Qatar Employment Act

Monday, October 17, 2022 TimeTec 0 Comments


 Qatar Labour Law Working Hours, Holidays and Leave Information
Qatar Labour Law article consists of a wide range of legal rights guidelines and regulatory obligations for employers and employees to adhere to. This article is constructed based on the Article of Qatar Labour Law to provide a summary and focus information towards the Attendance and Leave aspects.
  
Working Hours (Article 73 of Qatar Labour Law)
Do take note that the time spent for employees to travel for work is not to be considered nor counted into the working hours.
 
 
Break for Meal and Prayer
Similar to the employee’s travelling time, the breaks and interval rest shall not contribute to the total working hours.
 
 
Overtime (Article 74 of Qatar Labour Law)



 
 
Rest Day (Article 75 of Qatar Labour Law)

Altho Work is allowed on Rest Day (if not going on for 2 weeks or more consecutively), do note that there is compensation in the form of 2 choices:
i) 1 rest day to replace on another day along with payable wage of the regular working hours wage
ii) Paid with regular hours wage plus a minimum 50% of the regular hours' wage

 
 
Public Holiday (Article 78 of Qatar Labour Law)
Employees are entitled to the following public holidays with remuneration paid in full.




Annual Leave (Article 79 and Article 80 of Qatar Labour Law)


Employees are entitled to a leave for fractions of the year in proportion to the service period.

The employer has the right to determine employees' annual leave in the form of 3 choices below:
i) Set the dates for employees’ annual leave.
ii) Divide the leave into a maximum of 2 periods with the respective employee's consent.
iii) Provided with a written application to the employees to postpone no more than 50% of the annual leave to the following years of its entitlement.
 
Sick Leave (Article 82 of Qatar Labour Law)
Employees who completed 3 months of service with the employer are entitled to paid sick leave yearly for their service. 


The employer has the choice to terminate the employment of the employee that has extended 12 weeks of sick leave if proven unable to return to work due to the reason of sickness. However, if an employee is entitled to sick leave with pay and resigns due to the reason of sickness before the end of the 6 weeks, the employer is required to pay the balance entitlement of the sick leave to the employee..


Pilgrimage Leave (Article 83 of Qatar Labour Law)
Muslim employees are entitled to have Pilgrimage Leave throughout their service period. The employer may determine the number of employees who are entitled to this leave annually and give priority to the longer-service employees. 
 
 
Maternity Leave (Articles 96 & 97 of Qatar Labour Law)
Maternity leave is only entitled to female employees that had completed at least a year of service to the employer. 
 
Nursing Break for Mothers Art 
*Disclaimer: The above article is meant for general information only and is not intended to be used as legal advice. TimeTec has no obligation or responsibility concerning any actions taken based on the provided information.
 
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