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RELIGION AND LANGUAGE

Kuwait’s official state religion is Maliki Sunni Islam. However, is a small percentage of people (expatriates) who practice Muslim, Hindu, Christian and Buddhist. Arabic is the official language of Kuwait, but English is widely spoken. It is used in business and is a compulsory second language in schools. Among the non-Kuwaiti population, many people speak Farsi, the official language of Iran, or Urdu, the official language of Pakistan.

BASIC LANGUAGE PHRASES USEFUL IN A HOME

Marhaba! or Sallam! or Halla! – Hello/Hi!

Kayf halich/Shlonich? (female) – How are you?

Kayf halik/Shlonic? (male) – How are you?

Zain/zen/tammam – Fine or good

Al Hamdulillah ana zain – Praise God, I am good

Mashallah – Allah has willed it

Bismillah – In the name of Allah/God

Al Hamdulillah – Praise be to Allah/God

Ana zain (male)/ana zenna (female) – I’m fine or I’m good

Enshalla – God willing

Yalla emshy (f)/yalla ems (m) – Come on let’s go

Yalla gommay (f)/yalla gom (m) – Come on stand up

Gom(m)/gommay(f) – Stand up

Serra’aa – Quickly/hurry up

Eyalla serra’aa – Come on hurry up

Shuway shuway – Slowly

Assif – Sorry

Roh (m), Rohay (f) – Go

Lah-za/lahdha – Wait

Lah-za/lahdha digiga – Wait a second

Saadni – Help me

Law samaht – Excuse me

Sabah alkhyair – Good morning (you reply – sabah’annoor)

Masa’ah alkhyair – Good afternoon (you reply – masa’annoor)

Layla sa e’eda/tisba alkhayr – Goodnight

Cham sa’a? – How many hours?

Enti (f)/enta (m), shino tabin? – You, what do you want?

Ahna manabi shay – We want nothing

Wayn il bait kom? – Where is your house?

Betna fee el li Kuwait – Our house is in Kuwait

Ahna khalaset – We finished

Ana khalaset – I finished

Ana khalaset eshtakel – I finished my work

Ana mojawda bel bait alhin – I am at home now

Ana ga’id thathker enti/enta. – I am waiting for you.

Enti/enta taakil maa ahna. – You will eat with us.

Enti (f)/Enta (m), shino ga’id sawi? – You, what are you doing?

Ana ga’id sawi kadda – I am making lunch

Ana ga’id sawi haddha – I am making this

Ta’alle (f)/taal (m) henna – Come here

Rohay (f)/roh (m) il jameya – Go to the shop

Ta’alle henna ebserra’a (talking to a female) – Come here quickly

Ta’al (when talking to a man) or ta’alle (when talking to a woman) – Come

Ta’alle (f) betna – Come to our house/home

Betna – Our home

Yoan/joan – Hungry

Ana yoan – I am hungry

Enti (f) tabeen sanduwisha? – Would you like a sandwich?

La, ana abi salata – No, I want salad

Ana abi eshrab haleeb – I want to drink milk

Achan – thirsty

Ana achan – I am thirsty

Ana abi eshrab may – I want to drink water

Andikom tsay/chay minfadlak (m)/minfadlik (f)? – Have you got tea, please?

La’a, andina bes gahwah – No, we only have coffee

Leish, enti maeshrab tsay? – Why, you don’t drink tea?

La’a ahna bes eshrab assir – No, we only drink juice

Ay assir? – What juice?

Assir – juice

Assir bortaqal/bortakal – Orange juice

Assir tofah – Apple juice

Makkilit shay – Eaten nothing

Ana mo yoan/joan – I am not hungry

Wayed akkil – Too much food

Shino gallit marra? – What did the lady say?

Marra gallit, enta mako mouk – The lady said you have no brain

Mako mouk – No brain, thick, or stupid

Ako mouk – Brainy, intelligent, bright

Enta (m)/Enti (f) mako mouk – You have no brain, you are stupid

Mako wekt – no time

Wekt – time

Mako shay – nothing

Ana mako wekt al youm. – I don’t have time today.

Yemkin/mumkin, ashoofich (f) el yom ahad. – Maybe, I see you on Sunday.

Zain, mako mushkila – Fine, no problem.

Mako eshtakel – no work

Ako eshtakel al youm. – There is work today.

Ako akkil – there is food

Mako Akkil – No food

Ako wayed akkil bel thalagya – There is so much food in the fridge or refrigerator.

Ako may/mayya – there is water

Haleeb – milk

Mako may bel hammam – No water in the toilet.

Enta (m)/enti (f) tabin may? – Do you like water?

Rohay hammam – Go to the toilet

Rohay bel dar kom – Go to your room

Wayed eshtakel – too much work

Shino ga’id ti sawi? – What are you doing?

Mayasir sawi chedi – don’t do it like this

Akeed? – Are you sure?

Ente/anti helwa (female) – You are beautiful.

Enta halo (male) – You are handsome.

Enti mozina – You are bad (female)

Enta mozin – You are bad (male)

Enti tabin semich? – Do you like fish?

La, ana abi pitza – No, I like pizza

Enti tabin diyay/diyaya? – Do you like chicken?

La’a, ana abi lahim – No, I like meat.

Enti tabi lahim? – Do you like meat?

La’a, ana tabi semich – No, I like fish.

Shino gol? (m) – What did he say?

Shino gal? (f) – What did she say?

Leish, enti Minona? – Why, are you crazy? (refers to a female)

Leish, enta minon? – Why, are you crazy? (refers to a male)

Lisana towil − long tongue (description of someone who answers back to someone in authority or just anyone really)

Minona(may/no/na) – crazy (refers to a female)

Minon(may/non) – crazy (man or male)

Rahat bel mata’ar – went to the airport

Enti matshoofi? – Can’t you see?

Leish enti matshoof? – Why, can’t you see?

La, matshoof shay – No, can’t see anything.

Kullo aswad mako abyat – Everything black, there is no white.

Ana mashoofi shay – I can’t see anything.

Kullo rahaw – Everyone went

Masalama – Goodbye

BASIC LANGUAGE PHRASES THAT WILL BE USEFUL AT THE AIRPORT

Sallam Allaykom – Peace be upon you

Shellon kom? – How are you all?

Ahlen/ahlan – Welcome

Kayf halich/Shlonich? (Female)– How are you?

Kayf halik/ Shlonik? (Male) – How are you?

Andikom Jawaz? – Have you got a passport?

Andikom tatkira? – Have you got a ticket?

Mumkin ashoof el tatkira wil jawaz? – May I see your ticket and passport.

Zain, shukran – Fine, good thanks.

Wayn al tayara? – Where is the plane?

Tayara fee min warra – The plane is at the back.

Al Hamdulillah , zenna – Praise God, good/fine

Zen/Zain – fine/good

Mozina (female) – not good/not fine

Mozin (male) – not good/not fine

Ento wen betrohon? – Where are you all going?

Ahna bi roh Britanya – We are going to Britain.

Leish, enti mako eshtakel el youm? – Why, you don’t have work today?

Enti tat kallam Inglisiya? – Do you speak English?

La, ana maaraaf Inglisiya – No, I don’t know English.

Ana aaraf Arabiya bis – I only know Arabic or I know Arabic only.

La, ahna mat kallam Englisiya – No, we don’t speak English.

Enti tat kallam Arabiya? – Do you speak Arabic?

La, ana araf shuwaya bes – No, I know a little only.

La, ana tat kallam Tagalog(Filipino Language) – No, I speak Tagalog.

La, ahna ma’araaf ta kallam Arabiya – No, we don’t know how to speak Arabic.

Ahna araf Inglisiya bes – We only know English.

Ahna araf shuwaya bes – We know little only.

Assan – better

Wen al agraab jameya? – Where is the nearest shop?

Wen al – Where is

Enshallah – God willing

Sa-a kam? or Kam sa-a or cham sa-a? – What time, is it?/ How many hours?

Sa-a kamse – Fifth hour or five o’clock

Nos sa-a – half hour

Nos – half

Andikom floose? – Do you have money? or Have you got money?

Mako floose, miskina/miskin – No money, poor thing

Kush yamin min henna – Go right here

Fokh – up

Alla tool – straight ahead

Jeddam – in front

Alla yameen – to the right

Alla shimel/alla Yasser – to the left

Henna – here

Min warra – behind/at the back

Taahat – down/below

Yani eh? – What does that mean?

Ahna bi roh bel mata’ar? – We want to go to the airport.

Enta tabit roh ma’ay? – Would you like to come with me?

Ahna bi roh bukra/batcher – We are going tomorrow.

Ana bi roh bukra/batcher – I am going tomorrow.

Bukra/batcher – tomorrow

Baed batcher/bukra – after tomorrow

Baddin – after/later

Alhin – now

Aims – yesterday

Al youm – today

Mako shay – nothing/none

Massaalama – Goodbye

Kabeer Mata’ar – Big Airport

Sekhir Mata’ar – small airport

Wayed nas – many people

Ma’araff/ mataaraf – do not know

Araf/taaraf – know

Kalli walli – leave it

Enti rohay fok − you go up

Enti roh tahat − you go down

Enti roh jeddam – you go in front

Enti rohay ala tool – you go straight ahead

Enti rohay min awol – you go first

CUSTOMS AND TRADITIONS

Kuwaiti culture is characterized by conservative social traditions and values. Kuwait has embraced many aspects of Western culture but Kuwaiti cultural practices remain largely unchanged. Strong ties between family, neighbours, and friends are central to Kuwaiti customs and traditions. Special occasions such as Ramadhan, Eid el-Fitr, and the Islamic New Year are centered on family. Kuwaiti culture is male-dominated. At the heart of Kuwaiti tradition and culture is diwāniyyah. It is a gathering of men in a separate room, where they talk, play games, and enjoy refreshments. Women do not have the right to vote though they outnumber men in the workforce.

The holy month of Ramadan is very important and there are a number of Kuwaiti cultural rules which Muslims must follow: They are only allowed to work six hours a day and must fast. This includes no eating, drinking, smoking, or chewing gum before sunset. Foreigners must not do any of these things in public during Ramadan.

At sunset, families and friends gather to break the fast and the celebrations often continue into the night. Many businesses operate on a reduced schedule during Ramadan.

Although women play a greater role in Kuwait, men and women rarely socialize together in public. Greetings are therefore generally between members of the same gender. When they socialize it is a Kuwaiti custom for men and women to be entertained in separate rooms, though this is not always the case. It is polite to give gifts when invited to someone’s home but if a man must give a gift to a woman, he should say it is from his wife, mother, or other female relation.

If you are invited to a Kuwaiti’s home, follow these Kuwaiti social norms:

1. Dress conservatively.
2. Bring a small gift such as a plant or a box of chocolates. Do not bring alcohol. Hosts do not open gifts the moment they are received.
3. Check to see if your host is wearing shoes. Remove yours if not.
4. Show respect for elders by greeting them first.
5. Turning down hospitality is rude so accept any offers of food and drink.
6. Eat only with your right hand.
7. Guests are often served the most-prized delicacies which you should eat, it might be a part of an animal which you are not used to eating so be prepared!
8. Leave some food on your plate when you have finished eating, otherwise it will be filled with more.

The meal is over when the host stands.

DRESSING

Non-Muslim women are not required by law to wear a hijab or head covering but should be mindful of their dressing since Kuwait is a Muslim state. Whilst covering shoulders and knees at a minimum is a must, women should also take the following guidelines into account so as not to draw unwanted attention such as avoiding anything in a sheer material and keeping it below the knees or wearing tight and revealing clothes.

CURRENCY

The Kuwaiti dinar (Arabic: دينار كويتي‎, code: KWD) is the currency of Kuwait. It is sub-divided into 1,000 fils. The current rate of the Kuwaiti Dinar to the Kenyan shilling is 1KWD= 356.89 Kshs

LEGAL SYSTEM

Shari’a (Islamic law) is the main source of legislation. The Articles (1:3) of the permanent Constitution of the state of Kuwait state that “Kuwait is an Arab State, independent and fully sovereign. Neither its sovereignty nor any part of its territory may be relinquished. The people of Kuwait are a part of the Arab Nation. Its religion is Islam and Shari’a law (Islamic Religious Law) is main source of its legislation. Its political system is democratic. The Arabic language shall be its official language.” The legal system of Kuwait is a blend of British common law, French civil law, Islamic legal principles, and Egyptian law.

LABOUR LAWS IN KUWAIT

Kuwait Labour Law includes all essential rules and regulations that an employee needs to be aware of before accepting the job contract. However, it may be amended from time to time. Hence, these need to be verified constantly, and the laws mentioned herein should be considered only as a guideline.

Three main legal codes govern labour conditions in Kuwait. The employment conditions of civil servants are regulated by the Labour Law for Government employees. Those working in the oil industry are protected by the Labour Law of Oil Sector while those working in the private sector are governed by Labour Law of Private Sector. People in domestic services, such as chauffeurs and maids, are not governed by any particular code, and will have to depend on general principles of law.

All labour regulations in private sector are enforced by Ministry of Social Affairs and Labour (MSAL). The law is applicable to all private sectors except the following – domestic servants, workers on temporary contractors and workers working in less than six months. The private sector labour law is also not applicable to employees whose head office is located outside Kuwait, unless the company has a branch office in Kuwait. Immigrants working in Kuwait will be governed by the private sector law of the country where their head office is located.

Trade Unions and dispute resolutions-Trade Unions formation and activities are strictly controlled. Only one union is allowed to be established for workers in any profession. An employee is not allowed to join in more than one union. For immigrants, a valid work permit and Kuwait work experience of more than five years is a requisite to become a union member.

In case of disputes between employer and some of his employees relating to work, direct negotiations should be first tried out, and an agreement should be in place. It should then be registered with MSAL within seven days. If there is no such deal, MSAL will be requested to intervene by both parties. If the dispute is not settled within 15 days by MSAL, the dispute is then forwarded to Labour Disputes Arbitration Committee in the courts. Each party is permitted to have maximum of three representatives, and any decision made by committee in this regard, is final and binding.

Compensation– According to Article 51 of Labour Law, a worker will receive end-of-service compensation in full at the end of contract period. This is equivalent to 10 days of pay for first five years, and from the sixth year it increases to 15 days’ pay.

The employee is eligible for full indemnity if the contract is terminated by the employer, or the contract ends without being renewed. A female employee can get full indemnity if she terminates the contract from her end due to marriage within a year from her marriage date. Article 53 of the Labour Law states that employee who resigns from his work should still be paid a part of his compensation.

For year of service, he deserves half month’s salary as compensation, but, this is given only to those who worked for more than three years and less than five years. Seventy-five percent of monthly salary every year is given to employees who worked for more than five years but less than 10 years of service. All employees who served for more than 10 years are given full month’s salary as compensation for every year of service. If an employee is injured at work, the employer should report the matter to local police station and MSAL.

The injured employee has the right to treatment at employer’s expense in any government hospital or private clinic, whichever the employee considers suitable. A doctor’s report stating treatment period required, disability arising out of accident and fitness to continue to work need to be obtained.

An employee is entitled to compensation for injuries pertaining to work. An employee’s family is entitled to compensation if the employee is not guilty of malpractice or intentional injury. The employee’s family has the right to claim compensation if the employee’s injuries have caused him more than 25% disability or dies. Even if the employee is guilty of gross malpractice, the family will still be compensated.

The amount of compensation is based on severity of the injury. If the injury results in death, total amount of 1500 days salary or more is given. The current legal blood money is KD10, 000. Employees with permanent disability will be compensated to the total amount of 2000 days salary or more. One and one-third times the legal blood money will also be provided.

Remunerations and Deductions-Basic pay, commissions, incentives, obligatory bonuses, gratuities from third parties and employee benefits such as housing allowances are included in the remuneration. Allowances on account of expenses and profit shares are not part of remuneration. If the employee’s contract or the company by-laws include bonus payment, or if such an amount is paid regularly every year, the company is obliged to pay the workers bonus too.

The content of remuneration is important, because, in case of an injury, the amount mentioned in the remuneration will be used to compute the terminal compensation or indemnity. The payment may vary, for instance, if employee’s salary is paid based on number of working hours, the company will use the last salary payable. No minimum wage is slated in the private sector labour law. A monthly salary should be paid for hired employees. Salaries can be given away every two weeks for piece-workers who work on hourly or weekly wages.

An employer should prioritize payment of employees’ salaries and termination benefits over other creditors if the employer declares bankruptcy. An employer cannot compel their employees to purchase products they manufacture or produce. If a worker is indebted to his employer, a deduction must not exceed 10 percent of his salary and interest may not be charged to the worker. When a third party debt is attached to employer’s salary, only 25% of employee salary should be deducted.

According to new Labour Law, the salary should be paid before the 7th of each month, and salaries of all employees should be sent to their banks. All employees are eligible for paid leave on all official holidays, and a day off every week, and an annual leave of up to 30 days even during the first year of work. According to Article 21, 21 days paid Haj pilgrimage leave should be granted to employees who have spent two consecutive years in service, under the same employer, and have never previously performed the Haj pilgrimage.

Employees are also allowed leave on all 13 days of public holidays. In case workers are asked to work during these public holidays, a bonus of half-day’s salary should be given in addition to full day’s pay.

Sick Leave / Overtime-An employee is entitled to sick leave, subject to a satisfactory medical report.  An employee is eligible for sick leave of 40 days. This is inclusive of full pay for first 10 days, 75 percent pay for next 10 days, 50 percent pay for the following 10 days, and 25 percent pay for last 10 days. If an employee has consumed his 40 days of sick leave, he or she is still eligible for about 30 days of unpaid sick leave.

An employee may be required to work overtime, provided, it is necessary and the employer’s order is in writing. Overtime rates are 1.25 times the basic hourly rate for excess hours worked on ordinary days, 1.50 times the basic hourly rate for all hours worked on the weekly day off and twice the basic hourly rate for all hours worked on public holidays.

Overtime working is only permitted for maximum 90 days a year, and is limited to additional two hours a day, 6 hours a week and 180 hours a year. The employee has the right to refuse overtime work.

Female Employees and Children-The new labour law prohibits employment of minors, or an individual below 15 years of age. A woman should be paid equal remuneration for performing same work as a man. The standard working hours for women are the same as that for men. However, women may not work at night 8pm to 7am, except in clinics, hotels, pharmacies, nursery schools, homes for handicapped, airline and tourist offices, theatres and Entertainment City.

They can work up to midnight in co-operative societies and public utilities, restaurants, beauty salons, banks, tailoring shops and offices. Employers are obliged to arrange transportation for women working at night.

Maternity Leave- An expecting mother is allowed to take a paid leave, lasting 70 days, provided, her due date for delivery falls within that period. New mothers can also apply for unpaid leave of up to four months. The law prohibits employers from terminating the contracts of female workers during this period, or if they are sick due to associated issues during delivery.

Once the new mother gets back to work, she is granted 2 hours break from normal work hours to nurse her baby. Employers who have 50 women or 200 men working in their establishments are required to set up a day care centre for children below four years of age.

Termination-Employment contract will automatically expire at the end of fixed period mentioned in the contract. If the contract is renewed by the employer, and if the employee is willing to work for another period then the same conditions will be applicable. In case the contract does not state any conditions pertaining to termination of contract before end of fixed period, either party can terminate the contract. The party that terminates the contract should compensate the other.

 If an employee has an employment contract with indefinite period, termination can be made by informing the other party in writing. The notification should be given three months in advance with proper reason stated by the employer, before breaking an employee’s contract.  The same is applicable for the employee too. He/she should give a three-month’ notice to the employer before resigning from their current position.

An employer is not allowed to terminate employees who are on leave, at present. If the employee commits any sins such as doing wrongful act, always disobey employer’s instructions, disobeys safety instructions at work, takes leave without any reason for seven consecutive days, convicted of crime affecting honour and morality, commits act against public ethics in work place, assaults fellow employee, fails to perform obligations under terms of his contract, commits fraudulent activities, or reveals company secrets, the employer has the right to terminate such an employee without prior notice and without paying the employee’s indemnity and compensation.

On the other hand, if the employer commits any acts such as failing to abide by provisions slated on employment contract, assaults his employee, endangers employee’s health, an employee has the right to end contract prior to its expiry and without prior notice, and can collect his indemnity and no payment for compensation to employer will be applicable.

In the event of death of an employee, or if employee fails to perform his work, or uses up all his sick leaves, his contract will automatically be terminated. However, Indemnity will be paid. An employment contract will also get automatically terminated if his company goes into liquidation, merges with another firm, experiences lockout, or is sold or inherited.

The new owner then has the right to indemnity while employees may continue to serve the new owner while reserving his rights to indemnity for his previous service.

Termination Indemnity-A lump sum payment also known as termination compensation is given to employees when the employment is terminated. For those who have worked less than five years for each year completed by workers, they are entitled to termination indemnity equivalent to 15 days compensation for every year completed. But, it may be limited to one and a half year’s remigration, if the employee works for more than five years. In the case of employees who are paid based on piece-rate, hourly, daily or weekly, a termination indemnity of 10 days compensation for each completed year of service is obtained for the first five years, and 15 days salary payment is given for each completed year for more than five years.

In case where part years and pro-rated amount is calculated, this is limited to one year’s salary. An employee who is unable to complete five years of service will not be entitled to any indemnity, once he decides to resign. Employees who resign after working for five years or more in the company, will be given 50% indemnity. Employees who have reached their retirement age, are disabled at work, or died, are given full indemnity. A full indemnity is given to women employees who may while being an employee, and women employees who render resignation within six months of marriage.

Health & Safety-Employers are obliged to take precautions to protect their employees against physical hazards and occupational diseases at work. They are required to ensure that their work places are clean, well ventilated, and in sanitary condition.

Employers are required to supply first aid kits containing medicines, antiseptics and bandages and place within visible reach of employees. An appropriate transport should be provided by the employer to his employees who are working in areas not covered by public transport. An accommodation with drinkable water, and a means to obtain supplies should also be provided by the employer if his employees are working in remote areas.

Disciplinary Notices & Penalties- All related regulations for employees need to be issued in a form of circulars or bulletins. The regulations need to be written in Arabic. Employees who have committed offense may be penalized if the regulation specifies that the offensive act is punishable. All penalties need to be progressive, but, limited, like for instance, every act of misbehaviour is equivalent to one punishment.

If the misbehaviour is committed after work hours and outside the workplace, and is not related to work, no penalty will be imposed, and so on. If the penalty is salary deduction, it should not exceed 5 days a month. If the penalty exceeds total amount of employee’s five days salary, then another 5 days deduction will be imposed on next salary. If the penalty is suspension from duty, it should not exceed 10 days a month. If the act of misbehaviour has been proven after 15 days, a penalty cannot be imposed.

WORK WEEK AND HOURS

The work week in Kuwait is Sunday to Thursday. A standard working week is 40 hrs with some companies operating from 8.30am to 6.00pm. Office hours are usually shorter during the holy month of Ramadhan (36 hrs). Workers are entitled to a one-hour break after every five consecutive working hours.  This hour is not included as a working hour. Eight hours a day and 48 hours a week is the required working hours for an adult worker. An employee must be allowed an hour rest or break after five consecutive hours of work. This one hour rest or break is not included in computation of working hours. MSAL can modify these standard working hours on case to case basis.

An employee has the liberty to enjoy one whole day off per week. The day off is without pay and is traditionally scheduled during Fridays. However, this is not a legal requirement in Kuwait. There are eight holidays in a year, where an employee is entitled to enjoy full payment. The holidays are as follows:

Hijri New Year’s Day (1 Day), Ascension Day (1 day), Eid Al Fitr (2 days), Eid Al Adha (2days), Prophet Mohammed Birthday (1 day), National Day (1 day). There is also a holiday for Liberation Day, but for private sector, it is not a statutory holiday.

TRANSPORTATION

Kuwait has a well-developed road system, although there are no trains, and public transport is limited to buses and taxis.

PROBATION AND RECRUITMENT FEES

An employee can be hired under probation status for a maximum of 100 days. However, the same employer cannot apply this more than once for each of their workers. Contracts that are still under probation can be terminated without prior notice by giving an accumulated compensation to the employee.

This can only be applied by the same employer once for each of their workers. Contracts that are still under the probation days can be terminated without prior notice. An accumulated compensation will be given to the employee. The employer should pay for the recruitment fees of the employee through an agency.

INSURANCE AND AIR TICKET

The Employer should provide for the employee’s air ticket through the agency hiring the employee.

PASSPORT

Ones passport must be valid to get a permit to work in Kuwait. It is illegal for employers to confiscate a worker’s passport without his or her consent.

ANNUAL LEAVE

The worker is entitled to a 30-day paid annual leave. The worker may take this leave only after working for the same employer for 9 months. Official holidays and sick-leaves do not count as annual leave.

EMPLOYMENT CONTRACT

Workers are entitled to copies of their written contract in Arabic language that includes the following information:

1. The date of signature and the date it entered into force
2. Contact details/personal data of worker and employer

• Wages and job description

1. The term of the contract if it is for a specific period (if not specified, the term shall not be less than one year or more than five years)
2. The period of the annual leave
3. The daily working hours

• The probation period of the worker, which is not to exceed 100 days (during the probation period, either party may terminate the contract without notice)
• Insurance against work injuries

1. End of service benefit
2. The applicable labour law and the competent court to resolve any dispute
3. The signature of both parties

The contract shall be made in three copies; one for the employer, one for the worker, and the third shall be lodged with the Public Authority for Manpower.  Some embassies take the responsibility to attest the contracts of their citizens. Contracts may be prepared in additional languages but it is not required and the Arabic language document is the valid document in the case of any dispute.

DUTIES OF THE WORKER

One should ensure they follow the Kenyan Immigration laws and the law of Kuwait and they should be sensitive in how they conduct themselves so as not to offend the people, culture or religion.

1. Ensure that employment contract is in writing.
2. Cross verify the salary indicated in the employment contract, with that in work permit, as in the event of dispute, MSAL may rely on work permit.
3. Keep records of salary and other payments.
4. It is illegal for expats to work in Kuwait, except in work visa and for their own sponsor. Part-time work requires special permit.
5. Employer cannot cancel an employee’s residence unless all dues and indemnities have been paid in full.
6. An employer cannot give notice of termination when an employee is sick or injured.
7. In case of dispute, seek legal advice.
8. Keep photocopies of all documents, including work permit.

DOCUMENTS AND REGISTRATION

Most of the employees will need to obtain a residency visa before working for an employer in Kuwait. This type of visa requires an employment offer from a private company or government organization which will require the employer to apply for the work permit or visa on behalf of his or her employees.

Required documents for a work visa include:

1. A passport that’s valid at least six months before the expiration date
2.  A completed visa application issued by the Kuwait Ministry of Foreign Affairs
3. A passport-size photo
4.  An HIV/AIDS test
5.   A health certificate from a local doctor showing that the applicant is in good health and does not have a contagious disease

6.Police clearance showing no criminal record

After submitting these documents, the employee will receive a “No Objection Certificate” (NOC) that allows them to enter Kuwait. Once they come to Kuwait, they’ll receive a residency visa. After that, the employee can apply for a Kuwait Civil ID within 30 days of receiving the residency visa.

ENTRY REQUIREMENTS

One needs a valid visa and passport to be able to work in Kuwait. All foreigners must register on the Kuwait Mosafer platform and pay for two COVID‑19 PCR tests prior to the departure of their flight with the exemption of accompanying domestic workers provided they present proof of their identity.

All passengers should install and update all the required information on the Shlonik app and register on the Kuwait Mosafer Platform before departing from their country.

ITEMS BANNED IN KUWAIT

Kuwait prohibits pork, alcoholic beverages, gambling machines, pornographic materials, and narcotics.