Qatar

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Country Snapshot

The GPS Country Snapshot includes 25 sections of information about labor law compliance in Qatar. See a sample of popular sections below.

Termination of Employment

Per Qatar's Labor Code, an employment relationship for an indefinite term can be terminated by either the employee or the employer without any reason by providing a written notice. If the employee's service period is two years or less, the notice period must be at least one month. If the service period is more than two years, the notice period must be at least two months.

For fixed-term contracts, the duration of the notice period is as follows:

  • If the employee has worked for less than one year, the notice period is at least one week.
  • If the employee has worked for more than one year but less than five years, the notice period is at least two weeks.
  • If the employee has worked for more than five years, the notice period is at least one month.

The employer must pay the employee their full wage during the notice period if they perform their work in the usual manner during the notice period.

Work Permits

Foreign nationals who obtain employment in Qatar are required to apply for a work permit.

The employer is responsible for the following:

  • Application for the foreign employee's residence permit 
  • Arrangement for a temporary visa that is converted into a residence permit
  • Arrangement for the foreign national to complete the formalities within 30 days of their arrival.

The permit contains the person's name, photo, signature, and personal information. It is valid for five years. The person must leave Qatar within 90 days after the expiration of the permit or must renew it.

Paid Annual Leave

Qatari labor law provides a maternity leave of 50 days with full pay to female employees who have at least 1 year of service with their employer. The postnatal leave must be no less than 35 days. If the remaining leave period (after birth) is fewer than 30 days, the employee may be granted a complementary leave, the duration of which will be deducted from her annual leave. Otherwise, the complementary period will be considered to be leave without pay.

Working Hours

Qatar's Labor Law stipulates that the maximum ordinary working hours are 48 hours per week and eight hours per day. During Ramadan, working hours are reduced to 36 hours per week and six hours per day. The time spent by employees commuting to and from the workplace and their residence is not considered a part of the working hours.

Any work done in excess of the maximum ordinary working hours is considered overtime. The working hours for employees under 18 years of age are set at 36 hours per week or six hours per day.

For telework, employers should provide electronic equipment to their employees. The employees must remain available to communicate to their employers throughout the working day and any time not used for official duties should be taken off. 

Maternity Leave

Qatari labor law provides a maternity leave of 50 days with full pay to female employees who have at least 1 year of service with their employer. The postnatal leave must be no less than 35 days. If the remaining leave period (after birth) is fewer than 30 days, the employee may be granted a complementary leave, the duration of which will be deducted from her annual leave. Otherwise, the complementary period will be considered to be leave without pay.

Minimum Wage

Effective March 2021, Qatar's Law No. 17 of 2020 sets the minimum wage for all private-sector workers, including domestic workers, at QAR 1,000 (Qatari riyals) per month. QAR 500 per month is allocated by the employer for accommodation expenses. Also, QAR 300 per month is allocated for food unless the employer already provides adequate food or accommodation for the employee or domestic worker. These are both in addition to the QAR 1,000 per month.

Country Profile

The GPS Country Profile contains detailed information on over 60 topics related to labor law compliance within Qatar.
  • Type of Employment Relationship
  • Permanent Employment
  • Fixed-Term or Specific-Purpose Contracts
  • Temporary Employment Contracts
  • Part-time Employment
  • Young Worker Employment
  • Vendors and Independent Contractors
  • Types of Contracts
  • Probationary Period
  • Termination of the Contract of Employment
  • Grounds for Termination
  • Notice of Dismissal
  • Fair Dismissal
  • Redundancy
  • Unfair Dismissal
  • Suspension of Contract of Employment
  • Severance Benefits
  • Hours of Work
  • Work Week and Timekeeping
  • Night Work and Shift Work
  • Overtime
  • Remote Work
  • Required Time Off
  • Public Holidays
  • Annual Leave
  • Sick Leave
  • Maternity
  • Other Forms of Leave
  • Social Insurance and Retirement
  • Social Security Contribution
  • National Retirement Scheme
  • Dependents’/Survivors Benefit
  • Life and Disability Insurance/Benefit
  • Statutory Allowances
  • Compensation and Benefits
  • Minimum Wage (Basic Wage)
  • Bonuses, Profit Sharing and Other Compensation
  • Medical Insurance
  • Work Environment
  • Workplace Safety and Health
  • Prohibition of Discrimination
  • Prohibition of Harassment
  • Data Protection and Privacy
  • Whistleblowers and Retaliation
  • Workers’ representation in the organization
  • Freedom of Association
  • Registration and Recognition of Unions
  • Trade Union Personality
  • Collective Bargaining and Agreements
  • Disputes and Settlements
  • Strikes and Lockouts
  • Unfair Labor Practices
  • Taxation of Compensation and Benefits
  • Income Tax
  • Taxation of Employee Benefits
  • Tax Filing and Payment Procedures
  • Double Tax Relief and Tax Treaties
  • Visas and Work Permits
  • Visas
  • Work Permits and Residence Permits

 Country Snapshot

Get the full Country Snapshot with 25 sections of information about labor law in Qatar.