Labour Law › Termination of Contract
Article 41: Termination of Service
In forceIn simple words
An employer can dismiss you without notice or indemnity for serious faults: causing serious loss, using fraud to get the job, or revealing company secrets. For other faults (a crime against honour or honesty, immoral behaviour at work, assault, breaking the contract, repeatedly disobeying instructions) you can be dismissed but you still get your indemnity. You can always challenge a dismissal in the Labour Court, and if it was unfair you get your indemnity plus compensation.
Example
Dismissed for misconduct
SituationHassan is caught using fake certificates to get his job.
What the law saysFraud to obtain the job is one of the cases where the employer can dismiss without notice or indemnity (Article 41(a)). For the other listed reasons, such as repeatedly disobeying instructions, he can be dismissed but keeps his indemnity. He can challenge any dismissal before the Labour Court.
Names are made up for illustration.
Official text of Article 41
a) The employer may terminate the labourer's service without notice, indemnity or remuneration if the labourer commits one of the following acts:
1. If the labourer commits a fault that resulted in a gross loss to the employer.
2. If it is evident that the labourer has used any fraudulent act or cheating to obtain the work.
3. If the labourer discloses any secrets related to the firm he works for which caused or could have caused certain losses to it.
b) The employer may terminate the labourer in one of the following cases:
1. If the labourer has been convicted of a crime affecting honor, honesty or morality.
2. If he commits an act against the public morals in the place of work.
3. If he commits any assaults upon a fellow worker, the employer or his representative during work or because of work.
4. If he commits a breach of, or fails to carry out any of the obligations imposed on him under the terms of the relevant contract and the provisions of this law.
5. If he repeatedly disobeys the instructions of the employer. In all these cases, the termination decision shall not result in depriving the labourer of his terminal service indemnity.
c) The terminated worker for any of the above cases in this Article shall have the right to appeal the termination decision before the competent Labour Circuit according to the procedures stipulated in this law. If it is evident by virtue of a final court judgment that the employer has terminated the labourer in an arbitrary way, the latter shall be entitled to a terminal service indemnity and compensation for the material and moral damages incurred by him. In all cases, the employer shall inform the Ministry by the termination decision and its causes. The Ministry shall advise the Labour Force Restructuring Program accordingly.
Reference & sources
Kuwait Private Sector Labour Law No. 6 of 2010, Article 41 (Termination of Service), Official Gazette Kuwait Al-Youm, Issue No. 963 (2010). Checked October 2026.
Related articles
- 46 · Non-Discrimination in Termination
- 51 · Terminal Service Indemnity
- 42 · Deemed Resignation
- 43 · Suspension Due to Imprisonment
- 44 · Termination with Notice
- 45 · Leaves
General information, not legal advice. The Arabic text of the law is the official version (Article 29). For your case, contact the Public Authority for Manpower or a lawyer.