Laws and Policies in Qatar

Employment Contracts in Qatar

Employment relationships are governed by the Qatar Labour Law (Law No. 14 of 2004 and amendments).

Contract Requirements

Employment contracts must be in writing and include:

• Job title and duties
• Work location
• Salary (in QAR) and payment cycle
• Working hours
• Leave entitlements
• Contract duration
• Conditions for termination
• Probation period

Contracts must be registered with the Ministry of Labour.

Types of Contracts

• Fixed-term contracts – common in Qatar, typically 1–2 years
• Indefinite-term contracts – allowed after initial terms
• Part-time employment (under specific arrangements)

Probation Period

Up to 6 months maximum (standard across Qatar).

An EOR ensures your contract meets all regulatory requirements and is fully compliant with Labour Law.

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Working Hours in Qatar

• Standard working hours: 48 hours per week (8 hours/day, 6 days/week)
• During Ramadan, working hours for Muslim employees reduce to 36 hours per week

Overtime

• Overtime must be compensated with a premium (typically 125% of normal pay)
• Work on weekly rest days or public holidays often requires 150% pay or compensatory time off

Rest Requirements

• At least 1 rest day per week, usually Friday
• Adequate breaks must be provided for employees working long shifts

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Employee Leave in Qatar

Annual Leave

Employees receive annual paid leave as follows:

• 3 weeks per year (1–5 years of service)
• 4 weeks per year (5+ years of service)

Leave accrues monthly.

Sick Leave

After 3 months of service, employees receive:

• 2 weeks at full pay
• 4 weeks at half pay
• Additional unpaid sick leave may apply if medically required

Maternity Leave

• 7 weeks of paid maternity leave
• At least 2 weeks must be taken before childbirth

Employers must not terminate or discriminate against employees for maternity-related reasons.

Paternity Leave

Not mandated by law, but employers commonly offer 3–5 days.

Public Holidays

Employees are entitled to paid holidays on national public holidays such as:

• National Day
• Eid Al-Fitr (several days)
• Eid Al-Adha (several days)
• Independence Day
• Other government-declared holidays

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Employee Benefits in Qatar

Social Security (Qataris Only)

• Qatari nationals must be enrolled in the Qatar General Retirement & Social Insurance Authority
• Employers contribute a mandated percentage of salary toward pension schemes for Qatari employees

For Expatriates

There is no mandatory social security contribution, but employers must provide:

• Health insurance under the mandatory health insurance system (Seha)
• End-of-service gratuity (detailed below)

Additional Common Benefits

Companies typically offer:

• Private medical insurance
• Housing or housing allowance
• Transportation allowance
• Annual air ticket allowance
• Performance bonuses
• Education allowance (for senior roles)
• Relocation support

Your EOR helps structure a competitive and compliant benefits package tailored to Qatar’s market.

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Payroll & Tax in Qatar

Payroll Currency

• Salaries must be paid in Qatari Riyal (QAR)

Payroll Cycle

• Standard: Monthly payroll
• Payments must be processed through the Wage Protection System (WPS), overseen by the Ministry of Labour

Income Tax

• Qatar has no personal income tax for most employees
• Certain foreign contractors and business activities may be subject to tax, but employee wages are typically tax-exempt

Employer Payroll Duties

• Register employees with the Ministry of Labour
• Ensure compliance with WPS salary transfers
• Provide statutory benefits
• Calculate and pay end-of-service benefits
• Maintain payroll records and produce payslips

An EOR ensures full payroll accuracy and WPS compliance.

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Employment Laws & Compliance in Qatar

Key requirements include:

• Written employment contract
• Proper working hour and overtime management
• WPS-compliant payroll
• Health & safety standards in the workplace
• Legal termination and gratuity calculation
• Immigration and visa compliance (mandatory for expatriates)

Termination & End-of-Service Benefits

Employees terminated or resigning after one year of service are entitled to the mandatory end-of-service gratuity, calculated as:

• Minimum of 21 days of basic salary per year of service
• Contracts may offer higher amounts depending on company policy

Notice periods typically range from 1–2 months, depending on tenure and contract type.

Non-Discrimination

Employers must not discriminate based on:

Disability

Gender

Race or ethnicity

Nationality

Religion