such a manner that conforms to the goal of the state to gradually replace

the expatriate labour force by the Ku- waiti labour force. In this connection, this Article prohibits any employer to recruit foreign labour force or to employ labourers from inside the country without having them to work for

him or if it becomes proven that he is not actually in need of them.

Furthermore, this Article bans employers to employ non-Kuwaiti la-

bourers unless they hold labours permits issued by the competent labour department entitle them to work for him. This is for treatment of the re-

cruitment of foreign labour force more than what is needed on one

hand, and for regulating the labour market on the other hand, by having every labourer to work for the em-

ployer who recruited him. Accordingly, this Article prescribed that the employer is to bear the expenses for returning the labourer

bach home. Also, the Article binds the Ministry if the employer's application for recruiting foreign labour

force is rejected, such rejection should be justified; and that the capital amount should not be taken as a

cause for such rejection, for ensuring the best supervision over the perfor-

mance of the government in the event of the

rejection.

At the end of this Article, it provides that if the labourer discontinue to

come to work and joined work with another employer, the latter shall undertake to return the employer back

to his country, after filing an absconding proclamation against the labourer by his main sponsor. Article

(11) stipulates that the Minis-

so

try is prohibited to practice any dis- crimination or preference while deal-

ing with employers for issuance of work permits or transfers. Also, it au-

thorizes the Ministry, for such reasons it decides, to stop the issuance of work permits and transfers for a period not more than two weeks per year, provided that the Ministry may not exempt some employers of this stopping procedure and disregard

others during this period.

SECTION II APPRENTICESHIP &

VOCATION- AL TRAINING

This Section consists of Articles from (12 to 18) in which the law in-

troduces the Professional Apprentice- ship Contract for giving the opportu-

nity for creating a suitable environment for developing the na-

tional human resources necessary for burdening the future's responsibili-

ties, particularly upon securing them the necessary training and education. Article (12) defines the professional apprentice, and it has expressly men-

tioned that the professional apprentice contract shall be. subject to the terms and conditions for juveniles' employment as provided for in this

law. Article (13) stipulates that the professional apprenticeship contract shall be written and issued in three copies, one for each contract party, whereas the third copy shall be forwarded to the

Competent Authority at the Min- istry within one week for attestation. Also, this Article prohibits the fixing of the

remuneration on the basis of production or piece in order to mani- fest the educational nature of the pro-

fessional apprenticeship contract wliich is different from the ordinary

employment. Article (14) permits an employer to

terminate the apprenticeship contract if the apprentice violates his assigned duties under the contract or if it is

proved from the periodic reports prepared on him that he is not ready to learn. Similarly, the Article entitles the apprentice to terminate his con-

tract and fixed seven days as a notice period which both contract parties

shall observe.

51

After Article (15) has defined what is meant by vocational training, as explained in its express words, Article

(16) provides that the competent Minister shall issue a decision on the necessary terms & conditions to be satisfied for holding the vocational

training programs ... etc. The Article stipulates that the decision may include the binding of one

establishment or more to provide training for labourers in other centers or institutes if the first establishment hasn't got training centers or insti-

tutes. Article (17) requires such establish-

ments to pay the labourer his full wage for his training period whether within or outside the establishment.

Article (18) binds each of the professional apprentice and the labourer

trainee to work for the employer, after the completion of his learning or training period, for a similar period

of his apprenticeship or training in a maximum term of five years. It also gives the employer the right, in case of breach of these obligations, to reimburse from them the expenses he

borne for this learning or training,

pro-rata the remaining period to be spent in the work.

SECTION III EMPLOYMENT OF

JUVENILES

This Section consists of Articles from (19) to (21), whereas Article (19) prohibits the employment of

those who are under 15 years of age. Article (20) defines juveniles as

those whose age is falling between 15 and 18 years and allows their employment by the permission of the

competent Ministry under two conditions, the first one is to be employed

in industries and trades other than those hazardous & harmful to health, regarding of which a decision shall be issued by the Minister; and the

other condition is to be medically ex- amined, prior to employment, and thereafter periodically for not more

than six months. Article (21) fixes the maximum

hours of work for juveniles by 6 (six) hours per day, provided that they are

not made to work for more than 4 hours continuously, which shall be

52

followed by at least one hour rest break. Also, the Article bans juveniles to work additional working

hours or during weekly off days, holidays or between 7:00pm to 6:00

am, bearing in mind that these hours are normally night hours.

SECTION IV EMPLOYMENT

OF WOMEN

This Section comprises Articles from (22) to (26), where Article (22) prohibits the employment of women at night during 10:00 pm to 7:00 am,

except those who work in hospitals, health centers, private treatment

houses and other health institutions in respect of which a decision shall be

issued by the Minister of Social Affairs & Labour, provided that the employer shall ensure the security requirements for women in addition to the provision of means of transport

from and to the place of work. Article (23) prohibits the employ-

ment of women in hazardous, hard or harmful to health trades shall be pro- ·hibited. Also they shall not be em-

ployed in such jobs which are harmful to morals and based on the exploi- tation of their femininity in a manner which is not consistent with the public morals. Moreover, women shall

not be employed in institutions which provide service exclusively for men. The Minister of Social Affairs & La- bour, in consultation with the Con- sultant Committee for Labour Af-

fairs, shall issue a decision to specify these jobs and entities.

Article (24) provides that the female labourer shall be entitled to a paid

maternity leave of 70 (seventy) days which shall not be included within

her other leaves, provided that the delivery shall take place during this period, together with granting a female labourer upon her request, after expiry of the maternity leave, a leave without pay for not more than four

months. Also, the employer shall not terminate the service of a female labourer while she is enjoying her maternity

leave or discontinue joining the work due to a sickness which shall be

proved by a medical report that it is resulting from pregnancy or delivery.

53

Article (25) the legislator stipulates for granting a female labourer 2

hours break for breast feeding her child during the working hours, in ac-

cordance with the terms and conditions to be specified by the Minis-

try's decision. Also, he binds the employer to estab- . lish a Day Care Center for children below 4 years if the number of women is more than 50 or the number of employees therein is more than 200. Article (26) stipulates for equal treatment for the female labourer by giving her the same salary given to her

male counterpart, if she performs the same work without any discrimina-

, '

tion between them, so that the special regulation provided in this law on the employment of women shall not be taken as a justification or reason for fixing a certain wage for women less than the recognized prescribed wage

for men for the same work.

CHAPTER III INDIVIDUAL

EMPLOYMENT CONTRACT

SECTION 1

EMPLOYMENT CONTRACT STRUCTURE

Article (27) defines the labourer's eligibility to sign an employment contract by attaining the age of 15 years old if the contract is an unlimited pe-

riod contract; and in the case of a limited period contract, such period

shall not exceed one year until he attains 18 years of age. This provision is in line with the provision of Article (94) of the Civil Law in this respect. Article (28) stipulates that the contract should be prepared in writing

and it shall contain all the details related to the contract. Also, the contract shall be issued in (three copies, one for each party whereas the third copy shall be forwarded to the competent department). If the contract is not prepared in a written document, in this case the labourer shall prove

his right through all evidencing methods.

Article (29) is keen to stipulate that all the contracts shall be prepared in Arabic language and the translation

54

of which in any foreign language may be added to it, but the Arabic

language shall legally prevail in case of any discrepancies. Also, what is

applicable to contracts shall be applicable to all correspondence, bulletins,

bylaws and circulars issued by the employer to his labourers.

Article (30) confirms that if the employment contract is a limited period contract, its term shall not exceed 5 years and not less than one year together with it may be renewed upon expiry by the agreement of both par-

ties. Article (31) prescribes that if the employment contract is a limited period contract and both parties continue to implement after the expiry of its term without renewal, it shall be automati- cally renewable for similar periods

under the same conditions contained therein, unless the two parties agree to renew it under other conditions.

In any case, if the limited period contract is renewed, this shall not affect the labourer's accrued rights arising from the previous contract, and the labourer shall be entitled to the ac-

quired rights under the previous con-

tract.

SECTION2 ON THE OBLIGATIONS OF LA-

BOURER & EMPLOYER AND DISCIPLINARY PENALTIES Article (32) provides that the probation period shall be specified in the employment contract but precondi- tioned that it shall not exceed 100

working days. Like the text as mentioned in the Law No. 38 of 1964,

this Article provides that the labourer may not be employed under the probation period with the same employer for more than once, and this it has

clarified the ambiguous in the said law when it gives the right to both parties to terminate the contract during the

probation period. However, if the termination is made by the employer,

he shall pay the labourer his end of service remuneration for his

employment period accordingto the provisions of this law.

Article (33) came similar to the provision of the Law No. 38 of 1964 in terms of the necessity of equal treatment between all labourers if the em-

55

player subcontracts work to any other employer under the same work

conditions under the same working conditions, the labourers of both parties shall be treated equally and the

two employers shall jointly work together to pay the dues of the labour-

ers of the main employer. Article (34) binds the employers who are involved in the execution of gov-

ernmental projects or those who make their labourers work in such areas which are remote from the inhib-. ited areas, they shall provide a suita-

ble accommodation and means of transport for their labourers, confirm-

ing that it shall be free of charge. And in the event of not providing

them an accommodation, the employer shall give them a suitable housing allowance. Remote areas and suitable accommodation conditions as well as the housing allowance shall be determined by a decision from the Minis-

ter. Articles from (35) to (40) explain the disciplinary rules & regulations to be observed by the employer before ap- plying any penalty on his labourers as well as the necessary guarantees

for reserving the labourers' rights to defend himself and refute the contraventions attributed to him. Also, the employer undertakes to approve the penalties bylaw before the application of its provisions by the competent Ministry which shall have the

right to enter any amendments there- to in such a way which is in line with the nature and circumstances of the

work. Article 38 provides for the principle

of not exceeding the deduction which may be executed from the labourer's

wage for a period of more than 5 days per month. Article 39 has introduced the principle of suspending the labourer to perform his work for the interest of the investigation but the

suspension shall not exceed 10 days, together with reserving his right to

receive his salaries for the period of suspension if the investigation con-

cludes that he is not responsible. Article (40) is introduced in this Sec-

tion and after it prescribed the employer's compliance to deposit the deduction proceeds from the wages of his labourers in a fund to be allocated for social, economic and cultu-

56

ral activities for the benefit of the labourers; and after it prescribed the

employer's obligation to keep a special record for the deductions made against the labourers, the Article introduced a provision for the distribution of the deduction proceeds availa-

ble in the fund among the existing labourers in the firm equally in the event of its dissolution for any reason. Also, this Article provides that

the Minister shall issue a decision on the rules & controls organizing the

above fund and the distribution method.

SECTION III TERMINATION OF EMPLOY-

MENT CONTRACT & END OF SERVICE INDEMNITY

This Section consists of Articles from (41) to (55). In Article (41), the

legislator explained the cases in which an employer may terminate

the labourer's service without notice, indemnity or remuneration. This Ar-

tide is similar to Article (48) in which a labourer may terminate the employment contract without notice together with his entitlement to the full end of service indemnity. Also,

this Article explains the cases in which a labourer shall be entitled to

the end of service indemnity upon his termination. Morover, it gives the terminated labourer the right to appeal the termination decision before the

· competent Labour Circuit. If it is proved that the employer has termi-

nated the labourer in an arbitrary way, he shall be entitled to an end of

service indemnity and compensation for the damages incurred by him as a result of such termination. Further- more, this Article binds the employ-

er, in all cases, to inform the Ministry by the termination.decision and its

causes, and the latter shall advise the Labour force Restructuring Program

accordingly. Article (42) entitles the employer, if a labourer discontinues work for seven consecutive days or twenty inter- rupted days within one year, to deem him as resigned. In this case, the provisions of Article (53) shall be applicable on the labourer's eligibility to

the end of service indemnity. Article (43) comprises new provi-

sions governing a labourer's dues if he is imprisoned under a preventive

57

imprisonment or in execution to a non-final court judgment due to a

charge by the employer, and decided to deem him as suspended from the work and the employer shall not terminate his employment contract unless he is convicted in a final judgment. If a court judgment is issued

on his innocence the employer should be obliged to pay him his wage for the period of suspension in a fair

compensation to be decided by the court.

Article (44) mentions the procedure to be followed upon the termination

of an unlimited period contract where either shall notify the other at least

three months prior to the termination of the contract in the event of monthly salary labourers; and at least one month in case of other labourers. Also, this Article determines the

compensation to be payable by the party who terminated the contract if

he does not observe the notice period by an amount equal to the labourer's

salary for the same period. Article (45) prohibits the employer to

use the right of termination authorized to him under the above Article

(44) while the labourer or female labourer enjoys one of his leaves provided for in this law in order to protect the labourer not to be surprised of being terminated while enjoying

any of his leaves. Also Article (46) prohibits the em-

ployer to terminate the labourer contract unless this is based on the labourer's abilities, behavior or the firm or firm's operation require-

ments. In particular, Article 46 does not consider the contract termination

reasons by the employer because they are related to the basic rights

duly guaranteed under the constitution and the international agreements that secure the labourer's right to ac-

cede to or join labourers trade unions, exercise his trade union right, freedom of faith, litigation and that nothing shall affect his rights due to

the racial or sectarian beliefs. Article (47) explains the rules of

compensation which both parties to the limited period employment contract shall be complied with if termi-

nated by either party prematurely without having any right to do so, he shall then be obliged to compensate

58

the other party for the damage incurred by him for an amount equal to the labourer's wage for the remaining period of the contract, provided that

upon determining the damage for both .contract parties the prevailing customs, work nature, ... etc. and generally all other considerations which may affect the damage in terms of its existence and extent. The same Article has decided the

swap or setoff principle between any debts which may be due for the employer and the compensation amount

tOr the labourer. Article (48) provides for the cases in which the labourer may terminate the employment contract together with his entitlement to the end of service

indemnity. Article (49) and Article (50) the contract termination cases by the force of the law, whereas Article 49 explains the contract termination cases for a reason related to the death of the la-

bourer or if it is proved that he is dis- able to perform his duty or by reason of the expiry due to the exhaustion of his sick leaves, while Article (50) explains the employment contract ter-

mination cases represented the firm's transfer to a third party through sell- ing or merging or inheritance, donation or any other legal action, or the final lockout of the firm or the issue of a final judgment on the employ-

er's bankruptcy. If the firm is transferred to a third

party accordingto the above means, Article (50) prescribes that the la-

bourers' dues shall become a payable debt by the assignor and assignees

jointly. Also, it authorizes labourers to continue work with the person to

whom the firm is transferred together with binding the latter by the obligations arising from the employment

contract signed by the assignor.

Article (51) provides for the end of service indemnity due for labourers working on monthly salary basis as

well as the other classes. For the first class, this Article decides fifteen-

day-wage for every one year service of the first five years and thereafter one month salary for every year of

the following years provided that the total indemnity shall not exceed one

and a half year wage. 59

As for the second class, it prescribes ten day wage, for every one year ser- . vice of the first five years and a fifteen day wage for every one year ser-

vice for the following years, provided that the total indemnity shall not exceed a year wage. The

Article prescribes in both cases that the a labourer shall be entitled to the

end of service indemnity for any fractions of the year in proportion to the period of service he spent in the work; and binds the employer to pay

the net difference between the amounts he affords against the la-

bourer's subscription in the social security and the due amounts for the

end of service indemnity.

Article (52) explains the cases in which a labourer shall be entitled to

the full end of service indemnity. Article (53) clarifies the partial enti-

tlement cases to the end of service indemnity if the labourer tenders his resignation in an unlimited period

contract from his part, when it made him be entitled to half the end of service indemnity if the term of his service is not less than three years and

did not complete five years. If the period of his service has reached five

years and did not complete ten years, he shall be entitled to two-thirds of the indemnity. If the term of the la-

bourer service has reached ten years, he shall be entitled to the full indem-

nity. Thereafter, comes Article (54) and stipulates that the labourer whose employment contract is terminated

shall obtain from the employer a service termination certificate comprising a statement of his period of ser-

vice or experience. The Article also prohibits employers that this certificate shall not include

any expressions which may insult the labourer or it may be issued in such a form that may reduce the chances of work before him; and it bound the employer to return to the labourer

any documents or certificates which may be submitted by him.

CHAPTER IV LABOUR

SYSTEM & CONDI- TIONS

60

This Chapter consists of Four Sec- tions and Articles from (55) to (97):

SECTION I: WAGES This Sections comprises the Articles from (55) to (97), where Article (55)

defines the meaning of the word "Wage" by the basic salary received or should be received by the labourer against his performance of the work including all other elements provided for in the contfact like the allowances and remunerations or prescribed by the employer's rules & regulations. The concept of wage shall not include the bonuses & grants which

may be paid voluntarily by the employer to the labourer.

Also, it shall not include the amounts or other privileges received by the labourer for meeting the actual expenses or necessary expenditure required for the performance of the work or

by the reason of the work nature like the car allowance allocated for the work trips or the accommodation

provided for the watchmen of the real estates or buildings and the means of

transport which the employer pro-

vides for his labourers in remote areas. All these latter benefits are not

deemed as wage and shall not be included therein.

However, the wage shall include the social allowance and children allowance as per the Law No. (19) of 2000

or any other financial privileges granted by the state to the labourer

periodically. Moreover, this Article has added a new provision for dealing with the wage when it is a share of the net profits and stipulated at the end of

this Article that if a labourer wage is fixed as a share of the net profit and the firm did not realize profit or realized a very few profit so that the labourer's share becomes not consis-

tent with the work performed by him, then his wage should be estimated on the basis of a similar wage or accordingto the prevailing customs in this

profession or for justice requirements.

Article (56) is quite keen to provide that wages shall be paid on a working day in the legal currency in circula-

tion, and fixed a certain limit for pay- ing labourers' wages who work on

61

monthly basis at least once a month, and the other labourers shall be paid their wages at least once every two weeks. Also, this Article added that

the payment of wages shall not be delayed after the seventh day of the due

date. Article (57) binds the employer who employs labourers accordingto the provisions of this law and the Oil

Sector Law No. (28) of 1969 to deposit the dues of his labourers in their relevant accounts opened with local financial institutions and a copy of the statements be dispatched to the

Ministry Article (58), for avoiding any damag-

es to labourers, does not allow an employer to transfer a labourer who works in a monthly salary to another class without his written consent and

without prejudice to the rights obtained by the labourer during his work

under the monthly salary. In order to protect the labourers's

rights, Article (59) provides that the employer shall not deduct more than 10% of labourer's wage for the set-

tlement of any debits or loans due to the employer, and no interests may

be received against such dues. Also, it provides that the attachment of the

wage due o the labourer or deduction of any part thereof may not be made,

save within the limit of (25%) for settling a debt of alimony, food,

clothes and other debts, including the employer debts. In the event

of coincidence, alimony debt shall have priority over other debts.

The legislator, in order to enhance the protection of labourers, Article

(60) provides that a labourer shall not be obliged to buy any foodstuff or

commodities from certain shops or to buy from the employer's products. Article (61) has introduced a new

provision that binds an employer to pay the wages of his labourers during the lockout period if they have no in this lockout. Also, the employment contract shall not be terminated for

the same reason. Article (62) is quite serious to confirm the applicable principle in the

Law No. (38) of 1964, i.e. upon calculation of labourer dues, the last salary paid to the labourer shall be con-

sidered. If a labourer receives a wage on the basis of piece work, the

62

relevant estimate shall be made on the average wage duly paid to him for the actual working hours during

the last three months. The estimation of cash and in kind incentives shall be

made by dividing the average of what is received by the labourer from the wage during the last 12 months

into the entitlement. If the term of his service is less than one year, the av-

erage shall be calculated based on the percentage period spent in the ser-

vice; and in addition to that a labourer's wage shall not be reduced during the course of his work for any reason

whatsoever. Article (63)has introduced a new

provision that requires, by a decision from the competent Minister, the

preparation of schedules on the minimum limit of wages accordingto the nature of profession and trade, for re- sponding to future requirements and coping with the modem trends for

setting a minimum limit of wages for securing a reasonable standard of liv- ing for labourers and in such a manner that shall act as a motivation for the Kuwaiti labuor force and encouragement to join work in the private

sector. The decision shall be issued after consultation with the Consultant Committee for Labour & Organiza-

tion Affairs.

SECTION II WORKING HOURS

& WEEKLY OFF DAYS

This Section comprises Articles from (64) to (69), where Article (64) has fixed the weekly working hours by 48 hours, as a general principle, in such a manner that a labourer shall

not be made to work for more than 8 hours a day. Here the provision of Article (33) of the Law No. (38) of

1964 is amended which was stipulated as "A labourer manot be made to

work for more than 8 hours per day or 48 hours a week" where the opinion is different about the optional word

"or" in terms of the extent of the possibility of increasing the num-

ber of the daily working hours to more than 8 hours when it is satisfied by the maximum limit of the working hours by 48 hours a week. So, for fi- nalizing this debate, the views came

to the conclusion that the old text 63

shall be replaced by the current text as provided in this law.

Accordingly, Article (64) pus it in a decisive way that the labourers'

working hours shall be 48 hours per week and the daily working hours

shall not exceed 8 hours except in the cases provided for in the law. This is in order to stick to the opinion which says that the labourer should be pro- tected in every day of his working

days, and therefore stipulates that the daily working hours should not be more than 8 hours save within the

limits of the exceptions stipulated in the law.

Also, this Article has introduced a new provision which stipulates that the working hours during the holy

month of Ramadan shall be 36 hours a week.

Moreover, the same article provides that the working hours of hard la-

bour, health harmful labour and hazard labour or for hard conditions may

be reduced by a decision from the Minister.

Article (65), after having acknowl- edged the provision of the second

paragraph of Article (33) of the Law

No. (38) of 1964 which prohibits making a labourer work for more than five continuous hours per day

without being followed a break period of not less than one hour and such

break hours shall not be calculated within the working hours, but it ex-

empted from this provision the banking, financial and investment sector where the working hours shall be

eight continuous hours. Thereafter, this Article has intro-

duced a new provision necessitated by the practical requirements and allows, upon the approval of the Minis- ter, labourers may be made to work without any break for technical or

emergency reasons or in office works, provided that the total worked hours per day shall be, accordingto

the provision of Article 64 herein, at least one hour less.

Article (66) sets forth the rules & regulations for overtime hours where

it provides that a labourer may be made to work an additional period by a written order from the employer if that is necessary for preventing the occurrence of a dangerous accident or for the repair of any faults arising

64

thereof or for avoiding a certain loss or meeting such works more than the

daily required work. Also, it fixed the overtime working hours per day' week and per year; and that the additional work periods shall be added by 25% of ordinary wage for the same period and the employer is bound to

keep a special record for the overtime work.

Article (67) gives the labourer the right to one fully paid weekly rest

day which shall be fixed by 24 continuous hours after every six worked days. However an employer, for the

work requirements and necessity, may make a labourer to work during his weekly rest day if the work conditions so requires. In this case, the la-

bourer shall receive at least 50% of his wage in addition to the original wage and he shall be compensated another

day for his rest day. Article (68) fixes the official holidays granted to a labourer with full pay as per the number stated therein and fixed the total due official holidays for the labourer by 13 days a

year. If the work circumstances require

keeping any labourer in work on any of the official holidays, he shall be

paid a double w ge, i.e. his ordinary salary multiplied into two alongwith

an alternative compensation day. This double wage shall be taken as a

basis for calculating the overtime hours necessitated by the wok condi-

tions in this day. The due sick leaves in the light of the provision of Article 69 have become, on condition that the sickness shall

be proved by a medical certificate, as follows:

- 15 days with full wage - 10 days with three quarter wage

- 10 days with half wage - 10 days with quarter wage

- 30 days without wage The sickness that requires a sick leave shall be proven by certificate from the physician determined by the employer

or the doctor in-charge in a government health center. In the

event of any conflict regarding the eligibility to the sick leave or its term, then the medical doctor certificate

shall prevail. The last paragraph stipulates that regarding serious diseases which are

65

difficult to cure, they shall be exempted by a decision from the competent Minister which shall specify

the type of such diseases.

SECTION III

PAID ANNUAL LEAVES This

Section consists of Articles from (70) to (79), where Article (70) has increased the labourer's right to the annual leave by making it thirty

(30) days for every service year. Also, a labourer shall be entitled to leave for the fractions of the year in proportional to the period spent in

work, even if during the first year of service.

Official holidays and sick leave days falling within the leave shall not be

counted in the annual leave. Article (71) added that the labourer shall be entitled to be paid his due

wage for the annual leave in advance before enjoying his leave in order to

prepare his affairs. Article (72) gives the employer the right to fix the date of annual leave,

and may grant it partially upon secur-

ing the consent of the labourer after the expiry of the first fourteen days thereof. Also, it gives the labourer the right to accumulate his leaves

provided that they shall not exceed the leave of two years. Also, he may enjoy the leave in one time upon the consent of the employer. Moreover, annual leaves may be accumulated

by the mutual agreement of both parties for more than two years.

Article (73) provides for the labourer's right to receive a cash equivalent against his accumulated annual leave days upon the expiry of the contract, taking into consideration the provisions of Articles (71 , 71) herein.

Article (74) does not gives the labourer the right to waive his annual leave, with or without compensation

for the lofty aims intended by the legislator when prescribed this leave, namely the labourer's comfort and reactivation of his working spirits.

Therefore, this Article gives the employer the right to refund from the labourer any wage paid by him against

the leave if it is proven that he is working during his leave with an-

66

other employer. As encouragement for labourers to

study and education, Article (75) has introduced a new provision stipulates that the employer may grant the la-

bourer a paid leave for education for obtaining a higher qualification in the

field of his work, provided that the labourer shall undertake to work for him a period equal to the education leave period in a maximum limit of five years. If the labourer violates

this condition, he shall be obliged to reimburse the wages received by him during the leave period in proportion to the remaining period to be spent

by the labourer in the work.

Also, Article (76) has introduced a new provision stipulates that the labourer who spent two continuous

years in the service of his employer shall have the right to a paid leave of 21 days for performing Haj rituals,

provided that he should not have previously performed the Haj.

Moreover, Article (77) introduced a new type of leaves when it stipulates that the labourer shall be entitled to a fully paid leave of three days upon

the death of a first or second grade relative.

A female Muslim labourer whose husband passes away shall be entitled

to a fully paid leave of 4 (four) months & 10 (ten) days as from the

-date of death for the period of waiting (iddat), provided that she shall not practice any work with a third

party for the entire leave period. The conditions for granting such leave

shall be organized by a decision from the Minister.

Also, a non-Muslim female labourer whose husband passes away shall be

entitled to a fully paid leave of 21 days.

Article (78) has also introduced another leave with full pay that the em-

ployer shall have the right to grant the labourer a fully paid leave for attending Labour Periodic Conferences & Social Gatherings. The Minister shall issue a decision on the condi-

tions, rules & regulations organizing this leave.

Article (79) entitles the employer to grant the labourer, upon his request, a special leave without pay in addi-

67

tion to the other leaves referred to in this Section.

SECTION IV

OCCUPATIONAL SAFETY & HEALTH

This Section comprises Articles from (80) to (97), and it is divided into two

branches: First Branch: On Maintaining Rules

of Occupational Safety & Health This Branch consists of Articles from (80) to (88), where Articles from (80)

to (83) explain the types of records and files which an employer should maintain for his labourers and shall consist of all the required entries of the necessary information about all

types of the different leaves, work injuries, occupational diseases, occupa-

tional health & safety, service start date, service termination date, and all

necessary data and records in the light of these articles, together with binding the employer to hang in a

conspicuous place at the work center the bylaws of penalties, working

hours system, weekly off days and

official holidays in addition to the provision of the necessary occupa-

tional health & safety means in such a way that protects labourers against the work hazards, and the labourer shall not be burdened with any expenses or deducting any amounts

from his wage against the provision of protection means for him.

Article (84) requires the employer to explain to the labourer, before under- taking his work, the hazards which he may be exposed to and the necessary protection means he should take. The

Minister shall issue the necessary decisions on the instructions and

precautionary warning sign boards to be fixed in conspicuous places in the work center, and the personal safety tools which the employer shall sup-

ply for the different activities. Article (85) stipulates that the Minis-

ter, upon taking the opinion of the competent authorities, shall issue a decision specifying the types of activities which shall comply with the

provision of the necessary equipment and tools for labourers' safety & occupational health, along with the ap- pointment of the specialized techni-

68

cians or specialists for operating these equipments.

In the meantime when Article (86) requires the employer to take the nec-

essary precautionary measures for protecting labourers, Article (87) requires the labourers, likewise, to use the necessary protection means, and to undertake to utilize carefully any protection means under their possession and to execute the relevant in-

structions issued in this respect. The legislator, in order to enhance

the protection of labourers, Article 88 obliges the employer to make the

necessary msurance coverage over his labourers with insurance companies

against work injuries and occupational diseases, together with taking into consideration the provisions

of the Social Security Law. SECOND BRANCH

WORK INJURIES & OCCUPA- TIONAL DISEASES

This Branch consists of Articles from (89) to (97). In this branch the legis-

lator introduced a new provision which provides in Article (89) that

the following provisions related to work injuries and occupational diseases shall not be applicable to the insured persons who are subject to

the insurance provisions for the work injury stipulated in the Social Securi- ty Law upon its application on them. In Article (90), it explains the actions which the employer - or the labourer if his condition permits - shall take upon the occurrence of the injury as well as the authorities to be informed

thereof. Article (91) stipulates that the em-

ployer shall bear the expenses of the injured labourer treatment against

work injuries and occupational diseases with a governmental hospital or

a private clinic to be specified by him, including the value of the medi-

cine and transport expenses The attending doctor shall specify in his report the treatment period, the percentage of disability resulting

from the injury and to what extent the labourer is able to continue the performance of his work. All this

shall be without prejudice to the provisions of the Law No. (1) of 1999 on

health insurance. Also this Article 69

entitles each of the labourer and the employer may object to the medical

report before the Medical Arbitration Cortunittee at the Ministry of Health. Article (92) binds every employer to provide the Ministry of Health with statistical statement about work injuries accidents and occupational diseases that took place at his firm on

periodic basis. Article (93) gives the labourer who

suffers a work injury or occupational disease the right to receive his full

wage for the entire treatment period fixed by the medical doctor. If the

treatment period exceeds six months, he shall be entitled only to half the wage until his recovery or proven

disability or death. Article (94) stipulates that the injured labourer or his beneficiaries shall be entitled to receive compensation for work injuries or occupational diseases accordingto the schedule to be issued by a decision from the Minister, upon taking the opinion of the Minis-

ter of Health. Article (95) refers to the cases in

which the injured labourer shall be deprived of his right to the compen-

sation for the injury and the scope of this depriving.

Article 96 extends the prescribed protection to the labourer under the to the provisions of Articles (93, 94, 95) of

this law if he suffers from a occupational disease or any relevant symptoms are developed on him

even after leaving the service within one year.

Article (97) binds the previous employers for whom the labourer has

worked, each in proportion to the period spent by the labourer in his ser-

vice, to compensate the labourer or his beneficiaries for his injury as per the

manner stipulated in this text, and gives the insurance company or the

Public Institution for Social Security the right to claim, after compensating the labourer or his beneficiaries, for the compensation as provided for in

paragraph (1) of this Article.

CHAPTERV COLLECTIVE

LABOUR RELA- TIONS

SECTION I 70

ORGANIZATIONS OF LABOUR- ERS & EMPLOYERS

AND RIGHT OF TRADE UNIONS

This Chapter consists of Three Sec- tions and Articles from (98) to (110), where Article (98) ensures the right of forming federations by employers and trade unions by labourers in con-

formity with the provisions of this law.

Also, this Article prescribes the prin-· ciple of forming federations and trade unions for labourers and sectors with their different classes, the private,

government & oil sectors in consistence with the principle of freedom of forming the associations and

trade unions as prescribed in the Arti- cle 43 of the constitution, and also in compliance with the relevant interna-

tional agreements, particularly the Agreement No. (87) of 1948 on the

freedom of trade unions and securing the right of accession to trade unions.

Article (99), after confirming the right of forming trade unions and

federations, it specifies the purpose for establishing such organizations

which is represented by looking after the interests of the members of the

organization, improving their material and social conditions, and to repre-

sent them before third parties. Article (100) does not put as a pre-

condition the completion of a certain number of labourers or employers for the establishment of a trade union or federation, as the case may be. Rath- er, it gives this right in conformity with the declared principles in the

constitution and the relevant international agreements. Also, this Article

has explained the required procedures for forming trade unions or

federations. Article (101) provides for the basic information that should be included in the Articles of Association of the organization, the rights & obligations of its members and how to practice its

activity. Article (102) explains that the elected

board of directors shall, within 15 days from the date of its election, deposit

the organization incorporation documents with the Ministry. Also, it explains the manner of evidencing le-

gal entity of the organization.

71

Article (103) stipulates that the la- general federation for each of the labourers and employers, upon enjoy- bourers & employers.

ing the rights provided for in this Article (107) stipulates that the feder- Chapter, shall observe all the applica- ations, the general federation and

ble laws in the country and shall trade unions shall have the right to practice their activity within the lim- accede to Arab or international feder- its of the objectives stated in the arti- · -. ations which they believe that their des of association of the organiza- interests are related thereto, provided

tion. that they shall inform the Ministry of Article (104) obliges the competent the accession date. Ministry to direct and guide labour- Article (108) has mentioned two ers trade unions and employer's fed- methods for the dissolution of em- erations towards the proper applica- players & labourers' organizations:

tion of the law and the manner of 1. The voluntarily dissolution by a how to make entries in the financial decision to be issued by the general books & records ... etc. and also stip- assembly according to the organiza- ulates the activities which trade un- tion's article of association.

ions are prohibited to practice. 2. The legal dissolution by virtue Article (105) gives trade unions the of a court judgment to be issued upon right, upon the approval of employ- the request of the competent Ministry ers and the competent authorities in for the dissolution of the board of di- the country, to open canteens & res- rectors on the basis of the organiza- taurants for serving the labourers tion's violation to the provisions of within the limit of the establishment. the law or the articles of association. Article (106) confirms the trade un- Also, this article stipulates that the ions' right to form federations to take court judgment may be appealed care of their common objectives, and within 30 days from the date of issue also, the right of the federations to at the Court of Appeal.

form a general federation provided The trade union's property after its that there shall not be more than one dissolution shall be decided on accor-

72

dingto the decision of the general assembly, in case of the optional disso-

lution. . Article (109) has introduced a new provision that binds employers to provide labourers with all the decisions, rules & regulations related to

their rights & obligations Article (110) authorizes the employer to dedicate one or more members of

the trade union or federation board of directors for following up the trade union affairs with the labor depart-

ment or the competent authorities in the country.

SECTION II COLLECTIVE EMPLOYMENT CONTRACT

This Section which consists of Arti- cles from (111) to (122) is introduced for governing the collective or group employment contract which had not

been particularly regulated before under any of the previous labour laws. Article (111), defines the collective or group employment contract as the

contract which regulates the work conditions and circumstances between one or more labourers trade

union or federation, on one hand, and one or more employers or whoever

represents them from employer's federations, on the other hand.

Article (112) puts as a precondition that the collective employment contract should be prepared in writing

and duly signed by both parties. The consent with regard to labourers'

trade unions and employers' federations should be issued by the members of those organizations accor-

dingto the provisions of the Articles of Association of the organization.

Article (113) puts it as an obligation that the collective employment contract should be a limited period contract provided that its term shall not be more than 3 years. If the two contract parties have continue to implement the same after the expiry of its term, then it should maintain its ca-

pacity as a limited period contract for one year period under the same conditions stated therein. All this shall be subject to that the contract itself

contains special conditions that conflict with the prescribed provision

stipulated in this text. Article (114) provides that if either

73

party of the collective employment contract is not desirous to renew it after the expiry of its term, he shall inform the other party and the competent Ministry in writing at least three months from the contract expiry date. If the contract parties are multiple, then its termination with regard to

one party shall not result in its termination with regard to the other par-

ties. Article (115) sets forth an important guarantee represented by the nullity of any condition in this contract if it violates any provisions stipulated in the articles of this law except those conditions that comprise such rights or privileges in the law which are

more beneficial to the labourers, as a minimum limit for their rights.

Also, this Article provides that any conditions or agreement signed before or after the enforcement of this

law under which the labourer waivers any right granted by this law shall be deemed null and void. Also, any rec-

onciliation or quitclaim deed that comprises a reduction or release from a labourer's rights due to him under the employment contract during its

validity period or three months after its expiry shall be null and void

whenever it violates the provisions of this law.

Although the collective employment contract, like an individual employ-

ment contract, is principally a mutual satisfaction contract, however, Arti- cle 116 puts as a precondition for its effectiveness that it shall be registered with the competent Ministry and a summary of which shall be published in the Official Gazette.

Further, the second paragraph of the same Article authorizes the competent Ministry to object to any conditions it deems as violating the law,

and obliges the two parties to amend the contract within 15 days from the receipt of such objection, otherwise, the registration application will be deemed as if it did not take place.

Article (117) stipulates that this contract may be concluded, either at:

1. The firm's level; 2. The industry level; or

3. The national level.

Also, this Article provides that if the 74

contract is concluded at the level of the industry, then it should be signed by the federation of such industry's

trade unions; and if it is concluded at the'national level, it should be signed by the general federation oflabour- ers. Moreover, it deems the concluded contract at the industry's level to be considered as an amendment to

the contract signed at the firm's level; and the contract signed at the na-

tionallevel shall be deemed as amendment to any of the other two contracts, within the limits of the

common provisions stipulated there- In.

Article (118) has mentioned the body-corporates, natural persons and other classes which shall be subject to the provisions of the collective

employment contract including, first, loabourers' trade unions and federations that concluded the contract or

joined it after its conclusion; second, employers or their federations that signed the contract or joined it after

its conclusion; third, the trade unions organizing the federation that signed the contract or joined it after its conclusion; and fourth, employers who

joined the federation that signed the contract or joined it after its being

concluded. Thus, the text will accom- modate and contain the largest possible base of .labourers and employers in the collective employment con-

tract. Consequently, this will ensure the best factors of group labour relations stabifity along with the poten-

tial positive economic and social out- comes arising thereof.

Article (119) confirms that the labourers' withdrawal or dismissal

from the trade union shall not affect their right to enjoy the conditions of this contract together with their compliance with the obligations stipulated therein, if such withdrawal or dismissal took place subsequent to the signing the contract or joining it by

the trade union. For the generalization of the benefits derived from the positive effects of the collective employment contract,

Article (120) Those who have not entered into contracts from among the

labourers' trade unions or federations, or employers or their federations, may join the collective em-

ployment contract after the 75

publication of its summary in the Of- ficial Gazette by the agreement of

both parties requesting the accession without any need for taking the consent of the main contracting parties. The accession shall be made by virtue of an application to be submitted

to the competent Ministry duly signed by both parties. The approval · of the competent Ministry to the ac-

cession application shall be published in the Official Gazette.

Article (121), has established ap. important principle which stipulates

that the collective or group employment contract signed by the firm's

trade union shall be applicable to all labourers of the firm even if they are not members of such Trade Union,

this shall be without prejudice to any other provision related to the most

beneficial conditions to the labourer in an individual employment contract. On the other hand, as for the contract signed by a federation or

trade union with a specific employer, it shall be effective only to the labourers of the relevant employer.

The provision of Article (122) adopts

the principle of proxy on behalf of the members when·it established that the

labourers & employers organizations which are a party of the collective employment contract may file all

cases arising out of the breach of the contract conditions in favor of any

member of such organization without need for a power of attorney to be is-

sued by him for this purpose.

SECTION III COLLECTIVE

LABOUR DIS- PUTES

This Section includes Articles from (123) to (132) which aim at maintain-

ing the stability of labour relations especially when the dispute involves large numbers of labourers, due to the work or its conditions, against

one or more employers. Article (123) defines the collective or

group labour conflicts as those disputes arising between one or more employers and all his labourers or some of them because of labour or work conditions. Thus, this text has widened the collective dispute concept so as to be deemed as such if it

76

arises because of the work and is not restricted only to just the conditions, as in Article (88) of the Law No. (38)

of 1964 where the disputes were deemed as individual even if they are

filed by all the labourers or part 'Of them if the labour relation still exists so long as the cause of the dispute or conflict is related to a certain provi-

sion in the law or the contract. Therefore, the legislator is quite keen that the dispute shall bear the collective description even if the cause of

the dispute is referred to the labour itself and not related only to its condi-

tions, as per the manner explained hereinabove. This is in order to

achieve a stable environment in labour relations whether at the firm, industry or level or the similar activity or at the national level, by solving

this dispute and removing its causes · within a short time period. Also, this will reduce the resort to the courts and

intends to minimize the number of court judgments looked into be-

fore courts. Article (124) specifies the first ac-

tions to be taken by the dispute parties for solving the collective con-

flicts, where both the dispute parties shall resort to direct negotiation be-

tween the'employer or his representative and the labourers or their repre-

sentatives. Also, this Article authorizes the competent Ministry shall have the right to delegate its

representative to attend these negotiations in the capacity of supervisor and be acquainted of the dispute be-

ginning and aspects. The second paragraph of this Article stipulates that in case that the reached

a mutual agreement among them, then such-agreement should be enrolled with the competent Ministry

within 15 days accordingto the rules & regulations in respect of which a

decision shall be issued by the Minis- ter.

If the dispute parties failed to reach a solution as mentioned above, Article (125) provides that either party to the dispute may submit an application to the competent Ministry for the ami-

cable settlement of such dispute through the Collective Labour Dis-

putes Committee regarding of which a decision shall be issued by the Min-

ster. The application should be 77

signed by the employer or his authorized representative or by the majority of the dispute labourers or by whomever they authorize to represent them. Article (126) stipulates for the forma-

tion of a reconciliation committee and that this disputes reconciliation committee shall be formed from two representatives to be selected by the

employer trade union or the disputing labourers, two representatives to be

selected by the employer (s) who are a party of the dispute, and the Chair- man of the Committee and representatives of the competent Ministry to be appointed by the competent Min- ister by a decision in which he shall also specify the number of the dis-

pute parties representatives. The committee may seek the opinion of whoever deems useful for the performance of its task. In all the previous stages, the competent Ministry may demand such information it

deems necessary for settling the dispute.

Article (127) fixes the rules and procedures which the reconciliation

committee shall follow until the stage for signing a final amicable settle-

ment which shall be deemed as a final and binding agreement to both parties. However, if the reconciliation committee is not able to settle

the dispute within the prescribed period, then it shall refer the dispute or

refer the un-agreed upon points thereof, within one week from the date of the last meeting of the committee, to the arbitration board duly accompa-

nied with all the documents. Article (128) provides for the formation of the arbitration board of collec-

tive labor disputes which shall be formed of a circuit of the court of ap-

peals, to be annually appointed by the general assembly of this court, a head of prosecution to be delegated by the Public Prosecutor, a representative for the competent Ministry to

be appointed by its Minister. The parties of the dispute or their legal representatives shall appear before the ar-

bitration board. For ensuring a better speed for settling the collective disputes, Article

(129) obliges the arbitration board to look into the dispute in a period not later than twenty (20) days from the

date of arrival of its papers to the 78

Clerical Department; and either party to the dispute should be notified of the session date at least one week

prior to its holding; and the dispute shall be decided on within a period

not exceeding three months from the date of the first session for looking

into the dispute. Article (130) provides that the arbi-

tration board shall have all the power and authorities of the court of appeal accordingto the provisions of the judiciary organizing law and the Civil & Commercial Procedures Code. The

arbitration shall issue justified and causative decisions which shall be

the same as those decisions issued by the court of appeal.

'Article (131) has introduced a new principle that the competent Ministry

may, in the event of collective dispute and if the necessity so requires, interfere without request by one of the dispute parties to settle the dis-

pute amicably. Also, it may refer the dispute to the reconciliation committee or arbitration board as it deems appropriate. Also, this Article binds

both the parties to this dispute, in this case, shall submit all the documents

required by the competent Ministry, and they shall appear, if so sum-

moned, before the board. Article 132 prohibits the parties of the dispute to stop the work, totally

or partially, during the direct negotiation proceedings or before the reconciliation committee or the arbitration board due to the interference of the competent Ministry in the disputes

accordingto the provisions of the Ar- tide (131).

It goes without saying that the provisions of this Section govern only the continuous labour relations between

the parties of the dispute (the employer and labourers), otherwise, the dispute will be deemed as personal

whatever the parties involved therein.

CHAPTER VI

LABOUR INSPECTION & PENAL- TIES

SECTION I LABOUR

INSPECTION

79

Article (133) grants the authority of leg&! and judicial capacity to the

competent employees to be identified by the Minister by a decision to oversight and control the implementation of this law and its executive rules, regulations & decisions, provided that those employees shall perform

their duties with due honesty, impartiality and persistence and they shall undertake not to disclose the secrets of employers which they may have access to by virtue of their work.

Also, they shall perform the necessary legal oath before the Minister: Article (134) specifies the powers and authorities of those employees

and they shall have the right to enter work places during the firm's official working hours, and to have access to all books & records, and to request

such data & information related to labour force affairs, Also, they shall have the right in this connection to

check and take samples of the circulated materials for analysis purpose; and they shall further be entitled to enter such places allocated by em-

ployers for labour services purposes, and they may seek the assistance of

the public force for the·execution of the functions of their tasks.

Article (135) gives the official com- . petent employees of the ministry the right to take the necessary actions, in coordination with the other compe-

tent authorities, to issue a decision on the lockout of the business concern,

totally or partially, or to stop the use of a certain machine(s) till the rectifi-

cation of such contravention. Article 136 gives the official employees the authority to issue notices on the committed contravention by the labourers working without a specific

work center.

SECTION II PENALTIES

This Section comprises Articles from (137) to (142) in which we notice in general that the legislator tends towards hardening the punishments

against the violators to such an extent which is harder than what was prescribed in the Law No. (38) of 1964

after it became proven that those penalties were not enough to prevent the violators to commit such contraven-

tions. 80

Accordingly, Article (137) provides for the punishment and penalty of not

more than KD 500/- applicable on · whoever violates the provisions of Articles (8, 35) herein; and in case of

repeating the same act, the penalty shall be doubled.

Article (138) has introduced the punishment by imprisonment for not more

than three years and a fine not more than KD 1,000/- or with both

penalties to be applicable on whoever violates the provision of paragraph·

(3) of Article (10) of this law. Article (139) provides for the penal punishment against the employer

who will be in breach of the provisions of Article (57) herein.

Also, the legislator, due to its belief on the controlling role carried out by the Ministry on the firms so as to make

sure to what extent they observe the rules, regulations and measures of occupational health & safety as well

as the Ministerial Decisions issued for the implementation of the same, it has

stipulated in Article (140) a penalty against whoever fails to enable the competent employees specified by the Minister to perform

their duties provided foin Articles (133, 134) herein, shall be punished by a fine not to exceed KD 1,000/-,

so as to confirm this principle. Article (141) explains the method of notification about the contravention in order to remove the causes of violation and the prescribed punishment thereof. Also, it prescribed a penalty on whoever violates the remaining

provisions of this law and the executive decisions thereto.

In order to reactivate the Ministry controlling role, Article (142) stipu-

lates that whoever violates the writ of suspension or closure issued accordingto the provisions of Article 135

herein without remedying the contraventions notified to him by the competent employees, shall be punished by imprisonment for a period not ex-

ceeding six month and a fine not more than KD 1000/-, or with one of

the two penalties.

CHAPTER VII

CONCLUDING PROVISIONS

This Chapter comprises Articles

81

from (143) to (150), where Article (143) stipulates that a Consultant

Committee for Labour Affairs shall be formed by a decision by the Min- ister consisting of representatives of the Ministry, Labour force Restruc- turing & State Executive Body Pro-

gram, Employers & Labourers organizations and whoever the Minister

deems appropriate, whose task is to give opinion on the issues presented to it by the Minister. This decision shall also issue the necessary procedures for inviting the committee for meeting, work therein and how to is-

sue its recommendations. The legislator, in order to strengthen the protection of labourers and to en-

sure that they receive their labour rights, he brought the provision of

Article (442) of the Civil Code, along with all the warranties provided for

therein to the cases and lawsuits filed by the labourers. This is contrary to what was applicable in the light of Article (96) of the Law No. 38 of

1964, where Article (144) of this law stipulates that the actions filed by the labourers under the provisions of this law, after the lapse of one year from

the employment contract expiry date shall not be heard.

Upon denial, the provision of paragraph (2) of Article (442) of the Civil Code shall be applicable, where the

' ._ employer who sticks to not hearing the lawsuit must give oath that he has actually settled the debt to the labourer. If he is a heir or legal representative of the debtor or for his heirs, he shall perform the oath that he has no knowledge of such debt or he knows

that it has been settled. This oath shall be taken by the court spontane- ously without being demanded to do

so. Finally, the same Article provides in

its last paragraph that the actions filed by labourers or their beneficiaries

shall be exempted from the judicial fees. However, the court - upon

rejecting such actions - may bind the party who files the case to pay all or part of the expenses. Labour cases shall be looked into forthwith on

prompt summary basis. Article (145) of the law has intro-

duced a new provision which stipulates that the rights of labourers pre-

scribed according to the provisions of 82

this law shall have preference & priority over all employers' money, such

as movables & real estates, except private residential dwellings. These amounts shall be collected after the legal expenses, the due amounts for the public treasury, and document

keeping and repair costs.

Article (146) puts it as a pre-requisite that a case should be preceded by an application to be filed by the labourer or his beneficiaries to the competent labour department which shall sum-

mon the dispute parties or their representatives to appear. If the department could not reach an amicable settlement, it shall refer the case,

within one month from the case submission date, to the Court of First In-

stance to decide on it. The referral shall be made by a memorandum comprising a summary of the dispute, pleadings of both parties and

comments of the department.

According to the Article (147), the Clerical Department at the Court of First Instance shall, within 3 days from the receipt of the application,

schedule a session for looking into the case which shall be notified to

both parties of the dispute. Article (148) stipulates that the Min- ister shall issue the necessary rules, regulations & decisions for implementing this law within six months

from the date of publishing this law in the Official Gazette, in consultation with employers and labours. Article (149), after it has provided for the

cancellation of the Law No. (38) of 1964 and the amending laws thereto, this Article adds that the labourers shall maintain all the rights arising

thereof before its cancellation; and all the implementing decisions thereof shall remain applicable

in such a manner which is not contradictory to the provisions of this law until the issue of the executive rules, regulations, decisions and bylaws for

this law. Finally, Article (150) requires the Prime Minister and Ministers, each

within his jurisdiction, to implement this law which shall be operative as

from the date of its publication in the Official Gazette.

83

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STATE OF KUWAIT NEW PRIVATE SECTOR LABOUR LAW …indembkwt.org/Pages/images/Labour law.pdf · STATE OF KUWAIT . NEW PRIVATE SECTOR LABOUR LAW NO.6 OF 2010 . WITH EXPLANATORY MEMORANDUM