Last updated on: July 6th, 2021
The employment relationship in Qatar is principally governed by the provisions of Law No. 14 of 2004 Regulating Employment, adopted 19 May 2004.
Hours & Pay Regulations
An employee who has completed a continuous whole year in the service of the Employer shall be entitled to annual leave. This leave shall not be less than 3 weeks for the employment of fewer than five years, and 4 weeks for the employment of five years or more. Hence the employee shall be entitled to a leave for fractions of the year in proportion to the period of his service.
The Employer shall determine the date of the annual leave for the employee and may divide the leave with the consent of the employee provided that the division shall not be into more than 2 periods.
The Employer may, by virtue of a written request from the employee, postpone not more than half of the annual leave to the next year following its maturity. If the Employment Contract ended, for any reason, before taking such leave, the employee shall be entitled to a cash alternative equivalent to his payment for the due leave days.
Payment for Annual Leave
The wage of the employee during the annual leave and his end of service gratuity shall be calculated on the basis of his basic wage on the date of entitlement. Art 72, 79-81 of Labor Regulation.
Effective March 31, 2021, all employees must receive a minimum basic salary of QAR 1,000 per month. Employers must also pay a further QAR 500 for accommodation and QAR 300 for food; unless the employer provides adequate accommodation and food.
Employees shall be entitled to sick leave with pay for each year of his service. Employees who become entitled to sick leave after completing 3 months of service with the employer, provided that the employee proves his sickness by a medical report issued by the competent physician approved by the Employer.
The employee shall receive his full remuneration if the period of the sick leave did not exceed 2 weeks. If the sick leave extends the employee shall be paid half of his remuneration for the other 4 weeks. The extension of the sick leave thereafter shall be unpaid until the employee resumes his work or resigns or his service is terminated for health reasons.
Employment of the employee may be terminated at the end of the 12th week of the sick leave if it has been proved by a report issued by the Licensed Physician that the employee is unable to resume his work at that time.
If the employee resigns by reason of sickness, and with the approval of the Licensed Physician, before the end of the 6 weeks to which the employee is entitled as sick leave with pay, the employer shall pay to him the balance of his entitlements. This provision shall also apply in the event of death by reason of sickness before the end of the aforesaid 6 weeks.
Payment for Sick Leave
The wage of the employee during the sick leave and his end of service gratuity shall be calculated on the basis of his basic wage on the date of entitlement and if the employee is employed on a piece-by-piece work basis the entitlement shall be calculated on the basis of his average wages for the three months preceding the date of entitlement. Art 82 of Labour Regulation.
Muslim employees shall be entitled to have a special leave without pay not exceeding 20 days for the performance of the pilgrimage duty once throughout his service period. The employer shall determine annually the number of employees offered such leave, in accordance with the work requirements, subject to giving priority to the employee who has spent the longest continuous period in service. Art 83 of Labour Regulation.
A female employee who has been employed by an employer for a complete year shall be entitled to maternity leave with full pay for a period of 50 days. Such maternity leave shall include the period before and after the delivery provided that the period following the delivery shall not be less than 35 days.
If the remaining period of the leave after delivery is less than 30 days the female employee may be granted complimentary leave from her annual leave. Otherwise, the complementary period shall be deemed to be leave without pay.
If the medical condition of the female employee prevents her from resuming her work after the expiry of her leave the female employee shall be deemed to be on leave without pay provided that the period of her absence from works shall not exceed 60 consecutive or interrupted days and provided that a medical certificate of her medical condition shall be produced from a licensed physician.
The nursing female employee shall be entitled in addition to her entitlement to the rest interval, to a nursing interval which shall not be less than 1 hour per day. The fixing of the nursing times shall be made by the female employee. The nursing interval shall be calculated as part of the working hours and shall not result in a deduction of wage. Art 96-97 of Labour Regulation.