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
Standard hours are 48 per week or 8 per day, reduced to 36/week or 6/day during Ramadan for all employees. Overtime is paid at 125–150% of basic. Outdoor work is prohibited during the hottest hours of summer. Friday is the weekly rest day.
Standard working hours
Article 73 of Qatar Labour Law No. 14 of 2004 sets standard hours at 48 per week or 8 per day. During Ramadan, the daily standard drops to 6 hours (36 per week) for all employees regardless of religion, Qatar applies the Ramadan reduction more universally than some neighbours.
The weekly rest day
Article 75 makes Friday the statutory weekly rest day. The rest day is paid. Many private-sector firms operate a Friday–Saturday weekend. Work on the weekly rest day triggers a 150% premium and a compensatory day off.
Overtime
Article 74 sets the overtime regime:
- 125% of basic wage for overtime hours during the day.
- 150% of basic wage for overtime between 9:00 PM and 6:00 AM.
- 150% of basic wage + compensatory day for work on Friday or a public holiday.
Overtime is capped at two hours per day in normal circumstances. Total daily working time, including overtime, generally cannot exceed 10 hours.
Outdoor-work summer ban
Ministerial Decision 17 of 2021 (and successor ministerial decisions) bans outdoor work in direct sunlight between 10:00 AM and 3:30 PM from 1 June to 15 September each year. The ban covers construction, landscaping, and other outdoor activities. Workers must be given a shaded rest area and water. Violation results in significant fines and operational sanctions.
Rest periods
Article 73 requires at least one hour of rest within each 5 hours of continuous work. The rest is for prayer, food, and recovery , and unless the contract or company policy provides otherwise, the rest period is unpaid and not counted toward the 48-hour week.
Worked example
Ali works on a 48-hour week earning QAR 14,000 basic. His hourly basic rate is roughly QAR 14,000 ÷ (48 × 4.33) ≈ QAR 67/hour. He works 4 extra hours on a Tuesday evening (after 9:00 PM) and 6 hours on Friday. Tuesday evening overtime: 4 × QAR 67 × 1.5 = QAR 402. Friday overtime: 6 × QAR 67 × 1.5 = QAR 603, plus a compensatory day off. Total premium: QAR 1,005 on top of his standard salary.
Frequently asked questions
Do Ramadan reduced hours apply to non-Muslim staff?
Yes. Qatar applies the two-hour daily reduction to all employees, regardless of religion, a difference from Saudi practice, where the reduction is statutorily for Muslim employees only.
What happens if I work on Qatar National Day?
150% of your basic wage for the hours worked, plus a compensatory day off in lieu. Continuous-operation industries (oil and gas, hospitality, security, healthcare) routinely staff public holidays under these rules.
Is the outdoor-work summer ban absolute?
It applies from 1 June to 15 September each year, between 10:00 AM and 3:30 PM, to work in direct sunlight. Indoor work, work in shaded environments, and work outside those hours can continue. Ministerial decisions occasionally adjust the boundary dates.
Can my employer require me to work seven days a week?
No. The one paid weekly rest day is non-waivable. Work on the weekly rest day triggers the 150% premium and a compensatory day off in lieu. Persistent breaches are enforceable through the Ministry of Labour.
When to consult a labour lawyer
Consult a labour lawyer if your employer is refusing the 125% or 150% overtime premium, claiming a job-title exemption that doesn't match your real duties, or directing outdoor work during the summer prohibited hours.