Termination and Notice Period
Written in plain language for general understanding. This is educational content, not legal advice. Based on Bahraini national legislation, decree-laws, and ministerial orders.
Bahraini National Law
What is this right?
Bahrain's Labour Law sets rules for how employment can be ended and what notice is required:
- Notice period: Either party must give at least 30 days' written notice before ending an indefinite contract. Fixed-term contracts end on their expiry date.
- Pay in lieu of notice: If the employer (or employee) does not give the required notice, they must pay the other party an amount equal to the wages for the notice period.
- Unfair dismissal: Termination is considered unfair if it is based on the worker filing a complaint, gender, religion, or union membership. Unfair dismissal entitles you to compensation in addition to your end-of-service benefits.
- Summary dismissal: An employer can terminate without notice only for gross misconduct listed in Article 113 (fraud, assault, serious safety violations, etc.).
- Probation: During the probation period (maximum 3 months), either party can terminate with 1 day's notice.
When does it apply?
- You are being terminated or asked to resign from a private-sector job.
- You want to resign and need to know the required notice period.
- You believe your dismissal was unfair or discriminatory.
- You are in your probation period and face termination.
What should you do?
- Get the termination in writing — request a formal termination letter stating the reason and effective date.
- If terminated without notice, claim payment in lieu equal to 30 days' wages.
- If you believe the dismissal was unfair, file a complaint with the Ministry of Labour within 1 year.
- Ensure you receive your end-of-service indemnity, unused leave pay, and final salary.
What should you NOT do?
- Do not walk out without notice — you may owe your employer compensation for the notice period.
- Do not sign a resignation letter you did not write — some employers try to convert a termination into a voluntary resignation.
- Do not accept verbal dismissal — insist on written documentation for your records.
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