Bahrain 90-Day Temporary Work Rule: LMRA Secondment Guide 2026

Bahrain has introduced a regulated way for an eligible expatriate employee to work temporarily for another employer for up to 90 days. The new LMRA Secondment Service gives businesses more flexibility to meet short-term staffing needs while keeping the arrangement under official Labour Market Regulatory Authority oversight.

This is an important change, but it is not an open permission to take a second job, freelance or begin working for another company after receiving only verbal consent. The employee must hold a valid work permit, the required parties must agree, Bahrainisation conditions must be addressed, and the arrangement must receive LMRA approval through the official system before the temporary assignment begins.

For employers, the service can help cover a short project, seasonal demand, a temporary skills gap or a group-company requirement without immediately completing a permanent employer transfer. For employees, it creates a formal route for an agreed temporary assignment while their original employment sponsorship remains in place.

This guide explains the Bahrain 90-day temporary work rule, who may qualify, how the Bahrain company secondment process works, which fees and Bahrainisation checks may apply, and how it differs from permanently transferring an employee to a new employer.

Important: This article provides general information based on the rules and public guidance available in October 2026. Eligibility, required evidence, fees and the electronic workflow can depend on the employers, activities and worker’s current record. Confirm the live requirements with LMRA before the employee performs any work for the receiving employer.

What Is Bahrain’s New 90-Day Temporary Work Rule?

The rule creates an official framework for temporarily assigning an expatriate employee who is already authorised to work in Bahrain. In the arrangement most businesses are discussing, the worker remains registered under the existing employer but may work for a different employer for an approved period of up to 90 days.

LMRA introduced the electronic Secondment Service following Resolution No. 2 of 2026, which amended the earlier rules governing foreign workers’ movement between establishments. The resolution was published in Official Gazette No. 3906 and took effect on 25 September 2026.

Two situations need to be distinguished:

1. Another establishment owned by the same employer or recorded within the same group. The applicable business activities and Bahrainisation requirements must satisfy the conditions in the resolution.
2. A separate employer. The employee may be seconded for up to 90 days only after the worker, existing employer and receiving employer have completed the required approvals and LMRA has approved and registered the arrangement.

The 90-day route is therefore a temporary, named and controlled assignment. It does not replace the ordinary work-permit system and does not permanently move sponsorship to the receiving employer.

Key Requirements at a Glance

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Who Can Use the LMRA Secondment Service?

The service is designed for an expatriate employee who is already legally employed in Bahrain under a valid work permit. It is not a route for bringing a new employee from overseas, regularising unauthorised work or creating a general freelance permission.

An application may be suitable when:

• The employee has a valid work permit covering the proposed assignment period
• The current employer is willing to release the employee temporarily
• The receiving employer has a genuine short-term requirement
• The employee provides informed written consent
• Both employers accept their responsibilities during the assignment
• The relevant Bahrainisation condition or fee requirement is satisfied
• LMRA approves and records the secondment before the start date

The decision does not cover domestic workers. A business should also avoid assuming that every employee, occupation or establishment is automatically eligible. A permit issue, an incorrect establishment record, an activity restriction or an unresolved compliance matter may affect the application.

How to Apply for Temporary Employee Secondment in Bahrain

The exact screens and supporting-document requests can change as LMRA develops the electronic service. However, employers should prepare for the following practical process.

Step 1: Identify the correct arrangement

First establish whether the receiving establishment is:

• Another Commercial Registration owned by the same employer
• An establishment recorded within the same group through Ministry of Industry and Commerce records
• A completely different employer

This distinction matters because the legal conditions are not identical. Record the exact legal names, CR numbers and LMRA establishment numbers rather than relying on trading names or an informal description such as “another branch.”

Step 2: Check the employee’s work-permit status

Confirm that the employee’s work permit is active and will remain valid until the proposed secondment ends. The secondment cannot continue after the underlying work permit expires or is cancelled.

The parties should also check that the employee’s recorded occupation and the proposed duties are compatible with the assignment. If the role, establishment or activity requires a separate professional approval, that requirement does not disappear merely because the assignment is temporary.

Step 3: Review Bahrainisation eligibility

Compare the relevant Bahrainisation requirements before committing to the arrangement. For a move within the same employer or recorded group, the receiving activity must meet the rule specified for that situation. For a separate receiving employer, a fee condition may apply when the receiving establishment’s required Bahrainisation rate is lower than the existing employer’s rate.

This review should be completed using the current LMRA records. Employers should not estimate eligibility from their apparent headcount alone because the assessment may depend on the officially classified activities and applicable target rates.

Step 4: Agree the temporary assignment in writing

Prepare written terms that the employee and both employers can understand. At a minimum, the document should address:

• Legal names and CR details of both employers
• Employee name, CPR or identity details and work-permit reference
• Approved start and end dates
• Work location and reporting manager
• Temporary duties and working hours
• Salary, allowances and payment process
• Overtime, leave and attendance arrangements
• Transport, accommodation or insurance responsibilities, where relevant
• Workplace safety and access requirements
• Confidentiality and data-access obligations
• Procedure at the end or early cancellation of the assignment

The employee’s written consent should be genuine and retained with the employers’ records. A signature on a vague or incomplete paper is not a substitute for clear assignment terms.

Step 5: Submit the application through LMRA

The receiving employer’s authorised representative should use the official LMRA Expat Management System (EMS) and select the applicable Secondment Service. The account holder should follow the current on-screen requirements because the upload fields and sequence may be updated.

Information or documents commonly needed for preparation may include:

• Employee passport, CPR and work-permit details
• Existing and receiving employer establishment details
• Proposed assignment dates, occupation and work location
• Employee’s written consent
• Confirmation or authorisation from both employers
• Secondment agreement or assignment letter
• Any activity-specific approval requested by the system

This is a preparation list rather than a fixed document checklist. The live EMS requirements and LMRA instructions should control the submission.

Step 6: Review and pay the applicable fees

Public guidance states that a BHD 5 administrative fee applies to the receiving employer’s application. An additional amount may be assessed where the receiving employer’s Bahrainisation target is lower than that of the current employer. The resolution describes this additional charge by reference to a formula, so the amount should be confirmed in the official system for the actual establishments involved.

The official LMRA service information also states that the 90-day fee is non-refundable if the assignment is cancelled before the approved period ends. Employers should verify the displayed assessment before payment and agree internally who will bear each cost.

Step 7: Wait for approval and official notification

The employee must not start working for the receiving employer merely because the application has been submitted or the employers have exchanged consent letters. Work should begin only after LMRA has approved and registered the secondment and the parties have confirmation of the approved dates.

Keep the approval or notification accessible to the employee, both employers’ HR teams and any authorised site manager who may need to verify the arrangement.

Step 8: Monitor the assignment through its end date

During the secondment, both employers should monitor:

• Work-permit validity
• Salary and benefit payments
• Working hours, attendance and leave
• Health and safety obligations
• The employee’s approved worksite and duties
• The 90-day end date
• Any early termination or compliance issue

Before the assignment ends, decide whether the employee will return fully to the original employer or whether the parties need to consider a lawful permanent transfer. Do not treat the 90-day permission as automatically renewable or allow the worker to continue informally after the registered end date.

Bahrain Secondment vs Permanent Employer Transfer

Secondment and transfer solve different business needs. Using the wrong process can lead to unauthorised work or confusion about who employs and sponsors the worker.

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If the receiving employer needs the employee permanently, the safer approach is to plan the correct employer-transfer and work-permit process rather than repeatedly relying on temporary arrangements.

Fees and Bahrainisation: What Employers Should Know

Two cost points are particularly important:

1. Administrative application fee: Public LMRA guidance identifies a BHD 5 charge for the receiving employer’s application.
2. Possible additional Bahrainisation-related fee: If the receiving employer’s applicable target rate is lower than the current employer’s, an additional fee may apply. The published decision refers to one-eighth of a fee specified in an earlier resolution rather than presenting a universal flat amount for every case.

Because the assessment depends on the establishments and their activities, businesses should rely on the amount shown through the official LMRA process or confirmed directly by LMRA. A consultant or employee should not collect an unofficial “secondment fee” without a documented government assessment and authorised payment route.

Bahrainisation remains central to the process. The new service creates flexibility, but it is not intended to let an employer avoid applicable national-workforce obligations by temporarily sourcing expatriate employees from businesses with different targets.

Responsibilities of the Current and Receiving Employers

The employers should not leave responsibility uncertain simply because the arrangement is temporary. The published conditions require both employers to acknowledge responsibility for rights arising during the period with the receiving employer.

Before the assignment starts, the parties should allocate administrative tasks clearly while recognising that a private allocation does not necessarily remove legal responsibility.

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This written allocation helps protect the employee and reduces disputes between the businesses. It also creates evidence that the parties treated the secondment as a regulated employment arrangement rather than informal labour supply.

Common Business Uses for the 90-Day Rule

Subject to LMRA approval, the service may help businesses address:

• A defined project requiring a specialist for several weeks
• A seasonal increase in hospitality, retail, logistics or event activity
• Temporary cover for leave or an unexpected vacancy
• Deployment between qualifying companies within a corporate group
• A short technical assignment while permanent recruitment is underway
• Temporary operational support during a launch, relocation or system implementation

The assignment should still reflect a real operational requirement and comply with activity, occupation and worksite rules. The service is not a substitute for licensing an employment agency, supplying labour without authorisation or recruiting someone from overseas without the correct permit.

Seven Compliance Mistakes to Avoid

1. Letting the employee start before LMRA approval

Employer consent alone is not enough. The arrangement should be approved and recorded before the first shift with the receiving employer.

2. Treating secondment as a general second-job permit

The permission is tied to named employers, a named worker and an approved period. It is not an open freelance licence.

3. Ignoring the underlying work-permit expiry date

The permit must remain valid throughout the assignment. A secondment does not revive or extend an expired or cancelled work permit.

4. Assuming the arrangement automatically renews

The different-employer route is for up to 90 days. Businesses should not promise an extension unless LMRA confirms a lawful next step.

5. Skipping the Bahrainisation assessment

The applicable rates can affect eligibility and cost. Check the actual establishment and activity records before agreeing a budget or start date.

6. Leaving wages and workplace duties unclear

Both employers should document who performs payroll, supervision, health-and-safety, attendance and grievance tasks while recognising their responsibilities to the worker.

7. Using secondment when a permanent transfer is intended

If the true plan is a long-term job change, prepare the correct transfer and work-permit process. A temporary approval should not be used to disguise an ongoing employment relationship.

Practical Checklist Before Submission

Use this checklist for an internal review:

• Confirm the legal identity and CR number of each employer
• Determine whether the establishments share ownership or are separate employers
• Verify that the employee’s work permit is active through the proposed end date
• Check the recorded occupation, proposed duties and any professional approvals
• Review the applicable Bahrainisation requirements
• Agree the start date, end date, workplace, hours and reporting structure
• Obtain the employee’s informed written consent
• Obtain approval from authorised representatives of both employers
• Document salary, benefits, overtime, leave, insurance and safety responsibilities
• Submit through the official LMRA electronic service
• Pay only the officially assessed fees and retain receipts
• Wait for LMRA approval and confirmation before work starts
• Record the 90-day end date and create a return or transfer plan

Frequently Asked Questions

Can an expatriate employee work for another employer in Bahrain?

Yes, an eligible expatriate employee may work temporarily for another employer through the LMRA Secondment Service, subject to written consent, approval by both employers, Bahrainisation conditions, a valid work permit and LMRA approval. It is not permitted on the basis of verbal consent alone.

How long can the Bahrain secondment last?

For the different-employer arrangement, the approved period may be up to 90 days. The parties should follow the exact dates recorded by LMRA and should not assume that the arrangement renews automatically.

Does the employee change sponsor during secondment?

No. A temporary secondment is different from a permanent employer transfer. The original work permit remains the underlying authorisation while the employee performs the approved temporary assignment.

Is this the same as a Bahrain second-job permit?

Not in the unrestricted sense that phrase may suggest. It is a regulated secondment between identified employers for an identified employee and period. It does not allow a worker to take work from any business or offer freelance services generally.

Does the employee have to agree?

Yes. The worker’s written consent is one of the stated conditions. The employee should receive and retain clear information about the role, workplace, dates, pay arrangements and reporting line before signing.

Do both employers need to approve the arrangement?

Yes. The current employer and receiving employer must participate in the formal arrangement, and LMRA approval is also required.

Can the employee start after the application is submitted?

The safer and compliant position is to wait until LMRA has approved and registered the secondment and the parties have confirmation of the approved period. Submission alone is not approval.

What happens if the employee’s work permit expires?

The secondment cannot remain valid without the underlying work permit. The permit must cover the full period, and cancellation or expiry can end the employee’s authority to work under the arrangement.

How much does LMRA secondment cost?

Public guidance identifies a BHD 5 administrative fee, with a possible additional Bahrainisation-related assessment in certain cases. The receiving employer should confirm the live total in EMS because the additional charge depends on the establishments and applicable rates.

Is the fee refunded if the assignment ends early?

LMRA’s public service information states that the fee for the 90-day period is not refunded if the assignment is cancelled early. Confirm the applicable payment terms shown during submission.

Can a domestic worker use the 90-day rule?

No. Resolution No. 2 of 2026 applies to foreign workers outside the domestic-worker category. Domestic-worker employment is governed through a different framework.

Can a company bring a new worker from overseas through secondment?

No. The service concerns an eligible expatriate employee who is already legally employed in Bahrain. Overseas recruitment requires the appropriate LMRA work-permit process.

Can the employee remain with the receiving employer after 90 days?

Not automatically. If the receiving employer wants a long-term employment relationship, the parties should examine the appropriate employer-transfer and new work-permit process before the secondment expires.

How Grow More Can Help

The new rule is useful, but a successful application depends on more than completing a form. The employers need to identify the correct arrangement, review permit validity and Bahrainisation records, prepare clear consent and assignment terms, use the correct LMRA route and track the approved end date.

Grow More Consulting & IT Solutions supports Bahrain businesses with:

• LMRA establishment and employee-record checks
• Work-permit applications, renewals, cancellations and mobility support
• Bahrainisation monitoring
• Preparation and coordination of secondment information
• Employer and employee document checklists
• Ongoing LMRA and SIO compliance support

Learn more about our LMRA & SIO services or contact Grow More for guidance based on your establishments and proposed assignment.

Final Takeaway

Bahrain’s new 90-day temporary work rule gives employers a practical way to deploy existing expatriate talent for a short, defined need. Its value comes from flexibility, but that flexibility remains controlled: the employee must consent, both employers must agree, Bahrainisation must be addressed, the work permit must remain valid and LMRA must approve the arrangement.

The best approach is to treat secondment as a documented compliance process from the beginning. Confirm eligibility, put every responsibility in writing, wait for formal approval and plan what will happen when the 90 days end.

Sources reviewed: LMRA Secondment Service, Official Gazette No. 3906—Resolution No. 2 of 2026, LMRA Expat Management System and LMRA public guidance available in October 2026.

This article is general information and not legal advice. Regulations, eligibility checks, service steps and fees may change. Confirm the current requirements with LMRA or obtain professional advice for the facts of your case.