Youth Employment Regulations in the GCC: A Compliance Guide

Each GCC state operates its own framework for employing young people, combining international labour standards with national priorities around workforce nationalisation. The rules governing minimum working age, apprenticeships, internships, and youth quotas are distinct in each country, and non-compliance can result in significant penalties. This guide covers minimum working age laws, apprentice and intern regulations, youth quotas, Saudisation youth programmes, the UAE’s Emirati Talent Competitiveness Programme (Nafis), and Bahrain’s youth employment rules.

Minimum Working Age Laws

All GCC states have ratified or adopted standards aligned with ILO Convention 138, which sets the minimum age for employment at 15. However, each country defines the rules differently, particularly around permitted hours, hazardous work restrictions, and part-time work for students. Employers must verify the age of young workers using official identification documents and maintain copies in the personnel file.

All states require a medical fitness certificate confirming the young person is physically capable of performing the work, written parental consent (with the parent’s signature attested where required), and a formal employment contract registered with the relevant ministry. The contract must specify the working hours, nature of work, and remuneration. Breaches attract significant penalties, including fines of up to SAR 50,000 in Saudi Arabia and AED 50,000 in the UAE, and potential imprisonment for employers found to be exploiting underage workers. Repeat offenders may face licence revocation.

Employers should also be aware that the minimum working age applies to all sectors, including family businesses and agriculture. The only exceptions are for vocational training programmes that are approved by the relevant ministry and that meet specific criteria for educational content, supervision, and working conditions.

Apprentice Regulations

Formal apprenticeship frameworks exist across the GCC, though they vary in maturity and structure. An apprentice is generally defined as a young person receiving structured on-the-job training combined with classroom instruction, under a formal contract that specifies the training programme, duration, and remuneration. Apprenticeships are distinct from internships in that they involve a recognised qualification or certification upon completion.

• Saudi Arabia – The Technical and Vocational Training Corporation (TVTC) oversees apprenticeships. Apprentices must be aged 16 or over. The programme combines 30% theory and 70% practical training. Apprentices receive a monthly allowance (not a salary) of at least SAR 1,500. Employers who successfully train and convert apprentices to full-time employees receive a subsidy from the Human Resources Development Fund (HRDF) of up to SAR 3,000 per month for 12 months.
• UAE – The National Apprenticeship Programme (NAP) targets Emiratis aged 18–30. Apprentices are classified as employees with a fixed-term contract of 1–3 years. They are entitled to at least 60% of the skilled worker minimum wage. The employer must provide a structured training programme approved by the Ministry of Education and must commit to converting the apprentice to a permanent role upon successful completion.
• Qatar – The Qatarisation apprenticeship programme under the Ministry of Labour targets Qatari nationals aged 18–28. The programme duration is 12–24 months. The employer must commit to converting the apprentice to a permanent role upon completion. The Ministry of Labour subsidises 50% of the apprentice’s salary during the training period.
• Bahrain – The Tamkeen apprenticeship programme supports Bahraini nationals aged 15–30. Tamkeen subsidises 50% of the apprentice’s salary for up to 24 months. The employer must provide a structured training plan and assign a mentor to each apprentice. Over 15,000 Bahraini youth have participated since the programme launched.
• Kuwait – Limited formal apprenticeship framework exists; most training is delivered through the Public Authority for Applied Education and Training (PAAET). The government is developing a national apprenticeship framework expected to launch in 2026.
• Oman – The Ministry of Labour operates an apprenticeship track for Omani nationals under the National Training and Employment Programme. Apprenticeships run for 6–12 months, with the Ministry subsidising 50% of the stipend.

Across all GCC states, apprenticeship contracts must be in writing and registered with the relevant authority. The contract should specify the training plan, duration, working hours, supervision arrangements, and the qualification to be awarded. Apprentices are entitled to the same workplace health and safety protections as regular employees, and employers must provide appropriate training and supervision.

Internship Rules

Internships are distinct from apprenticeships. Interns are typically students or recent graduates undertaking short-term work experience, and the rules regarding pay, duration, and entitlements vary significantly across the GCC. The key distinction is that internships are primarily observational or supplementary to academic study, while apprenticeships involve formal training leading to a qualification.

Key compliance points: always have a written internship agreement that clearly states the educational purpose of the placement, the supervision arrangements, and the duration. Ensure the intern is covered by the employer’s workplace injury insurance, as interns are not covered by standard employment injury schemes in most GCC states. Do not use interns to displace paid employees or to fill permanent roles. The UAE Ministry of Human Resources and Emiratisation (MoHRE) explicitly prohibits using interns as substitute labour and conducts inspections to enforce this rule. Employers found to be using interns as unpaid labour face fines and restrictions on future internship recruitment.

Best practice for managing interns includes assigning a named supervisor, providing a structured orientation programme, documenting learning objectives, and conducting regular feedback sessions. While only Bahrain mandates payment, paying interns a stipend is strongly recommended across all GCC states as it demonstrates good faith and reduces the risk of claims that the intern was an employee entitled to full employment benefits.

Youth Employment Quotas

The GCC’s nationalisation programmes are the primary drivers of youth employment quotas. These programmes set mandatory targets for employing citizens (typically young citizens) in private-sector roles. The programmes apply to companies above certain size thresholds and carry significant penalties for non-compliance.

• Saudi Arabia (Saudisation / Nitaqat) – The Nitaqat system categorises employers by size and sector into colour-coded bands (Platinum, Green, Yellow, Red). Each category has a required percentage of Saudi employees. For large companies, the target is 15–20% Saudi nationals. Premium (Platinum) status requires 40% or more and offers benefits including priority access to government contracts and reduced visa fees for expatriate workers. The Saudisation Committee targets specific roles, including retail, HR, procurement, and front-office positions, for mandatory Saudisation. Companies in the Red band face severe restrictions on work permit issuance and are ineligible for government contracts.
• UAE (Emiratisation / Nafis) – Federal Decree-Law No. 14/2022 mandates a 2% annual increase in Emirati employment for companies with 50+ employees, reaching 10% by 2026. Companies with fewer than 50 employees are not yet subject to the quota but are encouraged to participate voluntarily through Nafis incentives. Non-compliance attracts fines of AED 42,000 per year for each unfilled Emirati role (AED 84,000 for jobs in skilled technical roles). The MoHRE publishes a quarterly list of compliant and non-compliant companies.
• Qatar (Qatarisation) – Qatarisation is less prescriptive than Nitaqat or Emiratisation but the Ministry of Labour sets sector-specific targets. The Qatar Financial Centre (QFC) requires 20% Qatari nationals in its regulated entities. QatarEnergy mandates 50% Qatarisation for its supply chain partners.
• Oman (Omanisation) – Sector-specific Omanisation percentages are set by the Ministry of Labour. Key sectors include insurance (45%), telecommunications (70%), banking (60%), and oil and gas (90%). Employers who fail to meet targets are restricted from hiring expatriate workers.
• Bahrain (Bahrainisation) – The Labour Market Regulatory Authority (LMRA) sets Bahrainisation quotas per sector and company size. Non-compliance results in suspension of work permit applications and higher LMRA fees. Bahrain uses a levy-exemption model: employers who achieve targets pay lower fees per expatriate work permit.
• Kuwait (Kuwaitisation) – The Public Authority for Manpower sets Kuwaitisation targets, primarily in the oil, banking, and government sectors. Enforcement has historically been less aggressive than in other GCC states, but the government has announced plans to strengthen enforcement from 2025.

The quota systems are dynamic and subject to frequent adjustment. Employers should monitor changes from the relevant ministry and plan their recruitment and training programmes accordingly. Many companies find it beneficial to combine quota compliance with apprenticeship and internship programmes, creating a pipeline of young national talent that can meet targets while building a skilled local workforce.

Saudisation Youth Programmes

Saudi Arabia operates several targeted programmes designed specifically to bring young Saudis into the workforce and address the high youth unemployment rate. These programmes provide financial support to both employees and employers, making youth employment more accessible and sustainable.

Tamheer is the most significant programme for employers. Participants are registered on a six-month on-the-job training programme. The MHRSD provides the monthly stipend of SAR 3,000 directly to the participant, so there is no cost to the employer. Employers can convert Tamheer participants to full-time roles without penalty, and the participant’s period of training counts toward the Saudisation percentage after conversion. Over 250,000 young Saudis have participated in Tamheer since its launch.

Wusool subsidises transportation costs for Saudi employees, making it easier for young people in outlying areas to access jobs in city centres. The subsidy covers up to 80% of monthly transportation costs, up to a maximum of SAR 1,000 per month. This is particularly important for young women, who face additional mobility constraints in some regions. Employers should promote Wusool registration during onboarding to improve retention, as transportation costs are a common reason for early resignation among young Saudi employees.

UAE Emirati Talent Competitiveness (Nafis)

Nafis is the UAE’s flagship youth employment programme. Launched in 2021, it has transformed the Emirati employment landscape by providing substantial financial incentives for private-sector employment. The programme is administered by the Emirati Talent Competitiveness Council and is a central pillar of the UAE’s strategy to increase Emirati participation in the private sector from under 5% to 20% by 2030.

Employers who fail to meet Emiratisation targets face fines of AED 42,000 per year for each unfilled Emirati role, increasing to AED 84,000 for roles in specific technical categories. The MoHRE actively audits compliance and publishes non-compliant companies regularly. In 2024, over 200 companies were fined for non-compliance. The government has also introduced a ranking system that gives preferential access to government contracts for companies with high Emiratisation performance.

To maximise the benefits of Nafis, employers should register with the Nafis platform, submit job vacancies to be matched with registered Emirati job seekers, and structure roles to meet the eligibility criteria for salary subsidies. The salary subsidy is paid directly by Nafis to the employee, so there is no administrative burden on the employer. However, the employer must ensure that the employee meets the scheme’s requirements, including minimum working hours and contribution to the pension fund.

Bahrain Youth Employment

Bahrain has a mature youth employment ecosystem built around Tamkeen, the semi-governmental labour fund established in 2006. Unlike the more prescriptive quota systems in Saudi Arabia and the UAE, Bahrain uses a combination of financial incentives and a levy-exemption model to encourage youth employment. This approach gives employers more flexibility while still achieving meaningful national workforce participation outcomes.

• Tamkeen Career Centres – Provide career counselling, skills assessment, and job matching for Bahraini youth aged 15–30. There are 12 career centres across Bahrain, offering services in both Arabic and English. Centres also provide CV-writing workshops, interview coaching, and career planning support.
• Wage Subsidy Programme – Tamkeen subsidises up to 50% of a Bahraini employee’s salary for the first 24 months in a private-sector role. The subsidy is capped at BHD 500 per month. Over 30,000 Bahraini youth have been supported through this programme.
• Training Grants – Employers can claim up to BHD 2,000 per employee for approved training programmes offered by accredited providers. Training can be technical (IT, engineering, finance) or soft skills (communication, leadership, project management).
• Internship Support – Tamkeen funds paid internships of 3–6 months at BHD 150 per month. Internships are available for students and recent graduates aged 15–30.
• Entrepreneurship Support – Grants and incubation support for youth-led startups under the Tamkeen Enterprise programme. Grants range from BHD 500 to BHD 20,000 and are available for Bahraini entrepreneurs aged 18–35.

Bahrain differs from its neighbours in that it does not enforce strict mandatory quotas. Instead, it uses a levy-exemption model: employers who achieve Bahrainisation targets pay a lower LMRA fee per expatriate work permit. The standard fee is BHD 300 per year; employers who meet their Bahrainisation targets pay BHD 200. This creates a financial incentive for youth employment without the rigid compliance burden of a quota system.

Frequently Asked Questions

Can we hire a 14-year-old for part-time work in the GCC?

No. The minimum working age across the GCC is 15, with Qatar setting it at 16. Below these ages, only limited vocational training programmes are permitted, and only with express ministry approval. Hiring a child below the minimum working age is a criminal offence in all GCC states.

Do interns count toward nationalisation quotas?

Generally, no. Interns are not counted as employees for nationalisation quota purposes in most GCC states. However, Saudi Arabia’s Tamheer programme participants do count toward Saudisation percentages, and the UAE counts Emirati interns who are registered with Nafis and receiving a salary above the specified threshold. Bahrain counts interns who are on the wage subsidy programme.

What is the penalty for failing to meet youth employment quotas?

Penalties vary by country. Saudi Arabia restricts work permit issuance and can downgrade the company’s Nitaqat band (reducing access to government contracts and increasing visa costs). The UAE fines AED 42,000 per unfilled Emirati role per year. Oman and Bahrain restrict expatriate work permits for non-compliant employers. In Kuwait, penalties include fines and potential restrictions on government contracts.

Are apprentice wages regulated?

Yes, but not as strictly as employee wages. Saudi Arabia mandates a minimum allowance of SAR 1,500. Bahrain requires at least BHD 150 for interns over 18. In other states, the allowance should be specified in the apprentice contract and should reflect the training nature of the arrangement. Apprentices are not typically entitled to the minimum wage applicable to regular employees, but the allowance should be reasonable relative to the training provided and the duration of the programme.

Can young people work night shifts in the GCC?

No. All GCC states prohibit night work (typically defined as 7pm–6am or 8pm–7am) for workers under 18. In Saudi Arabia, the prohibition extends to 10pm–6am for under-16s. The prohibition applies regardless of the sector, including hospitality, retail, and healthcare. Employers who schedule young workers for night shifts face fines and potential criminal liability.

Do youth employment rules apply to free zones?

It depends on the specific free zone and the country. In the UAE, free zones are generally exempt from federal Emiratisation quotas but are subject to minimum working age and apprentice rules. Some free zones (e.g. DIFC, ADGM) have their own employment regulations that may differ from the mainland rules. In Saudi Arabia, all economic zones (including special economic zones) must comply with Nitaqat and youth employment regulations. Always verify with the relevant free zone authority and seek legal advice specific to your location.

Get Compliant with GCC Youth Employment Laws

Youth employment regulation in the GCC is dynamic and the stakes of non-compliance are high. Our HR and compliance consultants can audit your current youth employment practices, help you meet nationalisation targets, design compliant apprentice and internship programmes, and develop strategies to maximise available incentives. We have helped organisations across the GCC build youth employment programmes that are compliant, cost-effective, and aligned with national priorities.