Bahrain Unveils New 90-Day Employment Flexibility for Foreign Workers Without Permanent Work Permit Transfers

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Bahrain has introduced new employment rules allowing eligible foreign workers to work temporarily for another employer for up to three months without permanently transferring their existing work permit. The Bahrain Labour Market Regulatory Authority (LMRA) announced the reform in late September 2026 under Decision No. 2 of 2026, amending regulations governing expatriate employment. The new Bahrain 90-day work rule requires written consent from the worker, agreement from both employers and regulatory approval. It could make temporary assignments easier for expatriate professionals while helping businesses address short-term staffing requirements.

The measure offers new flexibility to Bahrain’s international workforce, including Indian professionals already employed in the kingdom. However, it does not provide unrestricted permission to work for multiple employers or create a new route for recruiting workers directly from overseas.

What Has Changed Under Bahrain’s New 90-Day Work Rule?

Previously, foreign workers were generally restricted to employment with the organisation holding their work permit, apart from arrangements specifically permitted under existing regulations.

Decision No. 2 of 2026 changes this by introducing a regulated mechanism for temporary employment with another employer.

The decision amends Resolution No. 76 of 2008, which governs work permits for foreign nationals outside the domestic worker category.

Bahrain’s Minister of Labour and Legal Affairs, Yousif bin Abdulhussain Khalaf, issued the amendment in his capacity as chairman of the LMRA board.

According to the LMRA’s official announcement dated 28 September 2026, the reform is intended to improve workforce flexibility while maintaining oversight of foreign employment and protecting opportunities for Bahraini nationals.

Key Features of the New Employment Arrangement

The BHD 5 administrative charge is reported by immigration advisory firm Fragomen. The LMRA’s September announcement confirms the approval mechanism and possible additional Bahrainisation-related fee, but does not independently specify that administrative amount.

How Can Foreign Workers Apply to Work for Another Employer?

The application must be handled through Bahrain’s LMRA Expat Management System rather than through an informal employment agreement.

The employer seeking to use the worker’s services initiates the arrangement, subject to the approvals and conditions established by the authority.

Main Conditions for Temporary Employment

• The foreign worker must hold a valid work permit covering the assignment.
• The worker must provide written consent.
• The existing employer and receiving employer must approve the arrangement.
• The LMRA must authorise the temporary employment.
• The receiving employer must comply with relevant Bahrainisation requirements.
• The assignment must remain within the authorised three-month period.

Once the authority completes the registration process, it records the arrangement and notifies the relevant parties.

Crucially, workers should not begin employment with another company before obtaining the necessary approval. The reform establishes a formal exception to existing employment restrictions, rather than automatic permission to accept additional work.

What Fees Must Employers Pay Under the New Arrangement?

Immigration advisory firm Fragomen reports that the receiving employer must pay a BHD 5 administrative fee when applying through the LMRA system.

An additional charge may apply if the receiving company’s required Bahrainisation percentage is lower than that of the worker’s original employer.

Bahrainisation refers to the employment requirements designed to support Bahraini participation in the national workforce.

The assessment considers the prescribed Bahrainisation rates of the relevant business establishments, rather than simply examining the individual employee’s job title.

The official LMRA announcement refers to the additional charge under Decision No. 27 of 2016.

Businesses should verify their specific fee obligations through the LMRA before submitting an application, as the total payable amount may vary with their circumstances.

Can Companies Move Foreign Employees Between Branches?

Yes. The regulation also permits employers to deploy authorised foreign workers to another establishment they own or to a company belonging to the same corporate group.

This provision applies even where the other establishment operates under a separate commercial registration number.

However, the receiving establishment must undertake activities subject to the same or a higher prescribed Bahrainisation percentage than the establishment where the employee is registered.

The LMRA has clarified that these arrangements concern foreign workers already authorised to work within Bahrain.

They do not establish an additional recruitment pathway for bringing new workers into the country.

For companies operating across multiple locations, the amendment could simplify workforce allocation while maintaining the regulatory controls associated with existing permits.

Why This Matters

Bahrain’s employment reform could have practical implications for expatriate workers, employers and businesses managing temporary projects.

Companies facing short-term operational requirements may be able to deploy qualified foreign employees without immediately undertaking a permanent sponsorship transfer.

This could be useful for engineering projects, hospitality operations, technical services and other activities requiring specialist skills, provided the businesses and workers satisfy the applicable rules.

For Indian professionals already working in Bahrain, the change may create additional opportunities for temporary assignments and professional experience.

However, the regulation does not guarantee additional income, a new employment contract or the right to choose a second employer independently.

Worker protections remain central to the arrangement. The LMRA states that both employers share legal responsibility for employment rights arising during the temporary assignment.

The Bahrain Chamber of Commerce and Industry welcomed the decision on 27 September 2026, stating that the framework could help businesses respond more effectively to changing workforce demands.

What Travellers Should Know

Foreign nationals planning to work in Bahrain should understand that the three-month arrangement applies to eligible workers already holding the necessary employment authorisation.

It is not a new work visa, tourist visa or general permission for overseas jobseekers to undertake short-term employment.

Before Accepting a Temporary Assignment

• Check permit validity: Ensure the existing work authorisation covers the full assignment.
• Secure written consent: Obtain the required agreement from the worker and both employers.
• Confirm LMRA approval: Do not rely solely on a private agreement between companies.
• Review employment terms: Clarify salary payments, working hours, workplace responsibilities and the assignment’s end date.
• Verify applicable fees: Ask the receiving employer to confirm all LMRA charges.
• Protect employment rights: Keep records of the approved assignment and employment arrangements.

Workers needing clarification can contact the LMRA call centre on +973 17506055 or visit its official website.

The LMRA also operates an expatriate worker protection and support hotline on 995 for workers requiring assistance.

Could the New Rules Change Bahrain’s International Labour Market?

The revised framework gives Bahrain another mechanism for allocating foreign workers already present in the country.

Rather than requiring an employer to initiate a permanent transfer for every short-term staffing need, the new arrangement establishes a defined period for temporary deployment.

This distinction matters for companies handling project-based work or temporary fluctuations in demand.

The measure also introduces formal registration and oversight, which could make temporary employment arrangements easier for regulators to monitor.

Nevertheless, its longer-term economic impact remains uncertain. Official information available in early October 2026 does not establish how many workers have used the arrangement or how much employers have saved.

Any assessment of the reform’s success will depend on subsequent LMRA data, employer participation and compliance with worker protection requirements.

Frequently Asked Questions

1. Can foreign workers in Bahrain work for another employer for 90 days?

Yes. Eligible foreign workers can work temporarily for another employer for up to three months, provided the worker and both employers consent and the LMRA approves the arrangement.

2. Do workers need a new work permit?

The arrangement does not ordinarily require a permanent transfer of the existing permit. However, the current authorisation must remain valid, and the temporary assignment requires LMRA approval.

3. How much does the temporary employment arrangement cost?

Fragomen reports a BHD 5 administrative fee. Additional Bahrainisation-related charges may apply depending on the receiving employer’s circumstances.

4. Are Indian workers eligible for the new policy?

Indian nationals holding qualifying Bahraini work permits may use the arrangement if they satisfy the relevant requirements. Nationality alone does not establish eligibility.

5. Can foreign workers accept a second job without employer permission?

No. The temporary arrangement requires written worker consent, agreement from both employers and LMRA approval before the assignment begins.

Closing Update

As of 8 October 2026, Bahrain’s three-month temporary employment framework has been introduced under Decision No. 2 of 2026. The regulation allows qualifying expatriate workers to undertake approved assignments with another employer while retaining their existing work authorisation.

The measure could provide greater workforce flexibility for Bahraini businesses and additional short-term professional opportunities for foreign workers, including Indian expatriates.

However, participation remains conditional on written consent, valid employment authorisation, Bahrainisation compliance and LMRA approval. Workers and employers should confirm the latest procedural requirements directly with the authority before entering any temporary employment arrangement.