Article 48



Health and safety Maximum working hours, overtime, weekly rest and leave Social protection Wage manipulation, non-payment or withholding of wages

This Article sets out the employer’s obligation to keep records including names, nationalities, wages, leaves of the workers, wages paid, deductions and penalties imposed upon the workers, register of work injuries, end of service register with dates, causes of termination and entitlements paid.


Under Article 144 whoever violates this provision shall be liable to pay a fine of between 2,000 and 5,000 Qatari Riyals.

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Article 48. The employer shall maintain the following registers:

  1. The workers’ register which shall in particular contain the names, nationalities, jobs, amounts of wage, date of commencement of work, marital status, academic and professional qualifications, leaves of the workers and the penalties inflicted upon him.
  2. The wages’ register, where the names of the workers in the order of their engagement in the work, the amounts of daily, weekly or monthly wages, or piece or production wages and their additions in respect of every worker, the additional wages paid to them, the amounts of deductions and the net wages received by every worker.
  3. The register of total penalties where the monetary penalties are inflicted upon the workers and the total amount thereof shall be entered.
  4. The register of work injuries where the work injuries sustained by every worker shall be entered.
  5. The end of service register where the names of the workers whose services have been terminated, the dates and causes of the termination and the entitlements paid to them or to their heirs shall be entered.

Law /Qatar / Labour Law No. 14 of 2004

Qatar Labour Law 2004 governs the terms of employment of the majority of workers working in Qatar. The Labour Law sets out the minimum entitlements of workers employed in Qatar, and as such, it contains a number of important protections for workers, prohibits child labour, prohibits recruiting foreign workers by or through unlicensed recruiters or agencies,bans recruitment agencies from charging recruitment fees, and provides for mechanisms to enforce its provisions.

Any stipulations contrary to the provisions of the Labour Law are void unless more advantageous to the employee.