Current laws of working in Qatar

One should always be aware of the laws that an individual is governed by, especially in a foreign country. It is important that you respect a country's law. Failing to do so may result in serious consequences.

However, as employees, you also have some rights that come along with your duties.
 
Many of you may or may not be aware of some of the laws related to employment. Below you will find some basic terms and important information regarding the labor laws in Qatar.

What is basic salary?

It is the salary paid to you in return for the work done for a specific period of time or on the bases of number or quantity of items produced, including annual increments and nothing else. 
 
How are the usual salary packages? 

It is basic salary plus all bonuses and allowances you receive for the work you do, irrespective of designation or how it is calculated.
 
What is a probation period in contract?

It means the period that a worker is under observation to prove that he is competent to continue in the job. It must not exceed six months which is the maximum limit, from the date of joining work. The employer can cancel your contract during this period. He must, however, give you notice of his intention three days ahead of termination of contract.
 
Is it permissible for your employer to make you work on a job other than the one agreed on? 

– It is legal if the intention is to prevent accidents, or if it is for repairing damage caused by those accidents, without harming any of your legal rights because of the change in the nature of work.

– It is also legal if the work is of temporary nature; not greatly different from your original work; does not imply injustice and as long as your salary is the same.
 
If there was no contract between you and your employer, how do you prove that you have worked for him?

– By your salary transfer to the bank
– Your signature on salary receipt
– Testimony by your work colleagues and other legal methods
 
What is vocational training contract?

– Qatari labour laws require an employer who is hiring fifty or more workers to provide technical training to Qatari nationals equivalent to five percent of his workforce. The trainees are nominated by the Department of Labour, according to the training programmes adopted by the ministry.

– The vocational training contract is recorded in writing, with the profession or craft indicated. It also specifies training stages, period, and amount to be paid to the trainees.

– It is legal for either party to terminate a training contract any time for valid reasons, and a written notice seven days ahead of the date of termination.

 
Renewal of Contract

What is a fixed-term contract? 

– It is a contract that implies finishing a job within specified period or dealing with a specific job and ends with the completion of that job. These are such contracts as made by an employer with workers for services to be concluded within a specific period, such as ceremonies and conferences, or for specific job such as renovation, or painting of a house.

– Temporary contract ends as the work agreed upon in the contract is completed and if the employer did not express his wish to renew your contract or legally transfer you (secondment), or give you sponsorship transfer to another company or business, you must leave the country as the termination makes your stay illegal. 
 
Is a “fixed-term” contract considered to be spontaneously renewed if you continue to work (with employer’s consent) following expiry of the contract?
 
If the contract is fixed-term and the two parties adhere to it after its expiry date without a formal agreement, the contract is considered automatically renewed as per conditions mentioned in it for a similar period and is considered as extension of the previous period. Your employment is counted from the start of service for the employer. 

If the “work stated in contract” is finished but you continue to work for your employer, will that be considered renewal of contract?

If the subject of the contract is the execution of a specific work which is finished with the expiry of the contract, but the work by its nature is renewable, while adherence to the contract continues after the work agreed on is finished, then the contract is considered as renewed for another similar period through the agreement of both parties- it remains a fixed-term contract.  

For example, if the agreement in the contract was to manufacture and install specific number of doors for the employer, and the work is done, then the contract ends with the completion of the work.

Example: if the contract by nature is renewable, for example the agreement is for installing 10 A/C units in a building with 100 flats and the contract reads: install 10 A/C units in 10 flats. If these units are installed and the work continues after that, the contract is considered automatically renewed for a similar period, with same conditions- the contract will remain a fixed-term contract.
 
Working Hours
 
Is there any time-limit on working hours?

Eight hours daily is the standard, with one hour rest period in between for prayer, lunch etc. The rest period is not included as part of actual work hours. 

– During Ramadan, it is six hours with rest period in between, not included as part of actual working hours.
 
Is it legal to make you work extra hours?

It is legal to work extra hours, provided the total hours do not exceed 10 hours, unless there is a necessity that calls for continuous work to prevent huge loss, or to repair or lessen the effects of an accident.
 
Is payment for extra hours mandatory?

You receive payment for any overtime you work equivalent to not less than the basic salary earned for usual work hours plus not less than 25 percent of the basic salary. That is if your usual work hour basic salary is QR20, you are entitled to QR25 for every extra hour you work.
 
Are there jobs where continuous work without a break is permitted?

This is permissible in certain jobs of a particular nature. Such jobs are notified by the minister, such as guarding duties.
 
Vacations and Holidays:
 
Is it legal to make you work on your weekly holiday?

– Friday is your usual weekly holiday, except for shift workers.

– It is legal to make you work on a Friday if work conditions necessitate that, on condition that you are paid for it equivalent to your basic salary and compensated for your day off with another day, or you are paid the basic salary plus 150 percent of it. For example: If your basic salary is QR100, you must receive QR250 if you work on your holiday.

– It is illegal to make you work on more than two consecutive holidays.

– If your duties are from 9pm to 3am, your employer must pay you your basic salary, plus an extra 50 percent. That is if your basic salary is QR50, you must receive QR75 if you work between nine in the evening and three in the morning. Shift workers are excluded.
 
What are the usual official holidays and do you deserve any payment if you are called to work on those days?

Annually, you are entitled to following holidays with full payment:
– Three days for Eid Al Fitr
– Three days for Eid Al Adha
– One day on the National Day (the 18th of December every year)
– Three days decided by employer

-National Sports Day, held annually on the second Tuesday of February.
– If there is a necessity for you to work on any of these holidays, you should be paid a compensation

There may have been slight changes to the above mentioned laws, which may not reflect here. We'll update it to the best of our abilities.