Hire in Qatar

Verification of an employee’s prior employment, medical history, financial standing, and educational qualifications is permissible.

Employers in Qatar with a workforce of ten or more employees are obligated to present their work regulations and disciplinary code to the Ministry of Manpower. These regulations must cover essential aspects concerning the rights and obligations of both employer and employee. Such documentation should outline internal reporting structures, procedures for determining and disbursing wages and bonuses, and criteria for internal promotions.

For companies employing 50 or more individuals, the Labor Law stipulates the creation of a complaints and grievance policy, which must gain approval from the Ministry. Any amendments to these policies also require authorization from the Labor Department. In the absence of approval notification within a month of submission, the regulations are deemed approved.

Moreover, these regulations must be conspicuously displayed within the company premises, ensuring easy accessibility and awareness among all employees.

The probationary period in Qatar cannot exceed six months, and its terms must be mutually agreed upon by both the employer and the employee. An employee cannot undergo more than one probationary period with the same employer.

If, during the probationary period, it becomes evident that the employee is unable to meet their job requirements, the employer reserves the right to terminate the contract. However, the employer must provide the employee with a minimum notice period of one month. Conversely, the employee also retains the right to terminate the employment during the probationary period by issuing written notice.

In instances where the employee is transferred to another employer, the new employer is obligated to compensate the previous employer for a portion of the recruitment fees and air ticket expenses, up to a maximum of two months’ worth of the employee’s basic wage.

Should an employee serving a probationary period intend to leave the country, they must provide a notice period of two months before their departure.

As outlined in the Qatar Labor Law, the standard workweek duration is capped at 48 hours, spread across a maximum of six business days, with each day not exceeding eight hours of work. However, during the holy month of Ramadan, the workweek is shortened to a maximum of 46 hours, with a daily limit of six hours. Additionally, mandatory breaks, lasting from one to three hours, must be provided for prayer, rest, and meals.

Moreover, employees are prohibited from working for more than five consecutive hours. Friday is universally designated as the weekly rest day for all workers, ensuring a day of relaxation and rejuvenation.

Overtime encompasses any hours worked beyond an employee’s regular working schedule. In such instances, the employee is eligible for extra compensation, comprising their standard wage plus a supplementary payment of no less than 25% for the additional hours worked beyond their usual working hours.

If overtime occurs between 9 p.m. and 4 a.m. on a regular workday, the employee is entitled to their usual wages plus an additional 50% of their wage. In the event of work on a scheduled rest day, the employee is entitled to their standard wages plus an increment of no less than 150%.

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

Payroll reports in Qatar are required to be kept on record for a period of six years.

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

In Qatar, it is mandatory for an employee to receive three written warnings before facing dismissal, except in cases involving criminal activity, which permit immediate termination.

Employees also possess the right to terminate their employment contract prematurely under certain circumstances. For fixed-term contracts, this requires providing notice, while for open-ended contracts, termination can occur without notifying the employer. Such circumstances include:

1. Employer violation of labor laws, fraudulent activities, or breaches of contractual obligations.
2. Employee engagement in criminal activities.
3. Existence of significant risks to the employee’s safety or health, known to the employer but not addressed.

On the contrary, employers hold the authority to immediately terminate an employee’s contract without notice or payment of end-of-service gratuity (EOSG) in cases of gross misconduct. Examples of such misconduct encompass:

• – Presenting falsified documents.
• – Assuming a false identity or nationality.
• – Inflicting significant financial harm on the employer or divulging confidential information.

Moreover, immediate termination can occur if an employee is found intoxicated or under the influence of drugs during working hours.

If termination occurs without notice, the employer must compensate the employee with an amount equivalent to the basic wage for the notice period or the remaining portion thereof.

In cases of terminations due to economic or structural reasons, the employer must notify the Ministry of Administrative Development, Labor, and Social Affairs at least 15 days in advance. The notification should detail the reasons for termination and the number of affected employees.

The notice period varies based on the length of service:

• – For the first two years of service: one month’s notice.
• – For more than two years of service: two months’ notice.
• For workers paid on a daily basis or per work product:
• – For one year or less of service: one week’s notice.
• – For one to five years of service: at least two weeks’ notice.
• – For more than five years of service: at least one month’s notice.

Failure to adhere to notice requirements by employers or employees requires compensation equivalent to the worker’s basic wage for the notice period or the remaining portion thereof. It’s crucial to honor these requirements for a fair transition.

However, departing from the country without adhering to the notice period may result in a labor ban in Qatar for up to one year for foreign workers. This measure aims to enforce compliance with notice obligations and ensure proper labor practices.

The End of Service (EOS) benefit is a financial package granted to employees when their employment ends. Eligibility for EOS requires a minimum of one year of service with the employer, and it’s provided along with any other due payments upon termination.

Nevertheless, employees receiving retirement benefits or enrolled in equivalent schemes offering higher value than EOS are exempt from receiving EOS payments. This measure prevents duplication of compensation for employees already receiving more substantial retirement benefits.

Upon the conclusion of the employment contract, it falls upon the employer to coordinate the repatriation of the worker either to their country of origin or to a mutually agreed-upon destination.

The repatriation process must be completed within a two-week timeframe following the expiration of the contract. However, should the worker secure new employment in Qatar before departure, the responsibility for repatriation shifts to the new employer.

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

• – Gratuity
• – Repatriation ticket, if applicable
• – Payment for the notice period, if applicable
• – Compensation for any accrued but unused leave (vacation)
• – Settlement of any outstanding payments or deductions

To ensure legal validity, any non-compete provision must be explicitly stated within the employment agreement. However, such clauses are limited to a maximum duration of one year.

The primary objective of a non-compete clause is to prohibit employees from participating in activities within the same industry or directly competing with their former employer. Its aim is to safeguard the employer’s interests and mitigate potential adversities resulting from competition.

If the parties in a fixed-term contract continue their employment beyond its expiry without formalizing a new agreement, it will be inferred that the contract has automatically transitioned into an indefinite term, retaining its original terms and conditions. This presumption applies unless there is a clear agreement indicating otherwise between the parties.

Online payslips are allowed.

After completing at least twelve months of service, employees in Qatar are eligible for paid annual leave. The duration of this leave depends on the length of service, as follows:

• – For employees with less than five years of service: three weeks
• – For employees with more than five years of service: four weeks

The entitlement to annual leave is adjusted based on the employee’s period of service. If an employee hasn’t completed a full year of service, their annual leave will be calculated proportionally.

Employers have the flexibility to carry forward up to half of an employee’s annual leave entitlement for one year, upon receipt of a written request. This option is subject to business needs and requirements.

After completing three months of employment, employees in Qatar are entitled to sick leave. To qualify for sick leave, the employee must present a medical report from a physician approved by the employer, confirming the illness.

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

For the subsequent four weeks of sick leave, the employee will be compensated at half their wage, amounting to 50% of their regular pay.

Any extension of sick leave beyond the initial six weeks will be unpaid, meaning the employee will not receive salary during that period.

Upon reaching the end of the 12th week of sick leave, if a physician’s report confirms that the employee is still unable to return to work, the employer may terminate the employee’s service.

It’s worth noting that the specific terms and conditions of sick leave may vary depending on the employment contract, company policies, and relevant laws in Qatar.

Female employees who have completed one year of service are entitled to a paid maternity leave lasting 50 days in Qatar. Out of this period, up to 15 days can be taken before childbirth, while a minimum of 35 days must be taken after delivery.

If additional leave is needed beyond the initial 50 days, it can be arranged with the employer’s agreement, although it will be unpaid.

To request maternity leave, the employee must submit a leave application along with a medical certificate from a licensed physician, indicating the expected delivery date.

If the employee’s health prevents her from returning to work after maternity leave, she may be granted unpaid leave, provided it does not exceed 60 consecutive days and is supported by a medical certificate.

Dismissal or notice during maternity leave is prohibited unless it can be proven that the employee was employed elsewhere during this period, safeguarding female employees’ rights.

Paternity Leave:

There is no legally mandated paternity leave in Qatar, although some employers may offer it at their discretion.

Nursing Care Leave:

Mothers are entitled to one hour of nursing time per working day for up to one year following childbirth.

Employees have the right to take urgent leave, with each instance not exceeding two consecutive days. Moreover, the total number of urgent leave days permitted annually is limited to seven days. This regulation allows employees to attend to immediate personal matters while also setting a reasonable boundary on the frequency of urgent leave taken within a year.

Employees are entitled to a maximum of fifteen days of unpaid leave to undertake the Al-Hajj pilgrimage, but this can only be utilized once during their tenure with the company. To qualify, employees must have completed at least one year of service with the employer.

The allocation of this leave each year will be determined by the employer according to operational needs. Preference for granting this leave will be given to senior employees and those with longer periods of continuous service. This prioritization ensures that employees who have dedicated more time to the company are given precedence in receiving Al-Hajj pilgrimage leave.

Employees are entitled to paid time off on official public holidays, which include:

• – Eid EI-Fitr: Three days
• – Eid Al-Adha: Three days
• – Independence Day: One day
• – Three working days as determined by the employer

If a public holiday occurs on a non-working day, such as Friday, the employer must provide an extra day off to compensate employees.

Some types of leave, such as study leave, bereavement leave, and leave for voting, may vary depending on the industry or state of employment. These leaves can be paid, unpaid, or half-paid, and their availability is typically determined by the organization’s policies and practices.