The document provides an overview of payroll processes in Bahrain, including key details such as:
- Salaries must be paid monthly or weekly depending on whether employees are paid monthly or hourly.
- There are no statutory pay components but common components include basic salary, housing allowance, transport allowance, overtime pay, bonuses and incentives.
- The maximum work hours are 8 hours per day and 48 hours per week, with reduced hours during Ramadan.
- Gratuity is accrued at half a month's salary per year of service for the first 3 years, and a full month's salary for years after. It is paid at the end of employment.
- Medical insurance and several types of leave including annual
The document provides an overview of payroll processing in Qatar, including common questions about salary payments, components, minimum wage, overtime calculation, leave policies, and more. Key details include that salaries must be paid at least monthly, there are no statutory pay components, overtime is paid at 125-150% of normal wages, annual leave is 3-4 weeks, and gratuity is accrued at 21 days per year of service. Outsourcing payroll is recommended to ensure compliance and free up employers' time.
The payroll process will not be the same for all countries; each country has its own tax laws, minimum salary requirements, pension plans, gratuity schemes, leave policies, and many more.
The document provides an overview of the payroll process in Kuwait. It discusses key aspects like salary payment frequency, common pay components, standard working hours, overtime calculation, gratuity accrual, statutory deductions, and leave policies. The payroll process requires monitoring tax updates and ensuring accurate and timely salary payments. Outsourcing payroll to an experienced provider can help free up time and ensure compliance.
All about End of services Gratuity in Kuwait.pdfFiyona Nourin
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The document provides an overview of payroll processing in Qatar, including common questions about salary payments, components, minimum wage, overtime calculation, leave policies, and more. Key details include that salaries must be paid at least monthly, there are no statutory pay components, overtime is paid at 125-150% of normal wages, annual leave is 3-4 weeks, and gratuity is accrued at 21 days per year of service. Outsourcing payroll is recommended to ensure compliance and free up employers' time.
The payroll process will not be the same for all countries; each country has its own tax laws, minimum salary requirements, pension plans, gratuity schemes, leave policies, and many more.
The document provides an overview of the payroll process in Kuwait. It discusses key aspects like salary payment frequency, common pay components, standard working hours, overtime calculation, gratuity accrual, statutory deductions, and leave policies. The payroll process requires monitoring tax updates and ensuring accurate and timely salary payments. Outsourcing payroll to an experienced provider can help free up time and ensure compliance.
All about End of services Gratuity in Kuwait.pdfFiyona Nourin
our payroll experts in Kuwait take you through a set of questions and answers that will help in clearing all your doubts related to end of service gratuity in Kuwait.
The document discusses key labor laws and an employer's obligations in Nigeria. It outlines that employment is largely governed by laws like the Labor Act, which require employers to provide written contracts within 90 days specifying terms of employment. Employers must ensure worker safety, cannot discriminate, and must comply with regulations regarding hiring, leave, termination, trade unions, and more. Recruiting foreign employees also has visa and approval requirements.
The document discusses key labor laws and an employer's obligations in Nigeria. It outlines that employment is largely governed by laws like the Labor Act, which require employers to provide written contracts within 90 days specifying terms of employment. Employers must ensure workplace safety and are prohibited from discrimination. The document also covers obligations regarding foreign employees, termination, trade unions, pensions, leave, and redundancy.
A Guide on Statutory leaves in Qatar.pdfFiyona Nourin
The document provides information on statutory leave policies in Qatar, including official public holidays, annual leave, sick leave, maternity leave, and Hajj leave. It outlines the number of days granted for each type of leave according to Qatar's Labor Law and answers frequently asked questions about leave policies. It also discusses payroll outsourcing services provided by HLB HAMT to assist with payroll processing in accordance with Qatar's regulations.
The payroll process in Oman can be complex due to labor laws and regulations. Employers must pay salaries at least monthly and ensure accurate payment of wages after deductions. Common payroll components include basic salary, allowances, overtime pay, bonuses, and commissions. Employers must provide benefits like annual leave, sick leave, maternity leave, medical insurance, and end of service gratuity. Outsourcing payroll to an experienced provider can help ensure compliance with Oman's laws and security of sensitive payroll data.
A Guide on Statutory Leaves in Kuwait.pdfFiyona Nourin
The document outlines statutory leave policies for employees in Kuwait, including annual leave (30 days paid), sick leave (15 days full pay, then decreasing pay over subsequent periods), maternity leave (70 days paid), Hajj leave (21 days paid for those who have worked 2+ years), compassionate leave (3 days for family deaths), and various public holidays. It also discusses rules around accrual, cashing out of unused time, and requirements for things like maternity, sick, and unpaid leaves. The payroll outsourcing company HLB HAMT is available to assist employers with complying with Kuwait's complex statutory leave and payroll processes.
A Guide on Statutory leaves in the Saudi Arabia (KSA).pdfFiyona Nourin
Like any other country, the workers of KSA are also entitled to official leaves, holidays, and vacations. In this article, we have covered in detail about the leaves in KSA along with sample calculations.
The document provides an overview and analysis of the Code on Wages Act, 2019 in India. Some key points:
- The Act aims to consolidate and simplify existing labor laws related to wages, bonuses, and equal remuneration. It subsumes four existing labor laws.
- Key definitions include expanded definitions of "wages" and new definitions of "employee" and "worker." Minimum wages will be revised every five years maximum.
- Provisions address payment of wages, bonuses, and equal remuneration without discrimination. Timelines are provided for wage payments.
- The Code emphasizes compliance over penalties and introduces an Inspector-cum-Facilitator role to advise employers.
- Draft
Final Settlement Calculations in UAE.pdfFiyona Nourin
While calculating EOS, companies should include all the benefits as
mentioned in the UAE Labor law and Employment agreement between the company and the employee
A Guide on Statutory Leaves in Oman.pdfFiyona Nourin
The document discusses statutory leave policies in Oman, including annual leave (30 days per year), sick leave (up to 10 weeks paid leave per year), maternity leave (50 days paid leave for up to 3 births), Hajj leave (15 days paid leave for Muslim employees), and compassionate/bereavement leave (3 days for close family, 2 days for extended family). It also covers public holidays in Oman and notes that payroll outsourcing handles sensitive payroll data and calculations.
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UAE Labour Law - Brief Presentation PPT - 2017.pptxhrlestars
The document provides an overview of key aspects of UAE labour law, including:
- The law applies to all employees in the UAE except certain exempted groups.
- It governs employment contracts, wages, working hours, leave entitlements, termination of contracts and other aspects of the employer-employee relationship.
- The Ministry of Labour enforces the law and handles disputes between employers and employees. If unresolved, cases can be referred to court.
The document discusses key provisions of the Payment of Gratuity Act 1972 in India. The Act provides for compulsory payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees who have worked continuously for at least 5 years. Gratuity is calculated at 15 days wages for each completed year of service. If employment is terminated due to death or disability, gratuity is payable regardless of length of service. The employer must determine gratuity payable and notify eligible employees. Disputes are resolved by the controlling authority through inquiry and allowing both parties a hearing.
All about End of services Gratuity in Qatar.pdfFiyona Nourin
Gratuity is a mandatory payment by employers in Qatar to employees at the end of their service if they have worked for over one year. It is calculated as three weeks of the employee's basic salary for each year of service. The basic salary at the time of termination is used to calculate gratuity. Employees are eligible for gratuity as long as their service was not terminated for reasons specified in law such as gross misconduct. Unpaid leave periods do not count towards years of service for gratuity calculation. If an employee dies in service, gratuity must be paid to their court-appointed beneficiary.
act and law in human resource managementAkash Gupta
The document summarizes various labor laws and employee benefits in India. It discusses laws such as the Payment of Wages Act, Minimum Wages Act, Employee Provident Fund Act, Payment of Bonus Act, Gratuity Act, Maternity Benefit Act, Workmen's Compensation Act, and Employees' State Insurance Act. It provides details on the applicability, eligibility criteria, and key benefits prescribed under each law such as minimum wages, timely payment of wages, provident fund contributions, bonus payments, gratuity amounts, maternity benefits, and compensation for work-related injuries. It also discusses allowances paid to employees and their taxability, as well as dearness allowance calculation.
This document discusses various statutory compliance requirements for human resources (HR) in India. It covers compliance with laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and wage payments. Adhering to these various labor laws helps safeguard employees and the enterprise by managing risks related to benefits, taxation, and other regulations. Non-compliance can result in penalties like fines or imprisonment. Maintaining statutory compliance is important for organizations to avoid legal issues.
The Payment of Bonus Act 1965 makes it mandatory for establishments meeting certain criteria to pay annual bonus to eligible employees. Key points include:
- Minimum bonus of 8.33% of wages or Rs. 100 must be paid regardless of profit/loss.
- Bonus is calculated based on allocable surplus which is a portion of available surplus (gross profit - depreciation, taxes).
- New establishments are subject to special provisions for first 7 years before full rules apply.
- Minimum and maximum bonus amounts, eligibility criteria, and enforcement mechanisms are defined.
Quick Checklist for Payroll Compliances in IndiaMYND Solution
Navigating the intricate labyrinth of payroll processing is a daunting task, especially in a country as diverse and complex as India. While the primary objective remains the accurate and timely disbursement of salaries, the backdrop against which this process unfolds is painted with various compliance checkpoints. Ensuring adherence to these is not merely a procedural necessity but is pivotal to the ethical and legal functioning of an organization. In this article, we will offer a comprehensive checklist for payroll compliance in India, providing a roadmap for businesses to ensure they remain on the right side of the law.
Visit: https://www.myndsolution.com/blog/quick-checklist-for-payroll-compliances-in-india/
Five key points about labor matters in Colombia:
1. Employment contracts executed in Colombia are governed by Colombian law regardless of nationality.
2. The monthly minimum wage is set annually through agreement between representatives or unilaterally by the government.
3. Certain payments like commissions and bonuses must be included in the salary base for calculating taxes and contributions.
4. Both national and foreign employees working in Colombia must join and contribute to the social security system, though foreign contributions to pensions are voluntary.
5. Additional voluntary benefits up to 40% of total compensation are excluded from social security contribution calculations.
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Excise Tax in UAE – Scope Expansion.pdfFiyona Nourin
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The document discusses key labor laws and an employer's obligations in Nigeria. It outlines that employment is largely governed by laws like the Labor Act, which require employers to provide written contracts within 90 days specifying terms of employment. Employers must ensure worker safety, cannot discriminate, and must comply with regulations regarding hiring, leave, termination, trade unions, and more. Recruiting foreign employees also has visa and approval requirements.
The document discusses key labor laws and an employer's obligations in Nigeria. It outlines that employment is largely governed by laws like the Labor Act, which require employers to provide written contracts within 90 days specifying terms of employment. Employers must ensure workplace safety and are prohibited from discrimination. The document also covers obligations regarding foreign employees, termination, trade unions, pensions, leave, and redundancy.
A Guide on Statutory leaves in Qatar.pdfFiyona Nourin
The document provides information on statutory leave policies in Qatar, including official public holidays, annual leave, sick leave, maternity leave, and Hajj leave. It outlines the number of days granted for each type of leave according to Qatar's Labor Law and answers frequently asked questions about leave policies. It also discusses payroll outsourcing services provided by HLB HAMT to assist with payroll processing in accordance with Qatar's regulations.
The payroll process in Oman can be complex due to labor laws and regulations. Employers must pay salaries at least monthly and ensure accurate payment of wages after deductions. Common payroll components include basic salary, allowances, overtime pay, bonuses, and commissions. Employers must provide benefits like annual leave, sick leave, maternity leave, medical insurance, and end of service gratuity. Outsourcing payroll to an experienced provider can help ensure compliance with Oman's laws and security of sensitive payroll data.
A Guide on Statutory Leaves in Kuwait.pdfFiyona Nourin
The document outlines statutory leave policies for employees in Kuwait, including annual leave (30 days paid), sick leave (15 days full pay, then decreasing pay over subsequent periods), maternity leave (70 days paid), Hajj leave (21 days paid for those who have worked 2+ years), compassionate leave (3 days for family deaths), and various public holidays. It also discusses rules around accrual, cashing out of unused time, and requirements for things like maternity, sick, and unpaid leaves. The payroll outsourcing company HLB HAMT is available to assist employers with complying with Kuwait's complex statutory leave and payroll processes.
A Guide on Statutory leaves in the Saudi Arabia (KSA).pdfFiyona Nourin
Like any other country, the workers of KSA are also entitled to official leaves, holidays, and vacations. In this article, we have covered in detail about the leaves in KSA along with sample calculations.
The document provides an overview and analysis of the Code on Wages Act, 2019 in India. Some key points:
- The Act aims to consolidate and simplify existing labor laws related to wages, bonuses, and equal remuneration. It subsumes four existing labor laws.
- Key definitions include expanded definitions of "wages" and new definitions of "employee" and "worker." Minimum wages will be revised every five years maximum.
- Provisions address payment of wages, bonuses, and equal remuneration without discrimination. Timelines are provided for wage payments.
- The Code emphasizes compliance over penalties and introduces an Inspector-cum-Facilitator role to advise employers.
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Final Settlement Calculations in UAE.pdfFiyona Nourin
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mentioned in the UAE Labor law and Employment agreement between the company and the employee
A Guide on Statutory Leaves in Oman.pdfFiyona Nourin
The document discusses statutory leave policies in Oman, including annual leave (30 days per year), sick leave (up to 10 weeks paid leave per year), maternity leave (50 days paid leave for up to 3 births), Hajj leave (15 days paid leave for Muslim employees), and compassionate/bereavement leave (3 days for close family, 2 days for extended family). It also covers public holidays in Oman and notes that payroll outsourcing handles sensitive payroll data and calculations.
Understanding UAE Labour Law: Key Points for Employers and EmployeesDragon Dream Bar
The "UAE Labour Law" governs the rights and obligations of employers and employees in the United Arab Emirates. It aims to create a balanced and fair working environment, ensuring both parties are treated with respect and fairness. Here’s a comprehensive guide to understanding the key aspects of the UAE Labour Law:
UAE Labour Law - Brief Presentation PPT - 2017.pptxhrlestars
The document provides an overview of key aspects of UAE labour law, including:
- The law applies to all employees in the UAE except certain exempted groups.
- It governs employment contracts, wages, working hours, leave entitlements, termination of contracts and other aspects of the employer-employee relationship.
- The Ministry of Labour enforces the law and handles disputes between employers and employees. If unresolved, cases can be referred to court.
The document discusses key provisions of the Payment of Gratuity Act 1972 in India. The Act provides for compulsory payment of gratuity to employees in factories, mines, ports and other establishments with 10 or more employees who have worked continuously for at least 5 years. Gratuity is calculated at 15 days wages for each completed year of service. If employment is terminated due to death or disability, gratuity is payable regardless of length of service. The employer must determine gratuity payable and notify eligible employees. Disputes are resolved by the controlling authority through inquiry and allowing both parties a hearing.
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The document summarizes various labor laws and employee benefits in India. It discusses laws such as the Payment of Wages Act, Minimum Wages Act, Employee Provident Fund Act, Payment of Bonus Act, Gratuity Act, Maternity Benefit Act, Workmen's Compensation Act, and Employees' State Insurance Act. It provides details on the applicability, eligibility criteria, and key benefits prescribed under each law such as minimum wages, timely payment of wages, provident fund contributions, bonus payments, gratuity amounts, maternity benefits, and compensation for work-related injuries. It also discusses allowances paid to employees and their taxability, as well as dearness allowance calculation.
This document discusses various statutory compliance requirements for human resources (HR) in India. It covers compliance with laws related to provident fund, employee state insurance, professional tax, gratuity, minimum wages, maternity benefits, bonus payments, and wage payments. Adhering to these various labor laws helps safeguard employees and the enterprise by managing risks related to benefits, taxation, and other regulations. Non-compliance can result in penalties like fines or imprisonment. Maintaining statutory compliance is important for organizations to avoid legal issues.
The Payment of Bonus Act 1965 makes it mandatory for establishments meeting certain criteria to pay annual bonus to eligible employees. Key points include:
- Minimum bonus of 8.33% of wages or Rs. 100 must be paid regardless of profit/loss.
- Bonus is calculated based on allocable surplus which is a portion of available surplus (gross profit - depreciation, taxes).
- New establishments are subject to special provisions for first 7 years before full rules apply.
- Minimum and maximum bonus amounts, eligibility criteria, and enforcement mechanisms are defined.
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Navigating the intricate labyrinth of payroll processing is a daunting task, especially in a country as diverse and complex as India. While the primary objective remains the accurate and timely disbursement of salaries, the backdrop against which this process unfolds is painted with various compliance checkpoints. Ensuring adherence to these is not merely a procedural necessity but is pivotal to the ethical and legal functioning of an organization. In this article, we will offer a comprehensive checklist for payroll compliance in India, providing a roadmap for businesses to ensure they remain on the right side of the law.
Visit: https://www.myndsolution.com/blog/quick-checklist-for-payroll-compliances-in-india/
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2. The monthly minimum wage is set annually through agreement between representatives or unilaterally by the government.
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4. Both national and foreign employees working in Colombia must join and contribute to the social security system, though foreign contributions to pensions are voluntary.
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1. Payroll Process in Bahrain: A brief
overview
Payroll is quite a complicated and time-consuming process that requires an
eye for accuracy. The process will not be the same for all countries; each
country has its own tax laws, minimum salary requirements, pension plans,
gratuity schemes, leave policies, and many more. Here we have covered in
detail about the payroll process in Bahrain, via a set of FAQs.
1. What is the frequency of making salary payments to employees in
Bahrain?
The law stipulates in Article 40 that the intervals for making salary
payments to employees should be monthly for employees paid monthly.
If the work is paid per production and the work requires at least two
weeks, the worker shall be paid an advance in the first week and the
balance should be paid in the last week after completion of the
job. Employees who are paid on an hourly basis should be paid at least
once a week.
2. Which are the statutory pay components in Bahrain?
There are no such specific pay components in Bahrain which is
mandatory as per law. Article 66 of the Bahrain labour law defines
wages as total remuneration payable to employees which may include
basic pay, housing allowance, transport allowance and any other
benefits. The law does not specifically define any statutory components.
3. Which are the common pay components that are normally payable to
employees?
Fixed components may include Basic salary, housing allowance,
transport allowance; the variable components may include Overtime,
2. Bonus, Incentives, Sales commission, Relocation allowances, Leave
passage etc.
4. What is the minimum salary payable in Bahrain?
There is no Minimum Salary in Bahrain mentioned in Labour law
5. What is the maximum number of working hours set in the labour law?
Article 51 states that, a worker shall not be employed for more than
eight hours a day and 48 hours in a week. Muslim workers shall not be
employed for more than six hours a day during the holy month of
Ramadhan.
6. How is overtime calculated?
Overtime is any extra hours worked by an employee beyond the normal
working hours. Article 54 states that, the employee shall be entitled to a
remuneration equal to his normal working hours plus an extra of at least
25% of such remuneration for extra hours worked during the day and at
least 50% for hours worked at night. As per Article 1, night means the
time between 7 PM to 7 AM. Overtime hours in Bahrain shall not exceed
12 hours a week. If an employee works during his rest day or on a
public holiday, he shall have the choice between entitlement to the
remuneration of his normal wage plus an extra 50% or get an extra day
of rest. All working hours performed during holidays and Eid’s shall be
considered as overtime hours
7. How is gratuity accrued?
As per article 116 of Bahrain Labor Law, Gratuity calculation is accrued
on the following basis.
o If the service period is below 3 years at half month salary per year based
on last drawn pay
3. o If the service period is more than three years at full month salary per year.
8. When is gratuity paid to an employee?
Gratuity is paid at the end of employment. The end-of-service award
shall be calculated based on the last drawn salary and the worker shall
be entitled to an end-of-service award for the portions of the year in
proportion to the time spent on the job.
For a comprehensive understanding of Bahrain’s gratuity accrual and
settlement, please refer to our article on Bahrain gratuity policy and
settlement.
9. What are the statutory deductions that are made to employees in
Bahrain?
In Bahrain, payroll is not subject to income tax, and hence there are no
mandated tax deductions. However, Bahrain nationals are subject to
mandatory social insurance contributions.
10. How is Bahrain social contribution calculated? Which
employees qualify for Bahrain pension contribution?
The social security contribution is fixed at 19% of the employee’s Gross
Salary for the Bahrain Nationals, of which 12% is payable by the
employer and 7% is payable by the employee.
The maximum deduction base amount is BHR 4000.
There is an Employer contribution of 3% percentage for expat staff, but
there are no Employee contributions.
11. What is WPS in Bahrain?
Wage Protection System (WPS) is a scheme implemented by the
Bahrain Labour Markets Regulatory authority in collaboration with the
4. Central bank of Bahrain. WPS records wage payments in the private
sector and guarantees payments are made in full and on time.
12. Are Employees eligible for Air Ticket Benefits in Bahrain?
The labour law is silent on the issue of annual air tickets. In general,
most of the companies provide air tickets to employees annually and
some of the companies extend this payout to employee’s dependents
as well.
13. What is the leave policy defined under the labor law?
A. Annual Leave
According to Article 58, a worker who has completed a one-year service
with the employer shall be entitled to a paid annual leave of not less
than 30 days per year. If an employee’s period of service is less than
one year, he/she is eligible for a proportion of his service in that year.
B. Sick leave
Sick leave is granted to an employee in the following rate:
o First Fifteen Days – Full Pay
o Next Twenty Days- Half Pay
o Last Twenty Days – Without Pay
As mentioned in Article 65, a worker who has completed three months
of continuous service shall have the right to take sick leave, in case of
sickness certificate by a doctor nominated by the employer.
C. Maternity leave
According to Article 32, a female worker shall be entitled to maternity
leave on full pay for sixty days which shall not be deducted from her
annual leave provided she produces a medical certificate attested by
the Ministry of Health stating the expected period of her confinement.
5. Such maternity leave shall include the period before and after delivery.
Further, she may have additional leave without pay for fifteen days.
D. Hajj Leave
Article 67 states that, a Muslim worker who has completed a period of
five consecutive years with the employer is entitled to a fourteen-day
paid leave to perform Hajj. This shall be granted only once during the
service period provided that the employee was not granted the leave
while working with a previous employer.
E. Paternity Leave
Paternity leave is given to male employees upon the delivery of their
child. Article 63, grants male employees one day paid leave upon the
delivery of their child.
E. Marriage leave
Marriage leave is provided in the Bahrain labor law as per Article 63 and
is granted for three days, as paid leave, only once.
F. Compassionate Leave
Compassionate leave is provided and given for three days for the death
of a spouse or one of his ascendants and descendants under Article 63.
G. Iddah leave
Muslim woman whose husband has died is entitled to a one month paid
leave. Moreover, she is entitled to a three month and ten days iddah
leave from her annual leave. If the annual leave balance is insufficient,
she may take the rest of the period as unpaid leave.
Please read our article on Bahrain leave policy here for a
comprehensive understanding.
14. Is employee Medical Insurance mandatory in Bahrain?
6. It is mandatory that an employer provide medical insurance to the
employee during the duration of employment
15. Which are the currencies that can be used while making salary
payments in Bahrain?
Article 40 states, the currency used in making salary payments is the
Bahrain national currency i.e., Bahrain Dinar. And any other legally
available foreign currency is also acceptable if it is supported by an
agreement.
16. Is bonus or incentives payment mandatory in Bahrain?
Bonus and incentives payments are not mandatory. Many companies
have bonus or incentive schemes implemented to keep employee
motivation and the structures vary from one company to the other based
on their policy.
17. What are the Official Holidays in Bahrain?
Official holidays on full wage that are granted to a worker are as
follows:
1. Hijri (Arabic Calendar) New Year
2. El-Adha 3 Days
3. Arafat Day
4. El-Fitr 3 Days
5. The Prophet’s Birthday
6. National Day
7. Ashoora 9th and 10th Muharram
8. New year day i.e. 1st January
9. Labor Day
18. What are the items included in End of Service Benefits
calculation in Bahrain?
The employee is entitled to the following end of service benefits.
0. End of service Gratuity
7. 1. Repatriation ticket if applicable
2. Notice period pay if applicable
3. Any unutilized leave (Vacation) pay
4. Any other outstanding payment or deduction
Employee Benefits in summary:
1. Salary
2. Gratuity
3. Annual Leave
4. Sick leave
5. Maternity Leave
6. Paternity Leave
7. Marriage Leave
8. Compassionate Leave
9. Medical Insurance
10. Overtime pay if applicable.
The law and procedures related to payroll system might vary for different
countries, but the mandatory requirement remains the same. An accurate and
streamlined system for payroll processing will mitigate risk and improve
business operations vastly.
Payroll Process in Bahrain
The process of payroll is a little complicated and time-consuming; hence it is
always recommended to outsource your company’s payroll function.
Outsourcing payroll will ensure the assistance of a team of trained payroll
professionals and it frees up the time of the organization, helping them focus
on other projects that add value to their business.
One should be extra vigilant while selecting their payroll provider, as payroll
data is highly sensitive, and one should opt for a provider that can ensure high
levels of data security.
8. As a leading payroll outsourcing company in Oman, HLB HAMT can help
solve your payroll complexities through customized strategies. We take care
of our clients’ entire payroll cycle that includes preparation of payroll reports,
processing salary payment with WPS compliance, accrual management
including Gratuity, pension funds, an online portal for accessing payslips, and
many more. Our leadership team spends the necessary hours on every
project, ensuring our clients get refined consulting services to take your
business forward.
Disclaimer:
Whilst every effort has been made to ensure the accuracy of this information,
HLB HAMT will not accept any liability arising out of errors or omissions.
Please note that this blog is not all-inclusive. Our guidance is designed only to
give general information on the issues/topics covered. It is subjected to
change and not intended to be a comprehensive summary of all laws which
may be applicable to your situation, treat exhaustively the subjects covered,
provide legal advice, or render a legal opinion.
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9. Payroll Process in Bahrain: A brief
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