Laws And Regulations
Labour Law & Practices
Qatar’s labor framework is built on robust employment standards, ensuring the protection of workers’ rights while promoting a productive and equitable work environment. Grounded in progressive policies, these regulations align with international conventions and reflect the nation’s dedication to cultivating a skilled workforce that supports sustainable economic growth.
As Qatar's economy undergoes diversification, numerous job opportunities are emerging in various sectors. Progressive hiring practices are embraced by companies and government agencies, as individuals worldwide seek employment in Qatar.
The government recognises that its greatest asset is its people. The process of Qatarisation focuses on involving more citizens in building the economy, thereby establishing a foundation for a secure future. The State is committed to adhering to international labor standards, aiming to make Qatar an exceptional place to work and live. Conducting quarterly labor force surveys is a priority for Qatar, seeking accurate data on labor size, unemployment rate and labor market needs. This facilitates the development of plans and policies aligned with Qatar National Vision 2030 (QNV 2030).
Qatar's National Vision 2030 emphasises the significance of a skilled workforce committed to ethical business practices. It outlines a strategic approach to enhance and diversify the participation of Qatari nationals in the workforce, while also attracting expatriate talent and labor, safeguarding rights and ensuring safety.
To support the objectives of QNV 2030, Qatar has enacted laws that protect workers' rights in line with international conventions and the world's best practices. These laws govern the relationship between employers and employees, providing a framework for fair and equitable treatment.
Qatar stands as an appealing destination for expatriate workers, boasting one of the world's lowest unemployment rates and abundant job opportunities in both the public and private sectors. Over the past five years, the number of expatriate workers has surpassed a million.
In preparation for the 2022 World Cup, Qatar offered nearly 2 million job opportunities, with 1.5 million in World Cup projects and 0.5 million in infrastructure projects.
International reports consistently rank Qatar's job opportunities across various sectors as some of the best in the world. Approximately 90% of expatriates find employment in Qatar, benefitting from these sought-after positions.
Job seekers can search for jobs through the media, or Qatari, Arab and foreign employment websites, which offer many diverse jobs and are updated frequently. Qataris can also search for a governmental job through the Ministry of Labor website.
Qatar provides a rewarding work environment and offers the highest salaries. Experts predict that Qatar will be the country of the highest salaries among the GCC countries in the future, with more than $200 billion of investment in infrastructure in the coming years. What’s more, most employees benefit from either tax-free or low taxed salaries.
Qatar has specific laws and regulations governing employment known as the Qatar Labor Law, which provides rights and protections for both employers and employees. Here are some key aspects of employment law in Qatar:
Employment Contracts: Employment contracts in Qatar are generally required to be in writing and should include essential terms such as job description, working hours, leave entitlements, remuneration and termination provisions. Contracts should be in Arabic, and a copy should be provided to the employee.
Working Hours: The standard working week in Qatar is 48 hours, with a maximum of 8 hours per day, excluding rest periods. The law also stipulates that the working hours should be reduced by two hours during the holy month of Ramadan. Overtime work is subject to additional compensation.
Leave Entitlements: Employees in Qatar are entitled to various types of leave, including annual leave, sick leave, maternity leave and public holidays. The duration and conditions for each type of leave are specified in the labor law and may vary depending on factors such as length of service and employee circumstances.
End-of-Service Gratuity: When an employment contract is terminated, employees are generally entitled to an end-of-service gratuity. The gratuity amount is based on the employee's length of service and final basic salary. It is typically calculated as a certain percentage of the employee's basic salary, depending on the duration of employment.
Termination of Employment: The Qatar Labor Law provides provisions for termination of employment, both by the employer and the employee. Termination may be for various reasons, including the expiry of fixed-term contracts, redundancy, mutual agreement or disciplinary reasons. Specific notice periods or severance pay may apply depending on the circumstances.
Occupational Health and Safety: Employers in Qatar are obligated to provide a safe and healthy working environment for employees. They should take measures to prevent occupational hazards, provide necessary safety equipment and training and comply with health and safety regulations.
Non-Discrimination and Equal Treatment: The Qatar Labor Law prohibits discrimination in employment based on race, nationality, gender, religion or any other protected characteristic. Employees should be treated fairly and equally in all aspects of employment.
Dispute Resolution: In case of employment disputes, the law encourages parties to resolve issues amicably through mediation or conciliation. If a resolution cannot be reached, employees can file a complaint with the Ministry of Administrative Development, Labor and Social Affairs, which handles labor-related disputes and may refer cases to the labor courts if necessary.
To drive greater competition in Qatar’s labour market and protect employees’ rights while further developing an empowering and business-friendly climate in the country, the Ministry of Administrative Development, Labour and Social Affairs (ADLSA) recently introduced a non-discriminatory national minimum wage and placed new measures to facilitate the flow of talent across sectors and enterprises.
The new Law (No. 17 of 2020) on the Minimum Wage for Workers and Domestic Workers sets the minimum basic wage for all private-sector employees and domestic workers at QAR1,000 per month. This is in addition to providing monthly allowances of QAR500 for accommodation and QAR300 for food expenses, bringing the total to QAR1,800 per month – unless the employer provides accommodation and/or food to an employee as part of their recruitment package.
In parallel, amendments to Qatar’s Labour Law No. 14 of 2004 and Decree-Law No. 19 of 2020 were made with the introduction of Decree-Law No. 18 of 2020, which enhances employees’ ability to change employers by removing the No-Objection Certificate requirement.