Arabic
Letters, notices and memos in the formal Arabic that Kuwaiti institutions and regulators expect.
Legal drafting assistant · Kuwait
Legal drafting built around your work.
Compare possible responses, understand their strengths and prepare a draft using relevant Kuwaiti legislation and your organisation’s policies.
Labour Law No. 6 of 2010
HR policy HR-12
Employee file
QuestionA retail company wants to end a store supervisor’s open-ended contract after repeated late openings. What do we owe, and by when?
AssessmentSupported by Article 44. The supervisor keeps working for three months after being told.
“We give you notice that your employment contract will end on 31 January 2027…”
AssessmentSupported by Article 44(d). The working relationship ends on the day of the letter; wages and service run to the end of notice.
“You are excused from attending work during the notice period, on full pay…”
AssessmentNot enough information: two of the three incidents have no signed record. The indemnity is still due.
“We end your employment contract under Article 41(b) of the Labour Law…”
DueNotice from 1 November 2026 · last day 31 January 2027
The example
One case, from question to draft.
A Kuwaiti employer ending a contract under the Labour Law, followed through the four stages of the work.
Illustrative example. The company, the employee, the documents and the output are fictional and simulated. The articles quoted are from Kuwait’s Labour Law No. 6 of 2010, rendered in English for this page.
- Employee
- Store supervisor at a retail company. Open-ended contract since 1 March 2019, monthly wage KD 900.
- The concern
- Late store openings on three dates in 2026. One signed written warning, on 14 June; the two later incidents were raised verbally.
- Proposed date
- Notice from Sunday 1 November 2026.
- Your objective
- End the employment lawfully, pay what is due, and avoid a claim before the labour court.
Question
Can we end the contract, what do we owe, and by when?
Documents in the case
- Kuwait Labour Law No. 6 of 2010, private sector
- Sample HR policy HR-12, Discipline and termination, v2
- Employee file: contract and warning record
Give three months’ written notice under Article 44. The supervisor keeps working until 31 January 2027.
Legal support
Article 44 lets either party end an open-ended contract with at least three months’ notice for a worker paid monthly.
Operational usefulness
The supervisor stays on the shop floor for three months after being told, with one paid day a week to look for work.
Information
Complete for the indemnity: the wage, the start date and the contract type are all in the file.
Risks and limits
Article 46 bars ending a contract without justification, so record the reason in the file. Notice cannot be given while the employee is on leave (Article 45).
Give the same notice and excuse the supervisor from attending during it, on full pay.
Legal support
Article 44(d) lets the employer excuse the worker from work during notice. Service keeps counting and the notice wages are due.
Operational usefulness
The working relationship ends on the day of the letter, which suits a supervisory role.
Information
Missing: the annual leave balance on 31 January 2027. Ask payroll.
Risks and limits
Three months’ wages are paid without work, and the indemnity runs to 31 January 2027, not to the date of the letter. Check the leave calendar before serving notice (Article 45).
Dismiss the supervisor under Article 41(b) for repeated breach of the employer’s instructions.
Legal support
Article 41 applies subject to Article 37: the employee is told in writing, heard, and the hearing is recorded on file. The file has no such record for the later incidents.
Operational usefulness
It saves little: under Article 41(b) the end-of-service indemnity is still due. A challenge is likely.
Information
Missing: signed written records of the incidents of 9 August and 20 September.
Risks and limits
If the court finds the dismissal arbitrary, damages are due on top of the indemnity (Article 41(c)). The Ministry must be told of the dismissal and its reasons. HR-12 asks for two written warnings.
Illustrative assessment. Each approach is weighed on support in the sources, fit to your objective, completeness of the information, and risks. How Sanadlex scores and displays these criteria is still being decided. There are no percentages: a number without its reasons would mislead.
44(a) Notice is given at least three months before the contract ends, for workers paid monthly.
44(d) The employer may excuse the worker from work during the notice period, with service counted as continuing to its end and the notice wages due.
41(b) The employer may dismiss a worker whose repeated breach of the employer’s instructions is established. In these cases the end-of-service indemnity is not forfeited.
51(b) For workers paid monthly: fifteen days’ pay for each of the first five years, and one month’s pay for each year after, up to a year and a half’s pay in total.
Dismissal for misconduct requires two prior written warnings, each signed by the employee.
Every termination is approved by the HR Director and the General Manager.
Notices are delivered by hand against a signed receipt, with a copy kept on file.
Open-ended contract from 1 March 2019. Monthly wage KD 900.
Written warning, 14 June 2026, signed. Incidents of 9 August and 20 September raised verbally; no signed record.
What is owed. Notice served on Sunday 1 November 2026 runs three months, to 31 January 2027. Service from 1 March 2019 is then 7 years and 11 months: five years at fifteen days’ pay and 2 years 11 months at a month’s pay, about KD 4,875 at KD 900 a month. This counts fifteen days as half a month’s wage and leaves the leave balance and any deductions to payroll.
In a real deployment, each article comes from the verified official text, in Arabic, with its date and amendment status.
Dear [Employee],
We give you notice that your employment contract with [Company] will end. Your notice period is three months from 1 November 2026, and your last working day is 31 January 2027.
“At least three months before the contract ends, for workers paid monthly.” Labour Law No. 6 of 2010, Article 44(a).
During the notice period you may take one day a week, on full pay, to look for other work. On your last day you will receive your end-of-service indemnity, the wages due to you and the balance of your annual leave.
“Fifteen days’ pay for each of the first five years, and one month’s pay for each year after.” Labour Law No. 6 of 2010, Article 51(b).
Dear [Employee],
We give you notice that your employment contract with [Company] will end on 31 January 2027, three months from 1 November 2026.
“At least three months before the contract ends, for workers paid monthly.” Labour Law No. 6 of 2010, Article 44(a).
You are excused from attending work during the notice period. Your wages will be paid in full, and your service continues to count until 31 January 2027, when you will receive your end-of-service indemnity. Please sign the attached copy to confirm that you have received this notice.
“The employer may excuse the worker from work during the notice period, with service counted as continuing to its end and the notice wages due.” Labour Law No. 6 of 2010, Article 44(d).
“Notices are delivered by hand against a signed receipt.” Sample HR policy HR-12, v2.
Dear [Employee],
We end your employment contract under Article 41(b) of the Labour Law, for repeated breach of the Company’s instructions on store opening times. Your end-of-service indemnity remains due.
“Repeated breach of the employer’s instructions… the end-of-service indemnity is not forfeited.” Labour Law No. 6 of 2010, Article 41(b).
The Company issued you a written warning on 14 June 2026 and recorded further late openings on 9 August and 20 September 2026.
“Incidents of 9 August and 20 September raised verbally; no signed record.” Employee file.
Weak point. Two of the three incidents have no signed record, there is no recorded hearing, and HR-12 asks for two written warnings. Fix the file or choose another approach before approval.
A draft is a starting point. Your team edits it, approves it and decides whether to send it.
The decision stays with your team.
Sanadlex sets out the options, the reasons and the sources. Your people choose, edit and approve.
Scenarios
The legal questions Kuwaiti businesses bring.
The case above is one employer. The same way of working applies to the other matters a business in Kuwait faces, each against its own law.
-
Commercial lease
A café in Salmiya
The landlord says the rent rises at renewal. Can he raise it now, and what do we answer?
Decree-Law No. 35 of 1978 on the rent of real estate
ProducesA reply to the landlord, each point tied to its article.
-
Supplier contract
A restaurant group
Our meat supplier delivered late and short twice this month. Can we end the contract, or claim for the loss?
Commercial Law, Decree-Law No. 68 of 1980, and the Civil Code, Decree-Law No. 67 of 1980
ProducesA notice of breach, with the options compared first.
-
Consumer protection
An electronics retailer
A laptop under warranty failed a second time and the customer wants a refund. Do we repair, replace or refund?
Consumer Protection Law No. 39 of 2014
ProducesA reply to the customer, and a file note in case the complaint reaches the Ministry of Commerce and Industry.
-
Companies
A two-partner WLL
We are admitting a third partner. What does the change need, and in what order?
Companies Law No. 1 of 2016 and its Executive Regulations
ProducesThe steps in order and a draft partners’ resolution.
-
Public tenders
A maintenance contractor
We are bidding for a ministry maintenance tender. Which conditions would disqualify our bid?
Public Tenders Law No. 49 of 2016, as amended
ProducesA checklist for the bid file, with the gaps marked.
-
Data privacy
An IT services company
Our customer app collects names, numbers and locations. Does our privacy notice meet the regulation?
CITRA Resolution No. 26 of 2024, Data Privacy Protection Regulation
ProducesA review of the privacy notice and the consent wording.
-
Insurance
A motor insurer
A policyholder disputes our settlement. How do we respond, and by when?
Law No. 125 of 2019 on the regulation of insurance, and the Insurance Regulatory Unit’s circulars
ProducesA response letter within the complaint deadline.
Illustrative scenarios. The businesses are fictional; the laws named are Kuwaiti legislation. Each area of law is loaded and checked before Sanadlex drafts from it. How an area is added
Specialisation
Kuwaiti legislation. Your field. Your way of working.
Three layers of knowledge, each with its own status.
1
Kuwaiti legal and regulatory sources
Available: insurance
Law No. 125 of 2019 on the regulation of insurance, its Executive Regulations and their amendments, and 85 circulars and 75 regulatory resolutions from the Insurance Regulatory Unit, each linked to the official text. Checked against iru.gov.kw on 5 October 2026.
Planned Other areas of Kuwaiti legislation, added one area at a time.
2
Specialist knowledge modules
Insurance first
A module adds the terms, document types and review practice of one field, so the drafting reads like your field writes.
Planned Further fields, scoped with the customers who need them.
3
Your organisation’s documents
With configuration
SOPs, circulars, policies, manuals and templates, loaded and reviewed with your team before they are used.
What your HR policy adds to the same case
- Legal requirement
Articles 41, 44 and 51 of the Labour Law, from the verified sources.
- Not known
Who approves the termination, how many warnings come first, and how the notice is delivered.
- Sanadlex assessment
The approaches can be compared against the law, but not against how your company works.
- Legal requirement
Articles 41, 44 and 51 of the Labour Law, from the verified sources.
- Company requirement
Approval: the HR Director and the General Manager.
- Company requirement
Before a dismissal: two written warnings, each signed by the employee.
- Company requirement
Delivery: by hand, against a signed receipt kept on file.
- Sanadlex assessment
Approach B fits the policy as it stands. Approach C does not: the file holds one written warning, not two.
Illustrative example. HR-12 is a fictional sample document.
How the sources are weighed
- Each source is checked for applicability, effective date, amendments and the authority that issued it.
- Internal documents never override the law.
- Where a policy and a legal requirement appear to conflict, both are shown and marked for your review. Sanadlex does not settle the conflict itself.
How a new area is added
- Agree the area and its sources with you.
- Collect the official texts and check their status.
- Test the drafting with your reviewers.
- Go live, with updates and amendments tracked.
Use cases
Where teams use it.
Legal drafting
Letters, notices and replies to complaints, with each point tied to its source and the approaches compared before you write.
Compliance review
Check a process or a document against the regulation and your own policies, with gaps and possible conflicts shown for review.
Internal procedures
Answer staff questions from your handbook and SOPs: who approves, what to attach, which version applies.
Question
I’m requesting 12 working days of study leave for a professional course. Who needs to approve this request, and what documents should I attach?
- Procedure
- Submit form HR-07 through your line manager at least 30 days before the leave starts.
- Approval
- Your line manager, then your HR Business Partner. Requests over 10 days also need the Department Director.
- Attach
- The course acceptance letter, the course schedule and the signed HR-07.
- Source
-
“6.3 Study leave. Submit form HR-07 through the line manager at least 30 days in advance. Approval: line manager and HR Business Partner; Department Director for requests over 10 working days. Attach the course acceptance letter, the course schedule and the signed HR-07.”
- Not covered
- The handbook does not say whether study leave is paid. Ask HR before you submit.
Languages
Professional drafting in Arabic and English.
English
Clear English for international counterparties and group reporting. Drafting in English does not change the governing law.
The portraits are engraved illustrations. They do not depict clients, staff or any identifiable person.
Controls
Sources, access and review stay under your control.
Defined sources. It drafts from a set of sources agreed and reviewed with you.
Traceable output. Every point links to the passage it came from.
Role-based access. Your organisation’s material is held separately from public sources.
Qualified review. A qualified person reviews each draft before it is relied on or sent.
Integrations
APIsSupported
Document repositoriesSupported
Internal knowledge basesSupported
Internal databasesCustom integration
CRM systemsCustom integration
Core operating systemsCustom integration
EmailPlanned
No integration is pre-connected. Each one is scoped, built and tested with your IT team. “Planned” means on the roadmap, not yet available.
Deployment and hosting
- Hosting and integration arrangements are agreed with your IT function.
- Roles decide what each user may ask, see and export.
- Questions, drafts and the sources relied on can be recorded for review.
No certifications are claimed on this page. Where formal certification is required for a deployment, it will be stated here once held.
Developed by Madar in Kuwait. Madar builds operational systems for organisations where accuracy, knowledge and process matter.
Explore Madar →
Tailored demo
See it work on your own documents.
Tell us the kind of matter your team drafts most often. We will show you how Sanadlex works with your organisation’s documents.
- A working session on your material
- A direct reply from the team that builds it