A potential new law in Bahrain is set to be debated that could significantly impact the working lives of civil servants aged 50 and over, offering reduced working hours and increased annual leave. The proposed amendments to the Civil Service Law, currently under review by the Council of Representatives, aim to support experienced employees and potentially encourage them to remain in the workforce longer. This article will delve into the details of the draft legislation, the arguments for and against it, and its potential implications for Bahrain’s public sector.
Bahrain Civil Service Reform: Reduced Hours & Leave for Older Workers
The core of the proposed changes lies in amending Articles 19 and 20 of the existing Civil Service Law (Decree-Law No. 48 of 2010). Currently, the Civil Service Bureau dictates working days and hours, including provisions for public holidays and overtime. The draft law doesn’t seek to alter this overarching control, but rather to introduce age-related adjustments within that framework.
Proposed Changes to Working Hours
The proposed Article 19 outlines a tiered reduction in daily working hours based on age. Employees reaching 50 would see their workday shortened by one hour. This reduction increases to two hours for those aged 55 and three hours for those 60 and above. The Legislative and Legal Affairs Committee has recommended a slight adjustment to the wording, specifying the reduction applies when an employee reaches the age, rather than over it, to ensure clarity.
This initiative is intended to acknowledge the potential physical demands of work on older employees and provide them with a better work-life balance. It’s a move towards fostering a more supportive environment for experienced professionals within the Bahrain workforce.
Increased Annual Leave Entitlement
Alongside reduced hours, the draft law proposes a significant increase in annual leave. Currently, all civil servants receive 30 working days of paid leave per year. The proposed Article 20 would revise this to 35 days for employees aged 50, 40 days at 55, and 45 days at 60. The specifics of leave entitlement will be further detailed in executive rules.
Other types of leave – including sick leave, marriage leave, Hajj leave, maternity leave, bereavement leave, quarantine leave, and study exam leave – would remain unchanged. This comprehensive leave structure aims to provide employees with ample opportunity for rest and personal commitments.
Government Concerns and Opposition
Despite the intentions behind the bill, the government has expressed strong reservations. In a memorandum attached to the draft law, they argue that differentiating treatment based solely on age is not an objective or equitable practice. They contend it contradicts the principles of equal treatment enshrined in the Civil Service Law.
Furthermore, the government warns of potential disruptions to public services. Reduced working hours and increased leave balances could strain resources, particularly in roles requiring continuous coverage. They also highlight the potential for widening the gap between public and private sector working conditions and the challenges of monitoring compliance with reduced hours. A key concern is the potential financial impact on the state budget and the ongoing Fiscal Balance Programme. The Civil Service Bureau has voiced its full agreement with the government’s assessment.
Committee Support and Rationale
Despite the government’s opposition, the Legislative and Legal Affairs Committee has recommended approval in principle. Their rationale centers on recognizing the unique circumstances of older employees and incentivizing them to remain in the workforce. They believe this could contribute to reducing early retirement rates, preserving valuable skills and experience within the public sector. This aligns with broader efforts to address demographic challenges and maintain a skilled public sector employment base.
The committee views the proposed changes as a way to demonstrate appreciation for long-serving employees and create a more sustainable working environment for them. This is particularly relevant in a context where retaining experienced staff is crucial for maintaining institutional knowledge and efficiency.
The Future of Bahrain’s Civil Service
The debate surrounding this draft law highlights a complex interplay between employee welfare, operational efficiency, and budgetary constraints. While the intention to support older workers is commendable, the government’s concerns regarding equity and potential disruptions are valid.
The Council of Representatives will need to carefully weigh these competing arguments when considering the bill on Tuesday. A potential compromise could involve a phased implementation of the changes, coupled with a thorough assessment of their impact on public services and the national budget. Ultimately, the goal should be to create a civil service law that is both fair to employees and sustainable for the nation. The outcome of this debate will undoubtedly shape the future of work for Bahrain’s experienced civil servants and set a precedent for future workforce policies.
