Public Holidays in Qatar: Paid Leave & Holiday Compensation

Businesses operating in Qatar must understand how public holidays, weekly rest days, and overtime compensation work under Qatar Labour Law.

Many employers and employees are often confused about:

Are public holidays paid?
What happens if employees work during holidays?
Is overtime mandatory?
How should compensation be calculated?
What are the legal obligations for businesses?

This guide explains Qatar’s labour law regarding public holidays and employee compensation in a simple and practical way for employers, HR teams, and employees.

The information in this article is based on the official Qatar Labour Law.

Official Public Holidays in Qatar

Under Qatar Labour Law, employees are entitled to paid official holidays every year.

These holidays are officially announced by the government and apply to most private sector employees in Qatar.

The main public holidays in Qatar include:

3 working days for Eid al-Fitr
3 working days for Eid al-Adha
1 working day for National Day of Qatar
1 day for Sports Day, usually observed on the second Tuesday of February
3 additional working days specified by the employer

According to Article 78 of Qatar Labour Law, workers are entitled to annual paid holidays including Eid holidays, National Day, and other officially announced public holidays in Qatar such as Sports Day.

Are Public Holidays Paid in Qatar?

Yes.

Employees in Qatar are generally entitled to receive their normal salary during official public holidays, even if they do not work on those days.

This means:

Monthly salaried employees continue receiving full salary
The holiday is considered a paid leave day
Employers cannot deduct salary because of official holidays

Public holidays are considered part of the employee’s legal labour rights under Qatar Labour Law.

What Happens If an Employee Works During a Public Holiday?

Some businesses in Qatar cannot stop operations during holidays.

Examples include:

Restaurants and cafés
Retail stores and shopping malls
Hospitality and hotels
Security services
Healthcare facilities
Transportation companies
Construction and maintenance operations
Customer support and operational teams

If an employee is required to work during an official holiday, Qatar Labour Law requires additional compensation.

According to Article 78, if work circumstances require an employee to work during official holidays, Article 75 compensation rules apply.

How Employees Are Compensated for Working on Holidays

Under Article 75 of Qatar Labour Law:

If an employee works on their weekly rest day or official holiday, they must receive:

Another compensatory rest day
AND
Additional financial compensation

The law states that the employee should receive:

Their normal wage
PLUS
An increase of not less than 150% of the basic wage

This rule helps protect employee rights while allowing businesses to continue operations during important periods.

Example of Holiday Compensation in Qatar

To better understand how compensation works, let’s look at a simple example.

Example:

An employee earns:

Basic daily wage: 200 QAR

If the employee works during an official public holiday:

They receive their normal 200 QAR
PLUS
Additional 150% compensation

Total:

500 QAR for that holiday shift

Depending on company policy, some employers may also provide:

Another paid day off
Alternative compensation arrangements
Shift-based holiday systems

However, businesses must still comply with Qatar Labour Law requirements.

Weekly Rest Day Rules in Qatar

Employees in Qatar are entitled to:

Minimum 24 consecutive hours of weekly paid rest

Friday is usually considered the official weekly rest day for most employees.

However:

Shift workers may follow different schedules
Hospitality, retail, healthcare, and operational businesses often rotate weekly off days

Can Employees Be Required to Work on Fridays?

Yes, depending on the operational needs of the business.

If an employee works on their weekly rest day:

Another rest day must be provided
Additional compensation must apply

According to Qatar Labour Law:

Overtime Rules in Qatar

Standard Working Hours

Under Article 73:

Maximum working hours are 48 hours per week
Maximum 8 working hours per day

Working Hours During Ramadan

During Ramadan:

Working hours become 36 hours per week
Maximum 6 hours per day for eligible employees

This rule mainly applies to Muslim employees in accordance with Qatar Labour Law.

Overtime Compensation in Qatar

If employees work beyond normal working hours:

Under Article 74:

Employees must receive their normal wage
PLUS
Additional overtime pay of at least 25%

Night Shift Compensation

Employees working between:

9 PM and 6 AM

Must receive:

Basic wage
PLUS
Additional compensation of at least 50%

This may not apply to certain shift-based operational systems.

Can Employers Refuse Holiday Pay?

No.

Holiday pay and overtime rights are protected under Qatar Labour Law.

Article 4 clearly states that labour rights provided by the law are minimum legal entitlements and any agreement reducing these rights is considered invalid.

This means:

Employers cannot legally remove public holiday compensation
Employees cannot waive these rights through private agreements

Important HR Compliance Requirements

Businesses operating in Qatar should:

Maintain attendance records
Properly track overtime
Record holiday shifts
Calculate payroll accurately
Follow Wage Protection System (WPS) regulations

Authorities may inspect:

Payroll systems
Attendance records
Working hours
Employee files
Overtime calculations

Failure to comply may lead to:

Labour disputes
Financial penalties
Government fines
Operational restrictions

Best Practices for Businesses in Qatar

For Employers

Businesses should:

Create clear HR and holiday policies
Inform employees of holiday schedules early
Use attendance and payroll systems
Document overtime approvals
Ensure labour law compliance

For Employees

Employees should:

Understand their employment contract
Keep records of overtime and holiday work
Track salary payments
Communicate concerns professionally through HR departments

Common Mistakes Businesses Make

Many businesses in Qatar unintentionally violate labour law by:

Not compensating holiday work correctly
Ignoring overtime calculations
Mismanaging weekly rest days
Failing to maintain attendance records
Assuming monthly salary automatically includes holiday work

These mistakes can create legal and HR problems for companies later.

Why Understanding Qatar Labour Law Matters

Whether you are an employer or employee, understanding public holiday rights and compensation rules is essential for maintaining a healthy and legally compliant work environment.

Businesses that properly manage:

Holiday compensation
Payroll
Overtime
Attendance
Employee records

Are more likely to:

Avoid disputes
Improve employee satisfaction
Maintain government compliance
Protect business operations

Need Help Managing HR Compliance & PRO Services in Qatar?

Understanding Qatar Labour Law, holiday compensation, overtime calculations, and employee compliance requirements is essential for every business operating in Qatar.

At RCH Qatar, we help companies manage: