Employers can now deploy authorised expatriate workers between their own establishments – or, under strict conditions, allow them to work for another employer for up to three months – under new Labour Market Regulatory Authority (LMRA) rules designed to give businesses greater flexibility while tightening oversight of the foreign workforce.
The changes, which exclude domestic workers, allow employers to make greater use of foreign workers already legally present and authorised to work in Bahrain, without changing the Bahrainisation percentages applicable to their activities.
The LMRA said the new framework that has taken force with immediate effect is intended to support business needs while strengthening regulatory controls and reducing irregular employment practices.
The rules were introduced through Resolution No (2) of 2026, issued by Labour and Legal Affairs Minister and LMRA Board chairman Yousif Khalaf, amending Resolution No (76) of 2008 governing work permits for foreigners other than domestic workers.
Under the amended rules, an employer authorised to employ a foreign worker may use that worker in another establishment owned by the same employer, even if the second establishment is registered under a different Commercial Registration number.
There is, however, a key condition: the second establishment must operate an activity requiring the same Bahrainisation percentage, or a higher percentage, than the activity of the establishment where the worker is registered.
The LMRA said this ensures the arrangement does not result in any reduction in the applicable Bahrainisation requirements or undermine national policies aimed at making Bahraini citizens the first and preferred choice in the labour market.
The resolution also creates a controlled option for a foreign worker to work for another employer for up to three months, subject to LMRA approval. The worker must provide written consent, while both the original employer and the second employer must approve the arrangement.
The second employer’s activity must require the same or a higher Bahrainisation percentage than the worker’s original establishment. If the second activity has a lower Bahrainisation requirement, the second employer must pay the prescribed LMRA fee under Resolution No (27) of 2016.
Both employers will also be jointly responsible for fulfilling the foreign worker’s employment rights arising during the period of work with the second employer.
Once the temporary employment period is formally registered, the LMRA will notify the original employer, the second employer and the worker.
LMRA chief executive officer Nibras Talib said the amendment was part of the authority’s continued efforts to develop labour-market regulatory tools
while balancing economic growth with the priority given to Bahraini workers.
“The amendment provides employers with greater flexibility,” he said.
The arrangement is limited to foreign workers who are already authorised and present in Bahrain and does not create a new route for recruitment from abroad. “Recording the employment period in the authority’s systems enhances our ability to monitor and follow up and helps limit irregular practices in the labour market,” Mr Talib added.
The LMRA will continue monitoring compliance with Bahrainisation percentages and approved labour-market regulations while protecting the rights of all parties, he added.
Employers can submit requests for a foreign worker to work for another employer through the LMRA’s Expatriate Management System.
The Bahrain Chamber welcomed the decision to enhance labour market flexibility.
Its chairman Nabeel Kanoo aid the decision represents a positive step towards developing the labour market regulatory framework in line with the needs of the private sector and evolving economic activities.
He noted that the added flexibility will enhance labour market efficiency and enable businesses to respond to operational requirements more effectively.
mohammed@gdnmedia.bh
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