Wage payment enforcement tightened after surge in complaints

At a glance

• Bahrain has intensified enforcement of wage‑payment rules in early 2026 following a sustained increase in complaints about delayed salaries.
• More than 2,300 wage‑delay complaints were recorded over the past four years, with 2025 marking the highest annual total.
• A mandatory Enhanced Wage Protection System (WPS 2.0) now requires all private‑sector salaries to be paid exclusively through the Labour Market Regulatory Authority (LMRA) WPS Portal.
• Employers must submit monthly wage files and appoint a Wages Responsible Person by 1 February 2026, with the first mandatory filing due at the end of Q1 2026.
• Non‑compliance may result in administrative blocks, fines and exclusion from Bahrainisation quota calculations.

Bahrain has stepped up enforcement of wage‑payment obligations in early 2026 in response to a significant rise in worker complaints relating to delayed salaries. The Ministry of Labour, working in coordination with the LMRA confirmed that more than 2,300 wage‑delay complaints have been recorded over the past four years, with 2025 registering the highest annual figure.

A central element of the reform is the introduction of the WPS 2.0, which became fully operational in early 2026. Under the new framework, all private‑sector salaries must be paid exclusively through the LMRA Wage Protection System Portal, with direct bank transfers and manual payments no longer permitted. Employers are required to upload monthly wage files and appoint a designated Wages Responsible Person by 1 February 2026, with the first mandatory filing deadline falling at the end of Q1 2026.

Authorities have warned that employers failing to comply will face immediate administrative measures, including suspension of LMRA services such as work‑visa issuance and renewals, as well as fines ranging from BHD200 to BHD500 per violation under Article 188 of the Labour Law. Judicial enforcement has also intensified, with Bahraini courts issuing orders for the payment of substantial unpaid wages and benefits, together with legal interest.

In addition, payroll compliance has been linked to Bahrainisation requirements. Employees paid below sector‑specific minimum thresholds, commonly BHD 250, may no longer be counted towards an employer’s nationalisation quotas, further increasing the compliance risk for non‑compliant employers.