Kuwait Work Permit Transfer Rules 2026: Admin Decision 680 and the June 30 Deadline

Last updated: June 2026 · Legal reference: Kuwait Labour Law No. 6 of 2010 · Admin Decision No. 680/2026 · Ministerial Resolution No. 2/2026

Direct Answer

In 2026, Kuwait introduced two significant changes to work permit transfer rules. Admin Decision No. 680/2026 (effective May 23, 2026) allows workers to transfer employers before completing one year if their employer has failed to renew their residency, filed a false absconding report, or violated Kuwait Labour Law on salary or working conditions. Separately, Ministerial Resolution No. 2/2026 opened a temporary transfer window — running May 1 to June 30, 2026 — specifically for workers in five restricted sectors (SMEs, industrial, agricultural, livestock, and fishing) who normally cannot transfer freely. Both rules operate through the Ashal Companies portal and PAM. Your EOSB from your current employer is payable at the point of transfer and is not lost.

June 30, 2026 deadline — restricted sectors only

If you work in an SME, industrial, agricultural, livestock, or fishing company in Kuwait and want to transfer employers, the temporary PAM window under Ministerial Resolution No. 2/2026 closes on June 30, 2026. File before this date. No extension has been announced.

KuwaitWork Permit TransferAdmin Decision 680PAM 2026Ashal PortalLabour Law No. 6/2010Employer Transfer

Kuwait's standard rule is clear: private sector expats must complete at least one year with their current employer before they can transfer their work permit to a new employer. In practice, this rule has trapped workers with employers who withhold salary, threaten absconding reports, or fail to maintain residency — because the law offered no clean way out before the year was up. Two 2026 policy changes have changed that. Admin Decision No. 680/2026 created three specific grounds for early transfer without the one-year waiting period. And for workers in five sectors that are normally locked out of transfers entirely, a separate Ministerial Resolution opened a temporary window that closes June 30, 2026.

Know your EOSB before you transfer

A work permit transfer ends your employment with your current employer — your accrued EOSB becomes payable at that point. Calculate your entitlement so you know exactly what to claim.

Open Kuwait EOSB Calculator →

How work permit transfers normally work in Kuwait

Under Kuwait Labour Law No. 6 of 2010, a private sector worker on an Article 18 (work) visa can transfer their work permit to a new employer subject to two primary conditions: they have completed at least one year of continuous employment with the current employer, and the current employer has issued a release letter or no-objection certificate. PAM then processes the transfer through the Ashal Companies portal.

In practice, the one-year rule and the employer-consent requirement gave employers significant leverage. A worker who wanted to leave before completing one year — or whose employer refused to issue a release — was legally stuck: they could not transfer without consent, and departing without a release risked absconding classification, GCC blacklisting, and loss of EOSB. The 2026 changes address both of these pressure points.

Standard transfer — requirements

  • · Minimum 1 year completed with current employer
  • · Current employer release letter or no-objection
  • · New employer's commercial registration and offer letter
  • · Application via Ashal Companies portal
  • · Valid Civil ID and unexpired work permit

2026 early transfer — new exceptions

  • · Employer failed to renew residency permit
  • · Employer filed a false absconding report
  • · Employer violated Art. 48 (salary) or Art. 50 (conditions)
  • · Available via Admin Decision No. 680/2026
  • · Does NOT require employer consent

Admin Decision No. 680/2026: the three early-transfer exceptions

PAM issued Admin Decision No. 680 on May 23, 2026. It modifies the standard one-year transfer rule by creating three grounds under which an employee can apply to transfer employers before completing twelve months of service — and without requiring the current employer's consent. The three grounds are:

Admin Decision 680/2026 — three grounds for early transfer

1

Employer failed to renew residency permit

If your employer has not renewed your residency (work permit / Civil ID) and this failure is not caused by your own non-cooperation, you can apply for an early transfer. This covers situations where the employer is neglecting their legal obligation to maintain your valid residency status. Evidence: your expired Civil ID, payslips showing continued employment, and any HR correspondence.

2

Employer filed a false absconding report

If your employer has filed an Article 18 absconding report against you despite the fact that you have been present in Kuwait and available for work — typically used as retaliation for a salary complaint or to avoid paying EOSB — you can challenge the report and simultaneously apply for an early transfer citing this ground. Evidence: screenshots of your continued presence (Sahel app check-ins, accommodation records, bank activity in Kuwait) and your PAM complaint reference number against the absconding claim.

3

Employer violated Article 48 or Article 50 of Kuwait Labour Law

Article 48 requires employers to pay salaries on time and in full. Article 50 covers the employer's obligation to provide the agreed working conditions and not to unilaterally change them to the worker's detriment. If your employer has been withholding salary, making illegal deductions, or materially changing your job conditions (hours, duties, location) without consent, this constitutes a violation of Articles 48 or 50 — and is grounds for an early transfer under Decision 680/2026. Evidence: salary slips or bank records showing non-payment or underpayment, a written job description vs current role, or a PAM complaint reference number.

In all three cases, the application is filed through PAM (not directly through Ashal as an employer-initiated action). PAM verifies the grounds and processes the transfer approval. Employer consent is not required when grounds are established.

The practical significance of Admin Decision 680/2026 is that it removes the employer's veto power in situations where the employer is the party at fault. Before this decision, a worker whose employer withheld salary could theoretically file a PAM complaint — but was still stuck waiting out the one-year period or leaving Kuwait without proper process. The decision closes that gap by making employer misconduct itself a transfer trigger.

Ministerial Resolution No. 2/2026: the June 30 restricted-sector window

Separately from Admin Decision 680, PAM issued Ministerial Resolution No. 2 of 2026 to open a temporary transfer window for workers in five sectors that are normally subject to special transfer restrictions: small and medium enterprises (SMEs), industrial, agricultural, livestock, and fishing companies. These sectors have historically been restricted because Kuwait labour policy aims to maintain workforce stability in economically sensitive industries.

The window runs from May 1 to June 30, 2026. During this period, workers in these five sectors can apply for a work permit transfer to a new employer — even if they have not completed one year of service — provided the current employer approves the transfer. Unlike the Admin Decision 680 exceptions, employer consent is still required for this window. The application is processed through the Ashal Companies portal.

June 30 window — at a glance

Who it applies toWorkers in SME, industrial, agricultural, livestock, and fishing sector companies in Kuwait
Window datesMay 1, 2026 — June 30, 2026
Employer consentRequired — this window does not waive the employer approval requirement
Application routeAshal Companies portal — employer initiates or approves the transfer request
Extension statusNo extension announced as of June 2026. File before June 30 — do not assume it will renew.

If you are in one of these five sectors and your employer is willing to release you, this window is your opportunity to make the move without waiting for the standard one-year threshold. If your employer will not release you and you have grounds under Admin Decision 680 (employer misconduct), you can use that route in parallel — the two mechanisms are not mutually exclusive. Discuss both options with your new prospective employer and with PAM before the window closes.

What happens to your EOSB when you transfer employers

A work permit transfer is, legally, the end of your employment with your current employer and the beginning of employment with a new one. Your EOSB entitlement — calculated under Article 51 of Kuwait Labour Law No. 6 of 2010 — crystallises at the point of transfer and becomes payable by your current employer. You do not carry EOSB forward to your new employer; each employer pays separately for the years served with them.

EOSB on transfer — rate depends on how the employment ends

Transfer with employer release (mutual agreement)
Treated as resignation — Article 53 sliding scale applies. Under 3 years: no EOSB. 3–5 years: 50% of full entitlement. 5–10 years: 75%. 10+ years: 100%.
Transfer under Admin Decision 680/2026 (employer misconduct)
Treated as termination without cause — full Article 51 rates apply regardless of years served. 1–5 years: 1 month basic per year. 6–10 years: 1.5 months per year. 11+: 2 months per year. Cap: 18 months basic salary total.
Under 1 year (restricted sector window)
If less than one year has been completed, EOSB entitlement is typically zero under Article 51 unless a contractual arrangement exists. However, if the transfer is being used to escape an employer violating Articles 48 or 50, you may have a separate claim for salary arrears that is worth pursuing alongside the transfer.

Use the Kuwait EOSB Calculator to get your exact figure before the transfer, and the Smart Resignation Planner to check whether timing your transfer makes a meaningful difference to your payout.

The key practical point: if you are transferring under Admin Decision 680/2026 because your employer has violated the law, you should be claiming full termination-rate EOSB — not accepting a reduced resignation-rate settlement. Many workers accept whatever HR offers because they are focused on completing the transfer. Know your entitlement before you sign anything. Use the Kuwait Final Settlement Checklist to verify every component.

How to apply for a work permit transfer in Kuwait: step by step

The process differs depending on whether you are using the standard route, the Admin Decision 680/2026 exception, or the Ministerial Resolution No. 2/2026 window. The common thread across all three is that the Ashal Companies portal is the system through which transfers are processed — either by the employer or through a PAM-initiated action.

Standard transfer — step by step (1 year completed, employer agreeable)

Step 1Agree terms with new employer and obtain a formal offer letter specifying your new position, salary, and start date.
Step 2Request a release letter (or no-objection certificate) from your current employer. Confirm in writing — email or WhatsApp — that they agree to release you and will process the transfer via Ashal.
Step 3Calculate and agree your final settlement (EOSB + unused annual leave + any salary arrears) with your current employer before the transfer is completed. Get the amount in writing.
Step 4New employer initiates the transfer request through Ashal. Current employer approves it on their side of the portal. PAM processes the work permit transfer.
Step 5Once PAM confirms the transfer, your new employer registers your residency under their sponsorship. Update your Civil ID records. Confirm receipt of your final settlement from the previous employer within the Article 52 window (10 days from last working day).

Admin Decision 680/2026 exception — step by step (employer misconduct, no consent)

Step 1Document the employer violation clearly: salary slips showing non-payment, bank records, HR communications, the absconding report number (if applicable), or evidence of changed working conditions. More documentation is better — PAM needs to verify the grounds.
Step 2File a PAM complaint against your employer citing the specific violation (salary non-payment under Art. 48, working condition violation under Art. 50, or false absconding). Get your PAM complaint reference number — this is key evidence for the transfer application.
Step 3Separately, apply for an employer transfer at PAM, citing Admin Decision No. 680/2026 and your complaint reference number. Bring: Civil ID, work contract, new employer offer letter, new employer commercial registration, and all documentation of the violation.
Step 4PAM will verify your grounds and process the transfer without requiring your current employer's approval. This may take several working days while PAM contacts your current employer to notify them (not to seek consent).
Step 5Simultaneously pursue your EOSB and salary arrears claim through PAM — this runs on a separate track from the transfer. Do not sign any settlement waiver from your current employer until you have calculated your full entitlement at termination rates.

Notice periods and work permit transfers

When you transfer employers with your current employer's agreement, the notice period is usually negotiated as part of the release arrangement — many employers waive it entirely in exchange for a clean handover. When the transfer is employer-consent-free under Admin Decision 680/2026, your notice period obligation may also be effectively waived because the employer's own misconduct is the trigger for departure.

If you have not qualified under Admin Decision 680 and are still in your first year without employer consent, your contractual notice period remains legally binding under Article 44 of Kuwait Labour Law. The notice period for most private sector workers is one month (for those with one to five years' service) or three months (for those with five or more years' service). An employer who agrees to a transfer waives the notice period by action — get this in writing. Use the Notice Period Calculator to check what notice applies in your specific situation, and the Notice Period Waiver guide to understand what the waiver means for your pay.

Restricted sectors: why these five sectors are different

Kuwait's labour policy has historically restricted free movement of workers out of sectors deemed economically critical or where replacing skilled workers is difficult: agricultural work, livestock management, fishing, and industrial manufacturing fall into this category. Small and medium enterprises are included because frequent turnover in SMEs was seen as disruptive to Kuwait's private sector development goals.

The practical effect of these restrictions is that workers in these five sectors face harder barriers to transferring: even after completing one year, they may require additional approvals from sector-specific ministries or PAM committees. The temporary June 30 window under Ministerial Resolution No. 2/2026 temporarily relaxes these extra barriers — workers in these sectors can use the standard Ashal transfer mechanism during the window, with employer approval, without navigating the additional sector-specific approval layers.

Domestic workers on visa 20 are not covered by this window or by the standard Article 18 transfer rules — domestic worker transfers operate under a completely separate regulatory framework managed by the Ministry of Interior. If you are a domestic worker seeking a transfer, see the Kuwait Domestic Worker EOSB guide for the rules specific to your category.

What to do if your employer refuses to agree to a transfer

An employer who refuses a transfer request after the one-year threshold has been met, without a legitimate legal reason, may be in violation of Article 44 of Kuwait Labour Law — which grants employees the right to resign with proper notice. A refusal to release combined with salary non-payment or working condition violations creates the grounds for an Admin Decision 680/2026 application without consent.

Document the refusal in writing. Ask your employer via email or WhatsApp whether they will issue a release letter — their written refusal or silence becomes part of your PAM file. If you have already completed your notice period and the employer is still refusing to process the Ashal transfer, file with PAM citing the employer's obstruction. PAM can compel the employer to process a lawful transfer.

Note that an employer using the refusal to transfer as leverage to pressure you into a reduced settlement is a separate labour violation — similar to the exit permit coercion situation. See the guide on exit permit refusal and employer coercion for how PAM handles these linked situations.

Frequently asked questions

Can I transfer employers in Kuwait before completing one year?

Under normal Kuwait Labour Law rules, a work permit transfer requires the employee to complete at least one year with their current employer. However, Admin Decision No. 680 of 2026 (effective May 23, 2026) created exceptions that allow early transfer before the one-year mark in specific situations: if the employer has failed to renew the employee's residency permit, if the employer has filed a false absconding report, or if the employer has violated Articles 48 or 50 of Kuwait Labour Law No. 6 of 2010 (covering salary payment and working conditions obligations). These exceptions require supporting documentation and must be processed through PAM.

What is the temporary transfer window for restricted sectors in Kuwait 2026?

Ministerial Resolution No. 2 of 2026 opened a temporary transfer window running from May 1 to June 30, 2026, specifically for workers in five sectors that are normally restricted from inter-employer transfers: small and medium enterprises (SMEs), industrial, agricultural, livestock, and fishing. During this window, workers in these five sectors can apply for a work permit transfer to a new employer with the current employer's approval, even if they have not yet completed one year of service. The application must be filed through the Ashal Companies portal. This window closes June 30, 2026.

What is Admin Decision No. 680 of 2026?

Admin Decision No. 680 of 2026, issued by the Public Authority for Manpower (PAM) on May 23, 2026, modified the existing work permit transfer rules in Kuwait by creating three new grounds for early transfer before the standard one-year minimum. The three grounds are: (1) the employer failed to renew the employee's residency permit, (2) the employer filed a false absconding report against the employee, and (3) the employer violated Articles 48 or 50 of Kuwait Labour Law No. 6 of 2010, which cover salary payment obligations and employment conditions. Workers relying on these exceptions must document the employer violation and file through PAM.

Does transferring employers in Kuwait affect my EOSB?

A work permit transfer ends your employment relationship with your current employer and starts a new one with the new employer. Your EOSB entitlement from your current employer — calculated under Article 51 of Kuwait Labour Law No. 6 of 2010 based on your years of service and the reason your employment ended — becomes payable at the point of transfer. You do not lose EOSB by transferring; you receive what you have accrued with Employer A before starting a fresh accrual with Employer B. If you transfer under the early-transfer exceptions (employer misconduct), you are treated as effectively terminated without cause, which means you receive full EOSB at the termination rates — not the reduced resignation rates under Article 53.

Which sectors are restricted from work permit transfers in Kuwait?

Kuwait's work permit transfer system places restrictions on transfers within and out of certain sectors. The five sectors covered by the 2026 temporary window (Ministerial Resolution No. 2 of 2026) — SMEs, industrial, agricultural, livestock, and fishing — are normally subject to restrictions that limit when transfers can be approved. Outside the June 30 window, workers in these sectors face stricter requirements. Domestic workers (visa 20) operate under a completely separate framework and are not covered by the standard Article 18 transfer rules. Commercial and professional sector workers generally face fewer transfer restrictions once the one-year threshold is met.

What documents do I need to transfer my work permit in Kuwait in 2026?

For a standard work permit transfer in Kuwait (after one year, with current employer approval): your current work permit, Civil ID, employment contract with the new employer, and the new employer's commercial registration. For transfers under Admin Decision No. 680 of 2026 (early transfer due to employer misconduct): all of the above plus documentation of the employer violation — for salary non-payment, salary slips or bank records showing the gap; for false absconding, a copy of the absconding report and evidence it is false; for working condition violations, any written records, PAM complaint reference number, or witness statements. All applications go through the Ashal Companies portal.

Do I need my current employer's approval to transfer my work permit?

For standard transfers after one year: yes, the current employer's approval (a release letter or no-objection) is typically required unless the employee can demonstrate employer fault. For transfers under Admin Decision No. 680 of 2026 due to employer misconduct: no — the entire point of the exception is that it allows transfer without employer consent when the employer has committed a violation. PAM makes the determination on whether the documented grounds are sufficient to waive the consent requirement. For the May 1 to June 30 restricted-sector window under Ministerial Resolution No. 2 of 2026: employer approval is still required.

What happens to my notice period obligation when I transfer employers in Kuwait?

If you transfer with your employer's approval and a release letter, the notice period is typically waived or negotiated as part of the release arrangement. If you transfer under the Admin Decision No. 680/2026 employer-misconduct exception, your notice period obligation may also be waived because the grounds for early transfer effectively constitute a constructive termination triggered by the employer. If you are attempting to transfer without a release and without qualifying under the exceptions, you remain bound by your contractual notice period — typically 1 to 3 months under Article 44 of Kuwait Labour Law No. 6 of 2010 depending on your years of service. See the Kuwait Notice Period Calculator for your specific entitlement.

Can I transfer if my employer has filed an absconding report against me?

A false absconding report is one of the three explicit grounds for early transfer under Admin Decision No. 680 of 2026. If your employer has filed an absconding report that you believe to be false — for example, you are still present in Kuwait, have been attending work, and the report appears to be retaliation for a salary dispute or labour complaint — you can file a PAM complaint to challenge the report and simultaneously apply for an employer transfer using the false-absconding exception. PAM will investigate the absconding claim as part of the transfer application. Do not attempt to depart Kuwait while an absconding report is pending — this will trigger real immigration consequences.

Is the June 30, 2026 transfer window extension expected?

As of June 2026, no official announcement of an extension to the Ministerial Resolution No. 2 of 2026 temporary transfer window beyond June 30 has been confirmed. Workers in restricted sectors who want to use this window — SMEs, industrial, agricultural, livestock, fishing — should file before the June 30 deadline. PAM has historically renewed or modified transfer windows on a case-by-case basis, but there is no guarantee. Check the PAM official portal or contact PAM directly in the days leading up to June 30 for any last-minute announcements.

Key Takeaways

  • ✓ Admin Decision No. 680/2026 allows early transfer before 1 year if employer failed residency renewal, filed false absconding, or violated Arts. 48/50
  • ✓ June 30, 2026 deadline: restricted sector workers (SME, industrial, agricultural, livestock, fishing) can transfer with employer consent during the temporary window
  • ✓ Admin Decision 680 transfers do NOT require employer consent — PAM processes them directly when grounds are documented
  • ✓ EOSB from your current employer is payable at transfer — you do not lose it by moving
  • ✓ If transferring under employer misconduct exception, your EOSB is calculated at full termination rates — not reduced resignation rates
  • ✓ Document everything: salary slips, HR messages, the absconding report number, PAM complaint reference. More documentation = faster PAM processing
  • ✓ Domestic workers (visa 20) are not covered by these rules — they operate under a separate Ministry of Interior framework
  • ✓ Do not sign any settlement waiver until you have calculated your full entitlement — know your number before the transfer completes

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Fathima Karama is a Kuwait-based employment lawyer who handles work permit transfer disputes, employer misconduct claims, and EOSB recovery on transfer. If your employer is blocking your transfer or you need guidance on Admin Decision 680/2026 grounds, she can advise via WhatsApp.

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Reviewed against Kuwait Labour Law No. 6 of 2010 — June 2026. References: Admin Decision No. 680/2026 (PAM, May 23, 2026); Ministerial Resolution No. 2/2026 (PAM, effective May 1, 2026). This guide is for informational purposes only and does not constitute legal advice.