Bahrain labour law 2026: 48-hour week, overtime & 30-day leave

Bahrain labour law 2026 sets a 48-hour standard week (40 hours during Ramadan for Muslim workers), mandates 125% overtime pay for day hours and 150% for night/weekend hours, grants 30 calendar days annual leave after one year, 15 days sick leave at full pay plus 20 days at half pay, and 60 days maternity leave at full pay. Always confirm the latest LMRA circulars before signing a contract.

Bahrain labour law: 2026 key updates at a glance

The 2025 amendment (LMRA Decision No. 18/2025) introduced several changes that took full effect in 2026. The most impactful are the stricter overtime payment deadline (within 7 days of the pay period), the new 3-day paid paternity leave, and a 14-day gratuity payment window with a 1% monthly penalty for late payment. The standard workweek remains 48 hours (40 in Ramadan for Muslims), but shift-based operations can now reach 56 hours with prior LMRA approval. Employers must post bilingual schedules and provide written contracts in Arabic and English. These updates aim to reduce wage disputes and improve transparency for the roughly 600,000 expatriate workers in Bahrain's private sector.

What are the standard working hours under Bahrain Labour Law 2026?

Under Article 47 of the Labour Law, the private-sector standard is 48 hours per week — 8 hours a day, six days a week. Friday is the default weekly rest day unless your contract states otherwise. During Ramadan, Article 48 reduces the week to 40 hours (6 hours a day) for Muslim employees; non-Muslim staff keep the 48-hour schedule unless the employer applies the reduction company-wide.

Shift-based or continuous operations (e.g., manufacturing, hospitals) may run up to 56 hours a week with prior LMRA approval. Daily rest: a minimum 1-hour break after 5 consecutive hours of work. Employers must post working-hour schedules in both Arabic and English at the workplace.

How is overtime calculated under Bahrain Labour Law 2026?

The 2025 amendment (LMRA Decision No. 18/2025) tightened overtime rules. Overtime is now paid on the basic hourly rate (basic salary ÷ 26 ÷ 8) with two tiers:

• Day overtime (06:00–21:00): 125% of basic hourly rate
• Night, weekend & public-holiday overtime (21:00–06:00, Fridays, official holidays): 150% of basic hourly rate

Caps: maximum 2 hours/day, 14 hours/week, 720 hours/year unless a sector-specific waiver is granted by LMRA. Crucially, overtime must be paid within 7 days of the pay period — “banking” hours as compensatory time off is only allowed with the employee’s written consent.

Worked example: BD 300 basic → day OT = BD 1.81/hr, night OT = BD 2.17/hr. Keep your own log; if the payslip doesn’t match, raise it with LMRA via their online grievance portal.

Annual leave entitlement: how many days do you actually get?

After 12 months of continuous service you earn 30 calendar days (not working days) of paid annual leave. Leave accrues at 2.5 days per month and can be taken after 6 months with employer agreement. Unused leave may be carried forward for a maximum of 2 years; cash-out is only permitted on termination or by mutual written agreement.

The employer sets the leave dates but must consult you at least 30 days in advance. Splitting is allowed provided at least one block is 14 continuous days. Public holidays that fall during your annual leave do not extend the leave period.

Sick leave, maternity, paternity and special leave breakdown

Public holidays 2026: confirmed dates and pay rules

Fixed Gregorian holidays are set; Islamic dates are moon-sighted and confirmed by LMRA each December. The 2026 estimates below are based on astronomical projections — treat them as indicative until the official circular is published.

Ramadan 2026: ~18 Feb–19 Mar. Reduced hours (40-hour week) apply automatically for Muslim staff. Work on any public holiday = 150% basic pay plus a compensatory day off within 30 days — cash-only settlement is not permitted.

End-of-service gratuity: formula and 2026 updates

Gratuity is calculated on basic salary only (allowances excluded unless the contract explicitly includes them). The 2025 amendment requires payment within 14 days of contract end; late payment incurs a 1% monthly penalty.

Quick calculator for common basic salaries (pro-rated for partial years):

Probation period rules under Bahrain labour law

Probation may not exceed 3 months (extendable once by another 3 months with written agreement). During probation, either party may terminate with 1 day's notice. The employee is entitled to full pay for days worked, but no end-of-service gratuity accrues during probation. If the employer terminates without cause after probation, standard notice periods apply. Many expatriates report that some employers misuse probation to avoid gratuity — keep a copy of your signed contract and any extension letters.

Termination and notice periods

For indefinite contracts, the notice period is 30 days for monthly-paid staff and 15 days for weekly/daily-paid staff. The notice must be written; verbal notice is not valid. If the employer terminates without notice, they must pay compensation equal to the notice period wages. For fixed-term contracts, early termination by the employer triggers compensation of the remaining contract wages (capped at 3 months' wages) unless the employee commits a gross misconduct listed in Article 113. Resignation during a fixed term before 5 years forfeits gratuity; after 5 years, pro-rated gratuity is due.

Dispute resolution and LMRA grievance process

If a dispute arises, the first step is the LMRA online grievance portal (lmra.bh). You'll need your CPR, contract, and payslips. LMRA aims to mediate within 15 working days. If mediation fails, the case goes to the Labour Case Administration Directorate (LCAD) for a hearing. Legal representation is allowed but not required. The 2025 amendment introduced a fast-track for claims under BD 1,000, typically resolved in 30 days. Keep a personal record of overtime hours, leave dates, and any written communications — they are crucial evidence.

Recent amendments (2025-2026) and what they mean for workers

• Overtime payment deadline: 7 days after pay period (previously 15 days).
• Paternity leave: 3 days paid (new).
• Gratuity payment window: 14 days post-contract, with 1%/month penalty.
• Shift-work cap: 56 hours/week with LMRA approval (previously 60).
• Electronic contracts: Mandatory for new hires via LMRA portal.

These changes reflect Bahrain's push to align with ILO standards and attract skilled labour. The LMRA publishes circulars on its website; subscribe to their email alerts for real-time updates.

Practical checklist for expat employees in Bahrain

• Verify your contract is registered on the LMRA portal within 30 days of arrival.
• Confirm your basic salary figure — all statutory calculations (overtime, gratuity, leave pay) use this number.
• Track daily working hours and overtime in a personal log or app.
• Request leave dates in writing at least 30 days ahead; keep the acknowledgment.
• Obtain medical certificates from MOH-approved clinics for any sick leave, even for one day.
• Before resignation, calculate your gratuity using the tables above and compare with the employer's offer.
• If you spot discrepancies, file a grievance within 1 year of the violation (statute of limitations).

Frequently asked questions

• Q: Does the 48-hour week include lunch breaks?
  A: No. The 1-hour daily rest after 5 consecutive hours is excluded from working hours.
• Q: Can my employer force me to take annual leave during Ramadan?
  A: The employer sets dates but must consult you 30 days ahead. You can refuse if it conflicts with personal plans, though mutual agreement is typical.
• Q: Is overtime pay calculated on gross salary or basic salary?
  A: Strictly on basic salary (basic ÷ 26 ÷ 8). Allowances are excluded unless your contract states otherwise.
• Q: What happens if I don't use my sick leave — does it roll over?
  A: No. Sick leave entitlement resets each calendar year; unused days are forfeited.
• Q: Are public holidays paid at double rate?
  A: 150% of basic pay plus a day off in lieu within 30 days — not double pay.
• Q: Can I claim gratuity if I resign after 3 years on a fixed-term contract?
  A: Only if you have completed 5+ years of continuous service; otherwise, no gratuity on early resignation.
• Q: Where do I file a complaint if my employer violates these rules?
  A: Use the LMRA online grievance portal or visit the Labour Case Administration Directorate.

Key takeaways

• Standard week: 48 hours (40 in Ramadan for Muslims); overtime at 125% day / 150% night/weekend/holiday.
• Overtime must be paid within 7 days of the pay period — no forced comp-time banking.
• Annual leave: 30 calendar days after 1 year, pro-rated earlier, max 2-year carry-forward.
• Sick leave: 15 days full + 20 days half pay; maternity 60 days full pay; paternity 3 days full pay (new).
• Gratuity: 15 days/year (first 3 years), 30 days/year thereafter on basic salary; paid within 14 days of exit or 1%/month penalty.

Related: Qatar Labour Law 2026: 7 Expat Rights & Salary Rules

Photos: Zairon / Wikimedia Commons, CC BY-SA 4.0; Zairon / Wikimedia Commons, CC BY-SA 4.0