Managing employee leave and vacation entitlements is a critical aspect of compliance and employee satisfaction when operating in Qatar. The Qatari Labour Law outlines specific requirements that employers must adhere to regarding various types of leave, ensuring employees receive adequate time off for rest, national holidays, illness, and significant life events. Understanding these regulations is essential for businesses to maintain legal compliance and foster a positive working environment.
Navigating the nuances of vacation accrual, public holiday schedules, sick leave procedures, and parental leave rights requires careful attention to detail. Employers must ensure their internal policies align with the statutory minimums and procedures defined by Qatari law to avoid potential disputes and penalties. This guide provides an overview of the key leave entitlements applicable in Qatar for 2025.
Annual Vacation Leave
Employees in Qatar are entitled to paid annual leave based on their length of service with the employer. The minimum entitlement increases after a certain period of employment.
- Less than one year of service: Not typically entitled to statutory annual leave, though some employers may offer pro-rata leave or contractual leave.
- One to five years of service: Entitled to a minimum of two weeks (14 calendar days) of paid annual leave per year.
- More than five years of service: Entitled to a minimum of three weeks (21 calendar days) of paid annual leave per year.
Annual leave must be taken in the year it is due, though with employer agreement, it may be carried over. The employer determines the timing of the leave, considering the employee's request and business needs. Employees are entitled to their basic wage plus any housing allowance for the duration of their annual leave.
Public Holidays
Qatar observes several official public holidays throughout the year. Employees are typically entitled to paid leave on these days. If an employee is required to work on a public holiday, they are usually entitled to compensatory leave or additional pay, often at a premium rate.
Here are the standard public holidays observed in Qatar:
| Holiday | Date (Approximate) | Notes |
|---|---|---|
| National Sport Day | Second Tuesday of February | Fixed date. |
| Eid Al-Fitr | Varies (Islamic Calendar) | Marks the end of Ramadan. Typically 3-4 days. |
| Eid Al-Adha | Varies (Islamic Calendar) | Feast of Sacrifice. Typically 3-4 days. |
| Qatar National Day | December 18 | Fixed date. |
Note: The exact dates for Eid Al-Fitr and Eid Al-Adha depend on the sighting of the moon and the Islamic calendar, and are officially announced closer to the time.
Sick Leave
Employees in Qatar are entitled to sick leave under specific conditions, provided they have completed a certain period of service and provide a medical certificate.
- Less than three months of service: Not typically entitled to paid sick leave under the Labour Law, though some employers may offer contractual sick pay.
- More than three months of service: Entitled to sick leave with pay based on the duration of the leave within a single year:
- First two weeks: Full pay.
- Following four weeks: Three-quarters (75%) pay.
- Following four weeks: Half (50%) pay.
- Any subsequent sick leave within the same year: Unpaid.
The total sick leave entitlement in a single year is limited to 12 weeks. To be eligible for paid sick leave, the employee must provide a medical certificate from a physician approved by the employer or the government.
Parental Leave
Qatari Labour Law provides specific entitlements for maternity leave. There is no statutory paternity or adoption leave defined in the primary Labour Law, though some employers may offer such leave based on company policy.
Maternity Leave
Female employees are entitled to paid maternity leave.
- Entitlement: 50 calendar days of paid maternity leave.
- Timing: This leave can be taken starting up to 15 days before the expected date of delivery and ending after the delivery.
- Eligibility: The employee must have completed at least one year of continuous service with the employer to be eligible for paid maternity leave. If the employee has less than one year of service, the leave may be unpaid.
- Additional Leave: An employee may be entitled to an additional 60 days of unpaid leave after the paid maternity leave if she suffers from an illness due to pregnancy or delivery, supported by a medical certificate.
There is no statutory entitlement to paternity or adoption leave under the current Labour Law.
Other Types of Leave
Beyond annual, public, sick, and maternity leave, the Qatari Labour Law provides for other specific types of leave under certain circumstances.
- Bereavement Leave: In the event of the death of a close relative (spouse, children, parents, grandparents, siblings), an employee is entitled to three working days of paid leave.
- Hajj Leave: Muslim employees are entitled to special unpaid leave for performing Hajj (pilgrimage to Mecca) once during their service with an employer. This leave cannot exceed two weeks. Eligibility typically requires a certain period of service (often five continuous years).
- Study Leave: While not a general entitlement for all employees, employers may grant paid or unpaid study leave based on company policy or specific agreements, particularly for employees pursuing education relevant to their work. There is no statutory requirement for employers to provide study leave.
- Sabbatical Leave: Sabbatical leave is not a statutory entitlement in Qatar. Any provision for sabbatical leave would be based on the individual employment contract or company policy.
