Minimum Wage
Wages are determined by individual employment contract. If wage is not specified in the employment contract, the worker is entitled to the wage specified in the enterprise work regulations. In the absence of these, worker is entitled to a wage equivalent to the wage specified for work of a similar type in the establishment and otherwise in accordance with the custom applicable to the profession in the place of performance of the work. In the absence of custom, a court order may specify wages in accordance with the requirements of justice.
Qatar enacted its minimum wage law in August 2020. The new legislation (Law No. 17 of 2020) and its implementing regulation (Decree No. 25 of 2020) are applicable from March 2021. The law allows the Minister for Administrative Development, Labour and Social Affairs to determine and revise the minimum wages at least once a year. The Law stipulates the establishment of a Minimum Wage Commission, the details of its establishment are to be determined by a decision of the Council of Ministers. The Commission shall examine and review the minimum wage for workers and domestic workers in line with specific parameters and make recommendations to the Minister for adoption.
The determination or revision of minimum wages must take into account economic factors, including economic growth, competitiveness and productivity, and the needs of the workers and their families. Minimum wage is the lowest amount that workers and domestic workers can receive under this law regardless of their tasks, earnings or skills levels.
A non-discriminatory minimum wage, applicable to both local and migrant/foreign workers, is in force since March 2021. The law includes minimum thresholds for basic wage, food and accommodation. Qatar has also established Minimum Wage Commission to monitor the impact of this non-discriminatory wage.
Source: §65 of the Labour Law (No. 14 of 2004); Law No. (17) of 2020 on determining the National Minimum Wage for Workers and Domestic Workers; Decree No 25 of 2020 Setting the Minimum Wage for Workers and Domestic Workers
For more information on this, please refer to the section on minimum wages
Regular Pay
Labour law differentiates between the "basic wage" and the "wage". Basic wage is defined by the law as the rate of payment for the work done by the worker in a certain period of time or on the basis of piece or production and includes periodic increment. Wage is defined as a basic wage plus all increments, allowances and bonuses paid to the worker in return for or in respect of work of whatever kind and means of calculation.
Employers are required to pay workers their wages and other entitlements in legal tender, i.e., Qatari Rial, personally during working hours, at the workplace. Alternatively, wages may be paid into the worker's bank account or to a representative, on worker's written consent.
Workers whose wages are calculated on annual or monthly basis are paid at least once a month. For all others, wages are paid on fortnightly basis. The worker must sign to confirm receipt of the remuneration, except in case of bank transfer, in worker’s payroll register or on a pay-slip provided by the employer. This register or pay-slip must provide details related to the wage.
The employer who violates any of the above mentioned provisions is sentenced to a maximum imprisonment of one month, or to a fine ranging two thousand to six thousand Riyals or both.
Employer cannot oblige workers to purchase goods produced by them or buy goods from some specified sources. An employer cannot withhold a worker’s wages except by a judicial decision unless the worker and employer have agreed otherwise.
Employer may not charge any interest on the loan. The total deductions from a worker’s wages must not exceed 10% of the wage. To pay alimony or debts owed to third parties, attachment of wages must not exceed 35% of the worker’s remuneration. If a worker has to pay compensation for damage or material loss he may have caused his employer by reason of shortcoming or negligence, the wage deduction cannot exceed 7 days of his basic wage per month. The sum total of deduction must not exceed 50% of the worker's wage.
A worker must be paid his outstanding wages/dues on the day following termination of contract (irrespective of whether termination is on worker or employer initiative). If a worker resigns without a notice period, the employer must pay the remaining dues within seven days after the employee leaves employment.
Source: §66-71 of the Labour Law (No. 14 of 2004)
