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Qatari Riyal
EOR IN Qatar
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A guide to employing and growing your team in Qatar
Fast and compliant market entry. Hire top local talent without the need for a legal entity
Employment in Qatar is governed by Labour Law No. 14 of 2004 and its subsequent amendments. In 2026, the market is characterized by strict compliance with the Wage Protection System (WPS), which requires salaries to be paid through local banks to ensure transparency. The Minimum Wage is QAR 1,800 per month, which typically includes QAR 1,000 for basic wage, QAR 500 for housing, and QAR 300 for food (unless these are provided by the employer). Companies hiring in Qatar are typically required to either own a legal entity in the country or work with a global employment solutions provider to employ on the company’s behalf.
Employer Contributions
For Qatari Nationals: 14.00% Social Security contribution (as of 2026).
For Expatriates: No social security contributions. Employers must instead accrue for the End-of-Service Gratuity (EOSG).
Repatriation: For expatriates, the employer is legally responsible for the cost of a return flight to the employee’s home country upon contract termination.
Total Employer Contribution: 14.00%
Employee Payroll Taxes
Social Security (Qatari Employees): 7.00%
Personal Income Tax: 0%
Total Employee Contribution: 7.00% (for Qataris) or 0% (for expatriates).
Employee Income Tax Rates
There is no personal income tax on wages, salaries, or allowances in Qatar. This applies to both local citizens and foreign residents.
Statutory Leave
Employees are entitled to paid annual leave after one year of continuous service.
1-5 Years of Service: 3 weeks (21 days).
5+ Years of Service: 4 weeks (28 days).
Public Holidays: Qatar observes 10 to 12 public holidays annually. If an employee is required to work on a public holiday, they must be compensated with a day off or overtime pay (150% of basic wage).
Pregnancy and Maternity Leave
Female employees who have completed at least one year of continuous service are entitled to 50 days of fully paid maternity leave. This leave must include the period before and after delivery, provided that the period following the birth is at least 35 days. If a medical complication arises during childbirth, an employee may be granted an additional 60 days of unpaid leave, supported by a medical certificate. Furthermore, for one year following the birth, nursing mothers are entitled to a daily one-hour “nursing break,” which is fully paid and included as part of the standard working hours.
Paternity Leave
Currently, Qatar’s Private Sector Labour Law does not mandate paid paternity leave. While some semi-government entities or multinational firms offer 3 to 5 days of leave as a benefit, there is no statutory requirement for private employers to provide it in 2026.
Work-Related Injury Leave
Sick Leave: Employees are entitled to up to 12 weeks per year: the first 2 weeks at full pay, the next 4 weeks at half pay, and any subsequent period is unpaid.
Hajj Leave: Muslim employees are entitled to a one-time unpaid leave of up to 20 days to perform the Hajj pilgrimage.
Termination Process
Termination must be issued in writing. For employees on indefinite contracts, termination “without cause” requires the payment of the End-of-Service Gratuity, which is calculated as at least 3 weeks’ (21 days) basic salary for every year of service. Summary dismissal without notice or gratuity is strictly limited to cases of gross misconduct as defined in Article 61 of the Labour Law.
Notice Period
Notice periods are tenure-based for indefinite contracts:
Under 5 years of service: 1 month’s notice.
Over 5 years of service: 2 months’ notice.
Mutual Agreement: Parties may agree to longer notice periods in the contract, but they cannot be shorter than the statutory minimums.
Probation Period
The probation period is a maximum of 6 months (approx. 180 days). During this time, the employer can terminate the contract if the employee is found unsuitable. The notice period during probation is typically 3 days. An employee cannot be placed on probation more than once with the same employer.