Reviewed: 9 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.
Written notice and proof of delivery
Article 99 of the official English Labour Law text provides a 30-day notice rule and compensation where the required notice is not given. Contract terms, the reason for termination and applicable exceptions need separate review.
Article 100 requires written notice and sets out delivery and proof-of-receipt rules. Keep the dated notice and delivery evidence. Notice does not by itself settle whether a dismissal is lawful or whether compensation is due.
Official sources: LMRA-hosted English Labour Law: Articles 21, 40, 99–100, 116 and 135–136
Probation is different
Article 21 states at least one day’s notice for termination during an expressly agreed probationary period. The old page’s three-day statement was incorrect. Check that a valid probation term applies before relying on that rule.
Official sources: LMRA-hosted English Labour Law: Articles 21, 40, 99–100, 116 and 135–136
When are wages and employer dues payable?
Article 40 distinguishes termination from leaving on the employee’s own initiative: it provides for immediate payment on termination, and no more than seven days where the worker leaves on their own initiative. The former blanket “seven working days” statement was misleading.
Treat SIO-covered end-of-service gratuity as a separate process from amounts payable directly by the employer. Confirm responsibility for earlier service and avoid combining unrelated deadlines.
Official sources: LMRA-hosted English Labour Law: Articles 21, 40, 99–100, 116 and 135–136 · SIO: end-of-service gratuity for non-Bahrainis
Do not assume every claim has a 90-day deadline
The official text distinguishes compensation claims for termination in Article 135 from other labour claims in Article 136. Referral and interruption rules can also matter. Obtain prompt advice from the Ministry of Labour or a qualified adviser about the specific claim and current applicable deadline.
- Keep the contract, notice, payslips, bank or wage-payment records and settlement correspondence.
- List each disputed amount separately.
- Do not wait for a generic website deadline before seeking help.
Official sources: LMRA-hosted English Labour Law: Articles 21, 40, 99–100, 116 and 135–136
Related guides
- LMRA employee transfer in Bahrain
- LMRA absence-from-work reports and grievances
- End-of-service benefits in Bahrain: SIO and earlier service
- Bahrain Dependent Visa: Spouse & Children
- Bahrain Flexi Visa: Registered Worker Permit
- Bahrain pension calculation: check your SIO scheme
- Bahrain SIO contribution rates: scheme and payroll checks
- Leaving and returning to Bahrain: travel checks
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