Private-sector employment in Qatar is governed by Labour Law No. 14 of 2004, as amended, and administered by the Ministry of Labour. There is no personal income tax on salaries, but employers must pay wages through the Wage Protection System and an end-of-service gratuity. Here is what employers need to know.
The Labour Law sets minimum leave for private-sector workers. Domestic workers and the public sector are covered by separate rules, and contracts can always give more.
3 weeks a year for employees with less than 5 years’ service, 4 weeks from 5 years. Earned after 1 year of service, paid at the basic wage.
After 3 months’ service: 2 weeks on full pay, then 4 weeks on half pay, then up to 6 weeks unpaid, on a medical certificate.
On full pay for women with at least 1 year of service, including up to 35 days before the birth. Paid by the employer.
The Labour Law has no statutory paternity leave for private-sector employees, although many employers offer a few days. Employees who return from maternity leave are entitled to a daily nursing break of one hour for a year.
Set up each Qatari leave type in IceHrm with its own accrual, carry forward and approval rules, including the step up to 4 weeks after 5 years. Employees see their live balance before they apply, and managers see who is away on a shared calendar. Leave management →
Qatar introduced a non-discriminatory minimum wage for all workers, of every nationality and sector, with Law No. 17 of 2020. It took effect on 20 March 2021.
Plus at least QAR 500 for housing and QAR 300 for food a month, unless the employer provides accommodation and food.
8 hours a day. During Ramadan, 36 hours a week (6 a day). Friday is the usual weekly rest day.
At least the basic hourly wage plus 25%. Total working time, including overtime, may not exceed 10 hours a day.
Overtime between 9pm and 6am is paid at the basic hourly wage plus at least 50%, except for shift workers. Work on a weekly rest day or public holiday is paid at the basic wage plus at least 150%, or compensated with another day off for rest days.
Capture attendance and overtime in IceHrm, including reduced Ramadan hours, and feed the hours straight into payroll so overtime reflects what was actually worked. Time & attendance →
Qatar does not tax employment income. Employers have no income tax to withhold from salaries, whatever the employee’s nationality or residence.
Corporate income tax applies to some businesses, and non-employment income may be taxed in certain cases. Employees may still owe tax in their home country, so internationally mobile staff should take advice.
Social insurance applies only to Qatari nationals. For expatriate employees, the main statutory costs are the end-of-service gratuity and health insurance.
Under Social Insurance Law No. 1 of 2022, on basic salary plus social and housing allowances. The employee pays 7%.
At least 3 weeks’ basic wage for each year of service, once the employee has completed 1 year.
Law No. 22 of 2021 makes health insurance for expatriates mandatory, with employers paying for their staff as each phase is implemented.
Employees from other GCC countries contribute to their home country’s pension scheme under GCC coverage rules. Employers also bear visa, residence permit and recruitment costs for expatriate staff.
Build Qatari pay the way you already structure it, with basic salary, housing and food allowances, deductions and formula columns, such as a gratuity accrual column. Want to know how well IceHrm handles payroll calculations for Qatar? Contact us or see Payroll →
Either party can end an open-ended contract by giving notice. The Labour Law lists the cases of serious misconduct in which an employer may dismiss without notice or gratuity. Since the 2020 reforms, workers can change employer without a no-objection certificate, subject to notice.
| Service | Notice |
|---|---|
| During probation (employer ending) | 1 month |
| Up to 2 years | 1 month |
| More than 2 years | 2 months |
An employee who resigns during probation to join another employer in Qatar must give at least 1 month’s notice. The gratuity is payable whenever employment ends after 1 year of service, except in cases of summary dismissal set out in the law. Unused annual leave and any wages due must be paid on exit.
Private-sector employees are entitled to at least 10 paid public holidays a year. Eid dates follow the Islamic lunar calendar and move about 11 days earlier each year.
National Sport Day (second Tuesday of February) is an official holiday in the public sector, and many private employers use one of their three employer-set days for it.
Leave groups give each office its own holiday calendar, so you can add the Eid dates and your employer-set days once they are announced and every employee sees the right days off. Holiday calendars →
Employment contracts must be in writing, in Arabic, and may include a translation in another language. Contracts for expatriate workers must be authenticated by the Ministry of Labour.
A probation period can last up to 6 months, and an employee cannot be put on probation more than once by the same employer. Expatriate employees need a work visa and a residence permit (QID) sponsored by the employer, and must be registered for WPS payments from the start.
Send bilingual contracts for e-signing, store visas, QIDs and permits on the employee’s record, and track onboarding with task lists so nothing is missed on day one. Documents & e-signing →
This guide is general information to help you plan HR processes, not legal, tax or financial advice. Employment law and rates change regularly and awards, enterprise agreements and state rules may give employees more than the minimums shown here. Always confirm current requirements with the official sources or a qualified adviser.
Configure leave types, accrual rules and public holidays for Qatar, keep employee records and contracts in one place, and run payroll with your own salary components. Want to know how IceHrm handles payroll calculations for Qatar? Talk to us.
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