OUTLINE
Employment contracts and policies in Qatar
Employment contract terms in Qatar
Contract extension in Qatar
Fixed-term contracts in Qatar
Working hours in Qatar
Remote work in Qatar
Draft compliant employment contracts in Qatar
Employment contracts in Qatar
When hiring in Qatar, it is important for employers to understand the legal requirements and best practices surrounding employment contracts. Whether hiring local talent or international employees, contracts must comply with the Labour Law and align with the Ministry of Labour’s standards.
The typical employment contract format in Qatar includes essential terms such as job title, salary, working hours, and notice periods. For foreign nationals, the standard e-contract is required to obtain a work permit and residence visa, and it is usually bilingual (Arabic and English). Employers often supplement this with a more detailed internal agreement.
Employers should also be aware of procedures for verifying employment contracts in Qatar. Contracts must be filed with the Ministry of Labour and can be accessed through government portals. This is also useful for employees wondering how to check the validity of an employment contract in the country.
If the working relationship ends, employers should follow the proper legal steps on how to cancel an employment contract in Qatar, including written notice and Ministry notification. Failing to follow these steps can result in legal complications or delays in employee repatriation.
Employers should always ensure their contracts are up to date and compliant with Qatari regulations to support fair and lawful employment practices.
Employment contracts and policies in Qatar
Employers planning to hire in Qatar should be aware that local labour regulations are quite structured, especially when it comes to employment contracts and workplace policies. From mandatory government templates to probationary rules and third-party approvals, employers must navigate a defined framework to remain compliant. Here is what you need to know about employment contracts and policies in Qatar.
Employment contracts in Qatar
For foreign nationals, signing a government-standard electronic employment contract is a core requirement to obtain both a work permit and residence visa. These e-contracts are bilingual — Arabic being the primary language alongside English or another language mutually understood by both parties.
While these government contracts cover only the basics — such as job title, salary, and contract duration — it is common practice for employers to draft a more detailed, supplemental agreement. This additional contract often outlines responsibilities, benefits, termination conditions, and confidentiality clauses. However, the terms in this agreement must not contradict the provisions in the official government e-contract or the Qatar Labour Law.
Probationary periods in Qatar
Employers may include a probationary period in the employment agreement, but the law caps its duration at six months. During this period, either party can terminate the contract with a minimum of three days’ notice. While probation provides flexibility in early employment stages, it is crucial that all terms — including performance expectations and notice conditions — are clearly communicated from the outset.
Employment policies in Qatar
Employers are expected to maintain internal workplace policies aligned with the Labour Law. These should be made available to employees at the start of employment and displayed prominently at the workplace — typically on a noticeboard or digital HR portal.
Although approval from the Ministry of Labour is technically required for company policies, enforcement of this requirement is relatively lax. That said, it is still considered good practice to have internal policies reviewed and documented, especially regarding matters such as leave entitlements, working hours, and disciplinary procedures. For example, if an employee is required to work on a Friday — typically the designated weekly rest day — the policy should outline appropriate compensatory leave or overtime pay in line with legal requirements.
There are also special considerations for vulnerable worker groups. For instance, in Qatar, policy regarding pregnant employees includes maternity leave entitlements and protection from termination due to pregnancy, as per Article 96 of the Labour Law.
Third-party approval in Qatar
The initial government e-contract must be lodged with the Labour Department as part of the immigration process. Any contractual amendments — such as promotions, salary changes, or revised duties — should ideally be reported and updated in the official file.
Although this process is not always enforced rigorously, failing to notify the authorities may cause issues during visa renewals or labour inspections. Employers are advised to keep their employment records and contracts synchronised with the Labour Department to avoid administrative complications.
Employment contract terms in Qatar
When hiring in Qatar, employers have flexibility when it comes to the length and structure of employment contracts. However, these agreements must comply with the Labour Law and be clearly defined to avoid confusion or dispute. Whether you are offering short-term roles or long-standing positions, being clear about the contract terms in Qatar helps establish a smooth working relationship from day one.
Contract terms and conditions in Qatar
Contracts in Qatar are broadly divided into two categories: fixed-term (or limited-term) and open-ended (or indefinite) contracts. A fixed-term contract is commonly used when the employment is for a specific project or period. The law allows these contracts to last up to five years. If both parties choose to renew the agreement, any new contract must include the original employment start date — providing continuity and legal clarity over the entire employment period.
Contract terms and conditions for Qatar migrant workers must be lodged with the Ministry of Labour and must match the terms presented during the visa and recruitment process. This helps ensure transparency and protection for both employer and employee.
Key contractual clauses include salary, working hours, notice periods, probationary terms, and grounds for termination. These details must comply with national legislation and be written in both Arabic and a language understood by the employee.
Indefinite contract term in Qatar
An indefinite contract term in Qatar does not have a defined end date and is generally used when the role is expected to be permanent. These contracts can be terminated by either party, provided the correct notice period is observed — typically 30 days unless otherwise agreed.
While indefinite contracts offer more stability for employees, they also carry long-term obligations for employers, such as end-of-service benefits and other accruals. It is therefore vital to clearly specify conditions under which the contract can be terminated, including for performance or organisational restructuring.
Short-term contract jobs in Qatar
Qatar’s short-term contract jobs are increasingly common, particularly in sectors such as construction, hospitality, and events. These contracts are ideal for roles linked to temporary projects, seasonal demand, or fixed assignments.
Short-term roles should still follow legal requirements in terms of compensation, safety, and termination rights. Employers must avoid rolling over short-term contracts repeatedly to avoid the risk of them being deemed indefinite in practice.
For migrant workers on short-term roles, it is especially important to provide transparent details of contract duration, return ticket provisions, and end-of-service entitlements — all of which should be recorded in the employment agreement filed with the Ministry of Labour.
Contract extension in Qatar
In Qatar, extending an employment contract is a fairly common practice, especially for fixed-term arrangements. Whether you are renewing a contract for a long-term employee or looking to extend a project-based engagement, there are several legal and practical factors employers should be aware of. Managing employment contract renewals in Qatar requires attention to timelines, documentation, and compliance with national labour legislation.
Requirements for contract renewals in Qatar
For employees on fixed-term contracts, it is standard practice to initiate renewal procedures well before the contract’s expiry. Typically, this should happen one to two months in advance to allow sufficient time for internal approvals and government processing.
Contract renewals usually begin with a formal request letter. This letter should summarise the current employment terms, specify the desired renewal period, and include a brief performance review or justification for the extension. Renewals are often granted for one year, though the duration can vary based on project needs or employment structure.
Importantly, all renewals must comply with the provisions of Law No. 14 of 2004 (the Qatar Labour Law) and be mutually agreed upon. A copy of the renewed contract should be submitted to the Ministry of Labour as part of the employee’s ongoing work permit and residence validity requirements (Ministry of Labour).
As for independent contractors, particularly in sectors like construction, contract extensions are common but not specifically regulated by the Labour Law. Employers are advised to ensure that these arrangements do not inadvertently create an employer-employee relationship, especially if the engagement becomes long-term or full-time in nature.
Negotiations when renewing contracts in Qatar
The process of employment contract renewal negotiations in Qatar is often an opportunity to revise terms such as salary, responsibilities, working hours, or benefits. While many contract extensions simply mirror existing terms, both employer and employee have the right to propose amendments, provided they remain compliant with statutory regulations.
Employers should take into account any changes in the employee’s role, market rates, and company policy when drafting renewal offers. Employees, in turn, may request adjustments based on performance, tenure, or evolving personal circumstances.
Transparency during the negotiation phase is key. A written record of the agreed changes should be incorporated into the new contract, and both parties should retain signed copies for reference. Employers unfamiliar with how to renew a labour contract in Qatar should seek legal or HR support to ensure all documentation is correctly filed and compliant with Ministry requirements.
Fixed-term contracts in Qatar
In Qatar, fixed-term employment contracts are widely used for project-based roles, seasonal work, or positions with a clear end date. These agreements define a specific duration of employment and typically outline conditions for renewal or termination. Employers offering a work contract agreement in Qatar should pay particular attention to the structure and renewal terms of such contracts to remain compliant with the Qatar Labour Law.
A fixed-term contract may last for any period agreed upon by the employer and employee, though it cannot exceed five years. Once the contract term expires, there are two paths forward: either the employment ends as stipulated, or the parties agree to renew or extend the contract.
However, if both parties continue working together after the original contract ends — without formally signing a new agreement — Qatari law treats the contract as having automatically transitioned into an indefinite-term arrangement. This means the employment continues under the same terms and conditions as before, but without a defined end date. Employers should be mindful of this provision, as failing to set up a new fixed-term agreement could result in unintended long-term commitments.
This legal presumption applies unless there is an explicit understanding or written clause that overrides automatic renewal. To avoid confusion or legal exposure, employers should ensure that all renewals or extensions are documented in writing and filed properly with the Ministry of Labour, particularly when hiring foreign workers.
Fixed-term contracts can be useful when staffing short- to mid-term projects, but clear communication and proactive contract management are vital.
Working hours in Qatar
When managing teams in Qatar, employers must plan around the country’s legal framework for working hours and the cultural rhythm of the week. Standard practices are shaped by both the Labour Law and key seasonal adjustments, such as during Ramadan or the summer months. For employers unfamiliar with the structure of working hours in Qatar, knowing the basics will help ensure compliance and smooth day-to-day operations.
Working week in Qatar
The typical working week in Qatar runs from Saturday to Thursday, with Friday recognised as the statutory rest day. Full-time employees usually work eight hours per day, six days a week—adding up to a 48-hour workweek. This format applies across most sectors unless a more favourable arrangement is offered in the employment contract.
Working hours according to Qatar’s Labour Law
Working hours are defined under Law No. 14 of 2004. The law caps the standard workday at eight hours and mandates a maximum of 48 hours per week under normal conditions. Employees must also receive at least one day of rest per week, which is typically Friday.
During Ramadan, the law requires employers to reduce working time for Muslim employees to six hours per day. This provision is widely observed in both the public and private sectors. Adjustments may also occur under the Ramadan working hours policy in Qatar, particularly for shift work or roles requiring continuity.
Changes to Qatar’s working hours
Qatar’s Labour Law also discusses summer working hours, which include specific limitations on outdoor work during peak heat hours, particularly in the construction sector. From June to mid-September, it is prohibited to have workers on outdoor sites between 10:00 am and 3:30 pm. Employers should ensure compliance with these seasonal restrictions to avoid penalties and to protect the health of their workforce.
Overtime in Qatar
Any work exceeding the standard hours is considered overtime and must be compensated accordingly. Employees are entitled to 125% of their standard hourly rate for regular overtime hours. When overtime is worked at night, the compensation rate rises to 150%. Similarly, working on public holidays or official days off is subject to enhanced pay, unless a compensatory rest day is offered.
There are limits to how much overtime an employee can perform, and these are typically outlined in employment contracts or collective agreements. Employers should monitor total weekly hours to ensure they do not exceed legal thresholds without proper compensation.
Remote work in Qatar
Remote work arrangements are gaining popularity worldwide, and Qatar is no exception. As employers look to offer more flexible options for their staff, it is important to understand how remote work in Qatar is regulated, what types of jobs are available, and what the visa and permit requirements are for both residents and foreign nationals.
Remote work legislation in Qatar
Qatari regulations on teleworking ensure that remote employees receive the same rights and benefits as their in-office counterparts. This includes parity in salary, benefits, food, and accommodation provisions. Employers must also agree on working hours with remote staff, and those hours should reflect the standard working hours of their colleagues working on-site.
In practice, many organisations assign reduced hours for teleworkers—often six hours per day, from 7:00 am to 1:00 pm. Overtime is permitted, up to a maximum of two additional hours per day, provided there is a mutual agreement between the employer and the employee. For remote workers maintaining an eight-hour day, up to two hours of overtime can still be agreed upon.
Since productivity is harder to track in a remote setting, employers are encouraged to focus on results and outputs rather than minute-to-minute monitoring. This performance-based approach supports accountability while giving employees flexibility.
Remote work jobs in Qatar
Although not yet widespread across all industries, remote working jobs in Qatar are increasingly available in sectors such as IT, education, customer service, digital marketing, and administration. The COVID-19 pandemic accelerated the shift, and many companies have retained hybrid or fully remote arrangements.
Positions listed as work from home jobs in Qatar typically require a Qatari residency or sponsorship arrangement. That said, employers can also hire from abroad, provided they meet local labour and visa requirements.
Remote work visa in Qatar
Whether you need a Qatar remote work visa depends on your residency status. Non-residents must hold a valid work permit if they plan to work remotely for a company based in Qatar. Residents, including those working from home within the country, generally do not need a separate work permit if they are already legally employed.
For employers engaging non-resident remote workers, it is important to ensure all applicable permits are secured and that the employment relationship is documented according to Qatari Labour Law. This includes clear contractual terms and agreements around work expectations, hours, and performance monitoring.
Draft compliant employment contracts in Qatar
Creating well-structured, legally compliant contracts is a vital part of fostering strong employer-employee relationships in Qatar. However, for businesses new to the Qatari market, navigating local employment regulations can quickly become complex.
If your organisation is planning to build a compliant workforce in Qatar, having the right expertise on your side is essential. At CXC, we understand the legal and practical requirements of employment in Qatar—from statutory entitlements and fixed-term contracts to drafting the key clauses every employment contract in Qatar should contain.
Get in touch with us to find out how our Employer of Record (EoR) solutions can support your compliance, ease your administrative load, and help you scale effectively in the Qatari market.
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