SEPTEMBER 2026 – QATAR
LABOUR LAW AMENDMENTS AND WAGE PROTECTION SYSTEM CHANGES
It is important that employers note the following:
Labour Law amendments
Law No. 9 of 2026 was published in the Official Gazette on 25 June 2026 and came into force on 25 July 2026. The amendments are intended to modernise Qatar’s labour framework, strengthen compliance mechanisms and provide greater flexibility in the labour market.
Key changes affecting private sector employers and employees
Non-compete restrictions (restraint of trade)
The maximum duration of post-employment non-compete restrictions has been increased from one year to two years.
In addition:
- A non-compete clause requires approval from the Ministry of Labour to be enforceable.
- A non-compete clause will not be enforceable where employment terminates during the probation period.
- Employers should review employment contracts containing restrictive covenants and assess whether amendments are required.
Mandatory joint employer-employee committees
- Employers with 100 or more employees must establish joint employer-employee committees comprising equal representation from both parties.
- This replaces the previous position under which such committees were generally optional for smaller establishments.
- Employers meeting the threshold should review their employee representation arrangements.
Part-time and freelance workers
- Part-time and freelance workers have been expressly excluded from the scope of the Labour Law.
- The Council of Ministers may issue separate regulations or extend specific Labour Law provisions to these categories in the future.
- Employers engaging part-time or freelance workers should monitor further developments closely.
Vocational certification requirements
- Employees working in certain designated vocational, technical or craft occupations may be required to obtain a Ministry of Labour-accredited training and examination certificate before commencing employment.
- The list of affected occupations is expected to be published by the Ministry of Labour. Employers should review recruitment and onboarding procedures once further guidance becomes available.
Enhanced labour law enforcement
- The amendments provide the Ministry of Labour with broader enforcement powers, including the authority to take administrative action against non-compliant employers.
- In addition, workers affected by Wage Protection System (WPS) violations may be permitted to transfer to another employer or terminate employment in certain circumstances.
- The reforms reinforce the importance of payroll and employment law compliance.
Employer action
Employers should:
- Review employment contracts and non-compete clauses.
- Assess whether employee representative committees must be established.
- Monitor future regulations governing part-time and freelance workers.
- Review hiring processes for occupations that may become subject to certification requirements.
- Ensure ongoing compliance with Labour Law and WPS obligations.
Amendment to WPS salary payment deadlines
The Ministry of Labour issued Ministerial Decision No. 50 of 2026, which was published in Official Gazette Issue No. 15 of 2026 on 8 September 2026 and amends certain provisions of Decision No. 4 of 2015 governing the WPS. The amendment took effect on the day following publication.
Key changes affecting private sector employers
The amended Article 2 provides that:
- Wages of employees paid on a monthly or annual basis become due on the first day of each calendar month.
- Employers must transfer wages to the employee’s bank account through the WPS within seven days of the due date.
- Wages of other workers become due on the first day of every two-week period.
Employer action
Employers should:
- Review payroll calendars and payment schedules.
- Ensure WPS submissions are completed within the prescribed seven-day period.
- Review internal payroll controls to minimise the risk of late wage transfers and potential compliance action.
Please note that the official gazette publications for these amendments were not publicly accessible at the time of writing. However, the legislative changes and their effective dates were verified through multiple reputable legal, government-related and employment law sources reporting on Law No. 9 of 2026 and Ministerial Decision No. 50 of 2026.
