Qatar Employment Guide

Qatar, located on the Arabian Peninsula along the Persian Gulf, has a population of around 3 million, with expatriates making up the majority of the workforce. Its economy is driven by natural gas, oil, construction, finance, and services. Employment is regulated by the Qatar Labor Law, which covers contracts, working hours (usually 48 per week, reduced during Ramadan), annual leave, end-of-service benefits, and workplace safety. Employers must provide health insurance and process work visas for foreign employees under the sponsorship system. Labor reforms in recent years have improved worker mobility and protection.

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Currency

Qatari riyal (QAR)

Capital

Doha

Official language

Arabic (English widely used in business)

Salary Cycle

Monthly

Our Guide in Qatar

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Paid Time Off Policy

Both full-time and part-time employees at SailGlobal are entitled to 16 working days of Paid Time Off (PTO) annually. PTO accrues at a rate of 1.33 days per month. Employees become eligible for annual leave after completing 12 months of continuous service.

Qatar Public Holidays

Qatar observes four national public holidays throughout the year, totaling 8 days. These holidays are designed to honor cultural traditions and national pride.

Official Public Holidays Include:

National Sports Day – 1 day
Eid al-Adha (Feast of Sacrifice) – 3 days
Eid al-Fitr (End of Ramadan) – 3 days
Qatar National Day – 1 day

International HR Perspective

From a global HR standpoint, SailGlobal's PTO structure aligns with competitive international standards. The gradual accrual system helps manage workforce planning while ensuring employee well-being. Many multinational companies adopt similar phased eligibility periods to balance operational needs with employee benefits.

Comparative Case Study

For context, companies in GCC countries typically offer 15-30 days of annual leave. SailGlobal's 16-day policy positions it competitively within the region. The inclusion of both Islamic and national holidays demonstrates cultural awareness – a critical factor for international HR management success.

Disclaimer

The information and opinions provided are for reference only and do not constitute legal, tax, or other professional advice. Sailglobal strives to ensure the accuracy and timeliness of the content; however, due to potential changes in industry standards and legal regulations, Sailglobal cannot guarantee that the information is always fully up-to-date or accurate. Please carefully evaluate before making any decisions. Sailglobal shall not be held liable for any direct or indirect losses arising from the use of this content.

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