Bahrain's Labour Law sets clear regulations regarding working hours, overtime, and rest periods to ensure fair treatment and protect employee well-being. These rules apply to most employees in the private sector and are crucial for employers operating within the Kingdom to understand and comply with. Adherence to these standards is not only a legal requirement but also contributes to a productive and sustainable work environment.
Navigating these regulations is essential for businesses to operate smoothly and avoid potential legal issues. Understanding the standard workweek, how overtime is calculated and compensated, and the mandatory entitlements for rest and breaks forms a core part of compliant employment practices in Bahrain.
Standard Working Hours and Workweek Structure
The standard working week in Bahrain is defined by law. There are specific limits on the maximum number of hours an employee can work regularly.
- Maximum Standard Hours: The normal working hours for an adult employee are limited to 48 hours per week, calculated on an average basis over a three-week period.
- Daily Limit: Standard daily working hours are typically 8 hours.
- Ramadan Hours: During the holy month of Ramadan, working hours are reduced for Muslim employees to a maximum of 36 hours per week, or 6 hours per day. This reduction applies specifically to Muslim employees who are fasting.
- Workweek: The standard workweek is typically six days.
| Working Period | Maximum Hours per Week | Maximum Hours per Day | Notes |
|---|---|---|---|
| Normal Working Period | 48 | 8 | Averaged over 3 weeks |
| Ramadan (for fasting Muslims) | 36 | 6 | Reduced hours during the holy month |
Overtime Regulations and Compensation Requirements
Work performed beyond the standard working hours is considered overtime and is subject to specific compensation rates. There are limits on how much overtime an employee can be required to work.
- Overtime Limit: An employee cannot be required to work more than 12 hours of overtime per week, unless the work is necessary to prevent a serious accident, repair damage, or avoid imminent loss, provided the Labour Directorate is notified within 24 hours.
- Overtime Calculation: Overtime pay is calculated based on the employee's basic wage plus any housing allowance.
- Overtime Rates: Different rates apply depending on when the overtime is worked.
| Overtime Period | Minimum Compensation Rate (of basic wage + housing allowance) |
|---|---|
| Normal Working Day | 125% |
| Night Work | 150% |
| Weekly Rest Day | 150% |
| Public Holiday | 150% |
Night work is generally defined as work performed between 7 PM and 6 AM.
Rest Periods and Break Entitlements
Employees are entitled to mandatory rest periods during the workday and a weekly rest day.
- Daily Breaks: An employee is entitled to a break of at least one hour after working six consecutive hours. This break is not included in the calculation of working hours.
- Weekly Rest Day: Every employee is entitled to a full paid rest day per week, which should not be less than 24 consecutive hours. This rest day is typically Friday, but it can be another day for certain types of work or by agreement, provided the employee receives one rest day per week.
Night Shift and Weekend Work Regulations
While specific regulations for night shifts are covered under overtime compensation (150% rate), there are general considerations. Weekend work, particularly on the designated weekly rest day, is subject to the higher overtime compensation rate.
- Night Work: Work performed during night hours (7 PM to 6 AM) is compensated at a higher overtime rate if it exceeds standard hours. There may be restrictions on women working night shifts in certain industries, though exceptions exist.
- Weekend Work: Working on the mandatory weekly rest day is considered overtime and must be compensated at 150% of the basic wage plus housing allowance. If an employee is required to work on their rest day, they may also be entitled to a substitute rest day.
Working Time Recording Obligations for Employers
Employers in Bahrain have a legal obligation to maintain accurate records of employee working hours to ensure compliance with the Labour Law.
- Record Keeping: Employers must keep records showing the working hours of employees, including overtime hours worked and the compensation paid for overtime.
- Accessibility: These records should be readily available for inspection by the Ministry of Labour and Social Development.
- Transparency: Employees should have access to information regarding their recorded working hours and overtime calculations.
Maintaining diligent records is crucial for demonstrating compliance and resolving any potential disputes regarding working time and compensation.
