Qatar’s swift infrastructure development and booming economy have drawn hundreds of thousands of expatriates in search of improved opportunities for themselves and their families.
Currently, nearly two million people are employed in Qatar. The government prioritizes the welfare of guest workers and is dedicated to reforming the country’s labour laws and practices to create a system that effectively balances the needs of both employees and employers.
Employers should be well-informed about the Qatar Labour Law, which is the key piece of legislation governing employment practices in Qatar. Recent updates to this law have brought significant changes, aimed at aligning with international standards and enhancing working conditions for both local and expatriate employees. This guide focuses on the 2024 amendments to Qatar’s employment law that employers need to be aware of.
Understanding the Labour Law:
The Qatar Labour Law is a detailed framework designed to manage the relationship between employers and employees within the country. It outlines the legal rights, responsibilities, and limitations for both parties, as well as for workers’ committees.
Both employers and employees must comply with the Qatar Labour Law and be fully aware of their rights and duties.
The law, established under Law No. 14 of 2004, provides guidelines on various employment aspects, including working conditions, wages, leave entitlements, termination procedures, and employee benefits.
In the following sections, we will examine the key elements of the Qatar Labour Law.
Employment Contracts in Qatar
In Qatar, employment contracts are vital legal documents that outline the terms and conditions of an employee’s role within a company. These contracts are designed to protect both the employer and the employee by specifying the rights and obligations of each party.
Types of Employment Contracts in Qatar
In Qatar, employment contracts fall into three main categories:
- Fixed-Term Contracts
- These contracts are established for a set period, typically up to 5 years, including any probationary period. Termination of such contracts requires mutual agreement. If the employee disagrees with the termination, the employer must provide compensation and benefits.
- Indefinite-Term Contracts
- These contracts do not have a specified end date and continue until either party decides to terminate the agreement. Termination can occur without providing a reason. If the employee has been employed for less than five years, a one-month notice is required. For employees with more than five years of service, a two-month notice is necessary.
- Job Completion Contracts
- These are temporary contracts for tasks or projects that last up to 4 weeks, though they can be extended by mutual consent. Unlike indefinite-term contracts, job completion contracts have a defined end date and can be terminated by the parties involved at any time.
Essential Elements of an Employment Contract
- Employer’s name and workplace location
- Employee’s name, qualifications, address, nationality, residence, and identification details
- Type of contract
- Date and location of contract signing
- Job responsibilities and duties
- Probationary period details
- Contract start date
- Leave entitlements and benefits
- Duration for fixed-term contracts
- Salary, payment method, and payment intervals
Here are the key provisions of the act:
- Restrictive Covenants Restrictive covenants are clauses in employment contracts that limit an employee’s activities after leaving the company. These clauses can prevent former employees from competing with their previous employer for a specified period and may also restrict the use of confidential client information or business dealings obtained during employment. While similar to non-compete agreements, restrictive covenants can be enforced for up to two years. However, under current labour law in Qatar, non-compete agreements are limited to one year.
- Notice Period The notice period refers to the duration an employee or employer must give before ending an employment contract. Previously, the standard notice period was one month for employees with up to five years of service and two months for those with more than five years. Under the revised labour laws, employees with less than two years of service must provide one month’s notice, whereas those with over two years of service must give two months’ notice.
- Sick Leave According to the updated Qatar Labour Law, employees are eligible for paid sick leave if they have been employed for over three weeks and can present a medical certificate from an authorized physician. Employees are entitled to up to 14 days of paid sick leave per year. If the illness extends beyond 14 days, the employer is not required to provide further paid sick leave.
Recent advancements in Qatar’s labour law reflect a strong commitment to safeguarding the rights and well-being of both employees and employers. The law now regulates various aspects such as working hours, minimum wage, and accommodations, aiming to foster a collaborative and efficient work environment that aligns with international labour standards.