Employing Juveniles and Apprentices in Kuwait’s Private Sector

Families often ask whether a teenager can take a summer job in Kuwait, and employers in retail, hospitality and workshops ask what they must do before hiring someone under eighteen or taking on a young apprentice. Kuwait’s Labour Law in the Private Sector answers these questions in a short but strict chapter on the employment of juveniles, together with the rules on vocational apprenticeship and training. The rules are protective: they set a minimum working age, require prior approval from the competent ministry, restrict the type of work and the hours, and require regular medical checks. This guide explains those rules in plain English, what an employer must have in place, what the young worker and the family should check, and how the apprenticeship rules affect a trainee who leaves early. It is a practical summary of the Arabic text of the law, not an official translation.

The Minimum Working Age

The starting point is a clear prohibition. Article 19 of the Labour Law forbids the employment of anyone under fifteen years of age, counted in Gregorian years. There is no exception in the Labour Law for family businesses, part-time work or short summer jobs: if the young person has not reached fifteen, the employer may not engage them as a worker.

Between fifteen and eighteen, the law treats the worker as a juvenile. Employment in this age band is allowed, but only on the conditions described below. Once the worker turns eighteen, the general rules of the Labour Law apply in full. For an overview of those general rules, see our guide to Kuwaiti labour law rights and obligations.

Conditions for Employing a Juvenile Aged 15 to 18

Under Article 20, a juvenile aged fifteen to eighteen may be employed only with the permission of the ministry responsible for labour, and only if two further conditions are met:

1. No hazardous or unhealthy work. The juvenile may not be employed in industries or occupations that are dangerous or harmful to health. The specific list of such industries and occupations is set by a ministerial decision, so an employer must check the current decision before assigning tasks.
2. Medical examination before and during employment. The juvenile must be medically examined before starting work, and then periodically at intervals not exceeding six months. The minister issues a decision setting the procedures and timing of these periodic checks.

In practice, this means an employer should keep three things on file for every juvenile worker: the ministry’s permission, the pre-employment medical report, and the record of each periodic examination. Missing any of them puts the employer in breach of the law, even if the job itself is light and safe.

Working Hours and Rest for Juveniles

Article 21 sets working-time limits that are much tighter than those for adult workers:

• Daily maximum: a juvenile may work no more than six hours a day.
• Consecutive hours: the juvenile may not work more than four hours in a row, and each such stretch must be followed by a rest break of at least one hour.
• No overtime: juveniles may not be asked to work additional hours, even with extra pay and even if they agree.
• No work on rest days and holidays: juveniles may not work on the weekly rest day or on official public holidays.
• No night work: juveniles may not be employed between seven in the evening and six in the morning.

These limits are absolute. A contract clause or a written consent from the young worker or a parent cannot override them. Employers used to scheduling adult staff on long shifts, as explained in our article on overtime pay and working hours, need a separate rota for juveniles, especially in shops and restaurants that open in the evening.

Vocational Apprentices

Article 12 defines a vocational apprentice as a person who has completed fifteen years of age and contracts with an establishment in order to learn a trade over a fixed period, on terms agreed between them. Two practical consequences follow:

• The same minimum age applies. Nobody under fifteen can be taken on as an apprentice.
• Juvenile protections apply to apprentices. Where the apprenticeship provisions do not contain a specific rule, the law applies the rules on the employment of juveniles. So an apprentice aged fifteen to seventeen benefits from the same limits on hazardous work, hours, night work and medical checks described above.

The apprenticeship contract should state the trade being learned, the length of the training period, and the agreed terms. A clear written contract avoids later disputes about whether the young person was a trainee or an ordinary worker.

The Obligation to Work After Training

Training costs the employer time and money, so Article 18 protects that investment. A vocational apprentice or trainee worker who completes the training must work for the same employer for a period equal to the length of the apprenticeship or training, up to a maximum of five years.

If the apprentice or trainee breaches this obligation and leaves early, the employer may recover the expenses it actually incurred on the training, in proportion to the part of the required service period that remains. For example, if the required period is two years and the trainee leaves after one year, the employer may claim a proportionate share of the training costs corresponding to the remaining year, not the full amount. The employer should therefore keep clear records of what the training actually cost.

Practical Checklist

For employers:

• Verify the worker’s date of birth from official identification before hiring.
• Obtain the ministry’s permission before a juvenile starts work.
• Check the ministerial list of hazardous and unhealthy occupations against the actual tasks.
• Arrange the pre-employment medical examination and diarise the periodic checks.
• Prepare a separate schedule that respects the six-hour day, the rest break, and the ban on overtime, holidays and night work.
• For apprentices and trainees, sign a written contract and keep a record of training costs.

For young workers and families:

• Ask to see the ministry’s permission and keep a copy of the employment or apprenticeship contract.
• Keep a note of actual working hours, especially any evening work.
• Before signing a training agreement, understand the post-training service period and the proportional repayment rule.

Women workers have separate protections in the same part of the law, covered in our article on maternity leave and women’s rights at work.

Frequently Asked Questions

Can a 14-year-old work in a family shop during the summer in Kuwait?

No. The Labour Law prohibits employing anyone under fifteen, and it does not contain an exception for summer work or family businesses.

Can a 16-year-old work an evening shift in a restaurant?

Not after seven in the evening. Juveniles may not work between seven in the evening and six in the morning, and their working day is limited to six hours, with a one-hour break after no more than four consecutive hours.

Can a juvenile agree to work overtime for extra pay?

No. The law prohibits overtime for juveniles, and the prohibition cannot be waived by the worker’s or a parent’s consent.

Does a trainee who leaves early have to repay all training costs?

No. The employer may recover only the training expenses it incurred, in proportion to the part of the required post-training service period that remains unserved.

This article provides general legal information about Kuwaiti law and does not replace advice on the facts of a specific case. If you are an employer setting up a youth employment or apprenticeship programme, or a family with a question about a young worker’s rights, you can book a consultation with the office of lawyer Meshari Obaid Alenezi or call +965 2220 4490.