Qatar's Civil HR Law changes (Law 25 of 2025): what's new for government staff

What changed at a glance

On 7 October 2025 the Amir issued Law No. 25 of 2025, which amends the Civil Human Resources Law (Law No. 15 of 2016). On the same day he ratified Cabinet Decision No. 34 of 2025, which updates the law's executive regulations. Both took effect on the day they were issued. The table sums up the main changes in the official summary from the Civil Service and Government Development Bureau (CGB), the body that runs government HR.

Check before you act: the official summary does not give the old figures for most leave types. Ask your HR department what your entity applied before October 2025 if you need to compare.

Who this law covers

The Civil Human Resources Law covers civilian staff of ministries, government agencies, public authorities and public institutions. Some bodies have their own rules, and many state-owned companies follow their own HR regulations or the private-sector Labour Law. Your contract or appointment letter should name the law that applies. Our guide on working for a Qatar government body as an expat explains how to check.

If you work for a private company, none of this changes your rights. Private-sector leave, overtime and gratuity follow the Labour Law instead.

Changes that apply to expat staff

Leave and family time

The official summary raises emergency leave to 10 days a year and permission hours to 10 hours a month, with no more than 3 hours on one day. Permission hours are short absences approved by your manager, such as leaving early for an appointment.

Maternity leave is now three months on full salary. It rises to as much as six months for twins or for a child with a disability, and it can begin in the eighth month of pregnancy. Pregnant employees may also work remotely from the seventh month until delivery, under approved guidelines. The summary does not limit these points to Qatari women, but it does limit the optional three extra months to Qataris. Reporting on the regulations also mentions two breastfeeding hours a day after maternity leave until the child turns two. For how this compares with private jobs, see our maternity leave guide.

Pay, ratings and promotion

Annual increments are now paid on 1 January each year. Depending on your rating, the increment can reach 150% of the amount set for your grade. The five rating bands are linked to a share of the increment, from 150% at the top down to 75%, according to an analysis by law firm Clyde & Co. Strong performers can have the wait between promotions cut by up to one year. There are also new annual performance incentives and a supervisory performance bonus of up to QAR 120,000 a year.

Overtime

Overtime is paid at 1.25 times the normal hourly rate on work days and 1.5 times on weekends and holidays. For non-Qataris the cap is 20% of salary and QAR 5,000 a month, against 40% and QAR 10,000 for Qataris. Overtime is limited to six months a year, and you can take one day off for every 7 overtime hours instead of pay, up to 15 days a year.

Resigning and complaints

You can now withdraw a resignation in writing before it takes effect or within one month of handing it in, whichever comes first. A new Grievances and Complaints Committee, chaired by the CGB President, can issue binding decisions on complaints about rights, promotions or discipline. Before this, staff relied on internal appeals.

Replacement plans

Each government entity must now prepare a yearly plan to replace non-Qataris with qualified Qataris. If an entity does not appoint a nominated Qatari within one month without good reason, the CGB can appoint them directly. This does not mean every expat contract ends, but it is worth knowing.

Qatari-only benefits

Several of the headline benefits are for Qatari employees only. They include the recruitment and retention allowance for specialised and supervisory roles, the social and housing allowances, the marital allowance for Qatari spouses, the three extra months of maternity leave, and the right for one Qatari parent to stay with a child in hospital in Qatar. The annual marriage incentive of QAR 12,000 per spouse is listed next to the Qatari spouse benefits and comes with conditions. If you are not Qatari, don't plan around these.

What did not change

• Gratuity for non-Qataris is still one month's basic salary per year of service, up to 10 months. The law allows a future savings scheme funded by gratuities, but its rules have not been published. See how government gratuity works.
• Annual leave days by grade were not part of the announced changes.
• Private-sector rules stay the same. The Labour Law still governs annual leave, sick leave and the end-of-service gratuity in private companies.
• Your residence permit is still sponsored by your government employer, as before.

What to do now

1. Check which law your contract names. If it is the Civil Human Resources Law, these changes apply to you.
2. Ask HR for your updated leave balance, including the 10 emergency days.
3. If you are pregnant or planning a family, ask HR in writing how the three-month maternity leave and remote work option apply to your contract.
4. Keep a record of your overtime hours and payments, and check them against the 20% and QAR 5,000 cap.
5. Keep your CV, experience letters and attested certificates up to date, given the yearly replacement plans.

What is still unclear

Not announced yet: the rules for the gratuity-funded savings scheme for non-Qataris, and the conditions for early retirement at 55, are left to later Council of Ministers decisions.

The full Arabic texts are published in the Official Gazette. News summaries leave out some details, so your HR department's reading of the law and its regulations is what will apply to you.