Exploring the Updated Qatar Labor Law: Key Implications and Changes

Qatar has become the fastest growing economy with a rapid development in the infrastructures and has drawn millions of expats to pursue careers in Qatar for a better standard of living for them and their families.

The government has made workers’ welfare a priority and has taken some measures to improve their work and quality of life. It includes reforms beneficial to both the workers and employers without exploiting either of the parties.

Qatar has undertaken significant efforts to restore its labor laws and enhance the rights and working circumstances of expats in Qatar. Here is a timeline of the laws enforced, highlighting notable progressions:

These are a few remarkable advancements in the implementation of labor laws in Qatar over the years. It is important to note that Qatar remains committed to improving labor rights and addressing migrant worker concerns.

Qatar labor law also known as Qatar Labor Law No. 14 of 2004, covers various aspects of employment, including employee benefits. Here are the key points:

1. Annual Leave: Employees are entitled to a minimum of three weeks (21 calendar days) of annual leave for the first five years of service, increasing to four weeks (28 calendar days) after five years based on the basic wage. It includes weekends and public holidays.

2. Public Holidays: The workers are entitled to multiple paid public holidays throughout the year, including National Day, Eid holidays, and other significant occasions.

3. Sick Leave: Upon presenting a medical certificate, employees are entitled to up to two weeks of sick leave based on basic wage with full pay. The Remuneration of the Worker for the annual or sick leave and the end service gratitude shall be calculated on the basis of his Basic Wage on the due date. If the Worker works on a piecework basis, the calculation shall be based on the Worker’s average Remuneration for the three months preceding the maturity date.

4. Maternity Leave: Female employees are eligible for a period of 50 calendar days of maternity leave with full pay. Those with one year of service may extend their leave for an additional unpaid period of up to 90 days.

5. End of Service Gratuity: Employees will receive a lump sum payment upon termination based on length of service and basic wage. The gratuity is 21 days of basic wage per year for the first five years and 30 days per year thereafter.

6. Transfer of Employer Procedure

7. Minimum Wage and Wage Protection: In March 2021, it constituted a base wage of QAR. 1,000 must be paid to all the employees of all sectors, covering the domestic workers as well. The Wage Protection System ensures accurate and timely payment of wages.

8. Working Hours: Most employees work a maximum of 48 hours per week (eight hours per day, six days a week). Breaks must be provided, and overtime compensation should not exceed ten hours per week.

9. Probation Period: The probation period lasts up to six months, allowing evaluation without a notice period for termination.

10. Termination Clause: Employers can terminate contracts for misconduct or operational reasons. Employees can terminate with notice or immediately for breaches or unsafe environments. Fixed-term contracts end without notice. Termination benefits depend on factors like length of service and reason for termination.

For the candidates looking for better opportunities, ensure you have detailed information about the Qatar Labor Law. You can download it from here.