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Annual leave in Qatar
Maternity, paternity, and parental leave in Qatar
Adoption leave in Qatar
Additional types of leave in Qatar
Qatar's public holidays
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Leave and time off in Qatar
Managing leave and time off in Qatar requires employers to navigate a mix of statutory entitlements and company-level policies.
Under Qatar’s Labour Law, employees are entitled to 21 days of paid annual leave after completing one year of service. This leave is computed based on an employee’s full wage—basic salary plus allowances—as per standard leave salary calculation in Qatar.
Additional time off provisions cover situations such as illness, religious obligations, and emergencies. Employees are eligible for sick leave after three months of employment, receiving full pay for the first two weeks and half pay for the next four. Beyond that, sick leave is unpaid. Muslim employees may take a one-time 20-day pilgrimage leave for Hajj.
For urgent personal matters, employers may grant short-term leave under emergency leave rules in Qatar, although these are not mandated by law and should be clarified in company policy.
Parental leave entitlements are limited under Qatari law. Maternity leave includes 50 days of paid leave, with at least 35 days post-delivery, while paternity leave is not yet a legal requirement, though many employers offer five days. There is no statutory parental leave, but some international employers in Qatar adopt more generous leave policies.
Public holidays also form part of Qatar’s leave calendar. Key observances include Eid al-Fitr, Eid al-Adha, National Day, and National Sports Day. Government holidays may vary in length, particularly around Eid, and should be planned for accordingly.
Employers in Qatar should align leave policies with legal requirements while also considering best practices to support workforce wellbeing and compliance. Transparent policies help clarify entitlements and protect both the business and its employees.
Annual leave in Qatar
As an employer in Qatar, it is crucial to adhere to the provisions laid out by the country’s labour laws regarding annual leave entitlements. Employees in Qatar are entitled to a specific amount of paid time off each year, which helps support work-life balance and promotes overall employee satisfaction. Understanding Qatar’s annual leave regulations is essential for maintaining a compliant and motivated workforce.
Qatar’s Labour Law on annual leave
Under Qatar’s Labour Law, employees are entitled to paid annual leave after completing one full year of continuous service. The minimum statutory leave period is 21 days (3 weeks), which increases to 28 days (4 weeks) for employees with more than five years of service. It is important to note that the entitlement applies to all employees, including expatriates. Any annual leave entitlements must be granted in accordance with the law, and employers should be aware of the potential penalties for non-compliance.
Qatar’s Labour Law mandates that employees who are terminated before taking their annual leave must be compensated for any unused leave days, and the calculation of such compensation must be in line with their regular salary. This ensures that employees are not deprived of their entitlements if they do not have the opportunity to take time off.
Qatar’s annual leave policy
Employers can choose to provide additional contractual annual leave beyond the statutory minimum of 21 or 28 days. This may be part of an employee’s employment contract and should be agreed upon in writing between both parties. Some employers offer extra leave to retain talent or as part of their benefits package.
Qatar’s annual leave policy applies equally to all full-time employees, though the leave entitlements are pro-rated during the first and last year of employment. Employees who start or leave employment before completing a full year of service will have their annual leave calculated based on the length of time worked.
Salary calculation for annual leave in Qatar
In Qatar, employees are entitled to compensation in lieu of annual leave if they do not take their full leave before the end of their employment. This compensation should be paid in the form of their regular salary, which includes the basic salary and any additional allowances.
For annual leave salary calculation, employers must consider both the basic salary and allowances such as housing, transportation, or any other benefits stipulated in the employment contract. The compensation must match the employee’s standard earnings for the period of leave that was not taken.
Additionally, for those taking annual leave during the course of their employment, the salary during leave should be paid as usual, without any deductions. This ensures that employees continue to receive their full income while on leave.
By understanding Qatar’s annual leave regulations and implementing clear policies, employers can foster a productive and satisfied workforce, all while remaining compliant with Qatari law.
Maternity, paternity, and parental leave in Qatar
Employers in Qatar need to stay up to date with evolving expectations around family-related leave. While Qatar’s labour legislation covers maternity leave in detail, there are currently no statutory provisions for paternity or extended parental leave. However, it is common for companies to provide additional leave as part of their internal policies or to remain competitive in the talent market. Here is what employers need to know about maternity, paternity, and parental leave in Qatar.
Maternity leave in Qatar
Under the labour law, female employees are entitled to 50 days of paid maternity leave in Qatar, provided they have completed at least one year of continuous service with their employer. Of those 50 days, at least 35 must be taken after the child is born.
In cases of medical complications arising from childbirth, employees may apply for an extension of up to 60 additional days of unpaid leave. A medical certificate must be provided to support such a request.
To calculate maternity leave, pay in Qatar, Employers should take note of the following:
- The first 7 weeks (49 days) are paid at 100% of the employee’s normal salary, inclusive of both base pay and allowances.
- The following 7 weeks are paid at 50%.
For the full 14-week period, the employer remains responsible for making pension contributions as though the employee were on full pay.
Paternity leave in Qatar
While paternity leave is not required by law in Qatar, many private employers offer a standard of around five working days of leave to fathers. This is typically taken immediately following the birth of the child. As this leave is discretionary, companies have the flexibility to create a policy that aligns with their broader HR strategy and organisational culture.
Employers may wish to formalise paternity leave as part of their contracts or internal handbooks, particularly if they are competing to attract international or family-focused talent.
Additional parental leave in Qatar
Currently, there are no legal provisions for general parental leave beyond the statutory maternity leave. This means that extended care responsibilities typically fall outside the framework the labour law’s maternity and paternity leave provisions in Qatar.
However, organisations may voluntarily offer flexible work arrangements or additional leave allowances as part of a broader benefits package. This can be a strategic move for businesses that value employee wellbeing and long-term retention.
In the absence of national legislation on parental leave, employers are encouraged to monitor developments and consider best practices in line with international norms.
Adoption leave in Qatar
For employers managing a diverse workforce in Qatar, navigating leave policies around adoption can require a nuanced approach. While Qatari law does not explicitly provide statutory rights for adoption leave, many multinational companies offer generous benefits as part of their global frameworks.
Qatar’s adoption law
A system of legal guardianship (kafala) is practised in Qatar, whereby a child is placed under the care of a family without severing ties with their biological lineage. This distinction means that local labour regulations, including those under the Labour Law, do not include specific provisions for adoption leave in Qatar.
However, for employers operating under multinational standards or in sectors regulated by the Qatar Financial Centre (QFC), adoption leave may be covered under broader parental leave policies. The Global Paid Parental Leave Policy (GPPL), which many international firms use, typically extends parental benefits to adoptive parents as well.
Employees may be entitled to up to 18 weeks of leave paid at base salary or, for commissioned staff, on-target earnings (OTE). This leave can be used in connection with childbirth, the placement of a child for adoption, or to spend time with a newly placed child. For adoptive parents in Qatar, particularly non-birthing parents, this provides parity with biological parents in terms of time off.
Some company GPPLs in Qatar go beyond the legal baseline. These policies often include extended paid leave, flexible schedules, and inclusive provisions for various family structures, including same-sex couples and adoptive families. Employers choosing to adopt such policies signal a commitment to employee wellbeing, inclusivity, and global best practice.
In the absence of a statutory framework for adoption benefits, company-led policy becomes key. Employers in Qatar should consider how their internal guidelines support adoptive families and align with international standards to attract and retain diverse talent.
Additional types of leave in Qatar
Employers in Qatar are expected to manage a range of leave entitlements beyond just annual or parental leave. From sick days to religious observance, Qatar’s leave entitlements reflect both legal requirements and cultural considerations. Here are some of the other types of leave employers should be prepared to accommodate.
Sick leave in Qatar
Employees are eligible for sick leave after completing three months of continuous service with their employer. To qualify, they must present a medical certificate issued by an authorised physician. The entitlement includes up to 14 days of fully paid medical leave in Qatar each year. If the illness continues beyond this period, employees can take up to four additional weeks at half pay.
Any sick leave extending beyond six weeks in a year becomes unpaid leave in Qatar.
Religious time off in Qatar
Employees who wish to perform religious duties may be entitled to specific forms of leave. Muslim employees are granted a one-time pilgrimage leave in Qatar of up to 20 days to perform Hajj. This leave is typically unpaid unless otherwise specified by the employment contract.
Public holidays also reflect religious observance, including Eid leave in Qatar, which generally includes Eid al-Fitr and Eid al-Adha. The exact duration may vary each year depending on official announcements.
During Ramadan, employers are also expected to accommodate fasting employees by reducing working hours by two hours per day. While not a separate Ramadan leave in Qatar, this adjustment is a legal requirement and reflects the country’s cultural norms.
Unpaid leave in Qatar
Employees may request unpaid leave in Qatar for various personal reasons. Approval is at the employer’s discretion unless otherwise stipulated in the employment contract. Common reasons include extended travel, family matters, or further education.
Other leave types in Qatar
Some companies in Qatar may offer casual leave or emergency leave, though these are not mandatory under labour law. These types of leave are often set out in internal policies and should be clearly defined in employment contracts to ensure mutual understanding.
Whether you are drafting policies or managing day-to-day absences, it is important to remain aligned with the legal framework and cultural expectations around Qatar’s leave practices.
Qatar's public holidays
Qatar’s diverse holiday calendar includes both fixed national events and religious observances, many of which follow the Islamic lunar calendar. For employers, planning around these dates helps manage staffing needs, business continuity, and compliance with local regulations. Below, we highlight the key public holidays observed across Qatar and what they mean for your workforce.
National public holidays in Qatar
Qatar observes several fixed-date national public holidays that typically apply to both public and private sector employees. One of the most significant is National Day, celebrated on 18 December each year. This holiday commemorates the founding of the modern state of Qatar and is widely celebrated across the country. Another key date is National Sports Day, observed on the second Tuesday of February, promoting healthy living and fitness among the population. These are mandatory non-working days, and if employees are required to work, employers must provide additional compensation in line with Qatari labour regulations.
Religious holidays in Qatar
Islamic holidays form a major part of Qatar’s public holidays and follow the Hijri (lunar) calendar, meaning dates vary each year. The two most prominent are Eid al-Fitr, which marks the end of Ramadan, and Eid al-Adha, the Festival of Sacrifice. During these periods, employees typically receive several days of paid leave. It is not unusual for the public sector to enjoy extended holiday periods compared to private companies. Employers should remain flexible and monitor official government announcements each year to confirm exact dates.
List of holidays in Qatar for 2025
The list below outlines key public and religious holidays for 2025, noting that some dates, particularly for Islamic events, are tentative and subject to official confirmation:
1 January
New Year's Day (Bank holiday)
2 January
ew Year's Holiday (Bank holiday)
11 February
National Sports Day (Public holiday)
1 March
Ramadan Start (Observance)
2 March
March Bank Holiday (Bank holiday)
20 March
March Equinox (Seasonal event)
31 March
Eid al-Fitr Holiday (Public holiday)
1 April
Eid al-Fitr Holiday (Public holiday)
2–7 April
Eid al-Fitr Holiday (Government holiday)
7 June
Eid al-Adha (Feast of Sacrifice) (Tentative public holiday)
8 June
Eid al-Adha Holiday (Tentative public holiday)
9 June
Eid al-Adha Holiday (Tentative public holiday)
21 June
June Solstice (Seasonal event)
22 September
September Equinox (Seasonal event)
18 December
Qatar National Day (Public holiday)
21 December
December Solstice (Seasonal event)
31 December
New Year's Eve (Observance)
Grow globally with CXC
Managing a growing workforce in Qatar while staying compliant with local regulations can quickly become complex. At CXC, we understand the operational pressures that come with scaling your business.
When you partner with CXC to manage your workforce in Qatar, we act as your dedicated HR partner on the ground. From tracking leave and time off entitlements—including annual leave, public holidays, and sick leave—to handling onboarding, payroll, and day-to-day HR support, we take the administrative burden off your plate. Our local expertise ensures your employment practices align with Qatar’s Labour Law, so you can focus on driving growth while we handle the compliance.
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