Working Hours and Overtime in Kuwait

In Kuwait, your company must comply with working hour and overtime laws – including daily limits, overtime thresholds, and rest requirements – to stay compliant and build a strong employee experience.

You should establish clear internal policies that reflect Kuwait’s statutory limits on daily and weekly working hours, define when overtime is permitted, and explain how breaks and rest days are scheduled. Employment contracts and handbooks should set out normal working hours, overtime approval processes, and pay rates, while your HR and payroll systems must accurately track hours worked and calculate the correct premiums. Looking ahead to 2026, you should expect continued scrutiny of working-time practices, particularly around excessive hours, rest-day work, and the treatment of vulnerable workers, and be prepared to update your policies if new guidance or amendments to the Labour Law are introduced.

• Standard Working Hours
• Overtime Thresholds
• Overtime Pay Rates
• Daily And Weekly Rest Requirements
• Night Work Restrictions
• Penalties For Non-Compliance

What Are The Standard Working Hours In Kuwait?

An employee whose age is 15 or younger has a maximum of 6 hours per day and 36 hours per week. An employee whose age is 18 or older is allowed to work 48 hours per week. A minimum meal interval of 60 minutes must be observed by employees who work more than 5 consecutive hours in a day. In typical working hours, Monday through Friday, the hours are 8:00 to 17:00.

Maximum Working Hours In Kuwait

Under Kuwait’s Labour Law for the Private Sector, the general limit for adult employees is 8 working hours per day and 48 hours per week, excluding unpaid meal and rest breaks. You should structure schedules so that employees do not exceed these limits on a regular basis, except where lawful overtime is used. During the holy month of Ramadan, Muslim employees are typically subject to reduced working hours – commonly 6 hours per day and 36 hours per week – and you should adjust rosters accordingly while maintaining business continuity.

Working hours must be arranged so that employees do not work more than 5 consecutive hours without a break. Any time allocated for rest, prayer, or meals should not be counted as paid working time unless your internal policy or contract provides otherwise. You should also ensure that actual hours worked – including overtime – are recorded accurately in timesheets or electronic systems to demonstrate compliance in the event of an inspection or dispute.

Industry-Specific Exceptions

• Continuous Process Industries – Such As Refineries And Power Plants
• Hospitality And Tourism – Hotels, Restaurants, And Cafes
• Retail And Shopping Malls With Extended Opening Hours
• Transportation, Logistics, And Port Operations
• Healthcare Facilities And Emergency Services
• Security, Guarding, And Surveillance Services

Managerial And Exempt Employees

Certain senior or supervisory employees may be treated differently from ordinary staff in practice, especially where they have broad decision-making authority, manage teams, or represent the employer. Their roles often involve flexible or irregular hours, and their higher salaries may be intended to reflect this. However, Kuwait’s Labour Law does not provide a fully developed “exempt” category comparable to some other jurisdictions, and you should be cautious about assuming that managers are automatically outside the scope of working-time protections.

To reduce risk, clearly define managerial roles in employment contracts and job descriptions, including expectations around availability and working hours. Even for senior staff, you should monitor workloads, avoid excessive hours that could raise health and safety concerns, and consider providing time off in lieu or additional compensation where long hours become routine. Transparent policies and consistent application across comparable roles will help you defend your practices if challenged.

Statutory Full-Time Working Hours In Kuwait

For most private-sector employees in Kuwait, statutory full-time work is based on 8 hours per day and 48 hours per week, spread over a maximum of 6 days. Many employers adopt a 6-day week with shorter daily hours, or a 5-day week with slightly longer days, provided the weekly total does not exceed 48 hours without overtime. Any work beyond these limits should be treated and compensated as overtime in line with the Labour Law.

When designing full-time roles, you should specify the normal daily and weekly hours, the working days, and the standard start and finish times in the employment contract or employee handbook. This clarity helps you distinguish between regular hours and overtime, manage staffing levels, and demonstrate that your full-time arrangements comply with statutory limits.

Overtime Regulations In Kuwait

What Counts As Overtime In Kuwait?

In Kuwait, overtime is generally any work performed by an employee beyond the statutory limit of 8 hours per day or 48 hours per week, or outside the employee’s normal scheduled working hours, when requested or approved by the employer. Overtime can also include work performed on the employee’s weekly rest day or on official public holidays, which attracts higher premium rates.

Overtime must be expressly required or at least clearly accepted by you as the employer – you should not allow informal or unrecorded extra hours. To remain compliant, you should adopt written policies that define when overtime is permitted, how it must be approved, and how it will be recorded and paid. Keeping accurate records of overtime hours and corresponding payments is essential to defend against claims and inspections.

Maximum Overtime In Kuwait

Kuwait’s Labour Law places limits on the amount of overtime you may require from employees. As a general guide, overtime should be exceptional, not routine, and must not be used to circumvent the statutory daily and weekly limits on working time. In practice, you should ensure that total working hours – including overtime – do not become excessive or pose health and safety risks.

When planning staffing, you should forecast peak periods and seasonal demand so that you rely on overtime only when genuinely necessary. Consider using shift work, temporary staff, or staggered schedules to reduce the need for prolonged overtime. Always obtain the employee’s consent where required, and ensure that overtime assignments are distributed fairly to avoid allegations of discrimination or unfair treatment.

Overtime Payout Rates In Kuwait

Overtime in Kuwait must be compensated at premium rates above the employee’s normal wage. For overtime worked on ordinary working days, employees are generally entitled to at least 125 percent of their regular hourly wage. For work performed on the weekly rest day or on official public holidays, the premium is higher – commonly at least 150 percent of the regular wage – and employees may also be entitled to an alternative rest day.

To calculate overtime pay, determine the employee’s basic hourly rate by dividing the monthly wage by the statutory divisor used in Kuwait, then apply the appropriate percentage uplift depending on when the overtime was worked. You should document these calculations and show overtime hours and amounts clearly on payslips. Internal policies should explain the applicable rates, how hours are rounded, and any caps or approval requirements, so employees understand how their overtime compensation is determined.

Rest Periods And Breaks In Kuwait

In Kuwait, employees typically work up to 8 hours per day and 48 hours per week, and rest periods and breaks are designed to protect their health and safety within these limits. You must ensure that employees do not work more than 5 consecutive hours without a break, that they receive adequate daily rest between shifts, and that they enjoy at least one full weekly rest day. Properly structuring breaks and rest periods around standard working hours will help you manage fatigue, reduce accidents, and demonstrate compliance with labour regulations.

• Meal Break Requirements
• Daily Rest
• Weekly Rest
• Minors
• Employer Duties