Hiring Your First Ten in Qatar: What the 2026 Labour Law and WPS Chang

The first hires shape a startup more than almost any other decision, and in 2026 the rules around them have changed. Since 25 July, an amended Labour Law has altered how non-compete clauses work and who the law covers. Since September, a new ministerial decision has fixed the day salaries fall due and the deadline for paying them through the Wage Protection System (WPS). Neither change is dramatic on its own. For a founder running payroll from a spreadsheet, though, a missed WPS window or an unenforceable non-compete is the kind of mistake that costs money, time and trust with the team. This guide turns both changes into a practical checklist for your first ten employees.

This article is general information, not legal advice. Confirm the details against the official texts or with a qualified adviser before acting.

Change 1: Law No. 9 of 2026 and the amended Labour Law

Law No. 9 of 2026 amends the Labour Law (Law No. 14 of 2004). According to CRS, it was published in the Official Gazette on 25 June 2026 and came into force on 25 July 2026. The Qatar News Agency report carried by Qatar Tribune confirms the law has been issued and is in force. The points that matter most to a small employer, as summarised by Crowell & Moring:

Non-competes can now run up to two years after employment ends, up from one. But a non-compete is enforceable only once the Ministry of Labour has approved it, and it is void if employment ends during probation.
Part-time and freelance workers are outside the Labour Law. The Council of Ministers may extend some provisions to them or create a separate framework, and QNA describes the change as a first step towards rules for part-time and freelance work, with details to follow in implementing decisions.
Some occupations will need certification. Workers in designated professions must hold a training and examination certificate from a Ministry-accredited centre before starting work. The Ministry will publish the list.
Stronger enforcement. The Ministry can suspend a non-compliant company's transactions, extend that to affiliated entities in some repeat or wage-delay cases, and publicly name repeat offenders. Workers affected by wage violations may request a transfer to another employer or end their contracts, with the defaulting employer paying repatriation costs.
Joint committees are now required at establishments with 100 or more workers. Most startups are below that threshold, but it is worth knowing as you scale.

Change 2: Ministerial Decision No. 50 of 2026 on salary deadlines

Published in Official Gazette Issue No. 15 of 2026 and reported on 8 September, Ministerial Decision No. 50 amends the 2015 WPS rules. The new deadlines, as reported by The Peninsula, are:

Wages for workers paid monthly or annually are due on the first day of each calendar month.
Employers must transfer them to the worker's account at a financial institution in Qatar through the WPS within seven days of the due date. For a monthly payroll, that means by the 8th.
Wages for other workers fall due on the first day of every two-week period.

The practical effect is a fixed monthly window instead of one counted from each employee's own pay cycle. Combined with the new enforcement powers, late payroll is now a more visible risk than it used to be.

The first-hire checklist

The rules below are drawn from the current employer summary published by Teamed, which cites the relevant Labour Law articles. Check each one against the Ministry of Labour before you rely on it.

Contract and probation. Probation can last up to six months and can be used only once with the same employer. During probation, the employer must give one month's written notice to end the contract. If you want a non-compete, remember it will not survive a probation-period exit and needs Ministry approval.
Notice. After probation, notice is one month in the first two years of service and two months after that. Failing to give notice means paying basic wage for the notice period.
End-of-service gratuity. For staff with at least one year of service, the gratuity is at least three weeks' basic wage per year, pro rata for part years, calculated on the last basic wage. Accrue for it monthly so it never surprises your cash flow.
Annual leave. At least three weeks a year for under five years' service, and four weeks after that.
Minimum wage. QAR 1,000 basic a month, plus at least QAR 500 for housing and QAR 300 for food where the employer does not provide them.
Health insurance. Under Law No. 22 of 2021, basic health insurance is compulsory for expatriates, and the employer pays the premiums. Proof of cover is needed when residence permits are issued or renewed.
Social insurance for Qatari staff. Under Law No. 1 of 2022, contributions are 21% of salary (up to QAR 100,000): 7% from the employee and 14% from the employer, due by the fifth of the following month. For the wider rules on hiring nationals, see our guide to the Qatarization law.
Freelancers and part-timers. Because they now sit outside the Labour Law, write clear service agreements for them. Do not assume they have Labour Law protections, or that you have Labour Law obligations, until the implementing rules are published.

A payroll calendar you can keep

Here is a simple monthly rhythm that fits the new deadlines. It is general guidance, not an official template.

Around the 25th: lock attendance, leave and changes for the month, and approve the payroll.
By the 1st: make sure salaries are fully funded in the company account. This is the date wages fall due.
By the 5th: pay social insurance contributions for Qatari staff for the previous month.
By the 8th at the latest: the WPS transfer must be complete. Aim for the 2nd or 3rd so that a bank holiday or a rejected file does not push you past the deadline.
Monthly: post the gratuity accrual and check that health insurance is in place for any new joiners.

Why this matters beyond compliance

Qatar's Third National Development Strategy aims for labour productivity growth of 2% a year, a 46% skilled-workforce share and more than 20% of Qataris working in the private sector (Gulf Times). The 2026 amendments point the same way. QNA's report presents mandatory professional qualifications as a way to raise skills, and the planned part-time and freelance framework as a way to give businesses more flexibility in using skilled talent. For startups, an on-time payroll and fair, clear contracts are part of how a small company competes with large employers for good people.

What to do next

Move your payroll date so salaries are funded by the 1st and paid through WPS well before the 8th.
Review every existing non-compete. If you rely on one, ask how to get Ministry approval once the guidance is published.
Separate employees from freelancers and part-timers, and give the second group proper service agreements.
Set up monthly gratuity accruals and an insurance check for each new hire.
Watch for the Ministry's list of occupations that need certification before you hire into technical roles.

Sources

Photo: Cytonn Photography / Unsplash

Hiring Your First Ten in Qatar: What the 2026 Labour Law and WPS Changes Mean for Startups