Qatar Leave Laws and Holidays

Muslim employees are entitled to a one-time Hajj leave of up to 2 weeks during their period of employment to perform Hajj.

Employees must apply for Hajj leave well in advance, providing details of the planned pilgrimage and coordinating with the employer to ensure minimal disruption to work.

Hajj leave requires the approval of the employer, and employees are encouraged to coordinate their plans with the employer to accommodate the operational needs of the workplace.

Hajj leave is a one-time entitlement and no additional quota is available beyond this.

Hajj leave does not accrue over time as it is a one-time entitlement for Muslim employees.

Hajj leave cannot be carried over as it is intended for a specific purpose at a specific time.

There is no payout for unused Hajj leave upon termination, as it is a special leave intended for a specific religious purpose.

There is no end of year payout for Hajj leave as it must be used for the intended religious pilgrimage.

Hajj leave is specifically granted to Muslim employees for the purpose of performing Hajj, which is a religious pilgrimage that every Muslim is required to undertake once in their lifetime, if physically and financially able.

Employees are entitled to sick leave of up to two weeks at full pay, followed by up to four weeks at half pay, within a year.

Employees should inform their employer about their sickness as soon as possible and provide a medical certificate.

Sick leave must be supported by a medical certificate from a qualified healthcare provider to be approved.

There is no provision for additional paid sick leave beyond the stipulated six weeks in a year. Further sick leave would generally be unpaid unless otherwise specified by the employer.

Sick leave does not accrue and is based solely on actual illness and medical certification.

Unused sick leave entitlement cannot be carried over to the next year; it is limited to the stipulated period per year.

Unused sick leave does not get paid out upon termination; it is solely for the purpose of illness recovery during employment.

There is no end of year payout for unused sick leave as it cannot be accumulated.

Sick leave is subject to verification by an employer-approved medical practitioner, and abuse of sick leave can lead to disciplinary actions.

Fathers are entitled to 3 days of paternity leave, which can be taken around the time of childbirth.

Fathers are expected to notify their employer about their intention to take paternity leave as soon as reasonably possible, preferably as soon as the expected delivery date is known.

Taking paternity leave requires prior notification to the employer, and approval is typically a formality assuming notice is given appropriately.

Additional paternity leave beyond the stipulated 3 days is not generally available.

Paternity leave is not accrued over time but is granted per childbirth.

Paternity leave must be used around the time of childbirth and cannot be carried over.

Unused paternity leave is not paid out upon termination of employment.

There is no end of year payout for unused paternity leave.

Paternity leave is specifically to support the father during the period of childbirth and must be taken in connection with the birth event.

Employees are entitled to 3 days of bereavement leave in the event of the death of an immediate family member.

Employees should inform their employer about the bereavement as soon as reasonably possible to arrange for the leave.

Bereavement leave is typically granted without formal approval, given the nature of the circumstances.

Additional bereavement leave may be granted at the discretion of the employer, depending on the situation and the employee's needs.

Bereavement leave does not require accrual and is granted as needed under the circumstances.

Bereavement leave cannot be carried over; it is intended to be used immediately following the death of a family member.

There is no payout for unused bereavement leave upon termination of employment.

Unused bereavement leave is not paid out at the end of the year.

Bereavement leave is typically granted for the death of immediate family members only, which includes spouse, children, parents, and siblings.

Employees who have served less than five years are entitled to a minimum of three weeks of annual leave per year. Those with more than five years of service receive a minimum of four weeks.

The exact notice period for taking annual leave should be discussed and agreed upon with the employer, ideally well in advance of the planned leave dates.

Annual leave must be approved by the employer. Employees are advised to submit their leave requests as early as possible to ensure availability and approval.

Additional annual leave beyond the statutory minimum is not commonly granted unless specified by employment contract or agreed upon by the employer.

Employees start accruing annual leave after completing one year of service with the employer, calculated on a monthly basis thereafter.

Carrying over of unused annual leave to the next year is dependent on the employer's leave policy. Some employers may allow it while others may insist on leave being used within the year it is accrued.

Any accrued but unused annual leave is paid out to the employee at the time of termination of employment.

Unused annual leave is generally not paid out at the end of the year unless the employment is being terminated.

Annual leave scheduling must consider the operational requirements of the employer, and thus may require flexibility from the employee.

Pregnant employees are entitled to a total of 50 days of maternity leave, which can be split between the pre-natal and post-natal periods as needed.

Employees should provide notice as early as possible, typically at least a few weeks in advance, but the exact time may vary based on employer policies.

Maternity leave requires notifying the employer and may also require medical documentation to confirm the pregnancy and expected date of delivery.

Extending maternity leave beyond the standard 50 days is not typical and is usually at the discretion of the employer.

Maternity leave is not accrued but is granted per pregnancy as a fixed duration.

Maternity leave cannot be carried over and must be used during the pregnancy and post-delivery period as intended.

There is no payout for unused maternity leave upon termination, as it is specifically meant to be used during the period surrounding childbirth.

Unused maternity leave is not paid out at the end of the year, as it must be used in relation to the childbirth period.

During maternity leave, employees are typically entitled to continue receiving health benefits as per the normal terms of employment.