Employers Guide

The State of Qatar presents a dynamic economic landscape with substantial opportunities for both domestic and international investors. To operate effectively and lawfully within the Qatari market, it is imperative that employers possess a comprehensive understanding of the applicable labor legislation. Qatar’s Labor Law governs all aspects of the employer-employee relationship, including employment contracts, remuneration, working hours, termination procedures, and employee entitlements.

 

This guide outlines the key provisions of Qatari labor regulations relevant to employers seeking legal compliance.

1. Employment Contracts

Under Qatari law, all employment relationships must be formalized through a written employment contract that sets forth the terms and conditions of employment. Each contract must include, at a minimum, the following:

  • Job title and detailed job description

  • Remuneration and associated benefits

  • Working hours and applicable leave entitlements

  • Term of employment (whether fixed-term or indefinite)

  • Conditions and procedures for termination

All employment contracts must be duly submitted and registered with the Ministry of Labor in accordance with the requirements of Qatari labor regulations.

2. Working Hours and Overtime Compensation

 The Labor Law of Qatar stipulates the following with respect to working hours:

  • The standard working week consists of 40 to 48 hours (8 hours per day over 5 to 6 days).

  • During the month of Ramadan, working hours are reduced to 36 hours per week (6 hours per day).

  • Employees are entitled to a minimum of one full rest day per week, typically observed on Fridays.

Overtime compensation is mandated as follows:

  • Overtime must be compensated at a minimum rate of 125% of the regular wage.

  • Work performed during night hours or on public holidays may entitle employees to additional compensation.

Employers are legally obligated to monitor and regulate working hours to ensure compliance and to avoid labor disputes or administrative penalties.

3. Wages and Payment Requirements

To protect employee welfare, Qatar enforces strict regulations concerning salary payments:

  • Salaries must be disbursed in a timely manner via the Wage Protection System (WPS).

  • All payments must be made in Qatari Riyals (QAR).

  • Statutory minimum wages apply to both Qatari nationals and expatriate workers.

  • Any deductions from wages must comply with the limitations set forth in the Labor Law.

Non-compliance may result in financial penalties, suspension of business activities, or legal proceedings.

4. Leave Entitlements

Employees in Qatar are entitled to various forms of statutory leave, including:

Annual Leave

  • 3 weeks of paid annual leave after completing one year of service

  • 4 weeks of paid leave after five years of continuous service

Sick Leave

  • Up to 2 weeks of paid sick leave, with possible extension (subject to salary deduction)

Maternity Leave

  • Female employees are entitled to 50 days of paid maternity leave

  • Although paternity leave is not mandated by law, it may be provided voluntarily by employers

Employers are legally responsible for granting and recording leave entitlements in accordance with the law.

5. Termination and End-of-Service Benefits

Termination
Employers must comply with legal notice periods when terminating employment contracts:

  • 1 month’s notice for employees with fewer than 5 years of service

  • 2 months’ notice for employees with more than 5 years of service

Terminations must be properly documented to protect against legal claims or labor disputes.

End-of-Service Gratuity (EOSG)
Employees with at least one year of continuous service are entitled to an end-of-service gratuity calculated as follows:

  • 3 weeks of basic salary for each year of service

Employers are advised to allocate financial provisions for EOSG liabilities to remain compliant and mitigate legal exposure.

6. Work Visas and Residency Permits

It is the employer’s legal obligation to secure appropriate documentation for expatriate workers, including:

  • Work visa issuance via the Ministry of Labor

  • Completion of mandatory medical examinations and biometric data registration

  • Issuance of a Qatar ID (QID) for legal residency

Employees must not commence work until all legal documentation is in place and valid.

7. Employee Rights and Workplace Safety

Qatar’s labor laws impose strict duties on employers to ensure the protection and welfare of employees. These include:

  • Prohibition of discrimination based on nationality, gender, religion, or ethnicity

  • Maintenance of a safe, hygienic, and hazard-free workplace

  • Provision of appropriate protective equipment and access to medical care

  • Establishment of clear grievance and dispute resolution mechanisms

Failure to adhere to workplace safety and anti-discrimination laws may lead to severe penalties, including fines and business suspension.

8. Compliance and Legal Advisory

Employers are required to:

  • Stay informed of any updates or amendments to labor legislation

  • Ensure full compliance with statutory employee rights and benefits

  • Engage with qualified legal or professional representatives to avoid violations