Kuwait Leave Laws and Holidays

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

Employees should inform their employer about the bereavement as soon as possible to arrange for leave.

While formal approval may not be needed, notification and verification are required for bereavement leave.

Bereavement leave is generally fixed at 3 days, and additional leave might require the use of annual leave or unpaid leave, subject to employer's discretion.

Bereavement leave does not accrue and is granted as needed per occurrence.

There are no carry over rules for bereavement leave as it does not accrue and is intended for immediate use during the bereavement period.

There is no payout for unused bereavement leave upon termination as it is granted per occurrence.

Bereavement leave is not subject to end of year payout as it does not accrue.

Immediate family typically includes spouse, children, parents, and siblings; however, the definition may extend to other close relatives based on the employer's policies.

Employees are entitled to sick leave of up to 15 days at full pay, followed by 10 days at three-quarters pay, 10 days at half pay, and 10 days at quarter pay, totaling up to 45 days per year.

Employees must notify their employer immediately in the case of sickness and provide a medical certificate as soon as possible.

Sick leave requires submission of a medical certificate to be approved and may be subject to verification by a company-appointed doctor.

Additional sick leave may be granted with proper medical justification and under exceptional circumstances, subject to employer's policies.

Sick leave does not accrue and is granted based on actual sickness and medical certification.

Sick leave cannot be carried over to the next year; it is based solely on each year's actual incidents of illness.

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

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

The employer has the right to verify the illness through a company-appointed doctor or approved medical practitioner.

Fathers are entitled to 3 days of paid paternity leave, which can be taken at the time of their child's birth.

Fathers are expected to provide advance notice of their intention to take paternity leave as soon as practicable.

Paternity leave needs to be approved by the employer, particularly concerning the timing of the leave.

Additional paternity leave beyond the stipulated 3 days is not generally available.

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

Paternity leave must be used at the time of childbirth and cannot be carried over.

Unused paternity leave is not paid out upon termination of employment.

There is no end of year payout for unused paternity leave as it must be used specifically at the time of childbirth.

Paternity leave is specifically intended for use at the time of childbirth to support the spouse and new child.

Pregnant employees are entitled to a maternity leave of 70 days with full pay, which can be taken before and after childbirth.

Notice of maternity leave should be given as soon as reasonably possible, ideally with a doctor’s certificate specifying the expected date of delivery.

While formal approval may not be required, the employer must be notified of the intention to take maternity leave in accordance with company policy.

The statutory provision of 70 days is fixed and there are no provisions for additional maternity leave quota under Kuwaiti labor law.

Maternity leave does not accrue over time but is granted per pregnancy.

Maternity leave cannot be carried over as it is specific to each pregnancy.

There are no payout rules for maternity leave on termination as it must be used in relation to the pregnancy period only.

Maternity leave is not subject to end of year payout considerations, as it must be used within the pregnancy related period.

Women on maternity leave are protected against dismissal during this period, except in cases of gross misconduct.

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

Employees are generally expected to notify their employer at least two weeks before taking their annual leave, though this can vary based on company policy.

Annual leave requires approval from the employer, which must be reasonably granted unless business operations would be severely affected.

Additional annual leave beyond the stipulated 30 days is not common and usually depends on special agreements between the employer and the employee.

Annual leave accrues monthly following the completion of an employee's first year of service at the rate of 2.5 days per month.

Unused annual leave can be carried over to the next year, but is typically limited to a certain amount and duration as per company policy.

Any accrued but unused annual leave is paid out to the employee upon termination of employment.

Unused annual leave is generally not paid out at the end of the year unless the employment is terminated.

Employees can usually split their annual leave into different periods, although this is subject to approval and company policies.

Muslim employees are entitled to a one-time Hajj leave of up to 21 days for pilgrimage, provided they have completed two years of service.

Employees must apply for Hajj leave at least two months in advance to allow the employer to manage work during their absence.

Hajj leave requires prior approval from the employer.

Hajj leave is a one-time benefit and no additional quota is available.

Hajj leave does not accrue annually; it is a one-time entitlement.

As a one-time entitlement, there are no carry over rules applicable for Hajj leave.

Since Hajj leave is a one-time entitlement specific to the purpose of pilgrimage, it does not have a payout on termination.

There is no end of year payout for Hajj leave as it is not an accruing leave type.

Hajj leave is specifically available to Muslim employees for the purpose of performing Hajj pilgrimage.

Public holidays in Kuwait vary each year but generally include both fixed and floating holidays as per the government's announcement.

Notice periods do not apply to public holidays as these are predetermined by the government.

Public holidays do not require approval as they are mandated by law.

There are no additional quotas for public holidays; they are as declared by the government.

Public holidays do not accrue; they are observed as per government declaration.

Carryover rules do not apply to public holidays.

There is no payout for public holidays upon termination as they are not part of the accrual benefits.

There is no payout at the end of the year for public holidays.

Public holidays are subject to change and are typically announced by the government each year.