Bahrain's Labour Market Regulatory Authority has introduced a rule allowing overseas workers to take on temporary employment with a second employer for periods of up to 90 days, with no requirement to transfer or alter their existing work permit. Under the reform, companies operating in Bahrain can bring on qualified expatriate workers — those already holding positions in the country — for short-term project needs.
Under the rules previously in force, arrangements of that kind with a separate employer had no pathway to authorisation. The LMRA's public announcement on September 28 came six days after the underlying ruling had taken effect, with the decision itself dating to September 22.
On October 6, an advisory from immigration law firm Fragomen set out what the developments would mean for both employers and workers holding foreign visas. Employers would gain room to address short-term workforce gaps by drawing on their existing staff rather than sourcing new hires from overseas.
Three conditions are set out before the arrangement can proceed: written consent from the employee, agreement from both employers, and formal approval from the LMRA. Workers holding permits tied to a single employer may, once the relevant conditions are satisfied, take up duties with a second employer for a period not exceeding three months under the amended regulations.
A valid work permit is required to remain in place for the duration of the arrangement. Agreement from both the current employer and the prospective one is required before any temporary placement can go ahead, with the worker's written consent forming a third required condition. Filings routed through the LMRA's Expat Management System carry the additional requirement that the arrangement be entered into the authority's formal register.
Under the same reform, a foreign worker may be posted to a different site — whether under direct ownership or linked through a shared corporate structure — provided the applicable conditions for such a transfer are met. Any other establishment involved is required to hold the correct registration and satisfy the Bahrainisation workforce requirements that apply to it.
The LMRA's chief executive, Nibras Talib, described the adjustment as an attempt to strike a balance between supporting business expansion and maintaining workforce adaptability, while keeping in line with the government's broader commitment to giving Bahraini workers priority in the job market. A September 28 announcement from the authority conveyed Talib's position that the reform would allow companies to move foreign workers between establishments they own or operate under the same group umbrella, without altering the Bahrainisation requirements already in place.
Logging temporary assignments within the authority's systems, he added, would sharpen oversight, help rein in irregular employment practices, and extend stronger protections to all parties involved. Under the temporary arrangement, the LMRA noted, businesses would have a set window to cover their operational needs while keeping short-term assignments within a regulated framework rather than letting them drift into uncontrolled employment.
Nabeel Kanoo, in his capacity as chairman of the Bahrain Chamber, expressed support for the reform, describing it as a move toward aligning the labour market framework with the evolving demands of private-sector operations and shifting business activities. A September 27 statement from Kanoo put forward the view that expanded scheduling latitude would allow businesses to address their operational demands more efficiently while drawing on the pool of workers already present in Bahrain.
Under the reform, overseas workers already holding valid employment authorisation in Bahrain provide companies with a route to fill temporary gaps in their workforce. Workers from abroad who hold existing permits would, under the revised rules, be able to take on short-term roles with a different employer without that permit being transferred over immediately.
Transferring between employers is not a straightforward option for workers, as any such arrangement is subject to the applicable regulatory conditions while also requiring both the worker's agreement and the relevant official approvals. Workers taking on a second role under the arrangement remain bound by the conditions set out in the approved terms, with no provision allowing that additional employment to continue without limit.
