DOHA: Qatar has introduced wide-ranging reforms to its Civil Human Resources Law, unveiling new financial and administrative incentives aimed at strengthening family welfare and improving public sector efficiency, according to the Qatar News Agency.
The amendments, issued under Law No. 25 of 2025 by Sheikh Tamim bin Hamad Al Thani, feature a marital allowance for both Qatari spouses and a QAR 12,000 annual marriage incentive for each. These measures form part of a broader effort to enhance the work environment, promote national talent, and ensure family stability within the workforce.
The law revises Law No. 15 of 2016 and is supported by Cabinet Decision No. 34 of 2025, which updates the executive regulations. Together, they reflect Qatar’s vision of aligning labor and administrative reforms with the objectives of the Qatar National Vision 2030 and the Third National Development Strategy, focusing on effective governance and workforce readiness.
Dr. Abdulaziz bin Nasser bin Mubarak Al Khalifa, President of the Civil Service and Government Development Bureau and Secretary-General of the National Planning Council, said the new framework represents a “balanced legislative advancement” rooted in comprehensive research and practical evaluation. “These changes boost institutional efficiency, empower Qatari professionals, and build a motivated workforce capable of providing world-class public services,” he stated.
The revised law introduces a performance-based system for promotions and compensation, adding two new categories — Exceeds Expectations and Exceptional – while consolidating lower performance levels under Meets Expectations. Underperformance will trigger mandatory reviews to promote accountability.
Annual salary adjustments will take effect from January 1, with top performers eligible for increases of up to 150% of their grade allowance. Supervisory staff may earn annual performance bonuses of up to QAR 120,000, while distinguished employees can receive accelerated promotions or monetary awards linked to government excellence programs.
Other benefits include higher non-cash rewards, raised from QAR 3,000 to QAR 5,000, the introduction of temporary contracts and part-time positions for university students, and expanded flexibility in work arrangements.
Employee welfare provisions have also been strengthened — emergency leave now extends to 10 days per year, monthly excused hours to 10, and one parent can accompany a hospitalized child. Maternity leave has been extended to three months with full pay, or six months for twins or children with disabilities, alongside remote work options during late pregnancy.
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Qatari couples employed in government roles will now each receive separate marital allowances, and an annual marriage incentive has been established to support young families. Additional measures include extended housing benefits for spouses living separately due to state housing and stipends for employees with professional certifications.
According to the Civil Service Bureau, the reforms were developed collaboratively with government HR departments to ensure merit-based advancement, innovation, and alignment with Qatar’s evolving economy. The new framework aims to build a productive, accountable, and future-ready civil service that supports the country’s long-term development goals.
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