Reviewed: 10 October 2026. This is general information. Official sources are linked below; individual cases and applicable rules should be checked with the relevant authority or a qualified adviser.
Identify what is ending and why
Fixed-term expiry, resignation, dismissal and completion of specific work are not interchangeable. Articles 96–98 address contract duration; Articles 101 and 104–111 address reasons, procedures and compensation.
The employer bears the burden of showing a legitimate reason under Article 101. A notice payment does not automatically settle a separate claim about an unlawful termination.
Official sources: Bahrain EDB: Labour Law for the Private Sector, Law No. 36 of 2012 (English text with listed amendments)
Give and retain the appropriate notice
Article 99 sets at least thirty days’ notice, with compensation for all or part of the unserved period where applicable. Article 100 requires written notice and addresses proof of delivery. Article 21 has a separate probation rule of at least one day.
Article 102 affects notice given during leave and prohibits employer termination during leave. Check the actual contract and circumstances rather than using the former unsupported one-week rule for weekly or daily paid workers.
Official sources: Bahrain EDB: Labour Law for the Private Sector, Law No. 36 of 2012 (English text with listed amendments)
Do not treat every performance problem as summary dismissal
Article 107 lists cases for termination without notice or compensation, with conditions that vary by ground. Article 108 requires the applicable disciplinary procedures to be followed.
Article 109 requires notification of insufficient performance and a reasonable opportunity of at least sixty days to improve before performance-based termination under that provision. A label such as “poor performance” is not a substitute for the required process.
Official sources: Bahrain EDB: Labour Law for the Private Sector, Law No. 36 of 2012 (English text with listed amendments)
Itemise the settlement and check deadlines
Keep wages, unused leave, notice-related amounts, any termination compensation and end-of-service benefits separate. Article 40 distinguishes amounts due on termination from voluntary departure, for which it specifies payment within seven days. SIO-covered gratuity has its own administration and should not be promised on a universal employer-payment timetable.
Obtain prompt advice if termination or amounts are disputed. Different claims have different time limits; do not rely on a generic website deadline or wait for permit administration to finish.
Official sources: Bahrain EDB: Labour Law for the Private Sector, Law No. 36 of 2012 (English text with listed amendments) · SIO: end-of-service gratuity for non-Bahrainis
Related guides
- Bahrain employment law: a private-sector checklist
- Bahrain employment contracts: terms and documents
- Probation in Bahrain: contract, duration and notice
- Bahrain working hours: ordinary limits, breaks and rest
- Bahrain overtime pay: day, night and rest-day work
- Annual leave in Bahrain: entitlement and unused balance
- Sick leave in Bahrain: eligibility, certification and pay
- Bahrain gratuity calculations: service, salary and SIO
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