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When considering hiring in Qatar, it’s essential to understand the legal and regulatory aspects of employing individuals in the country, including visa and work permit requirements, to ensure a smooth and compliant hiring process.
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Qatar has invested significantly in education and vocational training, resulting in a well-educated and skilled workforce. Qatar also has invested significantly in education and vocational training, resulting in a well-educated and skilled workforce.
Their stable and growing economy provides a conducive environment for businesses to thrive, making it an attractive destination for job seekers.
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In Qatar, the minimum monthly wage is around at 1,800 QAR. If the company’s offer is only 1,000 QAR, they will make up the rest of this through employee benefits.
As Qatar is tax-free any income made is not deducted.
Standard Working Hours
The maximum working hours is 44 hours a week, or 8 hours a day. This excludes the month of Ramadan, when the hours are reduced to 36 month and 6 hours per day. Additional working hours may be required provided the hours per day do not exceed 10 hours.
The standard work week is Sunday – Thursday,
Any work beyond the regular working week is compensated as overtime and governed by employment contracts or collective agreements.
When an employee is required to work additional hours beyond the standard schedule or during holidays, there are limits to the number of hours permitted.
Overtime hours that surpass the 48-hour weekly limit are calculated at an overtime rate, this is usually set at 125% of the employee’s average salary rate.
The payroll frequency in Qatar is typically monthly. The employer must make a salary payment at least once a month, usually on the last working day.
Paid time off
The allocation of annual leave is dependent upon an employee’s length of service, and the entitlement varies. For employees with less than 1 year of service, the annual leave granted is a proportion determined by the employer. Upon completing 1 year of service, employees are entitled to 3 weeks of annual leave.
Those with a service duration exceeding 5 years are eligible for 4 weeks of annual leave. An employee is permitted to split their annual leave into a maximum of 2 distinct periods. In instances where leave remains unused, it can be carried forward to the subsequent vacation year, subject to the consent of the employer.
An employee is entitled to to 2 weeks of paid sickness compensated at 100% of the employee’s salary following the completion of 3 months of service with a single employer. After the initial 14 days of sickness, an employee can receive another 4 weeks of paid leave at the rate of 50% of the employee’s salary. Any sickness beyond that is unpaid. The sick leave is usually covered by the employer.
In Qatar, female employees are granted a paid maternity leave of 50 days. Following the child’s birth, the employee is required to take at least 35 days of leave. In the event of a challenging childbirth, the employee can extend her maternity leave by an extra 60 days, which would be unpaid. However, this extension requires the submission of a medical certificate. To qualify for the maternity benefits, an employee must have completed at least one year of service with their employer.
While there is no obligatory legal mandate for employers to grant paternity leave, it’s customary for employers to extend a 5 day leave to fathers after the birth of their child.
Termination of Employment
The procedure for termination varies depending on the existing employment agreement, collective agreement, contract type, and the grounds for termination. The act of terminating an employment contract can be initiated by either the employer or an employee. In both instances, the commencement of the dismissal process requires the submission of a mandatory termination notice.
In Qatar, the length of notice period depends on employee’s length of service. For employees with a tenure of 1 to 5 years, a notice period of 1 month is obligatory.
For employees with over 5 years of service, a notice period of 2 months is mandated. During the probationary period, a notice period of one week is necessary.
In Qatar, the duration of probationary periods might differ based on the specific terms of the employment contract. However, the probationary period cannot exceed a period of 6 months.
In instances where an employee’s stay in Qatar is of a short period of time, the necessity for work permits arises, dependent on the nature of the tasks to be conducted.
If an employer based in the country intends to recruit an overseas employee, they must initially secure authorisation from the government. Qatar employs a sponsorship-based system for employment visas which requires all foreign workers to have sponsorship from a local entity.
Additionally, the sponsor, often the employer, assumes the responsibility for the employee’s visa and legal status.
There is currently no rate of VAT in Qatar.