An Overview of Qatar's Labor Law
Qatar's labor law outlines critical definitions and provisions to regulate the relationship between employers and employees and it aims to create a balanced and fair work environment, ensuring clear obligations and protections for both employers and employees.
An employer is defined as any natural or legal person hiring a worker for pay, while an employee is a natural person working for an employer under their administration and supervision. A juvenile worker is someone aged between 16 and 18. Work encompasses all intellectual, technical, or physical effort performed for pay.
An employment contract is an agreement between employer and employee for a fixed or indefinite period, specifying the work and compensation. Basic pay refers to the rate paid for work performed, excluding annual allowances, while pay includes basic pay plus all allowances, incentives, and indemnities.
Qatar’s labor law distinguishes between temporary work, which has a limited duration, and incidental work, which is short-term and not part of the employer's usual activities.
The law emphasizes that the rights it sets forth are the minimum standards and cannot be waived or reduced, ensuring fair treatment for workers. Employers must notify the Labor Department about their business details before starting operations, and they must use the Gregorian calendar for legal terms, with all contracts executed in Arabic, though translations are allowed.
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Employers are required to give preference to Qatari citizens for job positions and must obtain prior consent from the Labor Department before hiring non-Qataris.
Employment contracts must be in writing, approved by the Labor Department, and can include a probationary period of up to six months. Contracts cannot exceed five years but may be renewed. Termination requires proper notice, with employees entitled to end-of-service indemnity after one year, calculated at a minimum of three weeks' basic salary per year.
Employers must maintain detailed records for each employee, update the Labor Department on employment changes every six months, and ensure that non-Qatari employees are returned to their home country at the end of their contract unless they transfer to a different employer.
The law mandates that employers establish a penalty code for misconduct, with clear procedures and limitations on disciplinary actions. Employees have the right to appeal disciplinary measures and are protected from multiple penalties for a single offense.
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