How Kuwait’s Oil and Gas Companies Can Meet Kuwaitization Targets Despite Talent Shortages
Kuwait’s oil and gas sector is under intense pressure to increase the number of Kuwaiti nationals in the workforce. Kuwaitization is no longer a general policy. It is a binding requirement that affects contracts, compliance obligations, and workforce planning. The government is pushing companies to localize faster. KPC has discussed raising private sector Kuwaitization quotas from 30 percent to 60 percent. KOC is pursuing a fully Kuwaiti workforce by 2027.
HR leaders are expected to hit these targets while keeping operations safe, productive, and fully staffed. The challenge is obvious. Only about 20 percent of employees under oil contractor companies were Kuwaiti as of early 2025. Certain disciplines have severe local talent shortages. Many Kuwaitis prefer government roles. Turnover of national employees in private firms remains high.
Despite these constraints, Kuwaitization targets are achievable with a focused strategy. This article provides HR leaders with clear guidance on how to meet localization requirements while protecting operational performance.
The Kuwaitization Mandate in Oil and Gas
Kuwaitization sets minimum national hiring levels. Noncompliance affects contract renewals and carries financial penalties. Energy companies face increased scrutiny from regulators and state enterprises.
Key developments shaping the current landscape include:
Rising Quotas
KPC has outlined plans to raise Kuwaitization quotas for private oil and gas contractors to 60 percent. This would require thousands of additional Kuwaiti hires across service providers and EPC contractors.
Aggressive Public Sector Targets
KOC already employs a workforce that is about 86 percent Kuwaiti. Its long-term strategy aims for full Kuwaitization. This sets expectations for private contractors that supply the sector.
Persistent Shortfalls
KPC contractor companies sit at roughly 20 percent Kuwaiti nationals. This creates a wide gap between current performance and future requirements.
HR teams must navigate these pressures with a clear workforce strategy that aligns talent acquisition, training, and succession planning with national hiring goals.
Why Local Talent Shortages Persist
HR leaders face three core challenges when recruiting and retaining Kuwaiti nationals in oil and gas. Addressing these issues is the foundation of any effective Kuwaitization plan.
1. Limited availability of skilled Kuwaiti professionals
Kuwait lacks enough national talent in specialized technical fields. The most difficult roles to localize include:
- Petroleum engineering
- Drilling operations
- Maintenance and mechanical trades
- Geoscience
- HSE leadership roles
Many graduates require extensive training before they can operate independently. Senior technical roles often demand global exposure or decades of experience that most young Kuwaiti professionals have not yet gained.
2. Job preferences that favor the public sector
Many Kuwaitis prefer public sector or KPC roles because of:
- Greater job security
- Shorter working hours
- More generous leave and benefits
- Clear promotion pathways
Private sector contractors struggle to match these conditions. Field-based jobs and remote assignments are particularly hard to fill with nationals due to working conditions and perceptions of lower prestige.
3. High turnover among young Kuwaiti employees
Even when companies hire Kuwaiti staff, retention is difficult. Many new hires leave within a short period for public sector opportunities with better security and benefits. Others disengage if they feel underutilized or placed in token roles that offer no development.
Effective localization requires not only hiring but also structured long-term retention plans for Kuwaiti employees.
Most In-Demand Skills for Localization
HR teams should prioritize development and recruitment efforts around the roles with the greatest national demand and the strongest impact on localization goals.
High priority skills include:
- Reservoir engineering
- Production engineering
- Drilling and well operations
- Mechanical and electrical maintenance
- Process engineering for upstream and downstream facilities
- HSE management
These roles drive core operations and carry the highest regulatory expectations for Kuwaitization. Building national capabilities in these areas gives companies the largest compliance advantage.
Roles That Are Hardest to Localize
Some positions will require longer timelines for Kuwaitization. HR leaders should identify these roles early and plan phased localization.
Field Operator and Technician Roles
These jobs involve shift work, long hours, and remote sites. Local candidates often avoid these positions. This creates a continued reliance on expat labor in the near term.
Highly Specialized Senior Positions
Senior petroleum engineers, project managers, integrity specialists, and technical leads often hold twenty or more years of experience. The local talent pool in these categories is small. Localization requires multi-year development programs.
Recognizing these constraints allows HR teams to set realistic timelines and design targeted development plans.
Strategies to Meet Kuwaitization Targets
Oil and gas companies that succeed with Kuwaitization follow structured and measurable approaches. Below are practical strategies HR leaders can implement now.
1. Build training and upskilling programs that accelerate local readiness
Develop structured programs that prepare young Kuwaiti engineers and technicians for critical roles. These programs may include:
- In-house training academies
- Internships and apprenticeships
- Technical courses aligned with industry certifications
- Structured mentorship from experienced professionals
Upskilling creates a predictable pipeline of capable national talent. It also reduces long-term dependence on expatriates.
2. Improve the attractiveness of private sector roles
HR teams can increase the appeal of oil and gas careers for Kuwaiti candidates through:
- Competitive salary packages
- Enhanced benefits
- Clear promotion pathways
- Rotational work options for remote assignments
- Quality of life improvements in field locations
When private sector opportunities resemble public sector standards in stability and growth potential, retention increases and turnover declines.
3. Use expatriate talent strategically for knowledge transfer
Expat hiring should support localization objectives. Companies can:
- Hire senior expats on fixed-term contracts with defined handover plans
- Pair expats with Kuwaiti understudies
- Set knowledge transfer requirements for every expat-held role
This ensures specialized skills remain within the organization and supports long-term nationalization of senior positions.
4. Expand recruitment channels for Kuwaiti talent
HR leaders should widen their sourcing strategies by:
- Partnering with universities and technical institutes
- Recruiting Kuwaitis studying or working abroad
- Creating scholarship and sponsorship programs
- Running targeted outreach campaigns for female Kuwaiti engineers
A broader sourcing approach increases access to hidden talent and improves the quality of national applicants.
5. Align workforce planning with Kuwaitization requirements
Effective Kuwaitization requires clear workforce planning. HR teams should define:
- Which roles will be localized and by when
- Department-specific targets
- Internal development timelines
- Succession plans for expat roles
- Compliance reporting processes
Regular progress reviews prevent last-minute hiring gaps and ensure that localization goals stay on track.
Partnering With Global Recruitment Experts
Kuwaitization targets are challenging, but companies do not need to address them alone. Global Recruitment Experts supports HR teams in Kuwait’s energy sector with recruitment and workforce solutions built for localization.
Local Talent Pipeline Development
We maintain extensive networks of qualified Kuwaiti engineers, technicians, and HSE professionals. This allows companies to fill national hiring quotas faster and with higher quality talent.
Structured Expat to National Transition Programs
Our team designs phased localization plans that combine expat hiring with knowledge transfer and succession development.
Compliance and Workforce Advisory
We help HR leaders navigate Kuwaitization rules, quota calculations, and workforce structuring. This reduces compliance risk and streamlines HR decision-making.
Speed and Sector Expertise
We understand oil and gas hiring. When you need a critical role filled, we deliver candidates who meet both technical and Kuwaitization requirements.
Move Kuwaitization Forward With Confidence
Kuwaitization is a long-term workforce transformation, not an administrative exercise. HR leaders who focus on targeted skill development, structured retention plans, and strategic recruitment partnerships will meet localization goals without compromising operational performance.
If your company is ready to strengthen its Kuwaiti workforce, Global Recruitment Experts can help.