What Law No. 9 of 2026 changed, the new salary deadlines under the Wage Protection System, the duties that did not change, penalties and a compliance calendar for SMEs.
1
Contracts
Written, in Arabic, authenticated by the Ministry
Ministry of Labour
2
Pay on time
Wages due on the 1st; transferred through WPS within 7 days
Golden rule: make sure every salary lands through WPS within the first week of the month. Late wages can now bring a fine per worker, criminal liability and a freeze on your Ministry of Labour transactions.
Updated Oct 2026Compiled from the official consolidated Labour Law (Supreme Judiciary Council), Ministry of Labour, Government Communications Office, Al Meezan and press. Some 2026 dates rely on press reports, so confirm with the Ministry of Labour.
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Overview
The big picture
Law No. 9 of 2026 made targeted changes to the Labour Law, and a new ministerial decision tightened salary deadlines. Most core rules, such as probation, notice, gratuity and leave, did not change.
What changed in 2026
Targeted amendments, tougher enforcement
Non-competes, a new dismissal ground, dispute deadlines, joint committees at 100+ workers and a paid National Day.1
The Ministry of Labour can freeze an employer's transactions and publish repeat violators' names.1
Part-time and freelance workers are excluded from the Labour Law, with special rules still to come.1,2
Wages are now reported to be due on the 1st, with WPS transfer within 7 days.6
Still unclear
Dates and decisions to confirm
The exact start date of Law No. 9 (a secondary source says 25 July 2026) and of the WPS decision (7, 8 or 9 September 2026) are not confirmed in an official copy. Existing ministerial decisions stay in force until replaced.1,3
Practical effect: both rules are already being applied, so comply now and confirm dates with the Ministry of Labour.
Who does what1,4,5
Ministry of LabourContracts, recruitment approvals, work permits, inspections, transaction freezes
Banks · WPSSalary transfers to workers' accounts in Qatar, the evidence of on-time payment
Labour Dispute CommitteeHears unresolved worker complaints on fixed deadlines; decisions are enforceable
Ministry of InteriorResidence permits and establishment records linked to recruitment
YOUR COMPANYOwner · HR · Payroll
Contents
Which rules apply to you4
Checklists by frequency8
What changed, article by article5
Heat, housing and wages9
Paying through WPS6
Penalties and contacts10
Disputes: the new deadlines7
Email template and calendar11
Sources · 1 Supreme Judiciary Council: consolidated Labour Law No. 14 of 2004 with 2026 amendments · 2 QNA: Ministry of Labour explanation, 25 Jun 2026 · 3 Invest Qatar newsletter, 16 Aug 2026 · 4 MOL recruitment guide · 5 Government Communications Office · 6 The Peninsula: Decision No. 50 of 2026, 8 Sep 2026
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Step 0
Which rules apply to you
Some duties start with your first employee; others switch on as you grow. Find your headcount and read down.
Do not relabel employees as freelancers. The 2026 exclusion does not create a permit exemption, and the Cabinet decision setting the part-time and freelance regime had not been found as of 19 October 2026.1,2
Sources · 1 SJC consolidated Labour Law: Arts 3, 9, 12, 19, 22, 23, 38, 46–48, 58, 66, 124, 144 · 2 QNA, 25 Jun 2026 · 5 Government Communications Office: minimum wage
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Law No. 9 of 2026
What changed, article by article
Every amendment marked in the official consolidated Labour Law, and what it means for an SME.1
Article
What changed
What to do
3
Part-time and freelance workers excluded; Cabinet may set special rules
Keep current permits; wait for the regime
23 bisNew
Certification through approved centres for occupations on a list the Ministry will publish
Check the list before hiring into those roles
36
New authority for recruitment-office licensing rules
Use only licensed recruitment agencies
43
Non-competes up to 2 years; need Ministry approval to enforce; void if dismissed in probation
Review clauses; do not apply 2 years to everyone
61(11)New
Dismissal without notice for inciting an unlawful strike that disrupts the business
Keep evidence; follow the disciplinary process
78(3)
National Day: one paid day
Update the holiday policy
115 bis
Fixed deadlines for conciliation and the dispute committee
Name a responder; see page 7
120
Strike rules rewritten
Take advice before responding to action
124
Joint committee mandatory at 100+ workers
Form it with equal representation
144 · 145 bis
Fines QR 2,000–5,000 for listed breaches; wage breaches up to 1 year and/or QR 2,000–10,000
Treat late pay as a criminal risk
146 bisNew
Ministry can freeze some or all of your transactions, and those of related companies in repeat cases
Notice 1 month in first 2 years, then 2 months (Art 49)
Gratuity At least 3 weeks' basic wage per year after 1 year (Art 54)
Hours 8 a day, 48 a week; Ramadan 6 and 36; overtime +25% (Arts 73–76)
Annual leave 3 weeks; 4 weeks after 5 years (Art 79)
Sick and maternity 2 weeks full, 4 half pay; 50 days maternity (Arts 82, 96)
Sources · 1 Supreme Judiciary Council: consolidated Labour Law No. 14 of 2004 with Law No. 9 of 2026 amendments, checked 19 Oct 2026
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Wage Protection System
Paying through WPS
Wages must be paid in riyals into each worker's account at a financial institution in Qatar; payment any other way does not discharge you.1 Ministerial Decision No. 50 of 2026 is reported to fix the dates.6
Monthly salary timeline (as reported for Decision No. 50 of 2026)
PREPARE PAYROLL
1st DUE
TRANSFER WINDOW: 7 DAYS
AFTER THE WINDOW: LATE
Previous month1st8thEnd of month
The reported wording is "within seven days", not "working days"; no holiday extension was found. Fortnightly-paid workers are due on the first day of each two-week period, and the 7-day window is only reported for monthly and annual wages.6
Effective date: sources disagree
Decision No. 50 of 2026
Source
Says
The Peninsula
Gazette 8 Sep, in force next day6
Vialto
Published 8 Sep, in force 9 Sep7
Erickson Immigration
Published 7 Sep, in force next day8
Qatar Living
In force on publication9
All place it before October 2026, so it applies now.
Keep every month
WPS evidence pack
Approved payroll with basic wage and allowances
Attendance, overtime, leave and deductions
Bank or WPS submission acknowledgement
Rejection report and how each was fixed
Reconciliation: every worker credited
Supports the wage and register duties in Articles 47, 48 and 66.1
Our recommendation: aim for every salary to be credited on the 1st, and set your own internal deadline for fixing rejected transfers well before the 7th. The law does not require this, but it leaves room for bank delays.
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Article 115 bis
Disputes: the new deadlines
A worker's complaint now moves on fixed deadlines. If you are slow to respond, the case can reach the committee within about three weeks.1
Days 1–4
Days 5–8
Days 9–12
Days 13–16
Days 17–20
Days 21–24
Ministry tries settlement
within 7 days
Settlement result presented
next 7 days
Referral to the committee
3 work days
Hearing date set and held
within 7 work days
Illustrative: working-day steps shown as calendar days. Parties get at least 3 days' notice of the hearing, and filing the complaint pauses the limitation period. Committee decisions are enforceable and must give reasons.1
Key numbers
7+7
Days to settle
Attempt, then result1
3 days
Minimum hearing notice
Check notifications daily1
15 days
Notice to Ministry
Before economic or structural terminations (Art 52 bis)1
Be ready on day one: name an authorised person and a backup to answer the Ministry, and keep the contract, payroll and WPS records, attendance, warnings, leave and the end-of-service calculation in one folder for each worker.
Sources · 1 SJC consolidated Labour Law, Arts 52 bis, 115 bis and 115 bis/4
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Paperwork
Checklists by frequency
Statutory duties are cited; items without a citation are good practice we recommend.
Every month
Salaries credited through WPS by the 7th6
Rejected transfers fixed and re-sent1
Payroll matches contracts and registers1
Fortnightly-paid staff paid on time1
Permit, residence and contract expiry dashboard reviewed
Minimum wage and allowances checked5
Every six months · every year
Workforce statement to the Ministry (6-monthly)1
Injury and occupational-disease statistics (6-monthly)1
Ramadan hours set before Ramadan1
Summer heat roster ready before 1 June5
Contracts, gratuity accruals and leave audited
Headcount checked against 10 / 50 / 100 thresholds1
When it happens
New hire: approval, work permit, authenticated contract1,4
Vacancy: notify the Ministry within 1 month1
Injury or death: tell police and the Ministry immediately1
Exit: settle dues by the end of the next working day1
Restructuring: tell the Ministry 15 days before1
Complaint: open the dispute file the same day1
Employee file (keep for at least one year after the worker leaves)1
Record
What it proves
Law
Authenticated contract
Role, wage, start date and duration; Arabic version prevails
Arts 9, 381
Work permit and residence
Lawful employment of foreign staff
Art 231
WPS records
Every wage paid on time, in full
Art 661
Leave and attendance
Hours, overtime, annual and sick leave
Arts 73–821
Warnings and deductions
Fair disciplinary process
Arts 48, 581
End-of-service calculation
Gratuity and final dues
Arts 54, 671
Sources · 1 SJC consolidated Labour Law · 4 MOL recruitment guide · 5 Government Communications Office · 6 The Peninsula: Decision No. 50 of 2026
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Worker welfare
Heat, housing and wages
These duties carry some of the highest penalties in the Labour Law, and inspectors check them on site.1,10
Summer outdoor work ban (1 June to 15 September)
OUTDOOR WORK ALLOWED
NO EXPOSED WORK 10:00–15:30
ALLOWED (CHECK WBGT)
000610:0015:301824
Under Decision No. 17 of 2021. Work must also stop at any time of day or year when the wet-bulb globe temperature (WBGT) exceeds 32.1.5 Use a WBGT meter, not a weather app.
Wages
Minimum wage
1,000
QR basic
500
Housing
300
Food
Housing and food allowances apply unless you provide adequate housing or food in kind.5
Housing
If you provide accommodation
It must meet the conditions set by ministerial decision (Art 106 bis).1
Remote sites need transport, water and food arrangements (Art 106).1
Breaches: up to 6 months and/or QR 2,000–100,000, doubled for repeats.1
Detailed room-size and occupancy rules were not verified for this guide; ask the Ministry.
Inspections are frequent: the press reported 8,947 labour inspections, 595 warnings and 723 violation reports in the second quarter of 2025 alone, many linked to WPS, plus 6,916 safety inspections of work sites and accommodation.10,11
Sources · 1 SJC consolidated Labour Law, Arts 106, 106 bis, 145 bis/1 · 5 Government Communications Office: minimum wage, heat stress · 10 The Peninsula, 20 Jul 2025 · 11 Qatar Tribune, Jul 2025
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Risk and contacts
Penalties and contacts
What breaches can cost
Breach
Penalty
Listed offences (Art 144), e.g. no joint committee
QR 2,000–5,000
Wages not paid as required (Art 145 bis)
Up to 1 year and/or QR 2,000–10,000
Housing and remote-site duties (Art 145 bis/1)
Up to 6 months and/or QR 2,000–100,000
Several workers affected (Art 143)
Fine × each worker
Transaction freeze (Art 146 bis)
Some or all MOL services
Repeat breaches (Art 146 bis/1)
Name published
From the official consolidated Labour Law.1 Qatarisation penalties (reported up to QR 100,000) come from a law firm and were not verified against the official text.12
A freeze has limits
Even during a freeze, contract authentication and renewal of affected workers' work and residence permits continue. Unpaid workers may change employer or end their contract, with your company paying their travel home.1
Official routes
Ministry of LabourContracts, recruitment, permits
WEB
mol.gov.qa e-services: employment contract printing, recruitment approval and renewal4
Labour Law textCurrent consolidated version
WEB
Supreme Judiciary Council legal encyclopaedia1
Qatarisation lawLaw No. 12 of 2024
WEB
almeezan.qa (in force 17 April 2025)13
HukoomiGovernment contact centre
PHONE
+974 4406 9999 · 109
WEB
hukoomi.gov.qa14
We could not verify a Ministry of Labour phone number or email on an accessible official page, so none is listed.
Sources · 1 SJC consolidated Labour Law, Arts 143–146 bis/1 · 4 mol.gov.qa services · 12 Al Ansari & Associates, Oct 2025 · 13 Al Meezan: Law No. 12 of 2024 · 14 hukoomi.gov.qa
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Get started
Your first move
Start with a 30-day review of your payroll and contracts, and get written answers from the Ministry where the 2026 rules are still unclear for your company.
To: Ministry of Labour (use the contact channel listed on mol.gov.qa) · Subject: Employer obligations under Law No. 9 of 2026
Dear Ministry of Labour,
We are reviewing our compliance with the 2026 amendments and would appreciate confirmation on the following.
Payroll: [monthly / fortnightly], paid through [bank]
Could you please confirm: (1) the effective dates of Law No. 9 of 2026 and Ministerial Decision No. 50 of 2026, (2) whether the 7-day WPS window applies to our payroll cycle, (3) the Qatarisation reporting that applies to us under Law No. 12 of 2024, and (4) whether any occupation we employ is on the Article 23 bis list.
Move payroll so salaries are credited on the 1st; send the email above
Finance · bank
Week 2
Audit contracts: authenticated, Arabic, wage and role match; review non-competes
HR
Week 3
Check headcount thresholds; set up workplace rules (10+) or joint committee (100+)
Management
Week 4
Build the employee files, the expiry dashboard and the dispute response plan
HR · PRO
Ongoing
Run the monthly and six-monthly checklists on page 8
HR · finance
Keep a compliance folder per worker plus a company folder with WPS evidence packs, Ministry correspondence, workplace rules and committee records.
Disclaimer: summarises official and press sources current to 19 October 2026; not legal advice for a specific dismissal or dispute. Implementing decisions may follow, so confirm with the Ministry of Labour.
Sources · 1 SJC consolidated Labour Law · 4 mol.gov.qa services · 6 The Peninsula: Decision No. 50 of 2026 · 13 Al Meezan: Law No. 12 of 2024
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