Articles 78 – 81

homepage-img2

flagQatar

Maximum working hours, overtime, weekly rest and leave

Articles 78 and 79 stipulate workers entitlement to annual leave. Article 81 provides that any agreement forfeiting the employee’s annual leave shall be void.

Link to full text

Text

Article 78. The worker shall be entitled to annually, leave with full wage as follows:

  1. Three working days for Eid EI-Fitr
  2. Three working days for Eid Al-Adha
  3. One working day for the Independence Day
  4. Three working days to be specified by the employer. If the circumstances of the work require the employment of the worker during any such leave days the provisions of article (75) of this law shall be applied to him.

Article 79. The worker who has completed one continuous year in the service of the employer shall be entitled to an annual leave with the pay provided for in Article (72) of this law. This leave shall not be less than three weeks for the worker whose service is less than five years and four weeks for the worker whose service is more than five years.

The worker shall entitle to a leave for the fractions of the year in proportion to the period of his service.

[…]

Article 81. The worker may not waive his entitlement to the annual leave and any agreement to the contrary shall be void. The worker shall be entitled to payment in lieu of his annual leave equivalent to his wage for the leave days to which he is entitled if the contract is terminated for any reason before the worker takes his leave.

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.