Qatar is a peninsular Arab country whose terrain comprises arid desert and a long Persian (Arab) Gulf shoreline of beaches and dunes. It has a land border with Saudi Arabia and shares maritime borders with Iran, the United Arab Emirates, and Bahrain. Qatar’s oil and natural gas resources are the country’s main economic engine.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Qatar.
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Capital :
Doha
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Currency :
Qatari Riyal (QR, ر.ق, QAR)
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Languages spoken :
Arabic
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Population :
2, 982, 631 (2021 est.)
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Minimum wage 2023 :
QAR1,800 per month
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Cost of Living index :
$$$ (38 of 139 nations)
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Payroll Frequency :
Monthly
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VAT - standard rate :
N/A
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GDP - real growth rate :
1.6% (2021 est.)
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The holidays mentioned below are valid for the year 2024.
The approximate time for sharing the contract with an employee in Qatar is 14 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
The maximum number of working hours allowed without overtime pay is 48 hours per week. The working hours should include one or more intervals for prayer, rest and the taking of meals which should not be less than one hour and not more than three hours.
Workers may work additional hours more than the 48 working hours per week specified above, provided that the actual working hours per day do not exceed 10 hours, unless continuation of the work is necessary for the prevention of gross loss or dangerous accident, or for mitigation of the consequences of the said loss or accident.
The probation period should not exceed six months from the date of commencement of the work.
| Service Period | Applicable Notice Period |
| 0 to 2 years | 1 month |
| From 2 years | 2 months |
A worker who has completed a continuous whole year in the service of an employer is entitled to annual leave with remuneration according to the following guidelines:
| Service Period | Annual Leave Entitlement |
| Less than 5 years | No less than 3 weeks |
| 5 years or more | 4 weeks |
Workers are entitled to sick leave with pay for each year of their service. They receive full remuneration if the period of the sick leave does not exceed two weeks. If sick leave extends thereafter, they should be paid half of their remuneration for another four weeks. The extension of sick leave thereafter is without remuneration until the worker resumes work, resigns or their service is terminated for health reasons.
There are no provisions in the law regarding parental leave.
The law provides female employees with a minimum of 50 days of fully paid maternity leave, inclusive of prenatal and postnatal periods, provided that the postnatal period is no less than 35 days.
Male employees have no entitlement to paternity leave under the Labor Law, but some employers may, at their discretion, grant it according to company guidelines. It is typical for an employer to offer five days leave to fathers following the birth of their child.
| Type of Leave | Duration |
| Bereavement Leave (Death of a direct family member) | 7 days |
| Marriage Leave | 5 days |
A Muslim worker is entitled to take special leave without remuneration, not exceeding 20 days for the performance of the pilgrimage duty once throughout their service period.
Qatar’s social security system is administered by the Ministry of Administrative Development, Labor, and Social Affairs (MADLSA). It provides protection to Qatari nationals and residents against certain risks, including old age, disability, and death. Employers are required to contribute a percentage of their employees’ salaries to the Public Retirement Pension Fund (PRPF). The contribution rate is currently set at 14% for the employer while employees pay 7%.
An overview of all the employer costs is presented below:
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Benefits |
Employer Contribution |
|---|---|
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Public Retirement Pension Fund (PRPF) |
14% per month (maximum contributory salary is 100,000 QAR) |
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Hamad Medical Card |
100.00 QAR per year |
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QID |
1,220 per year |
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Labor Contract |
60 per contract |
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Workmen Compensation |
30 per month |
Health insurance is a mandatory benefit for Qatari employees. Mandatory health insurance coverage is provided through the government-run health insurance scheme, known as the Hamad Medical Corporation (HMC) Health Card. The HMC Health Card provides basic healthcare coverage, including consultations, diagnostics, and prescription medications, to all eligible individuals in Qatar.
The Ministry of Administrative Development, Labor and Social Affairs (MADLSA) requires all employers in Qatar to provide their employees with occupational accident insurance coverage. This insurance provides compensation to employees in case of injuries or death that occur while on the job.
There is currently no unemployment insurance in Qatar.
Qatari citizens, men and women employed by the government and who have made a total of 15 years worth of contributions, receive a state pension when they reach 60 or 55, respectively. An option for early retirement at 40 is available, however 15 years of contributions are still required.
The employee must pay in a monthly contribution equivalent to 7% of salary, the employer tops the contribution up by a further 14% (gross salary), and the government also contributes, covers administration and makes up any shortfalls to ensure the total contribution of 21%.
There are no other statutory benefits in Qatar.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
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