Mandate
Tamkeen — which translates to “empowerment” in Arabic — is Bahrain’s Labour Fund, established in 2006 to support the development of the private sector and to enhance the employability of Bahraini nationals. The institution operates as the primary mechanism for translating the Economic Vision 2030’s employment aspirations into operational programmes.
Tamkeen’s mandate spans two domains: people and enterprises. On the people side, the fund invests in training, skills development, and wage support to make Bahraini workers more competitive in the private sector labour market. On the enterprise side, the fund provides financial support, business development services, and growth assistance to Bahraini businesses, particularly small and medium enterprises.
Funding
Tamkeen is funded primarily through the Labour Market Fee — a charge levied on work permits issued to non-Bahraini employees. This funding mechanism creates a direct link between expatriate employment and Bahraini workforce development: the cost of hiring non-Bahraini workers finances the development of Bahraini alternatives.
The Labour Market Fee structure serves a dual purpose. It generates revenue for Tamkeen’s programmes, and it increases the marginal cost of expatriate employment, partially offsetting the social insurance cost differential that historically incentivised hiring non-Bahraini workers.
Employment Programmes
Tamkeen’s employment programmes target the core challenge identified in the Economic Vision 2030: the private sector creates too few high-quality jobs for Bahraini nationals.
Wage support. Tamkeen provides salary subsidies to employers who hire Bahraini nationals in qualifying positions. The subsidies typically cover a portion of the employee’s salary for a defined period — usually one to three years — reducing the employer’s cost during the onboarding and productivity ramp-up phase.
Job placement. Tamkeen facilitates matching between Bahraini job seekers and private sector employers. Career advisory services, job fairs, and employer engagement activities connect supply with demand.
Internships and work experience. Structured internship programmes place Bahraini students and recent graduates in private sector companies, providing practical experience and employer exposure before full-time employment.
Training and Skills Development
Professional training. Tamkeen funds professional certification programmes, technical training courses, and skills development initiatives aligned with private sector requirements. Programmes cover financial services, information technology, hospitality, healthcare, and other priority sectors.
Leadership development. Targeted programmes for mid-career and senior Bahraini professionals build management and leadership capabilities required for career advancement in private sector organisations.
Vocational training. Technical and vocational programmes develop practical skills in trades, manufacturing, and services. These programmes target Bahraini nationals seeking employment in sectors where technical skill shortages exist.
Enterprise Support
Start-up funding. Tamkeen provides financial support to Bahraini entrepreneurs establishing new businesses. Funding mechanisms include grants, subsidised loans, and equity participation, depending on the programme and the enterprise stage.
Business development. Advisory services, mentorship programmes, and business planning support help Bahraini enterprises develop viable commercial models, access markets, and scale operations.
Growth financing. Established Bahraini businesses can access Tamkeen funding for expansion, equipment acquisition, technology adoption, and market development. Growth financing targets enterprises with demonstrated commercial traction and employment creation potential.
Export support. Programmes assist Bahraini enterprises in accessing international markets, including trade mission participation, market research, and export facilitation services.
Institutional Position
Tamkeen sits at the intersection of three Economic Vision 2030 aspirations: productivity enhancement (economy pillar, Aspiration 1.1), emerging opportunities through SME creation (economy pillar, Aspiration 1.3), and the Bahrainisation programme that connects employment policy to the fairness principle.
The fund’s effectiveness is measurable through employment placement data, training completion rates, enterprise survival rates, and the progression of Bahraini nationals into private sector positions that meet the high-wage threshold referenced in the vision document.
Tamkeen’s challenge is structural. The fund can subsidise employment, develop skills, and support enterprises. But the fundamental question — whether private sector employers will hire and retain Bahraini nationals at competitive wages without permanent subsidy — depends on factors beyond Tamkeen’s direct control, including education system quality, labour market regulation, and the competitive dynamics between Bahraini and expatriate workers.