Bahrain sick leave is a 55-day annual entitlement structured across three tiers: 15 days at full pay, 20 days at three-quarters pay, and 20 days at half pay. The structure is set by the Bahrain Labour Law (Law No. 36 of 2012, as amended), and the employer must follow the tiers sequentially. Bahrain’s sick-leave structure is shorter than the 90-day frameworks in Kuwait and Oman, but the paid tiers are more generous proportionally.

This guide covers Bahrain sick leave in 2026: the 55-day structure, the tier progression, the two-month waiting period, the Social Insurance Organisation interaction, and the medical certificate requirements.

Key takeaways

  • Bahrain sick leave is 55 days per year, structured as 15 days full pay, 20 days three-quarters pay, and 20 days half pay (article 110, Bahrain Labour Law No. 36 of 2012).
  • The employee must have completed two months of continuous service before qualifying for paid sick leave.
  • The 55-day entitlement resets each calendar year.
  • The Social Insurance Organisation (SIO) provides partial reimbursement for Bahraini employees during the paid portion of sick leave.
  • An employer cannot terminate an employee during sick leave except for serious misconduct.

The 55-day sick leave structure

The Bahrain Labour Law provides a structured sick-leave entitlement under article 110. The tiers are:

Tier Duration Pay rate
First tier 15 days Full salary
Second tier 20 days 75% of salary
Third tier 20 days 50% of salary
Total 55 days Graduated

The tiers are sequential and compulsory. The employee cannot choose which tier to use or skip tiers. The progression is automatic: full pay for 15 days, 75% for 20 days, and 50% for 20 days.

Unlike Kuwait and Oman, Bahrain does not include an unpaid tier within the statutory 55-day entitlement. After the 55 days are exhausted, the employee has no further statutory sick-leave entitlement for that year — any further absence is unpaid unless the employment contract provides otherwise.

The 55-day entitlement resets each calendar year (1 January to 31 December). Unused days do not carry forward.

The two-month waiting period

Under article 110, the employee must have completed two months of continuous service before becoming entitled to paid sick leave. During the first two months, any absence due to illness is unpaid unless the employment contract provides otherwise.

The two-month period is shorter than the three-month waiting periods in Kuwait and Oman. This is a meaningful difference for employers in Bahrain — new employees reach paid sick-leave eligibility sooner.

Social Insurance Organisation coordination

Bahrain’s social insurance system — managed by the Social Insurance Organisation (SIO) — interacts with sick leave for Bahraini employees:

Bahraini employees

For Bahraini employees, the employer continues to make social insurance contributions during the paid portion of the sick leave. The SIO may reimburse the employer for a portion of the salary paid during sick leave, depending on the employee’s contribution history and the applicable SIO rules.

Non-Bahraini employees

For non-Bahraini employees, there is no SIO reimbursement. The employer bears the full cost of the paid sick-leave tiers.

This distinction is significant for employers with mixed workforces. The cost of a Bahraini employee’s sick leave is partially offset by SIO; the cost of a non-Bahraini employee’s sick leave is entirely the employer’s.

Medical certificate requirements

The employee must provide a medical certificate from a registered medical practitioner to qualify for sick leave. The certificate must state:

  • The dates of incapacity (start and end).
  • That the employee is unable to perform their duties.
  • The name and registration number of the issuing practitioner.

The employer may require the certificate to be issued by a medical practitioner approved by the Ministry of Health or the employer’s designated clinic. The employee should deliver the certificate within 24 hours of the start of the absence, though some employers allow up to 48 hours.

Termination during sick leave

An employer cannot terminate an employee during the 55-day sick-leave period except for serious misconduct. The employer must wait until the sick leave expires before initiating termination.

If the employee exhausts the 55 days and cannot return to work, the employer may terminate the contract following the standard notice and end-of-service benefit procedures.

Employer obligations

Bahraini employers have five core obligations:

  1. Apply the tier structure in the correct order — full, three-quarters, half — for each qualifying absence.
  2. Apply the two-month waiting period for new employees before sick-leave entitlement begins.
  3. Continue social insurance contributions during the paid portion of the sick leave for Bahraini employees.
  4. Respect the termination protections during the 55-day sick-leave period.
  5. Maintain records of all sick-leave absences for SIO audit and labour inspection purposes.

Common pitfalls

1. Confusing the 55-day entitlement with 90-day GCC frameworks

Bahrain’s sick-leave entitlement is 55 days, not 90. Applying the Kuwait or Oman structure to a Bahraini employee overstates the entitlement.

2. Assuming an unpaid tier exists

Bahrain’s statutory sick leave does not include an unpaid tier within the 55 days. All 55 days are paid at varying rates. After 55 days, the absence is simply unpaid.

3. Not tracking the two-month waiting period

The two-month waiting period is shorter than the three-month periods in other GCC countries. Missing this distinction means the employer may grant paid sick leave before the employee is entitled to it.

4. Terminating during sick leave

The prohibition is absolute. An employer who terminates an employee during the 55-day sick-leave period without a serious-misconduct basis faces a wrongful dismissal claim.

For more context, see our guide to types of leave, the overview of absence management, and our guide to GCC leave laws.

Frequently asked questions

How many sick days can an employee take in Bahrain?

An employee is entitled to 55 days of sick leave per calendar year, structured as 15 days full pay, 20 days three-quarters pay, and 20 days half pay. The employee must have completed two months of continuous service to qualify.

What happens after 55 days of sick leave?

If the employee cannot return to work after 55 days, the absence is unpaid unless the employment contract provides otherwise. The employer may terminate the contract following standard notice and end-of-service benefit procedures.

Does sick leave reset each year in Bahrain?

Yes. The 55-day entitlement resets on 1 January each year. Unused days do not carry forward.

Does social security cover sick leave in Bahrain?

For Bahraini employees, the SIO may reimburse the employer for a portion of the salary paid during sick leave. For non-Bahraini employees, there is no reimbursement.

Is there an unpaid tier within the 55 days?

No. All 55 days are paid at varying rates — full pay, three-quarters pay, or half pay. After 55 days, the absence is unpaid.

Putting it into practice

Five steps cover most Bahrain sick leave compliance:

  1. Build the tier structure (15-20-20) into payroll so the tier transitions are automatic.
  2. Track the 55-day annual entitlement per employee, resetting on 1 January each year.
  3. Separate the sick-leave cost for Bahraini and non-Bahraini employees to manage SIO reimbursement claims.
  4. Set a 24-hour medical certificate delivery deadline in the sick-leave policy.
  5. Flag the 55-day sick-leave window on the employee record to prevent premature terminations.
You can take advantage of the free 14 days trial and explore Leave Balance.

A leave management system that applies the 55-day tier structure automatically, tracks the two-month waiting period, and separates Bahraini and non-Bahraini social insurance coordination keeps Bahraini compliance straightforward.

Sources

Last updated: 26 July 2026. This article is general information, not legal advice. Bahrain labour law and SIO rules change — confirm current entitlements with the Ministry of Labour and Social Development.