Auxilium's human resources and consulting services can help your company access talent in Qatar. Your employees are hired according to local labor laws, which means they will be ready for work within days instead of months - saving you time!
Employer Payroll Contributions
Qatar Labour Law Monthly Contribution/QFC Employment Regulation Monthly Contribution
10.00%Total Employment Cost
Employee Payroll Contributions
Qatar Labour Law Monthly Contribution
QFC Employment Regulation Monthly Contribution
5.00% - 8.00%Total Employee Cost
The monthly minimum wage in Qatar is 1,000 QAR. Employers must also pay allowances of at least 300 QAR for food and 500 QAR for housing if they do not provide employees with these directly.
In Qatar, the payroll frequency is typically month. The employer must make salary payments at least once a month.
There is no legal requirement for 13-month payments. Employers may issue bonuses at their discretion.
The working week in Qatar is typically 48 hours, 8 hours per day and six days a week. The working day may decrease to 6 hours a day during the time of Ramadan. Typically, Fridays are a rest day.
All work above the standard working week is paid as overtime and regulated by employment contract/collective agreements etc. When an employee is requested to work overtime or work on holidays, there are maximums in the number of hours allowed.
All overtime hours in excess of 48 hours a week are paid at an overtime compensation rate; this rate is typically 125% of the employee’s average salary rate. For overtime hours performed at night, the overtime is 150.00% of the employee’s standard rate.
Paid Time Off
In Qatar, the annual leave entitlement is dependent on the employee’s seniority:
An employee can take annual leave in a maximum of two different periods. Any untaken leave can be carried over to the next vacation year following the employer’s agreement.
11 public holidays.
An employee is entitled to two weeks of paid sickness compensated at 100% of the employee’s salary following the completion of three months of service with a single employer. After the initial 14 days of sickness, an employee can receive another four weeks of paid leave at the rate of 50.00% of the employee’s salary. Any sickness beyond that is unpaid.
Female employees are entitled to 50 days of paid maternity leave in Qatar; the employee must take no less than 35 days of leave following the child’s birth. In the case of a complicated birth, an employee can extend her maternity leave by an additional 60 days of unpaid leave providing the employee can provide a medical certificate. To be eligible for the maternity entitlement, an employee must have worked for their employer for a minimum of one year,
There is no legal requirement for an employer to provide paternity leave to their employees. However, it is typical for an employer to offer five days leave to fathers following the birth of their child.
There are no provisions in the law regarding parental leave.
In Qatar, Muslim employees may be entitled to a one-time pilgrimage leave of 20 days if they wish to make a pilgrimage to Mecca.
The termination process varies according to the Employment Agreement and Collective Agreement in place and based on the type of contract and reason for termination. An employment contract can be terminated by either the employer or an employee; in both cases, a termination notice is mandatory to initiate the process of dismissal.
In Qatar, notice periods are dependent on an employee’s seniority:
Upon completion of one year of continuous service with the employer, each employee is entitled to a severance payment upon termination based on an employee’s final wage and at least three weeks of the employees final basic wage for every year of service.
In Qatar, the probation periods may vary depending on the employment contract in place. However, the probation period cannot be more than six months.
When an employee only needs to work in Qatar for a short period of time, work permits are required depending on the type of work to be carried out.
Qatar has implemented the “Qatarization,” a strategic initiative introduced by the government to provide employment for its citizens in the private and public sectors and prioritise Qatari nationals over foreign employees when it comes to job opportunities.
Should a Qatar-based employer wish to hire an employee from abroad, they must first obtain permission from the government.
For a foreigner to legally work and reside in Qatar, all employees except Qatari and GCC nationals (who require a work permit only) must have a residence visa and work permit under the sponsorship of their employer (which must have an entity established in Qatar).
Currently, there is no VAT. There are plans to introduce it in the near future.