• The Labour Law (Law No. 14 of 2004), as amended: including Decree-Law No. 18 of 2020, which reorganised notice periods.
  • Law No. 13 of 2017: which established the Labour Dispute Settlement Committees, each chaired by a judge of the Court of First Instance.
  • Law No. 17 of 2020: which sets the minimum wage for workers and domestic workers of all nationalities.

Employee rights in Qatar: the questions we hear most

End-of-service gratuity
At least three weeks' wage for each year of service for employees with one year or more, calculated on the last basic wage, with fractions of a year paid pro rata (Article 54).
Notice after probation
One month during the first two years of service and two months thereafter; a party who fails to give notice must pay the other the wage for the notice period or its unexpired part.
Minimum wage
QAR 1,000 basic monthly wage, plus QAR 300 for food and QAR 500 for accommodation unless the employer provides them.

Dismissal without notice or gratuity

Article 61 sets out the only cases in which an employer may dismiss an employee without notice and without end-of-service gratuity. They include assuming a false identity or submitting forged certificates or documents, committing an error that causes the employer gross financial loss (provided the employer notifies the competent department within 24 hours of becoming aware of it), and disclosing the establishment's secrets. Outside these cases, an employee does not lose notice or gratuity, and the dismissal may be challenged as unfair; see our guide to unfair dismissal in Qatar.

How a labour complaint is handled

  1. The claim is submitted to the Ministry of Labour through its electronic channels or offices, with supporting documents.
  2. The Ministry attempts an amicable settlement.
  3. If settlement fails, the dispute is referred to a Labour Dispute Settlement Committee.
  4. The Committee's decision may be appealed to the Court of Appeal within the statutory time limit, and is then enforced.

What to prepare before your consultation

  • Your employment contract and any annexes or amendments.
  • Payslips or bank transfers showing the wage actually paid.
  • The termination or resignation letter, and any previous warnings or penalties.
  • Correspondence between employer and employee, and the complaint reference number if one has been filed.
  • Your ID; for establishments, the commercial registration, internal regulations and the employee's file.