Not legal advice
Content summarises labour law as published by each GCC ministry, current as of May 2026. Not a substitute for legal advice. Employment law is jurisdiction-specific and subject to change. For contracts, disputes, visa issues, or any decision with legal consequences, consult a qualified labour lawyer licensed in your jurisdiction.
Not legal advice
This guide summarizes Qatar employment law for informational use only. It is not a substitute for advice from a qualified labour lawyer. Employment law is complex and jurisdiction-specific. For contracts, disputes, visas, or decisions with legal consequences, consult a licensed labour lawyer in your jurisdiction.
Quick summary
Annual leave is three weeks per year for service under five years, four weeks per year thereafter. Public holidays are separate and average 9–12 days per year. Hajj leave is a one-time entitlement of up to two weeks. Sick leave runs separately and depends on tenure.
Annual leave
Article 79 of Qatar Labour Law No. 14 of 2004 sets the annual leave entitlement at:
- Three weeks per year for employees with less than five years of continuous service.
- Four weeks per year for employees with five or more years of continuous service.
Annual leave accrues pro-rata during the first year (employees can take leave after completing six months of service). Leave is paid at the employee's full wage including regular allowances.
Hajj leave
Article 82 grants Muslim employees a one-time paid leave of up to two weeks for the performance of Hajj, after one year of service. The leave is in addition to annual leave and can be taken once during the employment relationship.
Sick leave
Article 83 entitles employees who have completed three months of service to sick leave each year:
- First two weeks: full wage
- Next four weeks: half wage
- Subsequent weeks: unpaid
Sick leave requires a medical certificate from a doctor approved by the employer or a government health facility.
Public holidays
Qatar observes around 9–12 public-holiday days per year, including Eid al-Fitr (three days), Eid al-Adha (three days), Qatar National Day (18 December), and National Sports Day (second Tuesday of February). The Amiri Diwan announces final dates for Hijri-calendar holidays close to the event. Employees required to work on a public holiday receive 150% of basic wage plus a compensatory day off.
Carry-forward and payout
Article 81 requires unused annual leave to be paid out at the end of the employment relationship, calculated at the employee's last full wage. Carry-forward is permitted by agreement; employers typically set internal policies (commonly 50% of the annual entitlement).
Worked example
Ranya joined a Doha bank in March 2022 on a full wage of QAR 25,000/month. By March 2027 she'll cross the five-year threshold and her entitlement rises from three to four weeks. In 2026, her entitlement is 21 days; she used 12. On 31 December 2026, her balance is 9 unused days. If she resigned that day, her leave payout would be 9 × (QAR 25,000 ÷ 30) = QAR 7,500.
Frequently asked questions
When can I take leave in my first year?
After six months of continuous service. Pro-rated entitlement accrues from your start date, but the right to actually take leave kicks in at the six-month mark unless the employer agrees earlier.
Can I take Hajj leave more than once?
Statutorily, no, it's a one-time entitlement during the employment relationship. Many employers grant additional Hajj leave by policy or as part of senior-executive packages.
Are public holidays counted toward my annual leave?
No. Public holidays are a separate paid entitlement on top of annual leave. If a public holiday falls during your annual leave, you don't lose that day from your leave balance.
What if I don't take all my leave in a year?
You can carry it forward by agreement with your employer (most have a written policy on carry-forward limits). If you don't take it and don't carry it forward, the entitlement is paid out as cash on termination.
When to consult a labour lawyer
Talk to a labour lawyer if your employer is refusing to pay accrued leave on termination, treating Hajj leave as part of annual leave, or denying sick leave because of a marginally non-compliant medical certificate.