Employer of Record in Qatar

Hiring independent contractors has boomed in popularity because of the cost savings and flexibility they offer. It can be a great option if you require niche skills or short-term project support. Contractors allow businesses to access specialized skills quickly, without the time and cost of setting up a local entity.

However, it’s important to know the limits of this model: contractors are not a substitute for full-time employees. Relying on them for ongoing, long-term roles can create serious compliance risks, including employee misclassification, which can lead to fines, back taxes, and reputational damage.

Playroll’s contractor management solutions make it simple to compliantly engage, onboard, and pay contractors around the world. We provide clear visibility into agreements, streamline payments, and reduce compliance risks – so you can focus on getting the work done. And when you’re ready to take the next step, we can help seamlessly convert contractors into full-time employees through our global Employer of Record service.

Businesses can only operate smoothly in Qatar if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Qatar below, to avoid any compliance issues.

Employment Contract Requirements

Written employment contracts are mandatory in Qatar, with Arabic as the required language, but translations into foreign languages are permissible. Contracts may be indefinite or definite, with definite contracts limited to a maximum duration of 5 years. Essential details to include in employment contracts include:

• Identification of both parties involved.
• Commencement date of employment.
• Detailed job description, including duties and responsibilities.
• Employee's salary, payment method, and scheduled pay date.

Onboarding Process

We can help you get a new employee started in Qatar quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations.

For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Probation Period in Qatar

In Qatar, probation periods are specified by the employment contract and cannot exceed six months.

The standard workweek in Qatar is 48 hours. Employees can work 8 hours a day, six days a week. During Ramadan, the working day may be reduced to 6 hours. Fridays are usually a rest day.

In Qatar, overtime work is compensated according to contracts or collective agreements, with maximum limits on hours. Overtime exceeding 48 hours per week is paid at 125% of the average salary rate, while nighttime overtime (between 9 pm and 6 am) is compensated at 150%.

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Employment laws in Qatar can be intricate, and even unintentional mistakes in contracts, benefits, or termination processes can carry legal and reputational consequences. With an Employer of Record, you gain a local partner that ensures every hire is compliant. The EOR takes care of drafting compliant contracts, processing accurate payroll, managing contributions to statutory benefits, and handling lawful terminations if needed, all according to local employment standards.

This level of protection is especially valuable when expanding into new or unfamiliar regions. Instead of using time and resources to build in-house legal knowledge, you gain immediate access to local expertise. The EOR keeps you ahead of regulatory updates and shields your company from potential compliance gaps, so you can confidently hire and manage employees while minimizing risk. For hiring managers and founders, it's the difference between hiring with uncertainty and building your team on a legally sound foundation.

Qatar's payroll system operates in a tax-friendly environment, with no personal income tax on salaries, making it attractive for employees. However, employers must fulfill specific obligations, such as contributing to social security for Qatari nationals, with a 14% employer contribution on their basic salary.

Additionally, expatriates are exempt from social security contributions but must be compensated according to their employment contracts, including potential benefits like end-of-service gratuity.

Using payroll management software, such as Playroll, can help employers streamline payroll processes, maintain accurate records, and stay compliant with Qatari tax laws.

When you’re scaling quickly, setting up local payroll systems in each new country slows you down. In Qatar, the administrative load can include government registration, benefits management, and accurate, on-time payment delivery. An EOR gives you a plug-and-play solution that handles all of this while your internal team stays focused on growth, not red tape.

Key Ways an EOR Supports Payroll in Qatar:

• Rapid Payroll Setup: Onboards employees quickly with ready-to-go infrastructure.
• End Administration: Handles salary, tax, and benefits with no extra internal resources.
• Vendor Simplicity: Consolidates payroll across countries for centralized oversight.
• No Entity Required: Operates legally, saving your business the time and resources needed for local incorporation.

In Qatar, work permits and visas are essential for employers hiring foreign workers. Employers act as sponsors and are responsible for submitting applications, paying fees, and ensuring compliance with local labor laws. The key visa types include the Work Visa on Company Sponsorship, which allows expatriates to work for Qatari companies or government entities, and the Personal Sponsorship Entry Visa for House Workers, intended for domestic workers.

Other options include the Multiple-Entry Work Visit Visa for specialized short-term roles and the Special Work Permit, which enables individuals on a non-work residence visa to take up employment. All employers are now required to register a standard form employment contract as part of the employment visa process. For workers from Bangladesh, India, Pakistan, Nepal, Sri Lanka and the Philippines, medical and biometric examinations at Qatar visa centres in their home country are required, and the sponsoring company must provide an employment contract as part of the application process.

Mandatory Leave Entitlement in Qatar

The annual leave entitlement in Qatar is 21 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Qatar

Qatar has 4 mandatory holidays in a year:

Paid Time Off in Qatar

In Qatar, employees receive paid annual leave based on their tenure:

• Less than one year: Leave is at the employer's discretion.
• Three weeks of annual leave for one to five years of service.
• Four weeks of annual leave for over five years of service.
• Employees can split leave into two periods and carry over unused leave to the next year with employer approval.

Maternity Leave In Qatar

Female employees in Qatar are entitled to a minimum of 50 days of fully paid maternity leave, which includes both prenatal and postnatal periods. The postnatal period should not be less than 35 days.

Paternity Leave In Qatar

Male employees in Qatar are not mandated to have paternity leave under the Labour Law. However, some employers may offer it based on company policies. It's common for employers to grant three to five days of leave to fathers after their child's birth.

Sick Leave In Qatar

After three months of service, an employee in Qatar is entitled to paid sick leave as follows:

• Fully paid sick leave for the first 2 weeks.
• 50% of salary for the next 4 weeks.
• Any extension beyond the regular 6 weeks will be unpaid.

Parental Leave In Qatar

Qatar does not have a separate shared parental leave policy.

Paid Bereavement Leave

Employees are entitled to three days of leave in the event of the death of a direct family member. Should the death of the family member occur outside Qatar, employees are then entitled to 7 days.

Hajj Leave

In Qatar, Muslim employees may be entitled to a one-time unpaid pilgrimage leave of 20 days if they wish to make a pilgrimage to Mecca.

For startups and small teams, managing global employee benefits isn’t just complex, it’s a full-time job. In Qatar, understanding what benefits are required, how to deliver them, and how to stay compliant can be overwhelming, especially without local HR expertise. An Employer of Record removes that pressure by taking complete ownership of benefits administration, so you don't have to become an expert in local employment law.

Whether it’s healthcare contributions, pension enrollment, or statutory leave, the EOR ensures everything is delivered accurately and on time. They navigate any country-specific nuances, keep up with legal changes, and ensure each benefit is properly tracked and documented. For founders, that means fewer distractions and more time to focus on growth. Your employees get the security and support they expect from a local employer, and you get to scale your team in Qatar without building complex infrastructure or worrying about compliance missteps.

Termination Process in Qatar

Termination procedures in Qatar require a mandatory termination notice from either the employer or employee to initiate the dismissal process. These procedures are contingent upon factors such as:

• Employment and collective agreements.
• Contract type and reason.

Notice Period in Qatar

In Qatar, the notice period for employees depends on their length of service:

• 30 days' notice for employees with less than 2 years of service
• 60 days' notice for employees with 2 years or more of service.

Severance in Qatar

To qualify for severance pay in Qatar, an employee must have completed one year of continuous service. The severance amount is calculated based on the final wage and comprises at least three weeks of the employees final basic wage for every year of service.