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Paid Maternity Leave: The Basics
Under Article 24 of Kuwait Labour Law No. 6 of 2010, a pregnant employee is entitled to 70 days of fully paid maternity leave for childbirth. Key points to understand:
- The leave is paid at full salary
- It is separate from your annual leave — it does not reduce your other leave entitlements
- The birth must occur within the 70-day leave period for the entitlement to apply
- You do not need to split the leave before and after birth in a specific way unless otherwise agreed
This is one of the more generous maternity provisions in the Gulf region, and it applies to all female private sector employees regardless of nationality.
Unpaid Childcare Leave
After your paid maternity leave ends, Article 24 also gives your employer the option to grant you additional unpaid leave of up to four months for childcare purposes — but only at your request. Note that:
- This additional leave is not automatic — your employer must agree to grant it
- It is without pay
- It is intended for the care of a newborn or young child
If you anticipate needing extended time off after your paid maternity leave, raise this with your employer in advance and get any agreement in writing.
Protection Against Dismissal
One of the strongest protections in Article 24 is the explicit rule that:
An employer cannot terminate a female employee's employment while she is on maternity leave.
Any notice of termination issued during maternity leave is legally invalid under Kuwait law. If you receive a dismissal notice while on maternity leave, you should immediately seek advice from the General Authority for Manpower and consider consulting a Kuwait-based employment lawyer.
Breastfeeding Breaks
Under Article 25, working mothers are entitled to two hours per day for breastfeeding during work hours. The specific conditions and timing of these breaks are set by ministerial decision. Practically, this means:
- Your employer must accommodate breastfeeding time during your working day
- These hours are not deducted from your salary
- Confirm the exact schedule and arrangements with your HR department, referencing the relevant ministerial guidelines
Employer Obligations: On-Site Childcare
Article 25 also places a direct obligation on larger employers. If your workplace has:
- More than 50 female employees, OR
- More than 200 total employees
...then your employer is legally required to establish on-site childcare facilities for children under the age of 4.
This is an important benefit for working mothers with young children. If your employer meets the staff threshold but does not provide a nursery or crèche, they may be in breach of the law.
Night Work Protections
As noted in our broader worker rights guide, Article 22 prohibits requiring women to work between 10:00 PM and 7:00 AM unless the employer operates in an exempt sector (such as healthcare). This protection continues to apply during and after pregnancy. Employers in exempt sectors must still provide security measures and transport for female night-shift workers.
Prohibited Work for Women
Under Article 23, women cannot be assigned to:
- Physically dangerous or strenuous jobs
- Work that is harmful to health
- Work considered morally inappropriate under Kuwait law
- Establishments that exclusively serve men
These restrictions apply regardless of whether you are pregnant or not.
Practical Checklist for Pregnant Expat Workers in Kuwait
- Notify your employer in writing as soon as you wish to begin maternity leave and keep a record of the notification date.
- Confirm in writing that your maternity leave will not be deducted from your annual leave balance.
- Discuss extended childcare leave with your employer in advance if you need more than 70 days.
- If your workplace qualifies under the 50-female-employee rule, ask HR about childcare facilities.
- Document any dismissal notice received during maternity leave and report it to the General Authority for Manpower immediately.
- Arrange your breastfeeding break schedule with your manager before returning to work.
Key Takeaway
Kuwait's labour law provides strong, enforceable rights for pregnant workers and new mothers. As an expat, understanding these rights before your due date ensures you can exercise them confidently and without disruption to your employment.