Qatar Labour Law provides the legal framework governing employment relationships in Qatar. Guided primarily by Law No. 14 of 2004 (periodically amended), these regulations define standards for employment contracts, workplace safety, compensation, leave, termination, and dispute resolution.

Coverage extends to most private sector employees but excludes domestic workers (under a separate law), armed forces, and public servants.

• The legal workweek is 48 hours, set at 8 hours per day and 6 days per week. Friday is the usual day off.
• During Ramadan, the maximum drops to 6 hours per day (36 hours per week) for Muslim employees.
• Minors under 16 are not permitted to work.

Employees working more than 48 hours per week or 10 hours per day are entitled to overtime pay:

• Day hours: at least 25% premium
• Night hours (9pm-6am): at least 50% premium
• Public holidays and rest day work: Premium pay at a minimum of 150% plus a compensatory rest day.

Employees must have at least a 1-hour break after 5 consecutive hours of work. This break is not counted as part of working hours.

• Less than five years' service: 3 weeks (15 working days) paid annual leave
• More than five years: 4 weeks (20 working days) paid annual leave
• Leave is fully paid and accrues from the first day of service.

After 3 months' service, employees are entitled to 2 weeks (14 days) sick leave at full pay; the following four weeks at half pay; after that, leave may be unpaid. Medical certificate is required.

• Female employees receive 50 calendar days maternity leave (including pre- and post-delivery)—100% pay, provided they have one year's service.
• Fathers generally receive up to 5 days paternity leave at employer's discretion or if in contract.

• Bereavement/compassionate leave: Typically a few days, often specified in contract.
• Unpaid leave: Employees can apply, subject to employer's approval.

• Maximum probation: 6 months
• Termination during probation: 1-week notice is required by either party.

• Definite (fixed-term): Up to 5 years, renewable
• Indefinite: No specific end date, more flexibility for both parties
• Casual/temporary: Four weeks or less

Every employment contract must state:

• Employer and employee details (name, nationality, residence)
• Contract type and duration
• Job description, location, remuneration details
• Allowances, leave and benefits, probation period
• Payroll due dates and methods

Contracts must be in Arabic (with official translations for non-Arabic speakers, but the Arabic text prevails in disputes).

• Gender, nationality, and race-based discrimination are prohibited.
• Women must receive equal pay and are protected from dismissal for pregnancy/maternity.

• Employers are legally required to maintain safe and healthy work conditions: protective gear, training, medical care.
• Medical insurance is mandatory.

• Employees can seek redress through the Ministry of Labour or courts.
• Retaliation for reporting violations is forbidden.

Post-termination non-compete clauses and confidentiality obligations are enforceable for up to one year, if reasonable in scope.

• Up to 5 years' service: 1 month's written notice
• More than 5 years: 2 months' written notice.

Grounds: Repeated misconduct, breach of contract, redundancies, performance issues

Unjustified termination: Employees may be entitled to compensation determined by the Labour Court.

Formula:

Gratuity = (21/30 × basic monthly wage) × years of service

Minimum entitlement: 3 weeks' wage per year of service after 1 year completed.

Includes unpaid wages, payment for unused leave, gratuity, and notice period compensation.

• Special safeguards ensure women cannot be terminated during maternity leave
• Minors under 16 cannot be employed

• All employment must be formalized in a written (Arabic) contract.
• Wage Protection System (WPS): Salaries must be paid via bank transfer by the 7th of every month.
• Residency and work permits must be maintained for expatriates.
• Licenses required for recruitment agencies—no worker fees allowed.

• Labour disputes are handled by specialized courts; quick settlement processes are available.
• Ministry of Labour regularly audits companies for compliance.

Base salary plus mandatory allowances (housing, food, transportation, where applicable)

Overtime pay is strictly regulated, as noted above.

Leave not taken is paid at end of service at the prevailing wage rate. End-of-service benefits and notice pay are compulsory on termination.

• Annual audits and spot-checks by the Ministry of Labour enforce compliance
• Trade unions and worker committees have a limited but growing role
• Expats can change jobs without employer permission, ending the long-standing "No-Objection Certificate" system.

• Introduction of digital contracts and e-government portals for employment-related services
• Strengthened wage protection system and mandatory health insurance for all private sector workers
• Continued "Qatarisation" policy setting quotas for local workforce participation in some sectors.

• Failing to document contracts or changes in terms
• Late salary or benefit payments
• Ignoring leave accruals or end-of-service entitlements.

• Adopt digital payroll solutions to ensure timely payments
• Schedule regular compliance audits for HR teams
• Foster a work culture focused on transparency and equal opportunity