Whether you are signing your first Qatar contract or counting down to your final settlement, knowing your rights under Qatar’s Labour Law protects thousands of riyals. This 2026 guide breaks down end-of-service gratuity, notice periods, leave, working hours, probation and wage protection in plain language.
The core framework is Qatar Labour Law No. 14 of 2004 and its later amendments (notably Law No. 17 of 2020), enforced by the Ministry of Labour. It covers most private-sector employees, though some categories such as domestic workers, government staff and certain temporary workers fall under separate rules.
End-of-Service Gratuity: The 3-Weeks-Per-Year Rule
Under Article 54, an employee who completes at least one year of continuous service is entitled to an end-of-service gratuity of a minimum of three weeks’ basic wage for each year of employment. Three weeks equals 21 days, so the widely used formula is:
- (Basic salary ÷ 30) × 21 × years of service
Two points matter. First, gratuity is calculated on your basic wage only — housing, transport and other allowances are excluded unless your contract states otherwise. Second, service beyond a full year is paid pro-rata: three years and seven months is not rounded down, so those extra months are added in proportion. Employers may agree a more generous figure, but three weeks is the legal floor.
Worked example
On a basic salary of QAR 6,000 after 4 years: (6,000 ÷ 30) × 21 = QAR 4,200 per year × 4 = QAR 16,800. If gratuity is a key part of your total package, it is worth comparing how the Gulf differs — see our UAE gratuity 2026 calculation guide for a side-by-side view.
Eligibility
- You must complete at least one continuous year of service with the employer. Under one year, no statutory gratuity is due.
- Gratuity is generally payable whether you resign or are terminated, provided the one-year threshold is met.
- It may be forfeited only in limited cases of serious misconduct defined under the law (for example, dismissal under Article 61 grounds).
- Any unpaid gratuity forms part of your final settlement, which should be paid promptly after your last working day.
Notice Periods
After the 2020 amendments, either party may end a contract — fixed-term or indefinite — by giving written notice, with the length tied to length of service:
- Two years or less of service: at least one month’s notice.
- More than two years of service: at least two months’ notice.
If a party fails to observe the notice period, it must compensate the other with an amount equal to the wages for the notice period, or the unserved portion of it. Since 2020, the No-Objection Certificate (NOC) requirement to change employers was removed, so workers can move jobs by serving proper notice.
Contract Types
Qatar recognises two main contract forms: fixed-term (a defined end date) and indefinite/unlimited (no set end date). Since the 2020 reforms, the notice-based termination rules apply to both types, giving workers on fixed-term deals more flexibility than before. Contracts must be documented and registered with the Ministry of Labour, and a copy should be given to the employee.
Probation
The probation period may not exceed six months, and an employee cannot be placed on probation more than once with the same employer. During probation, an employer ending the contract must give at least one month’s written notice. An employee who resigns during probation to join another employer in Qatar must give one month’s notice; if leaving the country, a longer notice may apply. A worker who leaves during probation without lawful cause may owe the employer limited compensation as set by the law.
Annual Leave
Paid annual leave depends on your length of service:
- Less than five years: a minimum of three weeks per year.
- Five years or more: a minimum of four weeks per year.
Leave is paid at your full wage, and any accrued but untaken leave is cashed out as part of your final settlement. Employees are also entitled to public holidays, sick leave on a graduated-pay scale, and defined maternity leave.
Working Hours & Overtime
Standard working hours are capped at 8 hours a day / 48 hours a week, reduced to 6 hours a day / 36 hours a week during Ramadan. Overtime rules include:
- Overtime pay of at least the basic wage plus 25%.
- Night work between 9pm and 3am generally paid at the basic wage plus 50%.
- Work on the weekly rest day (usually Friday) compensated at the basic wage plus 150%, or a substitute rest day.
- Total daily hours including overtime should not normally exceed 10 hours, except in limited cases.
Qatar also enforces a midday outdoor work ban during peak summer months to protect workers from heat. If you are still weighing a move, our guide to working in Qatar in 2026 — visas, salaries and life in Doha puts these conditions in context.
Wage Protection: The WPS
The Wage Protection System (WPS) requires employers to pay wages in Qatari Riyals through a local bank, electronically, so the Ministry can monitor that salaries are paid in full and on time — generally within seven days of the due date. Late or non-payment can trigger fines, work-permit blocks and other penalties on the employer. If your salary is delayed or paid in cash outside WPS, that is a red flag you can report to the Ministry of Labour. Keeping your Qatar ID (QID) and Hamad health card current also keeps your legal status and banking in order.
For any dispute — unpaid gratuity, wages or wrongful dismissal — workers can file a complaint through the Ministry of Labour and, if unresolved, the Labour Dispute Resolution Committees, which are designed to rule within weeks.
Frequently Asked Questions
Is gratuity calculated on my basic salary or total salary?
On your basic wage only. Allowances such as housing and transport are excluded unless your contract explicitly says they count. The statutory minimum is three weeks (21 days) of basic wage for each year of service.
Do I get gratuity if I resign before completing one year?
No. Statutory end-of-service gratuity requires at least one full year of continuous service. Below that threshold there is no legal gratuity entitlement, though you are still owed any unpaid wages and accrued leave.
What is the notice period if I have worked more than two years?
At least two months’ written notice for service exceeding two years; one month if two years or less. This applies to both fixed-term and indefinite contracts, and failing to serve notice means compensating the other party for the notice period.
