Qatar labour law at a glance
Law No. 14 of 2004 as amended in 2020: three weeks of annual leave rising to four, a non-discriminatory minimum wage, and end-of-service pay from one year.
Governing law
Labour Law No. 14 of 2004, as amended by Law No. 17 of 2020
Qatar’s private sector is governed by Law No. 14 of 2004, reshaped by the 2020 reforms that removed the exit-permit and no-objection requirements and introduced a non-discriminatory minimum wage. Employment matters are administered by the Ministry of Labour, with wages monitored through the Wage Protection System.
The 2020 package matters operationally as well as politically: an employee may now change employer on notice rather than by permission, which makes notice periods and end-of-service accrual the practical levers in a retention conversation instead of paperwork.
Qatar’s end-of-service formula is the plainest in the region — three weeks of basic wage for every year, with no tier — but it is a statutory minimum rather than a fixed figure, and many contracts are written above it.
At a glance
| Governing law | Labour Law No. 14 of 2004, amended by Law No. 17 of 2020 |
|---|---|
| Standard hours | 8 hours a day, 48 a week |
| Ramadan hours | 6 hours a day, 36 a week |
| Weekly rest | At least 24 consecutive hours, normally Friday |
| Annual leave | 3 weeks a year, 4 weeks after five years (Art. 79) |
| Sick leave | Up to 12 weeks after three months’ service: 2 weeks full, 4 weeks half, the rest unpaid (Art. 82) |
| Maternity leave | 50 days paid, after one year of service (Art. 96) |
| Probation | Up to 6 months |
| Notice period | 1 month up to two years’ service, 2 months beyond |
| End of service | At least 3 weeks’ basic wage a year, after one year (Art. 54) |
| Overtime | +25%, +50% between 9pm and 6am; rest-day work +50% plus a substitute day |
| Minimum wage | QAR 1,000 basic, plus food and housing allowances where not provided in kind |
These rules, enforced automatically
Set the working week, leave entitlements and rest days once. Dawam applies them to every timesheet, leave balance and payslip after that — no manual counting, no rule remembered wrong.
The working week
Eight hours a day and 48 a week, falling to six hours a day and 36 a week during Ramadan. Friday is the weekly rest day for most employees, and an employee asked to work it is owed both the premium and a substitute day. Outdoor work is additionally restricted during the summer months by ministerial decision, which is a scheduling constraint rather than an hours one and has to be planned for in advance.
Annual leave
Article 79 gives three weeks of paid annual leave a year for the first five years of service and four weeks after that. Leave accrues from the start but is normally taken once the first year is complete, and the employer may set the timing to suit the business so long as the entitlement is honoured. Untaken leave is paid out when the relationship ends.
Sick leave and other absences
After three months of service and on a certificate from an approved doctor, an employee is entitled to up to twelve weeks of sick leave in a year: the first two weeks at full wage, the next four at half wage, and the remainder unpaid. Maternity leave is 50 days at full pay for an employee who has completed a year of service, and cannot be counted against annual or sick leave.
Probation, notice and end of service
Probation may run to six months, and one month of notice applies within it. After probation, the 2020 amendments set notice at one month for employees with up to two years of service and two months beyond that — the same period whichever side ends the contract. End-of-service pay is a minimum of three weeks of basic wage for each year of service, payable once the employee completes one year, with partial years pro-rated.
Overtime, wages and records
Overtime pays 125% of the hourly wage, rising to 150% for work between 9pm and 6am, and work on the weekly rest day is paid at 150% with a substitute day still owed. A non-discriminatory minimum wage applies to every worker regardless of nationality: QAR 1,000 in basic wage, with allowances for food and accommodation where the employer does not provide them. Wages must be paid through the Wage Protection System, which reconciles against the filed contract.
Frequently asked
How many annual leave days are employees entitled to in Qatar?
Three weeks of paid leave a year for the first five years of service, rising to four weeks once five years are complete, under Article 79.
How is end-of-service pay calculated in Qatar?
A minimum of three weeks of basic wage for each year of service, payable after one complete year, with part-years pro-rated. Article 54 sets a floor — the contract may provide more.
What is the minimum wage in Qatar?
QAR 1,000 a month in basic wage, applying to all workers regardless of nationality. Where the employer does not provide food and accommodation in kind, allowances of QAR 300 for food and QAR 500 for housing are payable on top.
How much notice is required in Qatar?
One month for an employee with up to two years of service and two months beyond that, under the Law No. 17 of 2020 amendments. The same period applies whether the employer terminates or the employee resigns.
How many sick days does Qatar allow?
Up to twelve weeks a year once three months of service are complete: two weeks at full wage, four weeks at half wage, and the balance unpaid. A certificate from an approved physician is required.
Can an employee change jobs in Qatar without a no-objection certificate?
Yes. The 2020 reforms removed the no-objection requirement and the exit permit for most private-sector workers. An employee changes employer by serving the applicable notice period and completing the ministry’s transfer process.
This summary is written for HR and business owners, not as legal advice. Statutes are amended, ministerial decisions change the detail, and contracts and collective agreements routinely improve on the statutory minimum. Check the current text of the law, or your counsel, before acting on a figure here.
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