Qatar is a country in the Middle East region bordered by Saudi Arabia. In recent years, the country has emerged as a middle power in the Arab world through its resource-wealth. Qatar is considered one of the richest countries in the world, and there is no income tax for non-companies.
The minimum wage is QAR 1,000 per month, and a standard workweek is 48 hours at 8 hours per day (6 days per week). During Ramadan, working hours are reduced from 48 hours per week to 36 hours per week. Overtime work is regulated by employment contract/collective agreements, and is paid at around 125%-150% of the regular rate.
Pregnant employees are entitled to 50 days of paid maternity leave, of which no less than 35 days need to be taken after the child’s birth. There is no legal requirement to provide paternity leave.
Employees who have worked at the same employer for 3 months are entitled to 2 weeks of paid sick leave, compensated at 100% of the employee’s salary. After the initial 14 days of sick leave, an employee can receive another 4 weeks of paid leave paid at 50% of the salary.
There are 8 public holidays in 2022, and employees are entitled to paid time off based on their seniority at the company (around 3-4 weeks per year). Muslim employees are also entitled to a one-time 20 day pilgrimage leave if they wish to make a pilgrimage to Mecca.
The termination process depends on the employment contract or Collective Agreement and reason for termination. It is mandatory to give notice for a termination.
Notice periods depend on on an employee’s seniority, and vary between 1-2 months of notice.
Employees who have worked 1 year at their company are entitled to a severance payment based on the employee’s final wage, and is usually at least 3 weeks of the basic wage for every year of service.
★ 10% - Labour Law Contribution
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Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.