Bahrain Allows Expats to Work for Other Employers for 90 Days

ISLAMABAD: (News Desk) – Bahrain has introduced a regulatory change allowing eligible foreign workers to take up temporary assignments with another employer for up to 90 days without transferring their existing work permits. The Labour Market Regulatory Authority (LMRA) said the move is intended to give businesses greater flexibility in meeting short-term staffing requirements.

The decision was issued on September 22 and publicly announced by the LMRA on September 28. Immigration law firm Fragomen later published an alert on October 6 explaining the potential implications for employers and expatriate employees.

Under the revised framework, businesses can temporarily engage eligible foreign workers who are already employed in Bahrain, subject to regulatory approval and specific conditions. Previously, such arrangements involving a separate employer were not permitted under the applicable rules.

What Are the New Rules for Expatriate Workers?

Foreign employees may work temporarily for another employer for a period of up to three months without transferring their existing work permits. However, their permits must remain valid throughout the assignment.

The arrangement requires approval from the LMRA, written consent from the employee and agreement from both the current and prospective employers. Applications must be submitted through the authority’s Expat Management System (EMS), and approved assignments must be recorded in its official system.

The updated rules also cover certain temporary placements at other establishments owned by the same employer or affiliated with the same corporate group. These arrangements must satisfy the relevant registration requirements and comply with Bahrainisation rules.

Why Has Bahrain Introduced the Change?

LMRA Chief Executive Nibras Talib said the reform aims to balance private-sector staffing needs with the government’s policy of prioritising Bahraini citizens in the labour market.

In its September 28 announcement, the authority highlighted the benefits of allowing companies to deploy eligible foreign workers temporarily across establishments owned by the same business or linked corporate groups, provided the applicable Bahrainisation requirements are maintained.

The LMRA also said that formally recording temporary assignments would strengthen oversight, improve monitoring and help prevent irregular employment practices. The regulatory framework is intended to ensure that short-term placements remain within approved limits.

Bahrain Chamber Welcomes the Reform

Bahrain Chamber Chairman Nabeel Kanoo welcomed the change, describing it as a positive development in adapting labour market regulations to private-sector needs and evolving business conditions.

In a statement issued on September 27, Kanoo said the additional flexibility could help companies respond more efficiently to operational demands and make better use of workers already available in the country.

The mechanism could also reduce the need for fresh recruitment procedures when businesses can meet temporary staffing requirements through eligible expatriates already working in Bahrain.

What Does the Change Mean for Businesses and Expats?

For employers, the reform offers a potential solution to temporary staffing shortages, seasonal demand and short-term increases in workload. Companies may be able to engage workers employed elsewhere in Bahrain instead of recruiting additional personnel from abroad, subject to the required approvals.

For expatriates, the change creates an opportunity to undertake approved temporary assignments with another employer without immediately transferring their existing work permits.

However, the new rules do not give foreign workers unrestricted permission to work for multiple employers. Any temporary assignment must comply with the LMRA’s conditions, receive the necessary approval and remain within the permitted period.

The reform therefore provides greater flexibility for businesses and eligible expatriates while retaining regulatory oversight and existing labour market safeguards.