Kuwait will require private-sector foreign workers to obtain employer approval before any travel starting July 1, 2025, under new exit permit rules. This significant immigration policy shift reinforces the country’s existing kafala (sponsorship) system, granting employers greater control over employee mobility and immigration compliance.
The regulation applies to all expatriates under Article 18 residency—covering most private-sector foreign workers—as well as their dependents. Whether departing for vacation or permanent exit, workers must now request travel authorization via Kuwait’s official digital platforms: the Sahel app or Ashal Manpower Portal.
To apply, employees must submit civil ID details and proposed travel dates. Employers then review the request and, if approved, issue the exit permit instantly. If an employer unjustifiably denies or ignores the request, workers can file a complaint with the Public Authority of Manpower.
Why the Policy Was Introduced
The new immigration requirements are part of Kuwait’s broader strategy to prevent visa abuse and tighten control over expatriate movement. The government cites growing concerns over unauthorised exits, visa trading, and absconding workers as justification for the changes. The policy is also designed to ensure that expatriates meet all obligations—legal or financial—before leaving the country.
The regulation further embeds the kafala framework into Kuwait’s immigration laws, where a worker’s legal status is directly tied to their sponsor, usually their employer. Critics argue this system limits workers’ rights and leaves them vulnerable to exploitation, but Gulf states like Kuwait continue to uphold it as a core immigration control mechanism.
Tougher Family Visa Rules
In addition to the exit permit, stricter criteria now apply to expatriates hoping to sponsor family members under Article 22 (dependent residency). As of July 2024, the required minimum salary to sponsor a spouse or child has been set at KD 800 (approx. USD $2,610 or AED 9,600) per month.
Earlier requirements, such as a university degree or job-role alignment with qualifications, were eliminated, streamlining the process but keeping income thresholds intact. Kuwait’s Ministry of Interior clarified that the family visa process remains open to all nationalities—provided the salary condition is met and the sponsor’s listed profession matches their actual employment.
Authorities are actively reviewing residency files and targeting individuals whose salaries have dropped below the required level. These expatriates are given one month to rectify their status or risk deportation of dependents.
Understanding the Kafala System
The kafala system governs migrant labour in much of the Gulf region, tying foreign workers’ visas and legal status to local sponsors. Under this framework, workers need employer approval to travel, change jobs, or terminate contracts. Critics, including human rights organizations, have long condemned kafala for enabling worker exploitation, particularly due to limited labour protections and lack of access to legal remedies.
While some Gulf Cooperation Council (GCC) nations have begun revising the system to improve worker rights, Kuwait’s recent policies signal a continued reliance on employer-based sponsorship.
Compliance and Future Implications
These sweeping changes reflect a broader effort by Kuwait to modernize and digitize its immigration policies while tightening control over its foreign workforce. While designed to balance employer and employee interests, the regulations place greater administrative and legal responsibility on sponsors and reduce foreign workers’ autonomy.
Foreign nationals in Kuwait—and those considering employment there—are advised to stay informed through official channels and seek legal guidance on visa application procedures and compliance.
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