It usually does not happen overnight. Salaries start arriving late, then partially, then not at all. Management promises that payment will follow "once receivables come in". Then one morning the office door is locked, or a short message announces that the company has "stopped operating", or employees hear that the partners have resolved to dissolve and liquidate it, or that a creditor has filed for its bankruptcy. At that point every employee asks the same two questions: what happens to my unpaid salary and my end-of-service indemnity? And, for expatriate workers, what happens to my residency now that my employer has disappeared?
This article is written strictly from the employee's side. It does not explain to the company how to wind up or restructure its debts; we have covered that in Bankruptcy and Restructuring in Kuwait and Liquidation and Bankruptcy under Kuwaiti Company Law. Nor does it repeat what happens during a temporary administrative closure of a shop, which we addressed in Administrative Closure of a Shop in Kuwait: Effect on Rent, Salaries and Contracts. Our focus here is the harder case: the business shuts down for good, goes into liquidation, or is declared bankrupt, and the worker has to recover what is owed.
We explain what an employee is entitled to when the contract ends because of closure or liquidation under the Private Sector Labour Law No. 6/2010, what the statutory priority of workers' claims means and where it sits among other creditors, how a claim moves from a labour complaint to a lawsuit and then into the liquidation or bankruptcy process, when partners and managers may be personally answerable under the Companies Law No. 1/2016, what expatriate workers should do about their residency and work permit, and which documents make the difference between a strong claim and a weak one.
The Short Answer
The closure, liquidation or bankruptcy of an employer does not wipe out the employee's rights. Unpaid wages, pay in lieu of unused annual leave, the end-of-service indemnity and every other sum arising from the employment contract remain debts owed by the employer. The law protects them with a statutory priority (a "privilege") that places them ahead of ordinary unsecured creditors when the employer's assets are distributed. And where the contract ends because the business closes, the termination comes from the employer's side, not the employee's, so the worker should not be treated like someone who resigned and receive a reduced indemnity.
The practical route starts early. File a labour complaint with the Public Authority for Manpower as soon as salaries stop or operations cease, rather than waiting for things to "settle down". If the complaint is not resolved amicably, the dispute is referred to the court that hears labour cases. If the company is in liquidation, submit your claim in writing to the liquidator. If a bankruptcy judgment has been issued, file your claim in the bankruptcy proceedings within the time limits set by the law and the court, because delay can harm your position in the distribution.
If the company's assets are not enough, recovery may extend to individuals depending on the legal form of the business. The owner of a sole proprietorship is liable with personal assets; general partners are liable without limit; and managers and board members may be held personally liable for mismanagement, fraud or a liquidation carried out in breach of the law. Expatriate workers need to deal with their residency and work permit with the competent authorities in parallel with the financial claim, not after it.
The Legal Framework
The Private Sector Labour Law No. 6/2010 is the primary source of employee rights. It defines the components of pay, requires wages to be paid on time, governs the end-of-service indemnity and how it is calculated, regulates annual leave and pay in lieu, sets out how contracts end, and contains specific provisions on the total or partial closure of an establishment, the reduction of its activity, and its transfer to a new owner. A cornerstone of the Law is that its provisions are a minimum floor: any term or agreement that reduces an employee's statutory rights is void unless it is more favourable to the employee. The Law also grants a privilege to sums owed to employees over the employer's assets, and establishes the route for individual labour disputes, starting with the competent administrative body and then the courts.
The Companies Law No. 1/2016 governs the dissolution and liquidation of companies. It provides that a company retains its legal personality to the extent needed for liquidation, and that the liquidator collects the company's receivables and settles its debts before any surplus is distributed to partners or shareholders. It also sets out the liability of managers, directors and liquidators for errors and violations, and the liability of partners according to the form of the company: general partnership, limited partnership, limited liability company or shareholding company.
The Civil Code No. 67/1980 lays down the general rules on privileged debts and their ranking, the principle that all of a debtor's assets secure his creditors, and tort liability, which may support a claim against anyone whose fault caused workers to lose their entitlements. The Commercial Code No. 68/1980 regulates traders, commercial premises and sole proprietorships, and the unlimited liability of an individual trader for the debts of his business.
Bankruptcy in Kuwait is governed by dedicated insolvency and restructuring legislation that sets the conditions for declaring bankruptcy, the appointment of a trustee, the stay on individual claims, the deadlines for filing and verifying debts, and the order of distribution. We deliberately do not cite its number here and refer readers to our dedicated article on the subject. The Civil and Commercial Procedure Law No. 38/1980 governs litigation, precautionary attachment and enforcement, and the Evidence Law No. 39/1980 governs how the employment relationship, the wage and its payment are proven. For Kuwaiti nationals in the private sector, the Social Insurance Law No. 61/1976 governs contributions and insured periods of service. The residency and work permits of expatriate workers are governed by residency legislation and by decisions of the Ministry of Interior and the Public Authority for Manpower, which change frequently, so the decision in force at the relevant time must always be checked.
The Substantive Rules: What Is Owed and How the Law Protects It
1. What happens to the employment contract?
Three situations are often confused. A de facto or final closure is when the employer stops the business and lets the staff go, whether through an organised decision or simply by locking the doors. Liquidation is a legal phase following the dissolution of a company, in which a liquidator inventories the assets, collects what is owed and pays the debts. Bankruptcy is a judicial status declared by a competent court when a trader or company stops paying its debts; the debtor loses control of its assets, which are managed by a trustee under court supervision.
In all three, the employment relationship usually ends, either immediately or after a period during which the liquidator or trustee still needs certain staff to complete the process. What matters is that the reason for termination lies neither in the employee's will nor in any fault on his part, but in the situation of the business and the decision of its owners or of the court. As a rule, therefore, the employee is entitled to full entitlements as if the employer had terminated the contract, not the reduced rates that apply on resignation.
The analysis changes if the closure is temporary or partial, or if the business has been transferred to a new owner, merged, or changed its legal form. The Labour Law's rule is that a change of employer or of the legal form of the business does not by itself terminate employment contracts, and the successor is bound by the employees' rights. We covered this in Employee Rights When the Employer or Company Changes Hands. If a company claims to have closed while the same business carries on under another name or through a new entity owned by the same people, the employee should document that carefully.
2. The components of the claim
- Unpaid wages: basic salary plus fixed allowances and regular commissions for every period worked but not paid, including periods in which the employee kept working, or stood ready to work, while the employer refused to pay.
- End-of-service indemnity: calculated on the last wage and the actual length of service in accordance with the Labour Law. See our guide to End-of-Service Indemnity and Retirement in Kuwait. On closure, the default position is full entitlement without the resignation reduction.
- Pay in lieu of unused annual leave: accrued leave not taken is converted into cash when the contract ends.
- Notice or pay in lieu of notice: where an indefinite-term contract ends without the statutory notice, the employee is owed its cash equivalent.
- Compensation for unlawful termination: this depends on the circumstances of the closure and is discussed below.
- Return ticket for expatriate workers: where the employer is bound to provide it under the law or the contract.
- A service certificate: an employee's right on termination, useful both for finding new work and for proving length of service.
3. The statutory priority of workers' claims
The single most important feature distinguishing an employee's claim from other debts of a failing company is that it is a privileged debt. The Labour Law grants sums owed to employees a privilege over the employer's assets, and the Civil Code lists wages owed to workers among privileged claims. In practical terms, the employee does not queue alongside suppliers, unsecured lenders and other ordinary creditors who share whatever is left pro rata; the employee is paid out of the employer's assets ahead of them.
That priority is not absolute in every situation, however. How workers' claims rank against court costs incurred in preserving and selling the assets, against sums owed to the State, and against secured creditors holding mortgages or pledges over specific assets is governed by detailed provisions of the Labour Law, the Civil Code and the insolvency legislation, and the outcome may vary with the type of asset, the date on which a security was registered and the scope of the privilege. The precise ranking of a worker's claim in any given distribution is therefore for the court or the bankruptcy judge to determine on the texts and the facts, and it would be wrong to state it categorically in advance. What can be said with confidence is that an established employee claim ranks ahead of ordinary creditors, and that proving and filing it in time is a practical condition for benefiting from that priority.
The privilege in principle extends to all the employer's assets, movable and immovable. In a sole proprietorship, the owner's personal assets form part of the general security available to his creditors, so the employee is not limited to the shop's assets. In a company with separate legal personality, the privilege attaches to the company's assets; reaching the partners' personal assets requires a separate basis in the liability rules discussed below.
4. Is compensation for arbitrary dismissal due on closure?
This is a point on which views differ depending on the facts. On one view, a genuine closure caused by real losses or compelling economic circumstances is not, in itself, an arbitrary dismissal: an employer is entitled to end its business, so the employee's rights are limited to the statutory entitlements (wages, indemnity, leave pay and notice) without additional compensation. On another view, a closure can be a device to get rid of employees or their entitlements, for instance where the business is closed on paper while activity continues through another vehicle, or where the decision is taken without notifying the competent authority and without following the required procedures; in that case the termination is unlawful and compensation is due.
We do not resolve this with a blanket rule. How a particular closure should be characterised is a matter for the trial court's assessment of the evidence on the genuineness, reasons and procedure of the closure. An employee alleging a sham closure should gather everything showing that the business carries on: advertisements, active social-media accounts, new hires, a new trade licence at the same address or in the names of the same partners. Our general discussion of the standards is in Arbitrary Dismissal in Kuwait.
5. Liability of partners and managers
- Sole proprietorship: it has no personality separate from its owner, so the individual trader answers for the business's debts, including employees' entitlements, with all his personal assets.
- General partnership: general partners are personally, jointly and without limit liable for the company's debts, subject to the procedural rules requiring the company to be pursued first.
- Limited partnership: general partners have unlimited liability; limited partners are in principle liable only up to their contribution, unless they interfere in management in a way that makes them liable under the law.
- Limited liability and shareholding companies: in principle a partner's or shareholder's liability is limited to his share of the capital and only the company answers for its debts. That principle does not prevent a manager or director from being held personally liable for gross fault, fraud or breach of the law or the articles causing loss to third parties, nor does it prevent liability of a partner who used the company as a front for personal purposes or commingled its assets with his own, as the court may find on the facts.
Common scenarios in practice include distributing the company's assets to partners before its debts are paid, contrary to the order the Companies Law imposes on the liquidator, which allows a prejudiced creditor, including an employee, to seek recovery of what was distributed or compensation as appropriate. Another is concealing or transferring assets shortly before closure, which may open the door to an action to have those transactions declared unenforceable against creditors, and may even raise criminal liability under the offences of fraudulent or negligent bankruptcy, discussed in Bankruptcy Offences in Kuwaiti Law. Whether and how far to "pierce the corporate veil" is a matter on which opinions vary; the starting point is respect for the company's separate estate, and any exception requires clear evidence of fraud or commingling, to be assessed by the judge.
6. Kuwaiti employees and social insurance
For a Kuwaiti national working in the private sector there is an additional dimension: contributions to the Public Institution for Social Security. An employer's failure to pay contributions should not deprive the employee of statutory insurance rights, and the Institution is the body that pursues the employer for arrears. Employees should check their record of insured service early, report any unpaid contributions to the Institution, and, where they benefit from the national labour support programme, update their status with the competent authorities once employment ends.
7. Expatriate workers: residency and work permits
An expatriate worker's work permit and residency are ordinarily tied to the employer. When the business closes, the worker faces two risks: the residency may expire or be cancelled before a transfer to a new employer can be arranged, and the employer may file an absconding report that complicates the worker's status. The rules on these matters are issued by the Public Authority for Manpower and the Ministry of Interior and change from time to time, but their general direction recognises that a worker whose establishment closed did not cause that situation.
An expatriate worker should therefore promptly approach the Public Authority for Manpower to lodge a complaint and record the closure and the unpaid wages, and ask whether the work permit can be transferred to a new employer under the rules in force for closed or suspended establishments, and whether any grace period applies. A complaint registered early strengthens the worker's position if the employer later files an absconding report. We discussed the general conditions for transfer in Transfer of Sponsorship and Residency in Kuwait. A worker should not leave the country permanently before organising the claim, or at least before appointing someone under a formal power of attorney to pursue it, since both litigation and enforcement require attendance or representation.
Principles Settled by the Court of Cassation
Among the general principles the Court of Cassation has consistently applied in labour matters, the following are particularly useful to employees facing a failed or closed business:
- The Labour Law is a matter of public order to the extent that it sets minimum rights; any agreement or release that reduces them is void, and an employee cannot be held to a waiver of a right that had not yet arisen or to a release that does not reflect a free and genuine will.
- The employment relationship and its terms may be proven by the employee by any means of evidence, as they are a material fact from the employee's standpoint; this includes bank transfers, correspondence, witness testimony and circumstantial evidence.
- Once the employee proves the employment relationship and the entitlement to wages, the burden of proving payment lies on the employer; the employee is not required to prove a negative, namely non-receipt.
- The end-of-service indemnity is a right tied to length of service and the last wage, is calculated under the statutory rules, and cannot be contractually reduced below them.
- A change of employer, a transfer of ownership of the business or a change in its legal form does not in itself affect employees' accrued rights, and the successor is bound by them.
- The assessment of evidence, including expert reports and witness statements, falls within the discretion of the trial court provided its reasoning is sound and grounded in the record.
- The privilege attached to workers' claims gives them priority over ordinary creditors, and the ranking of privileges among themselves is set by law, not by agreement between the parties.
A note on method: we have deliberately not cited appeal numbers or judgment dates in this article, because citing a specific judgment accurately requires reference to its full text and facts. These principles are presented in their settled general form. When a statement of claim or a legal memorandum is prepared, counsel cites the specific judgments from their official sources.
Practical Steps and Documents
Step one: document everything before the doors close
As soon as salaries are delayed or signs of distress appear, gather your evidence while you still have access: a copy of the signed employment contract and the contract registered with the competent authority if they differ, bank statements showing salary transfers and when they stopped, payslips, emails and messages in which management promises payment or admits the delay, promotion and salary-change letters, leave balances and any attendance records. Many employees lose their evidence when the company email is shut down or they are barred from the premises.
Step two: the labour complaint
Lodge a complaint with the competent labour relations department of the Public Authority for Manpower, setting out your details, the employer's details, your length of service, last wage, an itemised statement of the sums owed, and the facts of the closure or default. The authority will attempt an amicable settlement by summoning both parties; if settlement fails or the employer does not attend, the dispute is referred to the competent court. See our practical Labour Complaint Template and Filing Steps and the wider overview in Labour Disputes in Kuwait: Complaints and How They Are Resolved. Where many employees are affected, it helps to coordinate complaints and share common documents, while each employee's claim remains separate.
Step three: the labour lawsuit
After referral, the labour circuit of the Court of First Instance hears the dispute and may appoint an expert to calculate the entitlements. Employees benefit from procedural facilities the law provides in labour cases, notably regarding court fees and speed. Crucially, claims arising from an employment contract are subject to a relatively short limitation period running from the end of the contract, so an employee should not simply wait for the outcome of the liquidation or bankruptcy without protecting the claim in the manner the law requires. Where the conditions are met under the Procedure Law, a precautionary attachment over the business's assets, or those of a sole proprietor, can prevent them being moved out of reach before judgment.
Step four: filing with the liquidator
If the company is in liquidation, the liquidator is its legal representative. Obtain the liquidator's details from the commercial register or the published resolution, submit your claim in writing with supporting documents, and keep proof of delivery. The liquidator must pay the company's debts before distributing any surplus to the partners, and a privileged employee claim stands near the front of that line. If the liquidator disputes the claim or refuses to pay, the route is a complaint and lawsuit against the company represented by the liquidator.
Step five: filing in the bankruptcy
Once a bankruptcy or insolvency judgment is issued, insolvency regimes generally stay individual actions and enforcement against the debtor, and creditors must file their claims with the trustee or the body designated by the judgment within set deadlines, so that the claims can be verified and admitted with their proper ranking. Insolvency regimes also commonly provide a mechanism for paying part of the wages owed to employees on an urgent basis from the first available funds, with the permission of the supervising judge and within the limits set by the text; the provision in force must be checked to determine its scope. An employee who already holds a labour judgment files it as proof of the debt. The effect of a bankruptcy judgment on a labour case already pending, and whether it continues before the labour circuit or the claim is simply filed in the bankruptcy, is determined by the specific provisions and assessed by the court, so the two tracks should be coordinated. For the creditor's perspective on insolvency proceedings generally, see Bankruptcy and Commercial Insolvency in Kuwaiti Law.
Step six: pursuing the responsible individuals
If the business's assets are insufficient, consider with your lawyer whether a claim lies against the sole proprietor, the general partners or the managers, as outlined above. That requires additional evidence: the memorandum of association and amendments, a commercial register extract showing partners, managers and authorised signatories, and evidence of suspicious dealings in assets. For disputes among partners over the winding-up itself, see Partner Disputes, Dissolution and Liquidation of Companies in Kuwait.
Step seven: enforcement
A judgment alone does not put money in your hands. Once a final or provisionally enforceable judgment is issued, an enforcement file is opened with the Enforcement Department and attachments are sought over the business's bank accounts, assets and receivables held by third parties, with the privilege asserted in any distribution of proceeds where other creditors compete.
Document checklist
- The employment contract, the contract registered with the competent authority, and any annexes or salary amendments.
- Bank statements for the whole period of service, or at least the final period, highlighting monthly transfers and when they stopped.
- Payslips or payroll statements issued by the company.
- Civil ID, passport and, for expatriates, the work permit.
- Emails and chat messages admitting the delay, promising payment or announcing the closure.
- Evidence of the closure: photographs of the closed premises, company announcements, the dissolution resolution, a commercial register extract.
- Leave balance records and any instructions to carry on working after the closure.
- For Kuwaiti nationals: the record of insured service with the Public Institution for Social Security.
- Names of colleagues who can testify to the employment relationship, length of service and pay.
Three Hypothetical Cases
Case one: an expatriate accountant at an LLC that shut its office
An expatriate accountant worked for years at a limited liability company. His salary fell several months into arrears, and the manager then told him verbally that the company was "finished" and he should look for another job. Nothing was paid and no formal dissolution took place. The right move is to file a labour complaint at once, itemising unpaid wages, the indemnity and leave pay, supported by bank statements showing regular transfers that suddenly stopped and by the manager's messages. At the same time, he should approach the competent authority about his work permit and the possibility of a transfer. If it emerges that the partners moved the assets to another company they own, a claim against them or the manager under the liability rules can be examined, which the court will assess on the evidence.
Case two: a Kuwaiti employee of a company declared bankrupt
A Kuwaiti employee works for a trading company that is declared bankrupt. She has unpaid wages and an indemnity due, and discovers that her social insurance contributions were not paid for a period. She files her claim with the trustee within the set deadline, with supporting documents, asserting the workers' privilege, and asks to benefit from any urgent wage-payment mechanism the law and the supervising judge allow. In parallel she reports the unpaid contributions to the Public Institution for Social Security so it can pursue them, and reviews her status under the national labour support programme if she is a beneficiary.
Case three: a worker at a sole proprietorship whose owner sold the equipment
A worker is employed at a workshop registered as a sole proprietorship. The owner closes it and sells the equipment without paying the staff. Because a sole proprietorship's estate is not separate from its owner's, the worker can claim against the owner personally and enforce against his private assets after obtaining judgment. A precautionary attachment may be considered if there is a risk of assets being moved. And if the sale was made to defeat creditors, whether it is unenforceable against them can be examined under the Civil Code.
Comparison: De Facto Closure, Liquidation and Bankruptcy from the Employee's Side
- Who represents the business? In a de facto closure, the employer or authorised manager remains the opponent. In liquidation, the liquidator represents the company. In bankruptcy, a trustee manages the assets under court supervision.
- Where is the claim made? De facto closure: labour complaint, then lawsuit. Liquidation: written claim to the liquidator, then complaint and lawsuit if disputed. Bankruptcy: filing in the bankruptcy within the deadlines, coordinated with any pending labour case.
- Individual actions: in closure and liquidation they remain available in principle; in bankruptcy they are generally stayed and creditors are directed to the proceedings, as the text provides.
- Workers' privilege: applies in all three and takes effect when assets are distributed among creditors.
- Recourse against individuals: sole proprietors and general partners are always liable; managers, directors and liquidators answer for fault and fraud; LLC partners and shareholders have limited liability in principle.
- Priority action: de facto closure, speed in complaining and seeking attachment; liquidation, watching the distribution before it is completed; bankruptcy, respecting the filing deadlines.
- Expatriate residency: a separate matter in all three, to be dealt with by the competent authorities alongside the financial claim.
Frequently Asked Questions
Do I lose my unpaid salary if the company closes?
No. Unpaid wages remain a debt owed by the employer and are not extinguished by closure, dissolution or bankruptcy; they also carry a privilege ranking them ahead of ordinary creditors. They must, however, be claimed in time and through the right channel to avoid the claim becoming time-barred.
Am I entitled to the full end-of-service indemnity if my job ended because of the closure?
As a rule, yes. The contract ended because of the business's situation and its owners' decision, not by your choice, so the reduced rates for resignation should not apply. The amount is based on your last wage and length of service under the Labour Law.
Can I also claim compensation for arbitrary dismissal?
It depends on the nature of the closure. A genuine closure for real economic reasons may not be arbitrary, while a sham closure or one carried out in breach of the required procedures may give rise to compensation. It is a question of assessment for the court on the evidence.
What does it mean that a worker's claim is "privileged"?
It means the employee is paid from the employer's assets before ordinary creditors rather than sharing pro rata with them. Its ranking against court costs, State claims and secured creditors is set by the relevant texts and determined by the court or bankruptcy judge in each case.
Should I start with a labour complaint or go straight to court?
The usual route starts with a complaint to the Public Authority for Manpower, which tries to settle the dispute and refers it to court if settlement fails. Where the company is in liquidation or bankruptcy, there is an additional track: filing the claim with the liquidator or in the bankruptcy.
The company has been declared bankrupt. Do I sue or file with the trustee?
Insolvency regimes generally stay individual actions and require creditors to file claims in the proceedings within set deadlines. A labour action may still matter to establish the existence or amount of the debt if the trustee disputes it. The correct track depends on the stage of the proceedings and the provisions in force.
Can I claim against the partners or manager personally?
That depends on the form of the business. A sole proprietor and a general partner are liable with personal assets. In an LLC or shareholding company liability is in principle confined to the company's assets, but a manager or partner may be held liable for fraud, gross fault or an unlawful liquidation, as the court may find.
I am an expatriate and my company closed. What about my residency?
Go to the Public Authority for Manpower promptly to register your complaint and record the closure, and ask about transferring your work permit to a new employer under the rules in force for closed establishments and about any grace period. The rules change, and acting early protects you against complications from absconding reports.
Does an absconding report affect my financial claim?
An absconding report primarily affects residency status and does not in itself cancel established financial rights. A labour complaint filed before the report is strong evidence that you stopped working because of the closure or non-payment, not because you absconded, and a malicious report can be challenged before the competent authorities.
I signed a release on leaving in exchange for part of my dues. Can I still claim the rest?
Not necessarily barred. The Labour Law sets a minimum floor that cannot be reduced, and a release waiving statutory rights may not be enforceable against the employee depending on its content and the circumstances in which it was signed. That is for the court to assess.
I have no written contract. How do I prove my claim?
An employee may prove the employment relationship by any means: regular bank transfers, the work permit, social insurance records for Kuwaiti nationals, correspondence and colleagues' testimony. Regular bank transfers in particular are among the strongest evidence of the wage and its regularity.
Should I wait until the liquidation ends before claiming?
No. Submit your claim to the liquidator early and protect it with a complaint and lawsuit if it is disputed, because assets may be distributed to the partners before you come forward, and limitation periods for labour claims are relatively short and run from the end of the contract.
What if a colleague dies before receiving his dues from the closed company?
His financial rights pass to those entitled under the applicable rules, who claim them through the same channels. See Death of an Employee in Kuwait: Who Receives the Indemnity and Unpaid Wages.
Conclusion
The closure, liquidation or bankruptcy of an employer is a difficult moment for any employee, but it is not the end of their rights. The Private Sector Labour Law protects wages, the end-of-service indemnity and other entitlements, gives them priority over ordinary creditors, and offers an accessible administrative and judicial route to claim them. The real danger is rarely a weak legal text; it is delay, lost evidence and missed deadlines.
Three things make the difference: documenting early while you are still inside the business, complaining promptly as soon as distress appears, and choosing the right track for the situation, a complaint and lawsuit in a de facto closure, a claim to the liquidator in liquidation, and a timely filing in bankruptcy. Only then does the question of pursuing responsible individuals arise, if the business's assets fall short.
For expatriate workers, dealing with residency and the work permit runs in parallel with the financial claim, not after it, and no one should leave the country before arranging for the claim to be pursued. Every case turns on the form of the business, the stage of the proceedings and the employee's documents, so an early review of the file with a specialist lawyer can preserve a right that would otherwise be lost.
Legal Notice and Contact
This article is general legal information and is not a substitute for advice on the facts and documents of a particular case; outcomes depend on the form of the business, the stage of liquidation or bankruptcy, and the laws and decisions in force at the relevant time. We have deliberately stated the rules in general terms without article numbers or time limits, which counsel will determine precisely when preparing a claim.
If your employer has closed, gone into liquidation or been declared bankrupt and you have not received your salary or end-of-service indemnity, you can contact Yumnaak Law Firm or book an appointment at our office to review your documents and decide the best route for your claim.
