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Country guide · GCC
Choose a country to open its guide.
Use the country button above. Each guide covers contracts, employer cost, working time, leave, termination, freelancers and work permits, with the legal source of every figure.
Country guideGCCVerified Oct 2026
AE
Hiring in United Arab Emirates: the 2026 guide
Covers onshore private-sector employment under Federal Decree-Law No. 33 of 2021 and its executive regulations, plus the separate DIFC and ADGM regimes. Emirates and free zones differ on licensing, health insurance and visas; the federal rule is described unless a row names an emirate.
14 min read Verified Oct 2026 General information, not legal advice
Capital · Currency
Abu Dhabi · AEDLanguage
Arabic (English widely used in business)Minimum wage
No general minimum wage for private-sector expatriates. A minimum of AED 6,000 per month applies to Emirati nationals in the private sector since 1 January 2026.Employer contributions
No social security for expatriates. Employer cost is end-of-service gratuity accrual (about 5.8% to 8.3% of basic pay) plus health insurance and permit feesStatutory paid leave
30 calendar days per year onshore (about 4.3 weeks); 20 working days in DIFC and ADGMPublic holidays
About 9 to 10 public holiday days in 2026 (Islamic dates depend on moon sighting)Employer notice
30 to 90 days as agreed in the contract, same for both sides; 14 days written notice during probationFreelanX EOR onboarding
5–20 daysCountry guideGCCVerified Oct 2026
SA
Hiring in Saudi Arabia: the 2026 guide
Employment is governed by one national Labor Law (Royal Decree M/51 of 2005), amended with effect from 19 February 2025. This guide covers hiring through an employer of record, Saudization, expatriate costs and contractors.
14 min read Verified Oct 2026 General information, not legal advice
Capital · Currency
Riyadh · SARLanguage
ArabicMinimum wage
No general private-sector minimum wage. SAR 4,000 per month is the benchmark for a Saudi to count fully for SaudizationEmployer contributions
Expatriates: 2% GOSI plus SAR 800 per month levy. Saudis: about 11.75% to 12.75% of basic pay plus housingStatutory paid leave
21 days a year, 30 days after 5 consecutive years with the same employerPublic holidays
About 10 paid public holiday days: Founding Day, two Eids, Arafat Day, National DayEmployer notice
Indefinite contract: employer 60 days (monthly pay), employee 30 days. None during probationFreelanX EOR onboarding
5–20 daysCountry guideGCCVerified Oct 2026
QA
Hiring in Qatar: the 2026 guide
Covers onshore Qatar under Labour Law No. 14 of 2004 as amended, with notes on the Qatar Financial Centre (QFC), which has its own employment regulations. Qatar is a unitary state, so rules apply nationwide, except inside the QFC free zone.
14 min read Verified Oct 2026 General information, not legal advice
Capital · Currency
Doha · QARLanguage
Arabic (English widely used in business)Minimum wage
QAR 1,000 basic plus QAR 300 food and QAR 500 housing if not provided (in force since 20 Mar 2021; no 2026 change found)Employer contributions
No social insurance for expatriates. 14% for Qatari nationals only. Gratuity accrual about 5.8% of basic pay.Statutory paid leave
3 weeks paid (4 weeks after 5 years of service)Public holidays
About 8 to 10 paid public holiday days (Eid dates estimated)Employer notice
1 month under 2 years of service; 2 months after 2 yearsFreelanX EOR onboarding
5–20 daysHire in United Arab Emirates, start to finish
FreelanX EOR is the legal employer in United Arab Emirates. We issue the contract, run payroll and declarations, and you manage the work day to day.
1Request
Tell us the role, salary and start date.
2Contract
United Arab Emirates employment contract and written terms prepared.
3Registrations
Tax, social security and insurance registrations.
4Start date
Your collaborator starts, on payroll from day one.
5–20 days in totalfor GCC with FreelanX EOR. The exact time depends on how fast documents arrive.
Fixed-term contracts only
Onshore contracts must be fixed-term, up to 3 years and renewable. Unlimited contracts were abolished from 2022.
Gratuity is a real liability
21 days of basic pay per year for the first 5 years, 30 days after, capped at 2 years of basic pay. Unpaid gratuity is the main final-pay claim.
Employer carries visa and health cover
The employer sponsors the work permit and residence visa and must insure the employee in Dubai and Abu Dhabi.
WPS controls pay
Salary must be paid in AED through the Wage Protection System. Late payment can block new permits.
Emiratisation applies from 50 staff
Skilled roles in companies with 50+ staff must grow Emirati headcount by 2% a year, to 10% by end of 2026.
Free zones have own labour law
DIFC and ADGM apply their own employment regulations, with a pension-style savings scheme instead of onshore gratuity in DIFC.
Five mistakes to avoid
The ones we see most often when a team hires in United Arab Emirates for the first time.
Using unlimited-term contracts
Contracts must state a fixed term of at most 3 years. Using old open-ended templates is non-compliant and causes disputes on end date and gratuity.
Art. 8 Federal Decree-Law 33/2021Calculating gratuity on gross pay
Gratuity uses the last basic wage, not allowances. Splitting pay into a low basic and high allowances is common, but it must match the contract and WPS records.
Art. 51 Decree-Law 33/2021; Art. 1 definitions of basic wagePaying outside WPS
Cash or foreign-currency payment of onshore salaries breaches the WPS rules. Delayed wages lead to fines and a block on new work permits.
Art. 22 Decree-Law 33/2021; Ministerial Resolution 598/2022 on the Wage Protection SystemIgnoring the notice rules on resignation
An employee who leaves to a new UAE employer in probation must give one month notice, and a 6-month contract restriction may follow in some cases. Missing notice triggers a claim.
Art. 9 Decree-Law 33/2021Treating a long-term contractor as freelance
A person under direction, working fixed hours for one company, can be treated as an employee for permit, WPS and gratuity purposes. Check the licence and contract.
Art. 1 Decree-Law 33/2021 (employment relationship definition)Contract rules that matter
Form of contractWritten offer and contract are required, in Arabic with an English version commonly used. The contract is registered with the Ministry of Human Resources and Emiratisation (MoHRE) as part of the work permit.Arts. 8 and 9 Decree-Law 33/2021
Fixed-term onlyFixed term of up to 3 years, renewable. Expiry without renewal ends the contract without notice liability, but gratuity is still due. Open-ended contracts were converted from 2022.Art. 8 Decree-Law 33/2021
ProbationUp to 6 months, once only with the same employer. Employer may end the contract in probation with 14 days written notice. Employee moving to another employer in the UAE gives 1 month notice.Art. 9 Decree-Law 33/2021
Minimum contentContract states job, place of work, start date, term, wage and benefits. The work permit offer must match it, and changing terms needs the employee's written agreement.Art. 8 Decree-Law 33/2021; Cabinet Resolution 1/2022
Non-competeA written post-employment restriction is allowed only if limited in time (up to 2 years), place and type of work to protect legitimate interests. Courts can reduce an excessive clause.Art. 10 Decree-Law 33/2021
Free zonesDIFC (Employment Law No. 2 of 2019 as amended) and ADGM (Employment Regulations 2024) have their own contracts rules and may allow unlimited-term contracts. Check the specific zone.DIFC Employment Law, DIFC Law No. 2 of 2019 (as amended); ADGM Employment Regulations 2024 (in force 1 April 2025)
Collective agreementsNo sector-wide collective bargaining culture. Company policies and the contract rule the relationship. A company may adopt a bylaw approved by MoHRE.Art. 13(3) Decree-Law 33/2021
Language and recordsEmployer keeps personnel files and pay records for at least 2 years after the worker leaves, for MoHRE audits.Art. 13(1) Decree-Law 33/2021; Executive Regulations, Cabinet Resolution 1/2022
Employer cost simulator
Pick a salary. Figures use the current rates and ceilings for a standard professional salary. Estimates, not a quote.
Gross yearly salary (AED)
Employer share of statutory contributions
AED 10,494
5.8% of gross salary
Estimated total employer cost
AED 192,294 – AED 197,694
Gross salary + contributions + other employer costs (AED 1,800 to AED 7,200)
End-of-service gratuity accrual (basic pay)
21 days of basic pay per year for the first 5 years is 5.83% of annual basic pay. 30 days (8.33%) after year 5. Basic pay is often 50% to 70% of gross; rate shown is on gross if basic equals gross.
AED 10,494Employer share of statutory contributions
AED 17,490
5.8% of gross salary
Estimated total employer cost
AED 320,490 – AED 329,490
Gross salary + contributions + other employer costs (AED 3,000 to AED 12,000)
End-of-service gratuity accrual (basic pay)
21 days of basic pay per year for the first 5 years is 5.83% of annual basic pay. 30 days (8.33%) after year 5. Basic pay is often 50% to 70% of gross; rate shown is on gross if basic equals gross.
AED 17,490Employer share of statutory contributions
AED 24,486
5.8% of gross salary
Estimated total employer cost
AED 448,686 – AED 461,286
Gross salary + contributions + other employer costs (AED 4,200 to AED 16,800)
End-of-service gratuity accrual (basic pay)
21 days of basic pay per year for the first 5 years is 5.83% of annual basic pay. 30 days (8.33%) after year 5. Basic pay is often 50% to 70% of gross; rate shown is on gross if basic equals gross.
AED 24,486Employer share of statutory contributions
AED 34,980
5.8% of gross salary
Estimated total employer cost
AED 640,980 – AED 658,980
Gross salary + contributions + other employer costs (AED 6,000 to AED 24,000)
End-of-service gratuity accrual (basic pay)
21 days of basic pay per year for the first 5 years is 5.83% of annual basic pay. 30 days (8.33%) after year 5. Basic pay is often 50% to 70% of gross; rate shown is on gross if basic equals gross.
AED 34,980Employer share of statutory contributions
AED 48,972
5.8% of gross salary
Estimated total employer cost
AED 897,372 – AED 922,572
Gross salary + contributions + other employer costs (AED 8,400 to AED 33,600)
End-of-service gratuity accrual (basic pay)
21 days of basic pay per year for the first 5 years is 5.83% of annual basic pay. 30 days (8.33%) after year 5. Basic pay is often 50% to 70% of gross; rate shown is on gross if basic equals gross.
AED 48,972Indicative only. Health insurance premiums (mandatory in Dubai and Abu Dhabi), work permit and visa fees, and Emirati labour fund items vary by emirate and plan. GPSSA pension (employer 12.5%) applies only to UAE and GCC nationals, not expatriates.
Pay and contribution rules
Minimum wageNo general statutory minimum. Occupation and skill-level salary thresholds apply to certain visas. Since 1 January 2026, Emirati employees must earn at least AED 6,000 a month to count for Emiratisation.MoHRE Emiratisation rules (minimum raised to AED 6,000 from 1 January 2026)
Income taxNo personal income tax on employment pay. The employer withholds nothing. Individuals are not taxed on salary in 2026.UAE Federal Tax Authority; no PIT law
Mandatory 13th month or bonusNone by law. Annual bonuses and profit-sharing are contractual. Many employers add an annual air ticket and housing allowance by contract.No statutory bonus in Decree-Law 33/2021
Wage Protection SystemSalary must be paid by transfer through a WPS-registered bank or exchange house in AED, on the dates in the contract. Delay beyond 15 days after due date is a violation.Art. 22 Decree-Law 33/2021; Art. 1 Ministerial Resolution 598/2022 (WPS)
DeductionsAllowed only for listed reasons (loan, damage, fines) and capped, commonly stated at 50% of wage in total. Unlawful deductions are void.Art. 25 Decree-Law 33/2021 (total deductions capped at 50% of wage)
PayslipEmployer should issue a payslip and keep WPS evidence. No unified payslip format is prescribed by statute in the text reviewed.Art. 22 Decree-Law 33/2021; Ministerial Resolution 598/2022 (WPS)
Basic vs allowancesBasic wage drives gratuity and overtime pay. Allowances such as housing and transport are part of total wage but are not included in gratuity unless the contract says so.Art. 1 and Art. 51 Decree-Law 33/2021
Working time
Daily and weekly limits8 hours per day and 48 hours per week. Companies can average hours over a period if the contract states it. Ramadan hours are shortened by 2 hours per day.Art. 17 Decree-Law 33/2021
OvertimeUp to 2 extra hours per day, with total hours not above 144 in 3 weeks. Paid at normal rate plus at least 25%; 50% if worked between 10pm and 4am (with some exceptions).Art. 19 Decree-Law 33/2021
BreaksA break of at least one hour after no more than 5 consecutive hours. The break is not counted as work time.Art. 17 Decree-Law 33/2021
Weekly restAt least one paid rest day per week. Federal government uses a Saturday and Sunday weekend; private employers set their own days, often Friday plus Saturday or Sunday.Art. 21 Decree-Law 33/2021
Night workNight is 10pm to 4am. Night work attracts at least 50% extra pay. Women can work nights in most roles under the decree-law with conditions.Art. 19 Decree-Law 33/2021
Public holiday workWorking a public holiday gives a day off in lieu or pay of normal wage plus 50%. Free zones (DIFC, ADGM) have their own formulas.Art. 28 Decree-Law 33/2021
Leave and absences
Annual leave30 calendar days per year after one year of service; 2 days per month between 6 and 12 months. Can be taken in parts with employer agreement. DIFC and ADGM give 20 working days.Art. 29 Decree-Law 33/2021; Art. 27 DIFC Employment Law; ADGM Employment Regulations 2024
Sick leaveUp to 90 days per year after probation: first 15 days full pay, next 30 days half pay, next 45 days unpaid. A medical report is needed. Pay after 3 months of service rules vary in free zones.Art. 31 Decree-Law 33/2021
Maternity60 days: 45 days full pay and 15 days half pay. Up to 45 further days unpaid for illness linked to birth. Paternity leave of 5 working days within 6 months of birth.Arts. 30 and 32 Decree-Law 33/2021
Other leaveBereavement: 5 days for a spouse, 3 days for other close relatives. Study leave: up to 10 days a year after 2 years of service. Parental and unpaid Hajj leave exist.Arts. 32 and 33 Decree-Law 33/2021
Notes on payAnnual leave pay uses basic wage only. Unused leave can be paid out on termination based on the wage. Carry-over beyond one year is limited by employer policy.Art. 29 Decree-Law 33/2021
Statutory minimum paid leave, in weeks
How United Arab Emirates compares with the other markets in this guide, for a 5-day week. Each country has its own verified figure.
Saudi Arabia3 weeks
Qatar3 weeks
United Arab Emirates4.3 weeks
Public holidays 2026
National days plus regional days. Hover a dot to see its name.
JFMAMJJASOND
Thu 1 JanNational
New Year's DayThu 19 MarNational
Eid al Fitr, day 1 (estimated)Fri 20 MarNational
Eid al Fitr, day 2 (estimated)Sat 21 MarNational
Eid al Fitr, day 3 (estimated)Tue 26 MayNational
Arafat Day (estimated)Wed 27 MayNational
Eid al Adha, day 1 (estimated)Thu 28 MayNational
Eid al Adha, day 2 (estimated)Fri 29 MayNational
Eid al Adha, day 3 (estimated)Tue 16 JunNational
Islamic New Year (estimated, 16 or 17 June)Tue 25 AugNational
Prophet Muhammad's Birthday (estimated)Wed 2 DecNational
National Day (Eid Al Etihad), day 1Thu 3 DecNational
National Day (Eid Al Etihad), day 2Islamic holidays follow moon sighting and may shift by one day; the Cabinet can move non-festive holidays to the start or end of a week. Eid al Fitr may run 4 days if Ramadan has 30 days. Private-sector and free-zone calendars follow federal announcements.
Notice periods set by the employer
Hover a row. Bars are drawn to scale.
Probation (up to 6 months)14 days written notice by the employer
Under 1 yearContract notice, minimum 30 days
1 to 5 yearsContract notice, 30 days minimum, up to 90 days
1 to 5 years (typical)60 days is common for senior roles
5 years or moreStill contract notice; 30 days minimum
Maximum by law90 days (3 months)
Notice is set in the contract between 30 and 90 days and applies equally to both sides, in writing. Payment in lieu of notice is allowed. Immediate dismissal without notice is allowed only for the serious grounds in the law. DIFC and ADGM set notice by tenure.
Rules for ending an employment
FormWritten notice stating the reason. Employer terminates with the notice set in the contract. MoHRE must be informed so the permit is cancelled.Art. 43 Decree-Law 33/2021
Valid reasonsEmployer needs a lawful reason (not arbitrary). Dismissal without notice is allowed in listed cases such as serious misconduct, violence, forgery, absence over 20 days or 10 consecutive days.Art. 44 Decree-Law 33/2021
Arbitrary dismissalIf a tribunal finds dismissal arbitrary, compensation is up to 3 months of total wage, depending on the circumstances.Art. 47 Decree-Law 33/2021
Gratuity21 days of basic pay per year for years 1 to 5, 30 days per year after. Maximum is 2 years of basic pay. Under one year of service gives none. Paid within 14 days after end.Art. 51 Decree-Law 33/2021
Special protectionEmployer cannot dismiss for filing a good-faith complaint or for sick leave within the legal limit. Pregnancy and maternity dismissals are restricted. Exact protections not mapped in full.Art. 47 Decree-Law 33/2021
Collective dismissals and closureEmployer may end contracts for economic or structural reasons, with notice and gratuity. Formal collective-redundancy thresholds and union consultation are not set in the federal law.Art. 47 Decree-Law 33/2021
With FreelanX EOR, ending an employment is run by FreelanX EOR under local law, and the process is agreed with you before any step.
Six signals checked by the authorities
No single signal decides. Authorities and courts weigh the whole picture and look at how the work is really done, not only at the contract.
Source for the criteria: No codified test; the employment relationship is defined in Art. 1 Decree-Law 33/2021 (employer, employee, wage). Tribunals look at the facts of each case. Confirm with a local lawyer for a specific case.
Getting certainty on the status
How to check the status in advance, or what happens in an audit.
1Check the licence
Ask for a valid freelance permit, free-zone licence or trade licence. Check it on the issuer's portal.
2Write the contract
Use a services agreement with deliverables, fee and independence terms. Avoid fixed hours and exclusivity unless intended.
3Pay by invoice
Pay invoices, not salary through WPS. Keep invoices and proof of delivery.
4Escalate long engagements
If the person works full-time for you for a long period, consider hiring through a local employer with a permit.
There is no binding ruling mechanism for status. In a MoHRE complaint or court claim the tribunal reviews the facts and can treat the relationship as employment.
What a reclassification can cost
Back-payment of contributions, penalties and, in some countries, personal liability.
1 year
Labour claims are time-barred one year after the right arose.
Art. 54 Decree-Law 33/2021
Fines
Employing a worker without a valid permit carries a fine of AED 100,000 to AED 1,000,000 since Decree-Law 9/2024.
Art. 60 Decree-Law 33/2021 as amended by Federal Decree-Law 9/2024
Back pay
If treated as employee, claims can include gratuity, annual leave and notice pay for the full period.
Arts. 29, 43, 51 Decree-Law 33/2021
Permit block
Repeated violations lower the company's MoHRE classification and can block new permits.
Cabinet Resolution 18/2022 on the classification of establishments
Freelance permits and self-employment
MoHRE freelance permitIndividuals can obtain a freelance or self-employed permit from MoHRE or a free zone, for services to several clients. It does not make the holder an employee of the client.MoHRE freelance (self-employment) work permit
Free-zone freelance visasFree zones such as Dubai Internet City and others offer freelance licences with residence visa for the holder. Cost and rules vary by zone.Rules of each free-zone authority
TaxesNo personal income tax. A freelancer with taxable turnover above AED 375,000 may need VAT registration (5%) and corporate tax if licensed as a business; check 2026 rules.UAE VAT Law (Decree-Law 8/2017); Corporate Tax Law (Decree-Law 47/2022) and Cabinet Decision 49/2023 on natural persons
Work with independents in United Arab Emirates, with the paperwork handled
FreelanX Contractors: from $19 per month. FreelanX Contractors+ from $279.
Work permits: key figures
Where a figure is from a past year, the text says so.
2 years
Typical residence visaEmployer-sponsored work permit and residence visa are normally valid 2 years onshore and renewable.
10 years
Golden VisaLong-term residence for investors, specialised talents and some high earners, without a sponsor employer.
Work permits in practice
Main permitMoHRE work permit and employment entry/residence visa, sponsored by a UAE-licensed employer. Medical test, Emirates ID and visa stamping follow.MoHRE; Federal Authority for Identity, Citizenship (ICP)
Golden Visa10-year residence for qualifying categories such as high earners (reported minimum around AED 30,000 per month), skilled professionals, investors and specialised talents.ICP Golden Visa rules (skilled professionals: salary of at least AED 30,000 per month)
Green Visa5-year residence for skilled employees, freelancers and self-employed people, without an employer sponsor. Thresholds apply, such as a bachelor's degree and, for skilled employees, a salary of at least AED 15,000 per month.Cabinet Resolution 65/2022
Free-zone visasDIFC, ADGM and other free zones issue visas for staff of licensed entities with their own authority. Staff can usually work only within the free zone entity.DIFC and ADGM authority rules
FamilyResidents earning at least AED 4,000 per month, or AED 3,000 with accommodation provided, can sponsor spouse and children.ICP; UAE family sponsorship requirements
Health insuranceMandatory in Dubai (Law 11 of 2013) and Abu Dhabi (Law 23 of 2005); employer insures employees at least with a basic plan. Other emirates have different rules.Dubai Law 11/2013; Abu Dhabi Law 23/2005
EmiratisationCompanies with 50+ employees add 2% Emiratis in skilled jobs per year, to 10% by end 2026, with a 1% half-year target at 30 June. Contributions are charged for shortfalls from 1 July.MoHRE Emiratisation resolutions
GPSSASocial security for UAE and GCC nationals only: employer 12.5%, employee 5%, state 2.5%, on a capped salary. Expatriates are not covered. Abu Dhabi has its own fund.Federal Law 7 of 1999 (members registered before the 2023 reform); Federal Decree-Law 57/2023 for new members, with a contribution salary of AED 3,000 to AED 70,000 in the private sector
GCC nationals have the right to work without a work permit in many cases but are covered by GPSSA. A voluntary savings scheme (Cabinet Resolution 96 of 2023) lets onshore employers replace gratuity with fund contributions of 5.83% or 8.33% of basic pay.
Main sources
The law or official source behind each key point, as of October 2026.
TopicSource
Fixed-term contracts and 3-year maximumArt. 8 Decree-Law 33/2021; legal commentary
Probation 6 months, 14 days noticeArt. 9 Decree-Law 33/2021
Notice 30 to 90 daysArt. 43 Decree-Law 33/2021
Gratuity 21/30 days, 2-year capArt. 51; u.ae page
Savings scheme (Cabinet Res. 96/2023) ratesAlert on the resolution read in full
DIFC DEWS ratesDIFC Employment Law amendment 2019
Annual leave 30 daysArt. 29 Decree-Law 33/2021
Sick leave 15/30/45 structureArt. 31
Maternity 60 days, paternity 5 daysDecree-Law 33/2021
Working hours 48/week and overtimeArts. 17 and 19
Emiratisation targets 2026MoHRE / WAM, law-firm alert
Emiratisation contribution amountsMoHRE
Public holidays 2026Morgan Lewis; Gulf News (expected dates)
Non-compete (Art. 10, 2 years)Art. 10 Decree-Law 33/2021
General information, updated monthly. It is not legal advice: for a decision, talk to us or to your counsel.
What to watch
Rules that are changing, or that vary by region or sector.
- Emiratisation contributions rise each year. In 2026 a company that misses its target pays AED 10,000 a month (AED 120,000 a year) for each Emirati not hired, charged from 1 July for the first-half target.
- Employers licensed in the DIFC or ADGM free zones follow their own employment laws, which differ from the federal Labour Law on leave, notice and end-of-service pay.
- Long-term visa salary thresholds are set by the authorities and can change: currently AED 30,000 a month for a Golden Visa as a skilled professional and AED 15,000 for a Green Visa as a skilled employee.
- Islamic holiday dates depend on moon sighting. The government confirms the exact days shortly before each holiday.
Changelog
Oct 2026Guide rebuilt for United Arab Emirates with 2026 figures and sources.United Arab Emirates
Next reviewJanuary 2027, when new yearly rates are published.Planned
Hire in Saudi Arabia, start to finish
FreelanX EOR is the legal employer in Saudi Arabia. We issue the contract, run payroll and declarations, and you manage the work day to day.
1Request
Tell us the role, salary and start date.
2Contract
Saudi Arabia employment contract and written terms prepared.
3Registrations
Tax, social security and insurance registrations.
4Start date
Your collaborator starts, on payroll from day one.
5–20 days in totalfor GCC with FreelanX EOR. The exact time depends on how fast documents arrive.
One national law
The Labor Law applies in the whole Kingdom. The 2025 amendments took effect on 19 February 2025 and changed probation, notice and leave.
Written contract on Qiwa
Contracts are written and recorded on the Qiwa platform. A contract missing from Qiwa can block permits and weaken Saudization status.
No personal income tax
Employees pay no income tax on salary, so there is no withholding. Social insurance and the expatriate levy are the main payroll costs.
Expatriate employer costs
The employer pays 2% GOSI, the SAR 800 monthly levy, the iqama fee and health insurance. It may not deduct the levy from pay.
End-of-service award
Half a month of last wage per year for the first 5 years, one month per year after. Resignation reduces the award by tenure.
Saudization (Nitaqat)
Each employer gets a colour band from its share of Saudi staff. A Red band blocks new visas and permit renewals.
Five mistakes to avoid
The ones we see most often when a team hires in Saudi Arabia for the first time.
Contract not matching Qiwa
Contract terms must match what is recorded on Qiwa. Paper terms that differ can be ignored in a dispute and can hurt permit services.
Labor Law Art 51; HRSD Qiwa rules (April 2026 update)Using Article 80 without proof
Dismissal without notice or award is only for the listed grounds, after due process. A wrong use leads to Art 77 compensation of at least 2 months of wage.
Labor Law Art 77, 80, 81Late or wrong final settlement
All entitlements are due within 7 days after the employer ends the contract and 14 days after resignation. Delay brings claims and Mudad flags.
Labor Law Art 88Treating a long-term freelancer as independent
Full-time, supervised work paid monthly is employment whatever the contract says. The Freelance Document is only for Saudi nationals.
Labor Law Art 2; HRSD freelance programmeDeducting levy or late wages
The levy and iqama fees are employer costs and cannot be taken from wages. Wages must go through Mudad, and late payment is monitored.
Labor Law Art 90-91; WPS rulesContract rules that matter
Form of contractWritten, in Arabic (a translation may be added), with two copies. It is recorded on Qiwa. Without a written contract the worker can prove terms by any means.Labor Law Art 51
ProbationMust be stated in the contract. Maximum 180 days in total since the 2025 amendment (before: 90 days, extendable to 180). No notice, award or compensation if ended in probation.Labor Law Art 53 (amended 2025)
Second probationA second probation with the same employer is barred, unless the job differs and both agree in writing, or 6 months have passed since the earlier employment ended.Labor Law Art 54
Fixed-term and indefiniteFixed-term contracts end on the agreed date and renew for the same period if work continues. For non-Saudis a contract with no term counts as 1 year and renews automatically.Labor Law Art 55-56 (amended 2025)
Resignation of fixed-term workerSince 2025 a worker may resign from a fixed-term contract by written notice on Qiwa. The employer may accept, delay up to 60 days, or reject, and must reply within 30 days.Labor Law Art 75 and 2025 amendments
Accommodation and transportThe employer must provide housing and transport or pay an allowance for them. The amendment sets no statutory amount.Labor Law Art 37 (amended 2025)
Non-competeAllowed only in writing, limited in time (maximum 2 years), place and type of work, and only if the work gives access to clients or secrets.Labor Law Art 83
Equal treatmentDiscrimination on gender, age, nationality, disability and similar grounds is banned. Employers must adopt anti-discrimination rules and Saudi training policies.Labor Law Art 3 and 2025 amendments
Employer cost simulator
Pick a salary. Figures use the current rates and ceilings for a standard professional salary. Estimates, not a quote.
Gross yearly salary (SAR)
Employer share of statutory contributions
SAR 7,404
6.2% of gross salary
Estimated total employer cost
SAR 137,654 – SAR 137,654
Gross salary + contributions + other employer costs (SAR 10,250 to SAR 10,250)
GOSI occupational hazards (all employees)
Employer only, on basic pay plus housing, ceiling SAR 45,000 per month. This is the only GOSI item for expatriates.
SAR 2,400End-of-service award accrual
Half a month of last wage per year (1/24) for the first 5 years, then 8.33% (1/12). An accrual, not a payment to an agency. Paid on exit.
SAR 5,004Employer share of statutory contributions
SAR 11,106
6.2% of gross salary
Estimated total employer cost
SAR 201,356 – SAR 201,356
Gross salary + contributions + other employer costs (SAR 10,250 to SAR 10,250)
GOSI occupational hazards (all employees)
Employer only, on basic pay plus housing, ceiling SAR 45,000 per month. This is the only GOSI item for expatriates.
SAR 3,600End-of-service award accrual
Half a month of last wage per year (1/24) for the first 5 years, then 8.33% (1/12). An accrual, not a payment to an agency. Paid on exit.
SAR 7,506Employer share of statutory contributions
SAR 14,808
6.2% of gross salary
Estimated total employer cost
SAR 265,058 – SAR 265,058
Gross salary + contributions + other employer costs (SAR 10,250 to SAR 10,250)
GOSI occupational hazards (all employees)
Employer only, on basic pay plus housing, ceiling SAR 45,000 per month. This is the only GOSI item for expatriates.
SAR 4,800End-of-service award accrual
Half a month of last wage per year (1/24) for the first 5 years, then 8.33% (1/12). An accrual, not a payment to an agency. Paid on exit.
SAR 10,008Employer share of statutory contributions
SAR 22,212
6.2% of gross salary
Estimated total employer cost
SAR 392,462 – SAR 392,462
Gross salary + contributions + other employer costs (SAR 10,250 to SAR 10,250)
GOSI occupational hazards (all employees)
Employer only, on basic pay plus housing, ceiling SAR 45,000 per month. This is the only GOSI item for expatriates.
SAR 7,200End-of-service award accrual
Half a month of last wage per year (1/24) for the first 5 years, then 8.33% (1/12). An accrual, not a payment to an agency. Paid on exit.
SAR 15,012Employer share of statutory contributions
SAR 29,616
6.2% of gross salary
Estimated total employer cost
SAR 519,866 – SAR 519,866
Gross salary + contributions + other employer costs (SAR 10,250 to SAR 10,250)
GOSI occupational hazards (all employees)
Employer only, on basic pay plus housing, ceiling SAR 45,000 per month. This is the only GOSI item for expatriates.
SAR 9,600End-of-service award accrual
Half a month of last wage per year (1/24) for the first 5 years, then 8.33% (1/12). An accrual, not a payment to an agency. Paid on exit.
SAR 20,016Saudi nationals add annuities 9% (10% from 1 July 2026 for those who entered the system on or after 3 July 2024) and unemployment (SANED) 0.75% on the same base. Health insurance premiums and allowances are not included.
Pay and contribution rules
Minimum wageNo general statutory minimum in the private sector. SAR 4,000 per month is the level at which a Saudi counts fully for Nitaqat. Lower paid Saudis count less.HRSD Nitaqat rules: a Saudi paid SAR 3,000 to under SAR 4,000 counts as half; below SAR 3,000 does not count
Income tax withholdingNo personal income tax on salary for anyone. Zakat or corporate tax and VAT (15%) apply to the business, not to the employee.Income Tax Law; ZATCA
13th month and profit sharingNo statutory 13th or 14th month and no mandatory profit sharing. Any bonus follows the contract. Fixed bonuses count in the wage base for the end-of-service award.Labor Law Art 2, 84, 95
Payroll cycle and WPSWages are paid in SAR at least monthly by bank transfer. Employers upload the WPS file on Mudad within 30 days of the due date (60 days before 1 March 2025).Labor Law Art 90; HRSD WPS rules
Wage deductionsDeductions are limited by law and need a lawful ground. The employer may not take the levy, work permit or iqama fees from pay.Labor Law Art 91-92
Overtime payHourly wage plus 50% of the basic wage for each overtime hour. With the worker's written consent, paid days off may replace overtime pay.Labor Law Art 107 (amended 2025)
Payslip and recordsPay is recorded through Mudad and bank records under the Wage Protection Program.WPS rules
Working time
Standard hoursMaximum 8 hours a day or 48 hours a week. Some trades may go to 9 or down to 7 hours by ministerial decision.Labor Law Art 98-99
RamadanFor Muslim employees actual hours fall to 6 hours a day or 36 hours a week during Ramadan.Labor Law Art 98
Breaks and presenceA break of at least 30 minutes is required after 5 continuous hours. Time at the workplace may not exceed 12 hours a day.Labor Law Art 101
Weekly restAt least 24 hours of weekly rest, normally Friday. Many private employers also give Saturday off.Labor Law Art 104
OvertimePaid at the hourly wage plus 50% of basic wage. All hours worked on public holidays count as overtime. Time off in lieu needs the worker's consent.Labor Law Art 107
Exempt staffSenior managers who control their own time, and some other roles, are outside the working hour rules.Labor Law Art 100-101, 114
Leave and absences
Annual leaveAt least 21 days a year, 30 days after 5 consecutive years. Cannot be waived or paid out during employment. Untaken leave is paid at exit.Labor Law Art 109-111
Sick leaveUp to 120 days a year: 30 days at full pay, 60 days at 75%, 30 days unpaid. A medical certificate from a recognised provider is needed.Labor Law Art 117
Maternity and paternityMaternity is 12 weeks on full pay since February 2025, with 6 weeks mandatory after birth. Paternity is 3 paid days within the first 7 days after birth.Labor Law Art 151, 113 (amended 2025)
Marriage and bereavement5 days for marriage. 5 days on the death of a spouse, parent or child. 3 days on the death of a sibling (added 2025). All paid.Labor Law Art 113 (amended 2025)
Hajj and exam leaveHajj leave of 10 to 15 days, once in service, after 2 years with the employer. Paid exam leave exists for study cases.Labor Law Art 114, 115
Statutory minimum paid leave, in weeks
How Saudi Arabia compares with the other markets in this guide, for a 5-day week. Each country has its own verified figure.
Saudi Arabia3 weeks
Qatar3 weeks
United Arab Emirates4.3 weeks
Public holidays 2026
National days plus regional days. Hover a dot to see its name.
JFMAMJJASOND
Sun 22 FebNational
Founding DayThu 19 MarNational
Eid al-Fitr holiday, day 1 (estimated, 29 Ramadan 1447)Fri 20 MarNational
Eid al-Fitr, 1 Shawwal 1447 (estimated)Sat 21 MarNational
Eid al-Fitr holiday, day 3 (estimated)Sun 22 MarNational
Eid al-Fitr holiday, day 4 (estimated)Tue 26 MayNational
Arafat Day, 9 Dhu al-Hijjah 1447 (estimated)Wed 27 MayNational
Eid al-Adha, 10 Dhu al-Hijjah 1447 (estimated)Thu 28 MayNational
Eid al-Adha holiday, day 2 (estimated)Fri 29 MayNational
Eid al-Adha holiday, day 3 (estimated)Wed 23 SepNational
Saudi National DayEid dates follow moon sighting and are announced a day or two before. The private sector gets at least 4 days for each Eid. Dates here are estimates. Holidays on Friday or Saturday may get a substitute day by decision.
Notice periods set by the employer
Hover a row. Bars are drawn to scale.
Probation (up to 180 days)No notice, either side
Indefinite contract, monthly pay, any tenure60 days employer notice
Indefinite contract, non-monthly pay30 days from either side
Employee notice, monthly pay (since 2025)30 days
Fixed-term contract, expiry at termEnds on the agreed date, no notice
Fixed-term, employee resignation requestEmployer may delay up to 60 days
Termination for Art 80 groundsNone, if the ground is proven
Notice must be written and, for termination, recorded on Qiwa. If notice is not given, the wage for the missing days is owed (Art 76). During the employer's notice the worker may take one paid day or 8 hours a week to seek work (Art 78).
Rules for ending an employment
Form and groundWritten notice with a valid reason. Valid grounds include agreement, contract expiry, resignation, economic or closure reasons and the Art 80 cases. Qiwa records the end.Labor Law Art 74, 75
Without notice or award (Art 80)Listed cases include fake identity or documents, serious breach after warning, assault, unexcused absence over set limits, disclosure of secrets and offences against honour. In these cases the employer can end the contract without notice, compensation or end-of-service award.Labor Law Art 80
Termination without valid reasonCompensation of 15 days of wage per year of service (indefinite) or the rest of the term (fixed-term), at least 2 months of wage, on top of the award and notice pay.Labor Law Art 77 (amended 2025)
End-of-service awardHalf a month of last wage per year for the first 5 years, one month per year after, pro rata for part years. Included wage is basic pay plus fixed allowances.Labor Law Art 84
Award on resignationUnder 2 years: none. 2 to under 5 years: one third. 5 to under 10 years: two thirds. 10 years or more: full. Women resigning after marriage or childbirth within set periods get the full award.Labor Law Art 85, 87
Final settlementAll dues within 7 days after the employer ends the contract and within 14 days after the worker resigns. Unpaid amounts can be sued before the labour court.Labor Law Art 88
Collective or economic terminationDismissal for economic reasons or closure needs prior notice and a set process. Collective dismissals of Saudi staff need prior notice to HRSD and its review. Saudi staff are protected first.Labor Law Art 74; HRSD rules on collective dismissal of Saudis
With FreelanX EOR, ending an employment is run by FreelanX EOR under local law, and the process is agreed with you before any step.
Six signals checked by the authorities
No single signal decides. Authorities and courts weigh the whole picture and look at how the work is really done, not only at the contract.
Source for the criteria: Labor Law Art 2 (definition of worker: work under the employer's management or supervision for a wage). Courts look at the real relationship, not the label. Confirm with a local lawyer for a specific case.
Getting certainty on the status
How to check the status in advance, or what happens in an audit.
1Confirm who can be a freelancer
Saudi nationals can hold a Freelance Document from HRSD (freelance.sa). Foreign individuals in the Kingdom generally cannot freelance on a work iqama.
2Contract for a result
Write a services contract with deliverables, milestones, a fee per project and no set hours. Do not give a company title or email.
3Avoid employee features
Do not control working time, require exclusivity or pay a fixed monthly sum. Keep invoices and proof the contractor works for others.
4If audited or claimed against
A labour office or the labour court looks at the real facts. If it finds employment, the worker may claim award, leave and GOSI arrears.
A contractor outside the Kingdom, paid from abroad, is outside the Labor Law but payments to non-residents can carry Saudi withholding tax (5% to 20% by type; 5% for technical and consulting services). Get local advice before paying.
What a reclassification can cost
Back-payment of contributions, penalties and, in some countries, personal liability.
Employee status
The worker is treated as an employee with annual leave, sick pay, overtime and notice rights, and the Art 77 and 84 rules.
Labor Law Art 2, 77, 84
End-of-service award
A back-claim for the award over the whole period of work, calculated on the last wage.
Labor Law Art 84
GOSI arrears
Unpaid GOSI contributions can be assessed for the period worked, plus late-payment penalties.
Social Insurance Law
Fines and permits
Labour inspection fines per worker, and limits on visas, permit renewals and Saudization status if the contract is not on Qiwa.
Labor Law and HRSD schedule of violations and penalties
Freelance Document and self-employed contractors
Freelance DocumentFor Saudi citizens aged 18 to 60 only. Free, valid for 1 year and renewable. One document per profession, up to 5. Issued through freelance.sa with an Absher account.HRSD freelance programme; Qoyod guide
What it allowsContracting with entities, a separate bank account and optional GOSI subscription. It does not replace a commercial register. Holders cannot import goods.HRSD freelance programme
VATRegistration is mandatory above SAR 375,000 of annual taxable supplies and voluntary from SAR 187,500. E-invoicing applies once registered.VAT Implementing Regulations; ZATCA
Work with independents in Saudi Arabia, with the paperwork handled
FreelanX Contractors: from $19 per month. FreelanX Contractors+ from $279.
Work permits: key figures
Where a figure is from a past year, the text says so.
SAR 800
Expatriate levy, per monthEmployer cost for each expatriate on its permit (about SAR 9,600 a year). Cannot be deducted from pay.
SAR 650
Iqama fee, 12 monthsResidence permit fee. Usually paid by the employer. Dependants add SAR 400 per month each.
Work permits in practice
Who needs a permitAll non-Saudis need an employer-sponsored work visa and iqama. A business or visit visa does not allow work. GCC nationals have some equal-treatment rights but still use Qiwa.Labor Law Art 33; Residency Law
RouteEmployer gets a work visa authorisation on Qiwa, then MOFA visa stamping, entry, medical test, biometrics and iqama. Timing varies by case.Qiwa and Absher procedures
QualificationsDegrees are usually attested and some professions need accreditation. Requirements depend on the profession.HRSD and Qiwa visa rules
Nitaqat linkA Medium Green band or above can get new visas and renewals. A Red band cannot. Low Green may limit new visas or profession changes.Nitaqat programme (HRSD)
Job mobilitySince 2025 a foreign employee may move to another employer if the first employer breaches the law. Terminations are recorded on Qiwa to release the permit.Labor Law Art 40 and 2025 amendments
Health insuranceEmployers must provide a CCHI-approved health policy for expatriate employees and their dependants. Cover and premium depend on the policy chosen.Cooperative Health Insurance Law
Premium ResidencyA long-term residence not tied to one employer, for talent, investors and property owners. Holders can work in the private sector and change employers.Premium Residency Centre
Regional HQ programmeA regional HQ licence from MISA brings 0% corporate tax on eligible income for up to 30 years, a 10-year Saudization exemption and unlimited visas. At least 15 staff are required.ZATCA RHQ rules 2024; MISA
Dependants of an iqama holder need a family visa subject to salary and job conditions. Fees and processing times change often, so confirm on Qiwa and Absher before committing to a start date.
Main sources
The law or official source behind each key point, as of October 2026.
TopicSource
2025 Labor Law amendments, effective 19 February 2025Roedl, Pinsent Masons
Probation 180 days (Art 53)Saudi Labour Law, Art. 53
Notice 60 days employer, 30 days employee (Art 75)Roedl, Pinsent Masons
End-of-service award (Art 84, 85)Skuad, RemotePass
Annual leave 21 and 30 days (Art 109)Saudi Labour Law, Art. 109
Working hours 8/48 and Ramadan 6/36 (Art 98)HRSD knowledge centre page
Sick leave 30/60/30 (Art 117)Skuad
GOSI rates for Saudis and 2% for expatriatesZoho, GreytHR, RemotePass, Lockton
GOSI step-up for new entrants (10% from July 2026)Zoho and Lockton schedule
Expatriate levy SAR 800 and iqama SAR 650Etqan law firm; ksaexpats calculator
Article 77 compensation (15 days per year, min 2 months)Etqan
Article 80 effect on end-of-service awardMondaq: no award in Art 80 cases
Public holidays 2026 and Hijri datesZenHR, Skuad (dates differ by a day)
Freelance Document (Saudis only, free, 1 year)Qoyod, Argaam, RemotePass
Regional HQ programme incentivesDLA Piper, ZATCA rules summary
WPS: Mudad file within 30 daysSkuad, RemotePass
General information, updated monthly. It is not legal advice: for a decision, talk to us or to your counsel.
What to watch
Rules that are changing, or that vary by region or sector.
- GOSI pension contributions for Saudis who joined the system on or after 3 July 2024 rise by 0.5 point a year for both employer and employee: 10% each from 1 July 2026, up to 11% from July 2028.
- Saudisation quotas under the updated Nitaqat programme rise in phases from April 2026 to 2028 and vary by sector and job. A Saudi earning SAR 4,000 or more a month counts in full, between SAR 3,000 and SAR 4,000 as half.
- Labour Law amendments in force since February 2025 extended maternity leave to 12 weeks on full pay.
- Eid dates follow moon sighting. The ministry announces the private-sector Eid holiday, at least 4 days for each Eid, shortly before.
Changelog
Oct 2026Guide rebuilt for Saudi Arabia with 2026 figures and sources.Saudi Arabia
Next reviewJanuary 2027, when new yearly rates are published.Planned
Hire in Qatar, start to finish
FreelanX EOR is the legal employer in Qatar. We issue the contract, run payroll and declarations, and you manage the work day to day.
1Request
Tell us the role, salary and start date.
2Contract
Qatar employment contract and written terms prepared.
3Registrations
Tax, social security and insurance registrations.
4Start date
Your collaborator starts, on payroll from day one.
5–20 days in totalfor GCC with FreelanX EOR. The exact time depends on how fast documents arrive.
Written, authenticated contract
The contract must be in writing, in three copies, and authenticated by the Ministry of Labour. A model form is used onshore.
Non-discriminatory minimum wage
QAR 1,000 basic for all workers and nationalities, plus QAR 300 food and QAR 500 housing if the employer does not provide them.
Wages through WPS
Wages must be paid in QAR into a Qatar bank account via WPS. From 8 Sep 2026 monthly pay is due on the 1st and transferred within 7 days.
No NOC to change jobs
Workers may move to a new employer without the old employer's NOC, but contractual notice must still be served.
End-of-service gratuity
At least 3 weeks of basic pay per year of service after 1 full year, paid at the end of the contract.
Health cover and Qatarisation
Employers must fund compulsory health insurance for expatriates. Qatari nationals must be prioritised when hiring, and have separate social insurance.
Five mistakes to avoid
The ones we see most often when a team hires in Qatar for the first time.
Late or off-system pay
Paying outside WPS or after the 7-day window after the due date attracts Ministry sanctions and can block new work permits.
Ministerial Decision No. 50 of 2026 (WPS); Law 14/2004Unauthenticated contract
A contract not authenticated by the Ministry is not on the standard record. The worker can prove terms by any means, which favours the worker.
Law 14/2004 (contract chapter)Treating the QFC rules as onshore rules
QFC Employment Regulations differ on notice, leave and sick pay. Check where the legal entity is licensed before drafting.
QFC Employment Regulations 2005, as amendedDismissal without notice or cause
Skipping notice means paying basic wage for the notice period. Arbitrary dismissal can lead to a damages claim.
Law 14/2004 notice and dismissal provisionsUsing the wrong gratuity base
Gratuity uses the last basic wage and pro rata for part years. Unpaid gratuity is a common claim at the labour committees.
Law 14/2004 (end-of-service)Contract rules that matter
Form of contractWritten, three copies, authenticated by the Ministry of Labour. It states employer, worker, start date, job, any fixed term and wage. Without a written contract the worker can prove terms by any means.Law 14/2004 (contract chapter)
ProbationUp to 6 months, once per employer. The employer must give 1 month written notice to end it (was 3 days before 2020). A worker moving to another Qatar employer gives 1 month; leaving Qatar, the agreed notice up to 2 months.Law 14/2004 as amended by Law 18/2020
Fixed-term contractsMaximum 5 years, renewable. If both sides keep working after expiry without a new agreement, it becomes open-ended on the same terms and service counts from day one.Law 14/2004 (contract chapter)
Open-ended contractsAllowed. Either side can end them with notice. Written notice is needed and payment in lieu is allowed.Law 14/2004
Non-competeMaximum 2 years after the contract ends since Law No. 9 of 2026 (in force 25 July 2026; it was 1 year from 2020). It must be in writing, limited by time, place and type of work, approved by the Ministry of Labour to be enforced, and it is void if employment ends during probation.Law 14/2004 as amended by Law 18/2020
Language and templateOnshore employers use the Ministry standard contract form. Contracts must be in Arabic; a translation can be attached, and the Arabic text prevails.Ministry of Labour contract authentication service
Collective agreementsNot a significant source of terms. Labour Law terms are minimums and individual contracts govern. Worker committees exist in larger firms, but trade unions are limited.Law 14/2004
QFC employeesEmployers licensed in the QFC apply the QFC Employment Regulations instead of the Labour Law. Complaints go to the QFC Employment Standards Office.QFC Employment Regulations 2019
Employer cost simulator
Pick a salary. Figures use the current rates and ceilings for a standard professional salary. Estimates, not a quote.
Gross yearly salary (QAR)
Employer share of statutory contributions
QAR 10,386
5.8% of gross salary
Estimated total employer cost
QAR 190,386 – QAR 190,386
Gross salary + contributions + other employer costs (QAR 0 to QAR 0)
End-of-service gratuity accrual
3 weeks of basic pay per year (3/52). Applied here to total pay as a ceiling. If basic pay is lower than total pay, the real accrual is lower.
QAR 10,386Employer share of statutory contributions
QAR 17,310
5.8% of gross salary
Estimated total employer cost
QAR 317,310 – QAR 317,310
Gross salary + contributions + other employer costs (QAR 0 to QAR 0)
End-of-service gratuity accrual
3 weeks of basic pay per year (3/52). Applied here to total pay as a ceiling. If basic pay is lower than total pay, the real accrual is lower.
QAR 17,310Employer share of statutory contributions
QAR 24,234
5.8% of gross salary
Estimated total employer cost
QAR 444,234 – QAR 444,234
Gross salary + contributions + other employer costs (QAR 0 to QAR 0)
End-of-service gratuity accrual
3 weeks of basic pay per year (3/52). Applied here to total pay as a ceiling. If basic pay is lower than total pay, the real accrual is lower.
QAR 24,234Employer share of statutory contributions
QAR 34,620
5.8% of gross salary
Estimated total employer cost
QAR 634,620 – QAR 634,620
Gross salary + contributions + other employer costs (QAR 0 to QAR 0)
End-of-service gratuity accrual
3 weeks of basic pay per year (3/52). Applied here to total pay as a ceiling. If basic pay is lower than total pay, the real accrual is lower.
QAR 34,620Employer share of statutory contributions
QAR 48,468
5.8% of gross salary
Estimated total employer cost
QAR 888,468 – QAR 888,468
Gross salary + contributions + other employer costs (QAR 0 to QAR 0)
End-of-service gratuity accrual
3 weeks of basic pay per year (3/52). Applied here to total pay as a ceiling. If basic pay is lower than total pay, the real accrual is lower.
QAR 48,468Expatriates are outside social insurance. For Qatari nationals employers pay 14% (employee 7%) under the Social Insurance Law, not included above. Health insurance for expatriates is employer-paid at premium cost, not a percentage.
Pay and contribution rules
Minimum wageQAR 1,000 basic per month for all workers, plus QAR 300 food and QAR 500 housing if not provided. Employers must top up pay below this. No 2026 revision was found.Law No. 17 of 2020 (non-discriminatory minimum wage), in force 20 Mar 2021
Wage Protection SystemPay in QAR into a Qatar bank account. From 8 Sep 2026 monthly wages are due on the 1st of the month and must be transferred within 7 days. Two-weekly workers are due on the 1st of each period.Ministerial Decision No. 50 of 2026; Law 14/2004
13th month and bonusesNo statutory 13th or 14th month, and no statutory profit-sharing. Bonuses and allowances depend on the contract or company policy.Law 14/2004
Income tax withholdingNo personal income tax on salary for employees, so no withholding. Qatari employees are covered by social insurance only.Income Tax Law No. 24 of 2018 (personal salary not taxed)
Overtime and premiums125% of normal pay for day overtime or work on public holidays. 150% from 9pm to 3am or on rest days (Friday), unless time off in lieu is given. Managers are excluded.Law 14/2004 (working hours chapter)
Payslips and deductionsDeductions from wages are limited by law. Employers keep wage records and payslips. Wage payment dates are evidenced through WPS data.Law 14/2004; WPS rules
Allowances and housingWhere the employer does not provide food or housing, minimum allowances of QAR 300 and QAR 500 apply. Packages for professionals often include housing, transport and school allowances.Law No. 17 of 2020
Working time
Standard hours48 hours per week and 8 hours per day. Total including overtime may not exceed 10 hours per day.Law 14/2004 (working hours chapter)
RamadanReduced to 36 hours per week or 6 hours per day for all workers onshore. In the QFC, fasting employees work 6 hours per day.Law 14/2004; QFC Employment Regulations
Overtime125% of normal pay by day or on public holidays. 150% between 9pm and 3am or on rest days, unless time off in lieu. Managerial staff are excluded.Law 14/2004
Weekly restAt least one paid day off a week, normally Friday. Work on Friday cannot be required on more than two successive Fridays.Law 14/2004
BreaksBreaks must total 1 to 3 hours a day, and no one may work more than 5 hours in a row without a break.Law 14/2004
RecordsEmployers must keep attendance and working time records, which are inspected by the Ministry.Law 14/2004; Ministry inspections
Leave and absences
Annual leave3 weeks paid after 1 full year of service, 4 weeks after 5 years. Up to half may be carried over by request. Pay for leave is based on the contract.Law 14/2004 (leave chapter)
Sick leaveAfter 3 months of service and with a medical certificate: 2 weeks full pay, 4 weeks half pay, then up to 12 weeks unpaid. QFC: 60 working days at standard pay.Law 14/2004; QFC Employment Regulations
Maternity50 days full pay after 1 year of service, at least 35 after birth. Up to 60 more unpaid days for health reasons. Nursing break of up to 1 hour daily for a year. QFC: 14 weeks.Law 14/2004; QFC Employment Regulations
Paternity and parentalNo statutory paternity or parental leave onshore. Any such leave is by contract or policy.Law 14/2004
Hajj and other leaveOne unpaid or paid Hajj leave period of up to 2 weeks after 5 years of service, once. Dismissal is barred during Hajj, annual and maternity leave.Law 14/2004
Statutory minimum paid leave, in weeks
How Qatar compares with the other markets in this guide, for a 5-day week. Each country has its own verified figure.
Saudi Arabia3 weeks
Qatar3 weeks
United Arab Emirates4.3 weeks
Public holidays 2026
National days plus regional days. Hover a dot to see its name.
JFMAMJJASOND
Tue 10 FebNational
National Sports DayFri 20 MarNational
Eid al-Fitr (day 1, estimated), depends on moon sighting
Sat 21 MarNational
Eid al-Fitr (day 2, estimated), falls on Saturday
Sun 22 MarNational
Eid al-Fitr (day 3, estimated)Wed 27 MayNational
Eid al-Adha (day 1, estimated), depends on moon sighting
Thu 28 MayNational
Eid al-Adha (day 2, estimated)Fri 29 MayNational
Eid al-Adha (day 3, estimated), falls on Friday
Fri 18 DecNational
Qatar National Day, falls on Friday
Friday is the legal weekly rest day; many employers also give Saturday. Eid dates are estimates until announced and the break is often longer in practice. The Labour Law sets 10 paid holidays: 3 days for each Eid, National Day and 3 days chosen by the employer.
Notice periods set by the employer
Hover a row. Bars are drawn to scale.
Probation1 month written notice
Under 1 year1 month
1 to 2 years1 month
2 to 5 years2 months
5 to 10 years2 months
Over 10 years2 months
Same periods apply to the employee when moving to another Qatar employer. An employee leaving Qatar gives the agreed notice up to 2 months. Notice is written. Pay in lieu equals basic wage for the notice. QFC: 2 weeks, 1 month, 3 months by service.
Rules for ending an employment
Form and procedureWritten notice is required. Payment in lieu of notice is allowed. A dismissal letter should state the date and, ideally, the reason.Law 14/2004 as amended by Law 18/2020
Valid groundsNotice termination is allowed without a stated reason unless the worker is protected. Summary dismissal applies to gross misconduct or absence from sickness beyond 12 weeks. Redundancy is a ground since 2020.Law 14/2004; Law 18/2020
RedundancyThe employer must notify the Ministry at least 15 days before, with a written statement of reasons, numbers and timing.Law 18/2020
End-of-service gratuityAt least 3 weeks of last basic wage per year after 1 full year, pro rata for part years. Due by the end of the next working day after the contract ends.Law 14/2004 (end-of-service)
Protected periodsDismissal cannot start during annual leave, maternity-related leave or pilgrimage leave. Retaliation against complaints is not allowed.Law 14/2004
Repatriation and disputesEmployer must pay for return travel within two weeks of the end of employment, unless the worker takes a new job in Qatar. Disputes go to the labour dispute committees.Law 14/2004; Law 13 of 2017 (committees)
With FreelanX EOR, ending an employment is run by FreelanX EOR under local law, and the process is agreed with you before any step.
Six signals checked by the authorities
No single signal decides. Authorities and courts weigh the whole picture and look at how the work is really done, not only at the contract.
Source for the criteria: Art. 1 Law 14/2004 (worker is a person working for wages under the employer's direction). Confirm with a local lawyer for a specific case.
Getting certainty on the status
How to check the status in advance, or what happens in an audit.
1Check the legal capacity
Individuals normally need a work residence tied to an employer. Contract with a company holding a commercial registration, or with a licensed freelancer, where possible.
2Use a services agreement
Define deliverables, fees, term, IP and confidentiality. Do not copy an employment form.
3Avoid control signals
Do not set hours, supervise day to day or require exclusivity.
4Review before any residence step
If the person needs to live in Qatar, an employer sponsor or free-zone licence is usually needed. Take local advice.
Qatar has no formal advance ruling on contractor status. A claim is decided by the labour dispute committee on the facts. Check which licence an individual freelancer holds before engaging them.
What a reclassification can cost
Back-payment of contributions, penalties and, in some countries, personal liability.
Gratuity
A reclassified worker may claim end-of-service gratuity, leave pay and notice pay, back to the start date.
Law 14/2004
QAR 2,000 to 100,000
Fines apply to violations of the Labour Law, doubled for repeat offences, with possible imprisonment up to 1 year in some cases.
Law 14/2004 as amended by Law 18/2020
WPS and permits
Unpaid or off-system pay can block new work permits and trigger Ministry action.
Ministerial Decision No. 50 of 2026
1 year
Labour claims are time-barred one year after the contract ends.
Law 14/2004 (limitation provision)
Who may work as a self-employed person
Foreign freelancersA foreigner normally needs a residence permit through an employer or a business licence. Working for others outside that sponsorship is restricted.Law No. 21 of 2015 as amended
Business registrationSelf-employment generally needs a commercial registration with the Ministry of Commerce and Industry, or a QFC or free-zone licence.Ministry of Commerce and Industry
Social insuranceSelf-employed Qatari and GCC nationals fall under the Social Insurance Law. Expatriates do not.Social Insurance Law No. 1 of 2022
Work with independents in Qatar, with the paperwork handled
FreelanX Contractors: from $19 per month. FreelanX Contractors+ from $279.
Work permits: key figures
Where a figure is from a past year, the text says so.
6 months
Maximum probationProbation can be once with the same employer, with 1 month notice for the employer.
No NOC
Job changesForeign workers can move employers without the old employer's consent, after notice.
Work permits in practice
Main frameworkLaw No. 21 of 2015 on entry, exit and residence of expatriates, amended by Decree-Law No. 19 of 2020 (NOC and exit permit changes).Law 21/2015; Decree-Law 19/2020
Work residence permitThe employer applies for a work visa and then a residence permit, with Ministry of Labour and Ministry of Interior approvals. Medical test, biometrics and a Qatar ID are required.Ministry of Interior (Metrash2) and Ministry of Labour services
Contract authenticationThe contract is authenticated by the Ministry of Labour through its portal before the permit is issued.Ministry of Labour portal
NOC and exit permitNOC to change employer is removed. Exit permits were removed for most workers, with a small share of staff designated by the employer in limited cases.Decree-Law 19/2020
Health insuranceCompulsory for expatriates. The employer pays premiums, issues cards and shows proof when permits are issued or renewed.Law No. 22 of 2021
Family sponsorshipPossible for workers who meet the Ministry of Interior's salary and housing conditions.Law 21/2015
QFCQFC firms use the QFC Authority and the usual state permit process. QFC employment rules apply to their staff.QFC Employment Regulations
QatarisationLaw No. 12 of 2024 requires priority for Qatari jobseekers, vacancy reports within a month and six-monthly staff data. No fixed percentage is set by that law.Law No. 12 of 2024; sector targets may differ
Qatar-specific permit fees, processing times and salary thresholds change often. Confirm with the Ministry of Interior and Ministry of Labour before relying on them.
Main sources
The law or official source behind each key point, as of October 2026.
TopicSource
Labour Law 14/2004 and amendmentsLaw 18/2020
Minimum wage QAR 1,000 + allowancesLaw 17/2020 (ILO, Pinsent Masons)
2026 minimum wage statusNo revision found in searches
WPS timingMinistry of Labour
Probation 6 months, noticePinsent Masons
Notice 1 month / 2 monthsPinsent Masons, Clyde & Co (Art 49 as amended in 2020)
End-of-service gratuityLabour Law
Annual leave 3/4 weeksPinsent Masons
Sick leave 2+4+12 weeksPinsent Masons
Working hours 48 / 36Pinsent Masons
Social insurance 14% Qatari employerClyde & Co
Health insurance Law 22/2021Law 22/2021
Public holidays 2026timeanddate
Qatarisation Law 12/2024Law 12/2024
QFC regulationsPinsent Masons
General information, updated monthly. It is not legal advice: for a decision, talk to us or to your counsel.
What to watch
Rules that are changing, or that vary by region or sector.
- The minimum wage of QAR 1,000 plus food and housing allowances is reviewed by the Minimum Wage Commission. Check the Ministry of Labour for any change.
- Eid dates follow moon sighting. The Ministry of Labour announces the private-sector Eid holiday shortly before each Eid.
- Law No. 9 of 2026, in force since 25 July 2026, raises the non-compete limit to 2 years and takes part-time and freelance workers outside the Labour Law. Ministry of Labour implementing decisions are still being issued.
Changelog
Oct 2026Guide rebuilt for Qatar with 2026 figures and sources.Qatar
Next reviewJanuary 2027, when new yearly rates are published.Planned
Hire in United Arab Emirates with FreelanX EOR
From $499 per employee per month, billed yearly ($549 monthly). Onboarding in 5–20 days.
Employer cost
Statutory contributionsAED 10,494
Estimated totalAED 192,294–AED 197,694
Statutory contributionsAED 17,490
Estimated totalAED 320,490–AED 329,490
Statutory contributionsAED 24,486
Estimated totalAED 448,686–AED 461,286
Statutory contributionsAED 34,980
Estimated totalAED 640,980–AED 658,980
Statutory contributionsAED 48,972
Estimated totalAED 897,372–AED 922,572
Gross yearly salary · estimate
A question on United Arab Emirates?
We reply within 24 working hours.
Hire in Saudi Arabia with FreelanX EOR
From $499 per employee per month, billed yearly ($549 monthly). Onboarding in 5–20 days.
Employer cost
Statutory contributionsSAR 7,404
Estimated totalSAR 137,654–SAR 137,654
Statutory contributionsSAR 11,106
Estimated totalSAR 201,356–SAR 201,356
Statutory contributionsSAR 14,808
Estimated totalSAR 265,058–SAR 265,058
Statutory contributionsSAR 22,212
Estimated totalSAR 392,462–SAR 392,462
Statutory contributionsSAR 29,616
Estimated totalSAR 519,866–SAR 519,866
Gross yearly salary · estimate
A question on Saudi Arabia?
We reply within 24 working hours.
Hire in Qatar with FreelanX EOR
From $499 per employee per month, billed yearly ($549 monthly). Onboarding in 5–20 days.
Employer cost
Statutory contributionsQAR 10,386
Estimated totalQAR 190,386–QAR 190,386
Statutory contributionsQAR 17,310
Estimated totalQAR 317,310–QAR 317,310
Statutory contributionsQAR 24,234
Estimated totalQAR 444,234–QAR 444,234
Statutory contributionsQAR 34,620
Estimated totalQAR 634,620–QAR 634,620
Statutory contributionsQAR 48,468
Estimated totalQAR 888,468–QAR 888,468
Gross yearly salary · estimate
A question on Qatar?
We reply within 24 working hours.