Company Attendance Policy

1. Purpose & Scope

This Attendance Policy applies to all full-time, part-time, and contracted employees of [Company Name]. Its purpose is to set clear, fair expectations about working hours, punctuality, leave, and the consequences of unexcused absences, so that everyone knows where they stand.

2. Working Hours

• Standard working week: 48 hours per week (8 hours per day, 6 days), in line with Kuwait Labor Law Article 64.
• Office hours: Sunday to Thursday, [08:00 – 17:00], with a one-hour unpaid break.
• Weekly rest day: [Friday] (and Saturday for offices on a five-day week).
• Ramadan hours: Working hours for Muslim employees are reduced to 6 hours per day during the Holy Month of Ramadan (Article 65).
• Remote / off-site work: Permitted with manager approval. Check-in/out is recorded via the company attendance app with GPS verification.

3. Check-In, Check-Out & Punctuality

• All employees must record check-in and check-out using the official company method (mobile app, kiosk, or biometric device).
• Grace period: A late arrival within [10 minutes] of the scheduled start time is recorded but not penalized.
• Late arrival: Arrival between [11–60 minutes] late is logged. Three (3) such incidents in a single calendar month constitute a written warning.
• Severe late arrival: Arrival more than [60 minutes] late without prior approval is treated as half-day unpaid absence.
• Early departure: Leaving before the scheduled end of shift requires prior written approval from the line manager.

4. Absence Categories

4.1 Authorized Absence

Annual leave, sick leave, official public holidays, approved bereavement, marriage, maternity/paternity leave per Kuwait Labor Law.

4.2 Unauthorized Absence

Any absence without prior written approval and without a valid documented reason. Unauthorized absence is treated as unpaid.

4.3 Job Abandonment

Per Article 53 of the Kuwait Labor Law, an employee who is absent for seven (7) consecutive days without a valid reason may be considered to have terminated their own employment.

5. Annual & Sick Leave

• Annual leave: 30 calendar days per year after completing 9 months of continuous service (Article 70).
• Sick leave: Per Article 69: the first 15 days are at full pay, the next 10 at three-quarters pay, the next 10 at half pay, the next 10 at quarter pay, and the final 30 unpaid (within a single year, with valid medical certificate).
• Public holidays: As declared by the State of Kuwait. If an employee is required to work on a public holiday, see Section 7.
• Maternity leave: 70 days fully paid for female employees (Article 24, amended).

6. Overtime Work

• Authorization: Overtime requires prior written approval from the line manager.
• Cap: No more than 2 hours of overtime per day, 180 hours per year, 90 days per year.
• Compensation:
  • Weekday overtime: regular hourly rate × 1.25
  • Weekly rest day: regular hourly rate × 1.5 + a substitute rest day
  • Public holidays: regular hourly rate × 2.0 + a substitute rest day

7. Late Deductions & Disciplinary Action

8. Reporting & Disputes

• An employee may submit a correction request within 72 hours if their attendance record contains an error (e.g., missed check-out, GPS failure).
• Requests are reviewed by the line manager and HR. Approved corrections are reflected in the next payroll cycle.
• Patterns of disputes affecting payroll will be discussed in the employee's quarterly review.

9. Privacy & Data

Attendance data (timestamps, GPS coordinates at check-in/out) is collected solely for the purpose of attendance verification, payroll calculation, and operational planning. It is stored securely, accessed only by authorized HR and management staff, and retained for the period required by Kuwait Labor Law. Employees may request a copy of their own attendance records at any time.

10. Acknowledgement

I, ______________________________, employee of [Company Name], confirm that I have read, understood, and agree to comply with this Attendance Policy.

Signature: ______________________________     Date: __________________

Disclaimer. This template is provided for general guidance based on common practice and the Kuwait Labor Law (Private Sector). It is not legal advice. Verify the latest provisions with a licensed legal advisor or the Public Authority for Manpower before adoption.