Complete Guide to Labour Rights and Employment Laws Across GCC Countries

The GCC is one of the largest expatriate employment hubs in the world with millions of expatriates working across a broad spectrum of industries from construction, healthcare, finance, technology to industry and other formal services. 

Each GCC country has a separate set of laws governing workers’ employment, but there are common principles aimed at governing the relationship between the employer and the worker, and at protecting the rights of both parties.

Even if you’re thinking of working in UAE, Saudi Arabia, Qatar, Kuwait, Oman, or Bahrain, it’s crucial to know your employment rights before signing an employment contract.

Employment Contracts and Probation Rules

All of the GCC countries have a written contract system for employment, which is where employer-payservant relationships are formed, where in which the stipulations for employment are clarified, including employment conditions, leave entitlements, notice durations, job duties, working hours and salary.

The average length of a probationary period with most employers is two to four months. However, the processes for dismissing an employee may vary during probation, depending on local labor law, the other legal requirements may be different.

Working Hours Across the GCC

The typical work week is between 40 and 48 hours, depending on the country and industry. Generally workers have the right to one day off a week.

In the Muslim holy month of Ramadan, days are shorter, so are the working hours for Muslim staff and in some countries working hours for all workers subject to labour law are shorter.

Salary Protection and Timely Wage Payments

Most of the GCC countries have implemented an electronic wage protection system (EWPS) for timely wage payments to employees. The systems call for employers to send wages via a certified banking pathway, which enhances openness and cuts down on pay settlements.

Payment of wages may be delayed and the employer subject to financial penalties, suspension of work permit services or other measures for enforcement if wages are paid late.

Annual Leave and Public Holidays

All staff working in the GCC must receive paid Annual Leave following the necessary length of continuous service. The number of days of annual leave varies by country, from 21 to 30 calendar days.

In addition, workers are also awarded some paid public holidays for important events throughout the year such as the celebration of Eid Al Fitr, Eid Al Adha, National Days and Islamic New Year.

Sick leave and Maternity benefits

Each of the Gulf jurisdictions have sick leave provisions in labour law, with different lengths and amounts of paid sick leave in each jurisdiction.

Well, they do not just have rights when they were born, they also have rights after. Female workers have the same rights to maternity leave, and a number of GCC nations have recently increased the length of paternity and parental leave to promote family-friendly working practices.

End-of-Service Benefits

End-of-service benefit, also referred to as gratuity, is one of the most crucial benefits that employees enjoy in the GCC. Employees who fulfill the yearly service requirement are eligible to receive a payment upon their retirement or termination of employment.

In some countries, such as the UAE, an additional savings or pension-style scheme for some private-sector employers has been implemented, and the standard gratuity system is still common throughout the region.

Workplace Safety and Employee Protection

It is the legal obligation of the employer to ensure the working environment is safe, suitable health and safety measures are in place and suitable protection equipment is provided, when required and appropriate.

Furthermore, many GCC governments have put more pressure on policies on workplace discrimination and harassment, forced labour and safety in the workplace, especially in the context of vulnerable workers.

Country-by-Country Highlights

United Arab Emirates (UAE)

The UAE’s labour structure is very flexible and includes electronic wage protection, fixed contracts, and new labor laws that have strengthened employee protection.

Saudi Arabia

Much of Saudi Arabia’s labor market has been overhauled with a range of programmes promoting digital-based employment services, a toughened approach to dispute resolution, and further legislative reforms making it easier for workers to move to and from Saudi Arabia.

Qatar

The State of Qatar has embarked on substantial changes in its labour practices in recent years such as the reforms of job mobility mechanisms, the lowering of the minimum wage requirements, and improvement of worker protection measures.

Kuwait

Kuwait has in place extensive labour protection laws including leave, overtime, gratuity payments and workplace safety, as well as laws governing employment in both the public and private sector.

Oman

Oman’s labour laws are based on the concept of focussing on things that benefit the employees, are for the growth of the nation’s workforce, and are conducive to a healthy balance between employees and employers through modern labour legislation policies.

Bahrain

The Bahraini labour market offers flexibility in hiring processes, protects its workers while keeping to strict standards on leave, contracts, workplace safety and labour disputes.

FAQs

Is there any jurisdiction where everyone does not need an employment contract?

Yes. Employers are responsible for supplying written employment contracts in all the GCC countries, which clearly outline the terms and conditions of employment.

Do employees get vacation in the GCC?

Yes. The number of paid annual leave days typically granted to employees follows the qualifying service period whereafter 21 to 30 days is granted, depending on the local labour laws.

What is an end-of-service benefit?

An end of service benefit (EoS) is a lump sum amount paid to eligible employees upon termination of their employment after meeting a certain time period of service.