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
Notice period is one month for service under five years and two months for service over five years, for either party. Fixed-term contracts run to their end date. Article 61 of Law 14/2004 sets the narrow grounds for summary dismissal. Wrongful termination triggers compensation under Article 64.
Notice, both parties
Article 49 of Qatar Labour Law No. 14 of 2004 sets notice symmetrically for both the employer and the employee on indefinite-term contracts:
- Service under five years: one month's written notice.
- Service of five years or more: two months' written notice.
Notice-in-lieu, paying the notice period as a lump sum, is permitted. Notice can be extended by mutual written agreement.
Probation
Article 39 caps probation at six months. During probation, the employer can terminate with a shorter notice (typically three working days) and without paying end-of-service. The employee can also terminate during probation with shorter notice and (where they're moving to a new Qatari employer) under the post-2020 mobility regime.
Fixed-term contracts
Fixed-term contracts run to their stated end date. Early termination by the employer without an Article 61 ground entitles the employee to compensation for the remainder of the term, capped at two months' wage per year of unexpired contract. End-of-service is payable on top.
Summary dismissal, Article 61
Article 61 lists the closed grounds on which an employer can dismiss without notice and without end-of-service. The list includes:
- Assault on the employer, manager, or colleagues at work
- Failure to perform essential duties despite written warning
- Disclosure of trade secrets
- Conviction of an offence of honour or trust
- Drunkenness or being under the influence of drugs at work
- Forged documents used to obtain the role
- Absence without cause beyond limits set in Article 61
Wrongful termination
Article 64 provides the wrongful-termination remedy. The Labour Court can award compensation in proportion to the harm suffered, taking into account the employee's wage, length of service, and circumstances of the dismissal. End-of-service, notice pay, and accrued leave are all payable on top.
Worked example
Mona had been with a Doha consulting firm for seven years on an indefinite contract at QAR 35,000/month total (QAR 22,000 basic). Her employer terminates her without an Article 61 ground or due notice. Statutory notice: two months × QAR 35,000 = QAR 70,000. End-of-service: 7 × 21 × (QAR 22,000 ÷ 30) ≈ QAR 107,800. Plus accrued leave payout, plus any Article 64 compensation the court awards for the wrongful nature of the dismissal.
Frequently asked questions
What's the longest probation I can be on?
Six months. The probation period must be in writing and cannot be extended beyond six months. An employee cannot be re-probated by the same employer for the same role.
Can my employer terminate me for poor performance?
Yes, with notice and full entitlements, but only after following a documented process, written warning, opportunity to improve, performance review. Performance-based dismissal cannot be dressed up as Article 61 'for cause' to avoid notice and gratuity.
What if my employer cancels my visa during notice?
That's a breach. Notice means notice, your residence permit must remain valid until the contractual end date so you can either work or transition. File a complaint with the Ministry of Labour. Premature visa cancellation during notice can constitute wrongful termination.
How long do I have to file a labour complaint?
One year from the date the right arose, under Article 10. The Ministry of Labour's online platform handles the initial complaint and conciliation; unresolved cases escalate to the Labour Court.
When to consult a labour lawyer
Consult a Qatari employment lawyer before signing a termination settlement, when the employer is invoking Article 61 grounds you dispute, when notice is being shortened unilaterally, or when a fixed-term contract is being ended early without Article 64 compensation.