Probation Period in Qatar: Rules, Duration, Notice and Employee Rights

Under Qatar’s general Labour Law, the probation period cannot exceed six months and must be agreed upon in the employment contract. Article 39 of Labour Law No. 14 of 2004, as amended by Decree-Law No. 18 of 2020, also sets out the notice requirements for termination during probation and resignation.

Probation is optional, and the rules differ depending on whether an employee is changing employers in Qatar or leaving the country. This guide explains the probation period in Qatar, employee rights, notice requirements, resignation procedures, and practical steps employers can take to manage probation fairly and effectively.

Qatar’s Probation Rules Under Article 39

Article 39 of Qatar Labour Law establishes the legal framework for probation. It was amended by Decree-Law No. 18 of 2020, which introduced a maximum probation period of six months, a minimum one-month notice period for employers terminating an employee during probation, and provisions governing an employee’s departure or transfer to another employer during probation.

Is probation mandatory in Qatar?

No. The probation clause can be included in the employment contract by both employers and employees. It does not automatically exist just because the employee started working in a new firm. The terms of the probation period must be clearly stated in the employment contract. The inclusion of a probation clause in an existing employment contract may create legal issues.

What is the maximum probation period?

According to Labor Law of Qatar, probation cannot exceed six months from the date of employment of the employee. There is no maximum limit on how short a probation an employer and the employee can agree on, but it cannot be more than six months.

An employer cannot place the same employee on probation again for any reason. That is not because of the whole career of the employee, but based on his relation to that particular employer. If he gets transferred to another department, he doesn’t necessarily undergo another probation.

Can probation be extended?

According to the general Labour Law, the probation period cannot exceed six months. The employer cannot extend a six-month probation period by a seventh month just because the performance problems have not been sorted out.

In the event that the set period elapses and there is no termination, the employment proceeds on the basis of the existing contract. The law does not necessitate a letter of confirmation in all cases, but it makes sense to record the outcome.

Do contract types change the rules?

The six-month maximum applies under the general Labour Law to both fixed-term and indefinite employment contracts. The nature of the contract does not, by itself, allow a longer probation period.

Employees working under the Qatar Financial Centre (QFC) may be subject to a separate employment framework. Under Article 18 of the QFC Employment Regulations, probation cannot exceed six months, and employers must provide at least two weeks’ written notice when terminating employment during probation on the specified ground of incapability. The regulations also allow an exception to the restriction on repeat probation in certain circumstances involving cause. By comparison, Article 39 of Qatar’s general Labour Law sets a six-month maximum and requires at least one month’s notice for employer-initiated termination during probation. Employees and employers should first establish which legal framework applies before relying on these rules.

Employee Rights During Probation

Probation changes certain termination requirements; it does not remove an employee’s ordinary legal protections.

• Payment of salary or wage: The employer has to pay the agreed wages on time. WPS Regulations are still applicable to the covered employers and employees.
   
• Working hours and overtime: Working hours, overtime payments, and workplace safety legislation continue to apply during the probationary period.
   
• Public holidays and leave: It can be seen that there is no automatic forfeiture of rights to public holidays during probation. Whether and how vacation is accrued and taken depends on appropriate legislation and circumstances. It is important for employees to look up the applicable rules instead of thinking that all types of leaves are readily available.
   
• Discrimination protection: Having a probation does not allow for any illegal discriminatory behaviour. Employees must be assessed based on fair and neutral criteria.
   
• Severance pay: Article 54 of the general Labour Law states that the statutory severance pay can only be received after at least one year of work. If an employee leaves within the six-month probation, he/she will not be entitled to the statutory severance pay.
   

Employees can consult the official Qatar Labour Law on Al Meezan for the provisions relevant to their circumstances.

Termination by the Employer During Probation

According to Article 39, an employer may terminate a probationary employment if the employee is unsuitable for the work. The notice period shall be no less than one month before the date of termination of employment, according to the general Labour Law.

An employer should state the reasons for the termination of employment in writing and properly document the case. This clause addresses the issue of the suitability of the worker for a position, however, as good HR policy it is recommended to document the problem of worker's performance, feedback and decision making process.

Can an employer terminate employment during probation without giving a reason?

Under Article 39 of Qatar’s general Labour Law, an employer may terminate employment during probation if the employee is found unsuitable for the work. The employer must provide at least one month’s notice before termination. Article 39 establishes the legal basis for termination and the notice requirement; it should not be interpreted as automatically requiring a separate written explanation of the reasons in every case.

As a good HR practice, employers should document performance concerns, feedback given to the employee, and the reasons behind the decision. Clear records help demonstrate that the decision relates to suitability for the role rather than an unlawful or discriminatory reason.

At termination, the employer must settle outstanding salary and any other amounts legally due. Employees should request a written final settlement statement and retain copies of their employment contract, payslips, notices, performance reviews, and relevant correspondence.

If an employee believes the termination violates the law or their contractual rights, they can contact the Qatar Ministry of Labour and follow the applicable labour dispute procedure. The Ministry’s Labour Disputes Complaint Form outlines the information and supporting documents required.

Resignation During Probation in Qatar

Employees can resign during probation, but they must follow the applicable notice requirements. The process differs depending on whether they intend to join another employer in Qatar or leave the country.

Moving to another employer in Qatar

An employee intending to change employers during probation must give the current employer at least one month’s written notice.

Article 39 also requires the new employer to compensate the current employer for applicable recruitment fees and the return ticket costs, where relevant, subject to a maximum of two months’ basic wage. This obligation rests with the new employer under the law; it is not automatically a personal debt owed by the employee. Employees should clarify the arrangements with both employers before agreeing on a joining date.

This compensation obligation is placed on the new employer under the statutory provision. Employees should clarify the arrangements with both employers before agreeing on a joining date.

Leaving Qatar

An employee who intends to resign and leave Qatar must provide written notice in line with the period agreed in the employment contract, subject to a maximum of two months under Article 39.

If either party fails to observe the applicable notice period, the party responsible may have to compensate the other with an amount equivalent to the employee’s basic wage for the notice period or the unserved portion.

The article also provides that a foreign worker who leaves the country without complying with its notice requirements may be ineligible for a work permit for one year from departure. Employees should therefore avoid leaving without checking their obligations and obtaining advice where necessary.

Before resigning, review the employment contract, confirm the applicable notice period, communicate in writing, and retain proof that the notice was received. Do not assume that a new job offer or a personal travel plan automatically removes existing obligations.

The amended rules are available in Decree-Law No. 18 of 2020 on Al Meezan.

Employer Playbook: Good Practices and Common Mistakes

A structured process helps managers make timely decisions while giving employees a fair understanding of expectations.

Practical Tools: Contract Checklist and Real-World Scenarios

Six things to check in a probation clause

Before signing an employment contract, check whether it clearly identifies:

1. Whether probation is expressly included.
2. The agreed duration and employment start date.
3. The role and performance expectations.
4. Termination provisions and notice requirements.
5. Resignation procedures for changing employers or leaving Qatar.
6. How the outcome will be recorded and outstanding dues settled.

Scenario 1: An employee gets a better offer in week six

In this case, an employee is presented with a job opportunity in another company which is situated in Qatar within the first six weeks of his/her work in the present organization. The employee should study Article 39 well before resigning from his/her job. On top of this, he/she should try to get on the same schedule with both companies.

Scenario 2: An employer wants to extend probation to month seven

A manager believes an employee needs another month to demonstrate improvement. However, the employee has already completed six months of probation.

Under the general Labour Law, probation cannot exceed six months. The employer should make the appropriate employment decision within the lawful period instead of extending probation into a seventh month.

A recommended HR timeline

• At joining: Document the contract terms and expectations.
• During the first half: Conduct a review and provide feedback.
• Before the final month: Assess performance and identify concerns.
• Before probation ends: Make and document the decision, allowing sufficient time for any applicable notice.

This is a recommended HR process, not a statutory review schedule.

When HR Outsourcing or EOR Support Can Help?

Handling probation will require accuracy in contracting, timely payment of payroll, good record keeping, and ensuring adherence to notice periods. HR outsourcing will help a company to create such procedures and maintain proper records for its employees.

Swan Global provides recruitment, payroll & HR outsourcing, and Employer of Record (EOR). Depending on the agreement to be put in place, these services may assist with documentation related to the employees, probation handling, payroll management, and exit management, amongst others.

Frequently Asked Questions

What happens if probation ends but there has been no confirmation by the employer of the employee?

Where the agreement period of probation ends without termination, it will usually continue to be employed as per the existing contract. The employer needs to document this process since they cannot assume that a casual extension is possible.

Does the time on probation count towards continuous service?

Yes. As probation forms part of the employment process, it is likely that the beginning of service will be considered from the date an employee commenced their job.

Can probation restart if an employee changes roles within the same company?

According to Labour Law in general terms, an employee can only be put on probation once in his career with the same employer.

Can an employer extend probation because an employee was absent or on leave?

The general Labour Law sets a six-month maximum. Employers should not assume that absence automatically permits an extension beyond this limit. Any specific issue should be checked against the applicable law and circumstances.

Do the same probation rules apply under the QFC framework?

Not necessarily. The QFC also has its own Employment Regulations. Even if Article 18 provides a probation period of six months, it would be better to refer to the QFC Employment Regulations for the proper procedure.

Disclaimer: This article provides general information and is not legal advice. Qatar’s employment rules may depend on the applicable legal framework and individual circumstances. Consult the relevant official authorities or a qualified legal professional before making employment decisions.