Qatar Employment Law 2026: Rights and Obligations
Qatar Labour Law No. 14 of 2004, as amended, governs all private-sector employment in the State of Qatar. Recent reforms have significantly improved worker protections, including the introduction of a minimum wage, removal of the NOC requirement for job changes, and enhanced workplace safety regulations. This guide covers the key provisions.
Employment Contracts
All employment contracts must be in writing, in Arabic (bilingual contracts are acceptable, but Arabic prevails). The contract must specify the employer and employee details, job title, salary, working hours, contract duration, and place of work. The Ministry of Labour must approve contracts for foreign workers.
Contracts may be for a fixed term or indefinite. Fixed-term contracts that are renewed or where the employee continues working after expiry are deemed indefinite contracts.
Working Hours and Overtime
Maximum working hours are 8 hours per day or 48 hours per week (Article 73). During Ramadan, Muslim employees work 6 hours per day or 36 hours per week. Working hours exclude rest periods for meals and prayers.
Overtime is compensated at 125% of the base hourly rate for daytime overtime, and 150% for overtime between 9 PM and 6 AM. Overtime should not exceed 2 hours per day except in emergencies.
Leave Entitlements
Annual leave: 3 weeks (21 days) per year for the first 5 years, increasing to 4 weeks (28 days) after 5 years of continuous service (Article 79). Sick leave: 2 weeks at full pay, then 4 weeks at half pay per year (Article 82). Maternity leave: 50 days with full pay (Article 96). Hajj leave: up to 2 weeks, once during employment.
Employees are also entitled to 3 days bereavement leave for the death of a spouse or close relative, and 3 days marriage leave (once during employment with the same employer).
Termination and Notice
Either party may terminate an indefinite contract with at least one month's written notice. For employees with 5 or more years of service, the notice period increases to 2 months. The party failing to provide proper notice must pay compensation equal to the wages for the notice period.
The employer may terminate without notice for gross misconduct (Article 61), including assault, serious negligence, and disclosure of employer secrets. The employee may leave without notice if the employer breaches the contract or commits violence (Article 51).
End-of-Service Benefits
Employees completing one year or more of continuous service are entitled to end-of-service gratuity (Article 54). The gratuity is calculated at 3 weeks' basic salary per year of service. The gratuity is payable regardless of the reason for termination, unless the employee is terminated for gross misconduct under Article 61. The total gratuity is not capped.