Qatar has enacted Law No. 9 of 2026, amending the Labour Law issued by Law No. 14 of 2004. The amendments cover the scope of the application of the Labour Law, vocational certification, noncompete clauses, the right to strike, joint committees, dismissal grounds, and enforcement powers. Employers should review their employment practices and documentation to ensure compliance.
Part-time and freelance workers are excluded from the Labour Law. However, the Council of Ministers may, on the recommendation of the Minister of Labour, extend some or all Labour Law provisions to these workers or introduce a separate regulatory framework.
A new Article 23 bis requires workers in designated vocational professions to obtain a training and examination certificate from a Ministry of Labour-accredited centre before commencing employment. The Ministry will publish the list of covered professions on its website, with further decisions to set licensing requirements and grounds for suspension or revocation.
The maximum duration of post-termination noncompete obligations has been increased from one to two years, restoring the position that existed before the 2020 amendments. The previous sector-specific limitation has also been removed.
Importantly, a noncompete clause will only be enforced following Ministry of Labour approval. Further guidance on the scope of this approval process is expected. Noncompete clauses are...
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