Bahrain Leave Laws and Holidays

Pregnant employees are entitled to 60 days of maternity leave with full pay, provided they have submitted the necessary medical documents.

The employee must notify the employer of the expected date of delivery and intend to take maternity leave as soon as reasonably possible, typically accompanied by a medical certificate.

Maternity leave is a statutory right and does not require approval, though the employer must be informed in advance with appropriate medical documentation.

An extension of maternity leave may be possible under medical advice or complications related to pregnancy or childbirth, subject to employer’s agreement.

Maternity leave does not accrue over time but is available per occurrence of pregnancy.

Maternity leave cannot be carried over; it is applicable per pregnancy and resets after each childbirth.

There is no payout for unused maternity leave upon termination, as it applies only during the period of childbirth.

Maternity leave does not accrue nor is it paid out at the end of the year as it is specific to the period of childbirth.

The law protects the job position of the employee during maternity leave, ensuring that she can return to her job or an equivalent position with the same pay and benefits.

Employees are entitled to 15 days of full pay, 20 days with half pay, and 20 days with no pay for sick leave per year after a medical certificate is provided.

Employees should inform their employer about their sickness as soon as possible and provide a medical certificate.

Sick leave needs to be validated with a medical certificate for the employer to approve the leave request.

Additional sick leave beyond the stipulated quota is not typically available. Exceptions might be considered under special circumstances with adequate medical justification.

Sick leave does not accrue and is granted as per medical necessity, up to the legal maximum per year.

Unused sick leave cannot be carried over to the next year; it is limited to the year in which the illness occurs.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave does not get paid out at the end of the year.

All sick leave days taken require a medical certificate to qualify for paid leave under the stipulated conditions.

Employees are entitled to 3 days of paid bereavement leave upon the death of an immediate family member.

Employers should be notified immediately upon the occurrence of a death in the family to arrange for bereavement leave.

Bereavement leave is typically granted without issue, though formal notification and, in some cases, proof of the event may be required.

Additional bereavement leave is not commonly granted, though exceptions may occur based on employer discretion.

Bereavement leave does not accrue and is granted as needed upon the death of an immediate family member.

There is no carry over for bereavement leave as it is granted per occurrence.

Unused bereavement leave is not paid out upon termination as it is event-specific.

End of year payout does not apply to bereavement leave since it is not accrued.

Immediate family typically includes spouse, children, parents, and siblings, though this may vary slightly depending on specific company policies.

Muslim employees are entitled to a one-time Hajj leave of up to 14 days during their employment to perform the Islamic pilgrimage.

Employees must provide sufficient notice to the employer before taking Hajj leave to ensure minimal disruption to operations.

Hajj leave requires the approval of the employer, and the timing may need to align with operational requirements.

Additional Hajj leave is not applicable as it is granted only once during the tenure of employment.

Hajj leave does not accrue annually; it is a one-time entitlement provided during the course of employment.

There is no carry over for Hajj leave as it is intended for one-time use only during employment.

There is no payout for unused Hajj leave upon termination as it is a one-time entitlement.

End of year payout does not apply to Hajj leave as it is not a recurring entitlement.

Hajj leave is specifically available to Muslim employees for the purpose of performing the Hajj pilgrimage, a religious duty.

Fathers are entitled to 1 day of paid paternity leave, which can be taken within 6 months from the date of the child's birth.

The employee should notify the employer before taking paternity leave, ideally as soon as the birth is imminent or immediately after the birth.

While paternity leave is a right, the exact timing and any additional days may be subject to the employer's approval and policy.

The law specifies only 1 day of paternity leave, and typically no additional leave days are provided unless stipulated by the employer.

Paternity leave is granted per occurrence of childbirth and does not accrue over time.

Paternity leave must be used within 6 months from the date of the child's birth and cannot be carried over beyond this period.

There is no payout for unused paternity leave upon termination of employment.

Unused paternity leave does not result in any payout at the end of the year.

The timing of paternity leave within the 6-month period can be flexible but needs to be coordinated with the employer.

Employees are entitled to 30 days of annual leave after completing one year of service with the employer.

Employees must give advance notice before taking annual leave, though the exact period can be determined by company policy.

Annual leave requires approval from the employer, and requests may be scheduled according to business needs.

Additional annual leave beyond the standard quota is not commonly granted but may depend on specific employment contracts or company policies.

Annual leave accrues monthly following the completion of the probationary period at the rate proportional to the length of service.

Carryover of unused annual leave to the next year is possible, subject to restrictions outlined in company policy. Typically, a maximum of carryover days is specified.

Upon termination of employment, employees are entitled to a payout for unused annual leave days at their current rate of pay.

There is no automatic end of year payout for unused annual leave; it is carried over or paid out upon termination.

As a general rule, annual leave must be utilized within the year it is accrued unless carryover is approved by the employer.

Employees are entitled to 3 days of paid leave in case of the death of a spouse, parent, child, sibling, or grandparent.

Employees should notify their employer as soon as possible and provide necessary documentation if required.

Compassionate leave is a statutory right and does not require employer approval.

Employers may grant additional leave beyond the statutory entitlement based on company policy.

Compassionate leave is granted as needed and does not accumulate over time.

Since compassionate leave is event-based, it cannot be carried over.

Unused compassionate leave is not compensated upon termination.

There is no payout for unused compassionate leave at the end of the year.

Employers may require employees to provide proof of the family member’s death to grant leave.

Emergency leave is not explicitly regulated by Bahraini labor law and is usually determined by employer policy.

Employees should inform their employer immediately when an emergency arises and request leave.

Since emergency leave is not statutory, it is subject to employer approval.

Additional emergency leave is granted based on company policy or managerial approval.

Emergency leave is granted on a case-by-case basis and does not accrue over time.

Emergency leave is situational and cannot be carried over.

Unused emergency leave is not compensated upon termination.

No payout is provided for unused emergency leave at the end of the year.

Employers may request documentation to validate the reason for emergency leave.

Bahraini labor law does not mandate unpaid leave, but it may be granted based on employer policies or mutual agreement.

Employees must request unpaid leave in advance and obtain approval from their employer.

Since unpaid leave is not a legal entitlement, it must be approved by the employer.

Additional unpaid leave may be granted based on company policy or a mutual agreement between employer and employee.

Unpaid leave is granted on a discretionary basis and does not accrue over time.

Since unpaid leave is granted on request, it cannot be carried over.

There is no compensation for unused unpaid leave upon termination.

Unused unpaid leave is not compensated at the end of the year.

Extended unpaid leave may affect an employee’s service benefits, such as end-of-service gratuity, depending on company policy.