Onboarding document Expat: 

• Employees' personal information (Name, DOB, Address) 
• National ID 
• Work permit 
• Copy of passport (not less than two years from the expiration date) 
• Authenticated copies of educational certificates/ University degree 
• Police clearance certificate from their country of residence.  

The probation period of the worker shall be specified in the work contract, provided that it shall not exceed 100 working days. Either party may terminate the contract during the probation period without notice. If the employer makes the termination, he shall pay the worker's end-of-service benefit for the period of work in accordance with the provisions of this Law.  
The worker shall not be on probation for the same employer more than once. The Minister shall issue a resolution to organize the conditions and regulations of work during the probation period. 

The fully-paid official holidays are as follows:

• January 1: New Year's Day
• February 18: Isra and Miraj
• February 25: National Day
• February 26: Liberation Day
• April 22 - 24: Eid al-Fitr
• June 28: Arafat Day
• June 29 to July 1: Eid Al-Adha
• July 19: Islamic New Year
• September 27: The Prophet's Birthday

If the worker is required to work during any of the above-mentioned holidays, he shall be entitled to double remuneration and an additional day off.  

The worker shall be entitled to the following sick leaves during the year: 

• 15 days – at full pay 
• 10 days – at three-quarters of the pay 
• 10 days – at half pay 
• 10 days – at quarter pay 
• 30 days without pay. 

The worker shall provide a medical report from the doctor appointed by the employer or the doctor of the government medical center. In the event of a conflict regarding the necessity of sick leave or its duration, the report of the government doctor shall be adopted. 

Employers must provide women with 70 days of paid maternity leave. Employers may also give women, upon request, an additional four months of unpaid maternity leave. After giving birth, women may take up to two hours daily to feed their children. Employers must offer daycare services to children ages four and younger if they employ at least 50 women or at least 200 employees. 

The worker shall be entitled to a paid annual leave of at least 30 working days. However, the worker shall not be entitled to a leave for the first year except after at least six months of service for the employer. 

Weekends, official holidays, and sick leaves falling during the annual leave shall not be counted as annual leave. The worker shall be entitled to a leave for the fractions of the year in proportion to the period he spent in work, even the first year of service. 

Academic Leave: 

The employer may provide the worker with compensated academic leave to pursue a higher degree in their field of work, provided that the worker works for the employer for the duration of the academic leave. 

That should be five years at most. If the worker violates this condition, he must reimburse the payment paid to him during the leave in proportion to the remaining duration of employment. 

Al Haji Leave: 

If an employee has yet to perform Al-Hajj before, employers must grant them 21 days of paid leave to perform the pilgrimage, provided the employee has been in service for at least two years. 

Bereavement Leave:  

Employers must provide employees with three days of leave in case of a first-degree or second-degree relative's death. 

Iddat leave: 

A Muslim working woman whose husband has died is entitled to four months and ten days of fully compensated iddat leave from the date of death. During this leave, the working woman cannot work for another employer. The Minister shall organize the criteria for granting this leave.  

A non-Muslim working woman whose husband has died is entitled to 21 days of paid leave. 

Paid Leave: 

The employee is entitled to a paid absence from work to attend conferences, annual gatherings, and labor meetings. 

The terms and guidelines regulating granting such leave must be outlined in a resolution issued by the Ministry. 

Unpaid Leave: 

The employer may grant his worker, upon his request, an unpaid leave other than the leaves mentioned in Kuwait Labor Law. 

Employers and employees terminating an employment relationship must provide the following notice: 

• three months in advance for an employee earning a monthly salary; 

• one month in advance for all other workers. 

The worker shall be entitled to an end-of-service benefit as follows:  

a. The worker shall be entitled to 10 days of remuneration for each of the first five years of service and 15 days for each year after that. The end-of-service benefit shall not exceed one-year remuneration for employees paid daily, weekly, hourly, or piecework.  

b. The worker shall be entitled to 15 days of remuneration for each of the first five years of service and one month for every year after that. The end-of-service benefit should not exceed one and a half year of remuneration for employees who are paid monthly. 

Nationals of GCC member countries (Gulf Cooperation Council, consisting of Kuwait and Bahrain, Oman, Qatar, Saudi Arabia, and the United Arab Emirates) do not require visas to visit Kuwait. Some nationals, including U.S. citizens, can receive visas upon arrival in Kuwait. However, workers must apply for a resident visa sponsored by a company in Kuwait before traveling to Kuwait. GCC nationals do not have to apply for special visas to work in Kuwait.  

Workers must also apply for a work permit from the Ministry of Social Affairs and Labor in Kuwait. The work permit must be submitted to the General Directorate of Migration before a resident visa can be finalized, which will occur once a foreign worker arrives in Kuwait.