Kuwait Enforces Exit Permits, Family Visa Rules for Expats Workers

Kuwait enforces exit permits for all private sector expats workers, alongside stricter family visa enforcement, effective July 1, 2025.

On July 1, 2025, Kuwait will officially enforce a mandatory exit permit system for all expatriate workers in the private sector, according to a ministerial circular issued by First Deputy Prime Minister and Minister of Interior, H.E. Sheikh Fahad Yousef Saud Al-Sabah. The measure, implemented by the Public Authority of Manpower, aims to enhance regulatory oversight over labor mobility.

Under the new rules, expatriate workers will be required to obtain prior consent from their official sponsor or employer (kafeel) before leaving Kuwait, whether temporarily or permanently. This decision marks Kuwait’s alignment with practices already in place in four other Gulf Cooperation Council (GCC) countries, Saudi Arabia, Qatar, Oman, and Bahrain.

Application of the Kuwait exit permits

The exit permit requirement is applicable to all non-Kuwaiti employees under Article 18 residency, which covers private sector workers. Requests for exit permits must be filed using an official online form, processed via platforms like the Sahel Application and the Ashal portal. The system will be operational 24/7, including public holidays. If discrepancies arise, workers must physically visit the manpower authority’s offices.

The Ministry of Interior confirmed that the platform will automatically verify the employment match before authorizing the permit. The aim is to prevent unauthorized departures, reduce absenteeism, and balance rights and obligations between employers and workers. Authorized representatives from the employer’s side will have the ability to review and approve exit permit requests digitally.

Regional context and legal precedent

The exit permit system mirrors similar policies already enforced in Saudi Arabia, where expatriates require exit and re-entry permits, and in Qatar, where reforms since 2018 have gradually relaxed the system. The United Arab Emirates (UAE) remains an exception, where employers are not legally permitted to retain passports or obstruct worker mobility.

Government employees in Kuwait have long required ministerial approval before traveling. The July 1, 2025 decision now formally extends such authorization requirements to private sector expatriates for the first time.

Legal foundation and residency regulation reforms

The exit permit decision builds on Kuwait’s broader legal reforms concerning foreign worker residency. On November 28, 2024, the Amir of Kuwait approved Foreigner’s Residency Law (Amiri Decree No. 114 of 2024), which regulates the residency of foreigners and officially repealed the older Law No. 17 of 1959.

Foreigner’s Residency Law caps employment-based residencies at five years, while investor residencies may be granted for up to 15 years, especially for projects operating under the Foreign Direct Investment Law No. 116 of 2013. Residents are also required to promptly report life events such as births, loss of passports, and expiry of residence permits to the authorities.

The law also explicitly bans employers from charging expatriates for visa sponsorship or renewal services. Furthermore, hotels and commercial lodging providers are now required to report guest data to the authorities within 24 hours, and maintain registers that can be inspected at any time by government personnel.

In terms of penalties, the law outlines strict consequences for violations. Overstaying a residency permit may result in up to one year imprisonment and a KWD 1,200 (US$3,922.1) fine, while overstaying a tourist visa carries a fine of KWD 2,000 (US$6,536.9) and the same prison term. Illegal entry into the country is punishable by three years of imprisonment and KWD 3,000 (US$9,805.4) in fines. Employers who hire foreign nationals without proper documentation, or who fail to pay agreed wages, may face up to two years in jail and KWD 100,000 (US$326,847.9) in fines. Those found guilty of forging residency documentation may be subject to five years of imprisonment and KWD 10,000 (US$32,684.7) in fines.

Stricter enforcement of family visa requirements for expats

In parallel with labor reforms, Kuwait has also intensified scrutiny of family visa (Article 22) compliance. In May 2025, the Residence Affairs Investigations Department summoned dozens of expatriates who had failed to maintain eligibility criteria for dependent visas. These individuals were granted a one-month grace period to either regularize their status or return their families to their home countries.

The primary concern is with expatriates who initially fulfilled the KWD 800 (US$2,614.7) minimum salary requirement to secure family visas for spouses and children but later experienced income reductions due to job changes. Though their applications were approved based on valid permits and salaries exceeding KWD 800 (US$2,614.7), the drop in income placed them in violation of the current visa regulations.

These developments follow Ministerial Resolution No. 56 of 2024, issued in January 2024 by Sheikh Fahad Yousef Al-Sabah. The resolution initially mandated that family visa applicants must earn at least KWD 800 (US$2,614.7), hold a university degree, and work in a profession aligned with their qualifications. However, an amendment in July 2024 allowed expatriates without university degrees to sponsor families, provided they still meet the salary threshold.

Under Article 29 of the amended regulation, family residency is only granted if the expatriate earns no less than KWD 800 (US$2,614.7) per month in a profession that matches their stated qualifications. Exceptions can be made for children under five years old or those born within Kuwait, subject to the discretion of the Director General of Residency Affairs.

Implications for business community

While many private sector employers have welcomed the regulation for its potential to curb worker absenteeism and protect contractual interests, some have raised concerns over possible bureaucratic burdens. Calls for more transparent government oversight and selective enforcement have emerged from both employer and worker groups.

Workers fear the new regulation may lead to added restrictions, especially in cases where employers delay approvals or misuse the permit system to exercise undue control.

Companies operating in Kuwait must prepare for the July 1 transition by integrating the exit permit system into their human resources (HR) workflows. They can be:

• Ensuring employment contracts are compliant and up to date;
• Registering with the Sahel-Business app or Ashal portal; and
• Training HR staff to handle exit permit requests and maintain real-time compliance.

Failure to comply may not only delay employee travel but also expose businesses to scrutiny under Kuwait’s newly amended labor laws.

(KWD 1 = US$3.27)

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