Hire in Qatar

Employment contracts in Qatar can vary in duration, ranging from limited-term to indefinite contracts. Limited-term contracts have a maximum duration of five years. The specific terms of the contract, including rights to termination and termination notice requirements, depend on the nature of the agreement.

In the case of signing a new contract for the second or third time, it is essential for the contract to include the date on which the first contract commenced. This ensures clarity and reference to the previous contractual period.

Checks on an employee’s previous employment, medical, financial and educational background are allowed.

Employers in Qatar with a workforce of ten or more employees are required to submit their work regulations and disciplinary code to the Ministry of Manpower. The work regulations must encompass essential information regarding the rights and responsibilities of both the employer and the employee. This document should include guidelines pertaining to internal reporting structures, the determination and payment of wages and bonuses and the considerations for promotions within the organization.

For employers with a staff count of 50 or more employees, the Labor Law mandates the establishment of a complaints and grievance policy. This policy must be approved by the Ministry. The implementation of these regulations, as well as any subsequent amendments, is subject to the approval of the Labor Department. If the employer does not receive notification of approval within one month from the submission date, the regulations can be considered as approved.

Furthermore, the regulations must be prominently displayed in a location within the company premises that is easily noticeable to all employees. This ensures accessibility and awareness of the rules and guidelines outlined in the regulations.

The maximum duration of a probationary period in Qatar is six months and the specifics of this period must be agreed upon mutually by the employer and employee. A worker cannot be subjected to more than one probationary period by the same employer.

In the event that, it is proven during the probationary period that the worker is unable to fulfill their job responsibilities for any reason, the employer has the right to terminate the contract. However, the employer must provide the worker with a minimum notice period of one month. Similarly, the worker also holds the right to terminate the employment during the probationary period by giving written notice.

In cases where the worker is transferred to another employer, the new employer is required to compensate the previous employer for a portion of the recruitment fees and air ticket expenses. The compensation is capped at two months’ worth of the employee’s basic wage.

If an employee serving a probationary period intends to leave the country, a notice period of two months is applicable before their departure.

• According to the Qatar Labor Law, the maximum workweek duration is 48 hours, equivalent to a maximum of six business days, with each day not exceeding eight hours of work. However, during the holy month of Ramadan, working hours are reduced to a maximum of 46 hours per week, with a daily limit of six hours. It is mandatory for there to be one or more breaks, lasting from one to three hours, designated for prayer, rest, and meals.

  Furthermore, workers are not allowed to work for more than five consecutive hours. Friday is designated as the weekly rest day for all workers, providing a day of rest and respite.

Overtime refers to any additional hours worked by an employee beyond their regular working hours. In such cases, the employee is entitled to receive additional compensation, which is equal to their normal wage along with an extra payment of at least 25% for the additional hours worked beyond the normal working hours.

If the overtime hours occur between 9 p.m. and 4 a.m. on a regular working day, the employee is entitled to their normal wages plus an additional 50% of their wage. When an employee works on a designated rest day, they are entitled to their normal wages plus an increase of no less than 150%.

It’s important to note that the maximum duration for overtime hours cannot exceed two hours per day.

Payroll reports in Qatar must be retained for six years.

After completing one year of continuous service, employees in Qatar are entitled to receive a bonus of at least three weeks’ salary for each year of service.

In Qatar, it is a requirement that an employee receives three written warnings before they can be dismissed unless the dismissal is due to criminal activity, in which case immediate termination is permitted.

The employee holds the right to terminate the employment contract before its specified duration in certain scenarios. For fixed-term contracts, this can be done by providing notice, while for open-ended contracts, it can be done without notifying the employer. Such scenarios include:

• If the employer violates the labor law, has committed fraud or breaches his obligations under the contract
• If the employee has committed a criminal offense
• If there is a serious risk to the employee’s safety or health,and the employer was aware of the risk but did not work to remove it.

On the other hand, an employer has the authority to terminate an employee’s contract with immediate effect, without notice or payment of end-of-service gratuity (EOSG), in cases of gross misconduct. Examples of gross misconduct include:

• submitting false documents
• assuming a false identity or nationality
• causing significant financial loss to the employer, or disclosing confidential information

Additionally, if an employee is found intoxicated or under the influence of drugs during working hours, it can also lead to immediate termination.

If the employer terminates the contract without notice, they are required to compensate the employee with an amount equivalent to the basic wage for the notice period or the remaining portion of the notice period.

In the case of terminations due to economic or structural reasons, the employer is required to inform the Ministry of Administrative Development, Labor and Social Affairs at least 15 days in advance. The employer must provide the reason for the terminations and the number of employees affected as part of the notification process.

The notice period varies by length of service:

• First two years of service: one month’s notice
• More than two years of service: two months’ notice

For workers who are paid on a daily basis or whose wages are paid per work product, the required notice period is as follows:

• One year or less of service: one week’s notice
• One to five years of service: at least two weeks’ notice
• More than five years’ service: at least one month’s notice

In cases where employers or employees fail to fulfill their notice requirements, they are responsible for providing compensation equal to the worker’s basic wage for the notice period or the remaining portion of the notice period that was supposed to be served. It is important to honor these notice requirements to ensure a fair and orderly transition.

However, if a foreign worker departs from the country without adhering to the notice period, there is a possibility of receiving a labor ban in Qatar, which could potentially last for one year. This serves as a measure to enforce compliance with notice obligations and ensure proper labor practices.

The end of service (EOS) benefit refers to a monetary compensation provided to employees upon the termination of their employment. Employees who have completed a minimum of one year of service with the employer are eligible for the EOS, in addition to any other outstanding payments owed upon termination.

However, employees who receive retirement benefits or participate in comparable schemes that offer greater value than the EOS are not entitled to receive the EOS payment. This ensures that employees who already receive more substantial retirement benefits are not duplicated in their compensation upon termination.

Upon the termination of the employment relationship, it is the employer’s responsibility to arrange for the repatriation of the worker to their country of recruitment or to an agreed-upon location by the parties involved.

The employer is required to complete the repatriation process within a timeframe of two weeks from the contract’s expiry date. However, if the worker joins another employer before leaving Qatar, the obligation to facilitate the repatriation of the employee shifts to the new employer.

Additionally, the employee is entitled to the following end-of-service benefits:

• Gratuity
• Repatriation ticket if applicable
• Notice period pay if applicable
• Any unutilized leave (vacation) pay
• Any other outstanding payment or deduction

To ensure enforceability, any non-compete clause must be included in the employment contract. However, such a clause cannot have a duration exceeding one year.

The purpose of a non-compete clause is to restrict employees from engaging in any business activities within the same economic sector or directly competing with their former employer. Its intent is to protect the employer’s interests and prevent any potential harm that may arise from competition.

If the parties involved in a fixed-term contract continue their employment relationship after the contract’s expiration without reaching a new agreement, it will be presumed that the contract has automatically been renewed for an indefinite period, maintaining the same terms and conditions as before. This assumption is made in the absence of any explicit agreement stating otherwise between the parties.

Wages and other payments to employees are required to be paid in the local currency, specifically the Qatari currency. These payments are transferred to the employee’s bank account.

Employees employed on an annual or monthly basis should receive payment at least once every month. It is mandatory for all employers to make these payments through the Wage Protection System (WPS) within seven days from the due date.

Regarding employees who are not employed on an annual or monthly basis, their wages should be paid at least once every two weeks. This ensures that employees receive regular and timely compensation for their work.

Qatar WPS

The Qatar Wage Protection System (WPS) is an electronic salary transfer system designed to facilitate the payment of employee salaries in the private sector. This system enables institutions and organizations to transfer salaries to their employees through approved banks, exchange bureaus and financial institutions regulated by the Qatar Central Bank.

The primary purpose of the WPS is to establish a comprehensive database maintained by the Ministry of Administrative Development, Labor and Social Affairs (MADLSA). This database records wage payments made by employers in the private sector, ensuring that employees receive their salaries in full and on time. The WPS plays a vital role in promoting transparency and accountability in wage disbursements, benefiting both employers and employees.

Online payslips are permissable.

Upon completion of at least twelve months of service, employees in Qatar are entitled to paid annual leave. The duration of this leave varies based on the length of service, as outlined below:

• Less than five years: three weeks
• More than five years: four weeks

The entitlement to annual leave is prorated based on the employee’s period of service. This means that if an employee has not completed a full year of service, their annual leave will be calculated proportionally.

Employers have the option to carry forward up to half of an employee’s annual leave entitlement for one year, depending on the requirements of the business. However, this can only be done upon submission of a written application.

After completing three months from the start date of employment, employees in Qatar are entitled to sick leave. To avail sick leave, the employee is required to provide a medical report from a physician approved by the employer as proof of illness.

During the first two weeks of sick leave, the employee is entitled to receive their full wage, amounting to 100% of their regular pay.

For the subsequent four weeks of sick leave, the employee will be paid half of their wage, which is equivalent to 50% of their regular pay.

Any further extension of sick leave beyond the initial six weeks will be without pay, meaning the employee will not receive any salary during that period.

At the end of the 12th week of sick leave, if a physician’s medical report verifies that the employee is unable to resume work, the employer has the right to terminate the employee’s service.

It’s important to note that the specific details and conditions regarding sick leave may vary based on the employment contract, company policies and applicable laws in Qatar.

Female employees who have completed one full year of employment are entitled to a paid maternity leave of 50 days in Qatar. Out of the 50 days, up to 15 days can be taken before the birth, while a minimum of 35 days must be taken after the birth.

If additional leave beyond the 50-day period is required, it can be taken with the mutual agreement of the employer. This additional leave, however, is unpaid.

To apply for maternity leave, the employee needs to submit a leave application along with a medical certificate issued by a licensed physician, stating the estimated date of delivery.

If the female employee’s medical condition prevents her from returning to work at the end of the maternity leave, she will be considered on unpaid leave. This is conditional upon the period of absence from work not exceeding 60 consecutive days and must be supported by a medical certificate from a licensed physician.

It is prohibited to dismiss or serve notice to a woman during her maternity leave, unless it is proven that she has been employed elsewhere during this time. This regulation protects female employees during this crucial period.

Paternity Leave

There is no legally mandated paternity leave in Qatar. However, some employers may choose to provide paternity leave at their own discretion.

Nursing Care Leave

Mothers are permitted to take one hour of ‘nursing’ time every working day for one year following the birth of their child.

Employees are entitled to urgent leave but the duration of such leave should not exceed two days at a time. Additionally, the total number of urgent leave days allowed per year is capped at seven days. This provision ensures that employees have the flexibility to address pressing personal matters while maintaining a reasonable limit on the number of urgent leave days they can utilize within a year.

Employees are eligible for a maximum of fifteen days of unpaid leave to perform the Al-Hajj pilgrimage. This entitlement can only be availed “one time” during their employment with the company. To be eligible, the employee must have completed at least one year of service with the employer.

The employer will determine the number of employees granted this leave each year based on work requirements. Priority for granting this leave will be given to senior employees and those who have served continuously for a longer duration. This ensures that employees who have been with the company for an extended period are given priority when it comes to granting the Al-Hajj pilgrimage leave.

Employees are entitled to a paid day off on official public holidays.

• Eid EI-Fitr: three days
• Eid Al-Adha: three days
• Independence Day: one day
• Three working days are to be specified by the employer.

If a public holiday falls on a non-working day (e.g. Friday), the employer is required to compensate its employees with an additional day of holiday.