Hire in Qatar — Law 14/2004, QID-ready, end-of-service benefits declared on one ledger.
No Qatari LLC setup, no CR (Commercial Registration) filings on your cap table. Bordero staffs a Qatar EOR entity, drafts a Law No. 14 of 2004 contract, declares end-of-service benefits (EOSB) accrual under Art. 51, and handles the QID visa cycle.
Qatar labour law is anchored on Law No. 14 of 2004 (promulgated 2004) — probation capped by Art. 21 at six months; v1 picks 90 days as the conservative default. Statutory notice under Art. 49 is 30 days. End-of-service benefits (EOSB) under Art. 51 accrue as the ER-side standalone liability.
Qatar has no personal income tax for residents; v1 collapses withholding to 0%. Qatar has no GOSI-equivalent sponsor-side payroll social insurance tied to monthly pay in 2026 — v1 collapses social to 0%, declared-not-computed for the EOSB accrual. Production employers should reconfirm both positions before paying a hire.
Median 24h from signed order form to country-specific contract in Qatar.
- the State of Qatar
- Art. 51
- QR
Compliance snapshot
Qatar — what Bordero carries on the ledger.
The collapsed percentages are v1 demo approximations — declared on the payslip notice and replaced with cap- and bracket-aware math for non-trivial demographics before paying a hire. Talk to sales for a counsel-reviewed breakdown.
Contract & filings
What the country-specific contract covers.
A Qatar employment relationship is built on the governing law below. Bordero issues the contract, registers the entity, and handles the entity-side liabilities on the same ledger — your finance team reconciles once.
Governing law
- Law No. 14 of 2004 contract: probation capped at 6 months (Art. 21), notice at 30 days (Art. 49), end-of-service benefits accrued under Art. 51.
- No payroll social insurance for sponsor-side in 2026 — QPPSS (Qatar Pension and Social Security Law) applies to Qatari nationals on the employee side; declared-not-computed in v1.
- No personal income tax for residents — withholding collapsed to 0% in v1; payslip notice surfaces the year-end reconfirmation recommendation.
- End-of-service benefits (EOSB) under Art. 51 declared as the entity-side standalone liability (declared-not-computed in v1).
- Annual leave + public-holiday mapping declared in the contract; v1 brackets-not-by-tenure in v1.
Notice & probation
How termination runs in Qatar.
v1 collapses bracket-by-tenure terms into a flat default — the notice paragraph surfaces where production employers should review the bracket choice with counsel before any termination.
- Probation capped at 6 months under Qatar Labour Law Art. 21 — v1 picks 90 days as the conservative default, mirroring the SA Art. 53 ceiling.
- Notice at 30 days under Qatar Labour Law Art. 49 — applies to both ER and EE.
- End-of-service benefits (EOSB) under Art. 51 — declared-not-computed in v1; entity-side liability surfaced on the contract and the payslip notice.
Hiring non-residents
Right-to-work and immigration for Qatar.
Non-Qatari hires route through the work-permit cycle before they touch payroll. The contract template holds the permit carve-out so a baseline IAM reshape never gates on a still-pending permit.
QID (Qatar ID / residence permit) + work permit mapped per hire for non-Qatari citizens; non-Qatari hires onboard only after the Ministry of Interior clears the QID.
- QID (Qatar ID / residence permit) + work permit mapped per hire for non-Qatari citizens; issued by the Ministry of Interior and the Ministry of Labour.
- Right-to-work cleared on the active QID before contract countersignature.
- Sponsor (kafeel) chain held on the entity side; the entity acts as the kafeel for non-Qatari hires.
Talk to sales
Qatar on one ledger.
Country in. Contract, payroll, and compliance on one ledger. We'll come back with the entity, the contract template, and the first payroll cycle within a business day.