Immigration

Qatar | Amendments to human resources framework 

Summary

Qatar has implemented wide-ranging reforms to its public-sector human resources framework through Law No. 25 of 2025 and accompanying executive regulation amendments, effective 7 October 2025. The new framework modernises government employment by strengthening nationalisation obligations, linking pay progression to performance, expanding social and family-support benefits, and introducing clearer leave, grievance and end-of-service systems. Together, these changes shift Qatar’s public-sector model toward a more performance-driven, transparent and standardised HR structure.

The detail

The law enhances governmental performance by linking pay to performance, expanding social benefits, and improving leave and training systems. It also standardises bonuses and allowance through fairer, more transparent regulations.

This overview provides an analytical and comparative look at the primary areas of amendment.

• Institutionalising the hiring of Qatari nationals: Agencies must draft annual nationalisation and replacements plans, securing the President of the Bureau’s approval. Vacancies must be published via the national employment coordination platforms and nominated Qatari candidates must be appointed to replacement roles within one month.
• Performance-based annual salary increments and incentives rewards: The law establishes a progressive system for annual bonuses directly tied to performance evaluations and improves the incentive and performance reward structure by permitting the allocation of monetary bonus up to one month’s total salary annually.
• Social incentives: The legislation introduced a comprehensive suite of new social incentives designed to promote family stability and boost employee engagement. It features a marriage allowance for Qatari employees, which will be administered based on conditions established by the Council of Ministers following the Bureau’s recommendation. Additional incentives include a retention and attraction allowance targeted at Qatari professionals working in specialised fields,and a professional certification allowance for staff members who hold recognised professional qualifications.
• Enhanced leave system: The amendment law expands leave entitlements, introducing special leave for government training duties. Maternity leave is restructured to three months full pay (six for twin/disability), allows remote work from the seventh month of pregnancy, and offers an option for a three-month extension with basic salary and allowances.
• End of Service gratuity: The law introduces an improved end-of-service framework for non-Qatari employees, introducing an investment-based saving system. The system ensures transparent calculation of service years by allowing employer and employee contributions to be deposited and managed as investments.
• Establishment of the Grievance and Complaints Review Committee: a new grievances and complaints review committee has been established within the Civil Service Bureau to hear employee complaints. It is blinking, majority-vote decisions ensure consistent dispute resolution, enhancing administrative justine and building employee trust in a transparent process.

For a general comparison of the previous law and the amended law, please see the following table.

Feature	Law no. 15 Of 2016 (previous)	Law no. 25 of 2025 (amended)
Performance evaluation	General ratings	Standardised, quantified ratings linked to increments
Annual increments	Fixed criteria, standard rates	Tied to performance evaluations, with potential for increased rates for exceptional performance
Promotions	Primary based on years of service	Merit-based, requiring performance ratings and training, exceptional performance can accelerate promotion
Nationalisation	Administrative guidance	Enforceable legal obligation with annual plans and direct appointments power for the Civil Service Bureau
Maternity leave	Existing provisions	Extended leave with full salary, potential for longer leave with multiples or a child with a disability, and remote work option late in pregnancy
Allowances/incentives	Limited range	Expanded to include new incentives for recruitment/retention, professional certification, and marriage
Overtime compensation	General provisions	Capped monthly amounts for Qataris and non-Qataris for a limited period annually
Emergency leave	Shorter duration	Increased annual entitlement
Grievance mechanism	Internal administrative appeals	New formal committee within the Civil Service Bureau with binding decisions
End-of-service (Non-Qataris)	Standard gratuity	Option for an investment-based savings system
Nepotism	Limited scope	Stronger safeguards prohibiting appointment/transfer where a close relative works

What this means

Qatar’s recent legal amendments introduce a foundational shift in the public sector, moving from administrative models to a modern system driven by performance, discipline and fairness. The new mechanisms, including progressive pay, expanded benefits, performance rewards and a grievance committee, create an integrated framework that strengthens efficiency and equity across all government operations.

Government agencies and HR leaders are advised to implement the latest amendments across several key areas: policy alignment, employment regulation revision, nationalisation strategy, performance management, flexible work and leave policies, and disciplinary and grievances processes.

How we can help

For a deeper discussion on the above, please reach out to your Vialto Partners point of contact.

Contact us

For a deeper discussion on the above, please reach out to your Vialto Partners point of contact, or alternatively:

Anir Chatterji
EMEA Immigration Partner

Antoine Salloum
Senior Manager, Qatar Immigration Lead

Marilyn Serrao
Senior Associate, Middle East Immigration

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