By Kuwait and Tajikistan have approved a memorandum of understanding to strengthen cooperation in private-sector labour recruitment and facilitate the movement of workers between the two countries, according to Times Kuwait. The approval was made by Decree No. 176 of 2026.
The agreement was originally signed in Kuwait City on November 3, 2024. Kuwait is represented by the Public Authority for Manpower, while Tajikistan is represented by its Ministry of Labor, Migration and Employment. The decree stipulates that relevant ministers shall implement its provisions, taking effect from the date of publication in the Official Gazette.
What the memorandum covers
The memorandum aims to strengthen cooperation in labour recruitment and workforce development while protecting expatriate workers in the private sector under the laws and regulations of both countries. Both sides agreed to facilitate services related to labour cooperation and the movement and recruitment of workers, and to exchange visits, consultations, knowledge and expertise in workforce development and job creation.
The agreement provides for defining basic terms of employment and the rights and obligations of employers and employees in employment contracts in accordance with host-country legislation. This means that a Tajik worker employed in Kuwait would be covered by Kuwaiti labour law, while a Kuwaiti worker in Tajikistan would fall under Tajik law.
How disputes and remittances are handled
In disputes between employers and employees, both sides will seek an amicable settlement under applicable laws and regulations. If no agreement is reached, the dispute will be referred to judicial authorities. This preserves the normal legal channels available in each country rather than creating a separate arbitration mechanism.
Workers from both countries may transfer earnings to their country of permanent residence in accordance with laws in force in both countries. For payroll teams in Kuwait, this confirms that Tajik employees will be able to remit wages through standard banking channels, subject to existing Kuwaiti rules on currency transfers and any applicable exchange controls.
The joint working group and implementation timeline
A joint working group will be established to oversee implementation, interpret provisions, propose amendments when necessary, and address difficulties. It will study employment opportunities and recommend technical cooperation, skills development and measures to provide skilled technicians across different sectors.
The working group will meet once a year, alternately in Kuwait and Tajikistan, and whenever necessary at the request of either party. The memorandum will enter into force after both governments exchange written notifications through diplomatic channels confirming completion of their respective national legal requirements. It will remain valid for four years and will be automatically renewed for successive four-year periods unless either party gives six months’ notice of intention to terminate.
| Milestone | Detail |
|---|---|
| Signed | November 3, 2024, in Kuwait City |
| Approved by decree | Decree No. 176 of 2026 |
| Entry into force | After exchange of diplomatic notifications |
| Initial term | Four years, auto-renewing |
| Working group meetings | Annually, alternating between Kuwait and Tajikistan |
What this means for HR and payroll teams in Kuwait
For HR managers and payroll leads in Kuwait, the memorandum signals a formal channel for recruiting private-sector workers from Tajikistan. The Public Authority for Manpower remains the key Kuwaiti institution, so employers should expect any future recruitment processes to run through that authority rather than through ad hoc arrangements.
The agreement does not create new visa categories or change existing Kuwaiti sponsorship rules. It establishes a framework for cooperation. Employers should continue to follow current Kuwaiti labour law, including rules on work permits, residence permits and private-sector employment contracts. The memorandum explicitly states that employment contracts must reflect host-country legislation, so Kuwaiti employers hiring Tajik workers should not assume any special exemptions apply.
The remittance provision is worth noting for payroll teams. Tajik workers will have a recognised right to transfer earnings home, but this remains subject to Kuwaiti laws in force. Payroll departments should verify current rules with their banks or the Central Bank of Kuwait before setting up recurring international transfers for Tajik employees.
The dispute resolution clause also matters. If a disagreement arises with a Tajik employee, the first step under the memorandum is an amicable settlement. If that fails, the matter goes to the Kuwaiti judicial system. This is consistent with existing practice for most private-sector employment disputes in Kuwait and does not create a separate tribunal.
Employers with existing Tajik workers should not expect immediate changes. The memorandum takes effect only after both governments complete their internal legal procedures and exchange notifications. Even then, the practical impact will depend on how the joint working group interprets and implements the provisions. HR teams should monitor announcements from the Public Authority for Manpower for any new guidance or procedural changes tied to the agreement.
Sources: timeskuwait
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