Top 10 2026 Amendments to Qatar Labour Law

What Employers Need to Know

On 11 June 2026, Qatar enacted Law No (9) of 2026 (Law 9/2026) amending Labour Law No (14) of 2004 (as amended) (Qatar Labour Law). The amending law was published in the Official Gazette on 25 June 2026 and takes effect on 25 July 2026.

The amendments touch on employee representation, strike regulation, non-compete enforceability, recruitment office compliance, excluded workers and workforce competency requirements. Several provisions require further implementing regulations.

Key Amendments

1. Non-Compete Clauses

Previous amendments introduced non-compete restrictions capped at one year. Law 9/2026 makes three material changes: (a) The maximum non-compete period is extended from one to two years.; (b) Ministry of Labour (MoL) approval is required for enforceability; and (c) Non-competes are void if employment ends during probation.

2. Mandatory Joint Committees (Works Councils)

Joint employer-employee committees become mandatory for establishments with 100+ employees (previously optional for 30+). Committees must have equal employer/employee representation.

3. Part-Time and Freelance Workers

Part-time and freelance workers are now expressly excluded from Qatar Labour Law. The Council of Ministers may issue dedicated regulations for these categories.

4. Labour Dispute Resolution

The Labour Dispute Committee may conduct electronic hearings.

5. Strike Framework

Employees may strike where the employer breaches its obligations and settlement has failed, subject to: (i) three-quarters General Committee approval; (ii) two-week written notice to employer and MoL; (iii) maximum 6 working days duration; and (iv) MoL approval has been obtained. The strike period is considered as unpaid leave; employers may hire temporary replacements with MoL approval. Strikes remain prohibited in vital facilities (petroleum, gas, electricity, water, ports, airports, hospitals, transportation).

6. New Summary Dismissal Ground

A new summary dismissal ground is added: inciting employees to strike for unlawful reasons causing operational disruption.

7. Enhanced Administrative Enforcement

The Minister may suspend non-compliant employers’ MoL transactions, extending to affiliated establishments for repeat violations. Employees affected by WPS breaches may transfer to another employer or terminate employment. The Minister may publish repeat violators’ names on the MoL website.

8. Recruitment Office Compliance

Law 9/2026 broadens the Minister’s power to impose administrative penalties on recruitment offices under a new Schedule annexed to Qatar Labour Law.

9. Mandatory Training Certification

Employees in certain technical/craft occupations must hold a MoL-accredited training certificate before engagement. The list of affected occupations will be published on the MoL website.

10. Criminal Penalties

Maximum imprisonment for WPS violations increases from one month to one year. The same penalty applies to strikes in vital facilities.

How Can We Help?

Our Employment & Incentives team is well-positioned to assist employers in Qatar in understanding and implementing the requirements under Law 9/2026. We can support your organisation in:

• Contract review and non-compete compliance: Reviewing and updating employment contracts, particularly non-compete clauses, to ensure enforceability under the new approval framework and advising on the scope and proportionality of post-termination restrictions within the extended two-year maximum.
• Joint committee establishment: Advising on the formation, governance, and election procedures for mandatory joint committees, including drafting committee charters and terms of reference.
• Dispute resolution strategy: Advising on settlement negotiations and representing employers before the Labour Disputes Settlement Committee (the Labour Court).
• Strike management and industrial relations: Developing lawful strike response procedures, advising on temporary employee engagement during authorised strikes, and assisting with summary dismissal decisions where unlawful incitement is alleged.
• WPS compliance and enforcement risk: Advising on WPS compliance to mitigate enhanced criminal liability, administrative suspension, and reputational exposure.
• Recruitment office compliance: Supporting recruitment agencies and their clients in ensuring agency arrangements are properly compliant and documented.
• Workforce structuring: Advising on the engagement of part-time and freelance workers in light of the Qatar Labour Law exclusion and preparing for anticipated dedicated regulations.

For further information on the 2026 amendments and their impact on your organisation, please contact our team.

Employer Preparation Checklist

The following checklist summarises the key compliance actions employers should take before Law 9/2026 takes effect on 25 July 2026. Several items will require ongoing monitoring as implementing regulations are issued.

This client alert is for informational purposes only and does not constitute legal advice. For specific guidance on how the 2026 amendments may affect your organisation, please contact the Employment & Incentives team at Al Tamimi & Company.