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Working in Qatar

2- Human Resources Law

• Qatar’s modernized Human Resources Law came into effect on April 1, 2009. The new law
underscores the state`s commitment to the development of its employees and the assurance of a safe
and fair working environment.

• The Human Resources Law applies to all civil servants of Qatari ministries and other government
agencies, public authorities and institutions. It provides detailed information about everything from
budgets to job creation, job descriptions, grading criteria, recruitment processes, appointment and
approval procedures.

• To be covered by this law, employees must be at least 18 years of age, qualified for the job
description (such as government entity entrance requirements), be medically fit, have no criminal
record and must not have been dismissed from a prior, similar position.

• Government entities should not hire a non-Qatari if a Qatari is qualified for the job. If a Qatari
national is not available for a specific position, the order for consideration of non-Qatari emplyees is
as follows: sons of Qatari women married to non-Qataris, non-Qataris married to Qatari nationals,
Gulf Corporation Council nationals and Arab country nationals.

Probationary Period and Appraisal :

• New employees must complete a three month probationary period. Three additional months can
be added to this if the employer deems it necessary. Employees found to be incompetent at the end
of their probationary period are usually terminated. Successful probationary employees then work
under annual, renewable employment contracts.

• The law provides training, development and rehabilitation opportunities designed to enhance
employee skills. Annual performance appraisals involve both the employee and employer as much
as possible and the principles and criteria for performing evaluations are spelled out in detail.
Employees have a 15-day period in which to appeal an employment appraisal and the employer must
respond within 30 days. The employers’ decision will be final. All disciplinary sanctions and appeal
processes, whether on probation or as a permanent employee, are set out in the legislation.

Resignation and Compensation :

Employees may terminate their employment during the probationary period by giving 15 days notice
to the employer. Employees may resign at any other time during their employment by providing 30
days’ written notice, or until such time as the resignation is accepted by the employer.
Permanent employees will receive compensation packages that commensurate with their
qualifications. Compensation packages cover topics such as basic salaries, transportation allowances,
and per diem payments for employees working outside Qatar.

Rights and Promotions :

• Also covered by the law are holiday, casual, sick, emergency, study and unpaid leave. Of note,
every employee must take at least half of his or her holiday leave each year.

• Occupational health and safety issues are an important focus of Qatar’s Human Resources Law. All
employees may claim up to one year of sick leave, with full salary and benefits. A second year, at half
salary, may be added to this, if proven to be medically necessary.

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