Qatar

Impact date: 23 March 2026 The Ministry of Labour (MoL), in coordination with the Ministry of Commerce and Industry (the “MoCI”), announced the resumption of regular working arrangements across private sector entities. A previous recommendation concerning the adoption of remote work across all private sector entities was withdrawn. Accordingly, work will resume under regular arrangements and return fully to normal.

Impact date: 23 March 2026 Qatar’s Supreme Judiciary Council reviewed operational requirements for court related services before setting uniform service hours across all litigation halls. It confirmed that halls at all courts will receive visitors from 7:30am to 1:30pm, while the Family Reconciliation Department at the Hazm Al Markhiya branch will operate from 7:30am to 1pm. The Execution Court will continue to function in two distinct shifts: 7:30am to 12pm and 12:30pm to 3pm, ensuring uninterrupted access for users requiring enforcement services.

Working hours at the Al Khor Judicial Services Center were set from 7:30am to 1pm, and Government Services Complexes, including branches at Al Rayyan, Al Hilal, and Rawdat Al Hamama, will operate within the same timeframe.

Impact date: 24 March 2026 Having reviewed its remote work directive issued on 8 March 2026, the Qatar Central Bank directed all financial institutions to resume normal office based work. The announcement clarified that all financial institutions must conduct their work on site starting 24 March 2026, in line with applicable supervisory rules.

Impact date: 24 March 2026 Qatar’s General Secretariat of the Council of Ministers has announced that all ministries, government entities, public bodies and institutions must resume normal on site work starting 24 March 2026, ending the temporary remote work arrangement.

Impact date: 25 March 2026 The Ministry of Labour (MoL) has expanded its digital offerings by introducing the “Employer Change Service”, which simplifies the process for resident workers seeking to transfer within Qatar’s labor market.

The electronic service, available through the MoL’s website, enables workers to switch employers in accordance with approved procedures. Workers are required to verify their eligibility before applying. This includes ensuring that no ban is imposed on either the worker or the establishment, that the new employer’s registration is active and valid and that no other employer change request is under review. Workers must also have a mobile number registered in their name and confirm that no non-compete clauses or restrictions apply.

The MoL will review the application along with any feedback before issuing a decision. Once approved, the new contract is authenticated, and the legally required notice period is observed. The process is then referred separately to the Ministry of Interior (the “MoI”), which updates the worker’s residency status to reflect the new employment.

Impact date: 26 March 2026 The Ministry of Interior (the “MoI”) issued revised working hour schedules for its service and security departments.

The General Directorate of Passports, Nationality and Travel Documents will operate from 7am to 12:30pm and from 1pm to 6pm, while the General Directorate of Traffic will open earlier, running from 6:30am to 1pm and again from 1pm to 6pm.

The Criminal Evidence and Information Department will function from 6:30am to 1pm, with its Fingerprints Section, serving companies in the Industrial Area, adding evening service from 1pm to 6pm.

Departments with security responsibilities, including traffic investigation stations, will continue providing round the clock service to address urgent and emergency matters.

Impact date: 29 March 2026 The Civil and Commercial Court (the “Court”) of Qatar Financial Centre (“QFC”) confirmed that the Employment Standards Office (the “ESO”) could enforce its own employment “Determinations” as statutory debts.

The Employment Standards Office (ESO) had made a Determination in favor of an Interested Party against her former employer, the Respondent. The Determination concluded that the Respondent had made unlawful deductions from salary, failed to provide a work environment free of risks and harassment, had constructively dismissed the Interested Party and had failed to pay her final entitlements. The Respondent did not appeal that Determination to the Regulatory Tribunal, and also failed to pay the sum due under the Determination. The ESO applied to the Court to enforce that Determination. Shortly before the hearing, the Respondent paid the sums due. The Court went on to determine the key question: “can the ESO apply to the court to enforce its own Determinations as statutory debts?”

The court ruled that where the ESO has “determined” that an employer should pay to an employee or former employee a particular sum, and that sum is subsequently not paid, the ESO has the statutory power to enforce that debt in the court. A declaration was made to this effect.

Impact date: 16 April 2026 The Ministry of Labour’s (MoL) digital service, available on the “Establishment Portal”, provides private sector entities with an integrated mechanism for electronic authentication of employment contracts. It also allows for instant printing of the contract by the employer and the employee. An attestation fee of QR 20 will be charged for the service.