Employer of Record Qatar (EOR Qatar)

Our Employer of Record Qatar service enables clients to hire employees in Qatar without the need to operate a local legal entity there.

About EOR Qatar

It makes a big difference to develop a new market with your own personnel on the ground. Particularly for functions related to sales & marketing, business development, distributor management, and service & maintenance, our customers are very satisfied using our Qatar Employer of Record Service.

Our customers and their local teams can be free of the distractions of administrative tasks and complex local requirements. So you can fully focus on the development of your core business.

If your local business grows large enough, you can easily transfer the employees to your own subsidiary. It also provides a quick exit strategy if necessary. In addition to Qatar, we offer Employer of Record services in several other countries.

Get in Touch with Us

Peter J. Heidinger

Chairman

Employer of Record Qatar - FMC Group's Approach

We offer:
Quick, flexible, and easy entry into Qatar in compliance with local employment laws
Complete control over business development with your own team
Good option for building up, managing, and supporting your distributors and key accounts by directly observing local developments and adjusting the strategy whenever necessary
Using our comprehensive recruitment experience for international clients, we can form a local team that fits your corporate culture.
Focusing on your core business instead of dealing with the time-consuming and complex local administrative tasks
Allowing for easy market exit if necessary
Integrating your employees into our team through motivational events and special meetings

EOR Qatar Management & Reporting Flow

Hiring an Employee

The majority of Qatar’s workforce consists of nationals from other countries. When negotiating with a candidate in Qatar, companies should specify whether they will sponsor only the employee’s work and residency permit, or if they will also cover the residency permits for the candidate’s family.

Employment Contract – indefinite vs. fixed term

Probation Period

Work Week, Overtime & Maximum Working Hours

Income Tax

Typical Benefits

Nationals receive free or heavily subsidized healthcare, while international workers typically seek supplemental insurance.
Supplementary health and life insurance are commonly offered as benefits to employees in Qatar.
When negotiating with a candidate, it is advisable to clarify whether health and life insurance benefits will be extended only to the employee or also to their family.
In Qatar, total compensation typically consists of salary, housing allowance, and transportation allowance. Some employees may also negotiate education allowances for their children

Visa for the Employees

A Work Visa is required for employees working in Qatar, along with a residence permit. The process for obtaining a Work Visa includes the following steps:
The company must first register with the Immigration Department.
Several documents, including a trade license, must be submitted for review. Once approved, the employer receives an Immigration Card and Representative Card.
The employer must then apply for work permits for all foreign employees.
After the work permits are approved, the employer applies for employment visas for the foreign employees.
Upon the employee’s arrival in Qatar with their work visa, the employer must apply for a residence permit within 7 days.
Once the residence permit is issued, the employee can begin working for the company.

Time off Policies

Annual Leave

Employees in Qatar who have completed 1 year of continuous service are entitled to statutory paid annual leave as follows:
3 weeks for 1 to 5 years of service
4 weeks for over 5 years of service
This leave is prorated for partial years, and the employer must pay the employee before they take the leave. Executives often receive an increased vacation allowance of 4 weeks of paid leave.

Employers must provide employees with a return ticket to their home country at least once every 1 or 2 years, with the common practice being a yearly ticket or allowance.

Muslim employees are entitled to unpaid pilgrimage leave of up to 2 weeks, available once during their employment.

Sick Leave

Other Leave Types

Maternity Leave for Mothers: Expecting employees are entitled to 50 days of maternity leave if they have completed one year of service with the company. Up to 15 days can be taken before the birth, and at least 35 days must be taken after. Mothers may also take additional time off as unpaid leave or annual leave.
Paternity Leave for Fathers:While there is no statutory paternity leave, many companies offer fathers 3 to 5 days of paid leave.
Hajj Leave: The Muslim employee is entitled to a special leave without pay, not exceeding 20 days, for the performance of Hajj. This leave is granted only once during the course of his employment.

Terminating an Employee

Employees who have worked for over 1 year are entitled to end-of-service benefits, which are calculated based on years of service, ranging from 3 to 6 weeks of salary per year, depending on the length of employment.

For employees on indefinite contracts, a 30-day notice period is required if employed for less than 5 years, and 2 months if employed for more than 5 years.

Employers sponsoring work and residency permits are responsible for the employee’s return to their home country, ensuring departure within 7 days of the exit permit being issued. Exceeding this period may lead to a report to authorities.