Qatar’s Law No. 22 of 2025 on Persons with Disabilities: What employers need to know

On 5 October 2025, the Emir of the State of Qatar issued Law No. 22 of 2025 concerning persons with disabilities, with executive regulations expected within six months. This represents a significant step forward in the country’s commitment to inclusion, equality, and empowerment.

The law, which replaces Law No.2 of 2004 and comes into effect on 06 October 2025 with executive regulations expected within six months, aims to modernise Qatar’s legal framework to align with the UN Convention on the Rights of Persons with Disabilities (CRPD) and Qatar Vision 2030 objectives. With this in mind, the law is designed to safeguard the rights of persons with disabilities and ensure their full participation in social and economic life. 

For employers in both the public and private sectors, this new legislation introduces new compliance requirements and sets a strong expectation for inclusive hiring, workplace accessibility, and equal opportunity.

The Ministry of Social Development and Family (MSDF) is the lead implementing authority, supported by the National Committee on Women, Children, the Elderly, and Persons with Disabilities and other relevant bodies.

Employment and workplace inclusion under the new law

At its core, the law prohibits discrimination on the basis of disability and requires employers to ensure equal opportunity in recruitment, career development, and retention. Employers are expected to make “reasonable accommodation” (further described as necessary and appropriate modifications) so that disability does not become a barrier to employment. This means adjusting recruitment procedures, modifying job requirements, or adapting workplace environments to meet the needs of employees or candidates with disabilities.

In addition, the law establishes a framework for employment quotas for persons with disabilities in both government and private entities, to be further regulated by the Council of Ministers. Employers should therefore anticipate that the future regulations specifying minimum hiring or retention percentages and begin preparing internal strategies to meet these targets as part of their workforce planning. 

Workplace accessibility and adjustments

A central feature of Law No. 22 of 2025 is its strong emphasis on accessibility and inclusion. Employers must ensure that physical workplaces, digital systems, and communication methods are accessible to all. This may involve providing ramps, accessible restrooms, and adaptive workstations, but it also extends to digital accessibility, ensuring that online portals, HR systems, and internal communications can be used by employees relying on assistive technologies such as screen readers or captioning tools.

The law envisions a workplace environment where employees with disabilities can fully participate in day-to-day operations and career progression. This means employers should establish internal procedures to handle accommodation requests, designate HR focal points for inclusion, and ensure decision-makers understand the new obligations.

Protection of rights and penalties for non-compliance

The law grants broad employment and civil rights protections to persons with disabilities, shielding them from unfair dismissal, exclusion, or exploitation. Employers that fail to comply with these provisions may face severe penalties, including fines of up to QAR 500,000 and imprisonment of up to six months in serious cases. This underscores the need for proactive compliance and robust internal governance systems.

Practical steps for employers

Employers should start by reviewing recruitment policies to ensure inclusive language and accessibility throughout the hiring process. Job advertisements should not exclude candidates with disabilities, and assessment processes should be flexible to allow for accommodations such as extended time or alternative testing formats.

A comprehensive accessibility audit, covering both physical and digital workplaces should be conducted to identify potential barriers. Based on the findings, employers can develop an accommodation policy, allocate a budget for accessibility improvements, and train HR and management teams on inclusive practices.

It is equally important to review existing HR documentation, including employment contracts, codes of conduct, and grievance procedures, to align them with the law’s anti-discrimination requirements. Organisations should also establish confidential reporting mechanisms for employees to raise disability-related concerns without fear of retaliation.

Building an inclusive culture

True inclusion goes beyond compliance. Employers should foster a culture where diversity and accessibility are seen as strengths. This can be achieved through awareness sessions, training for supervisors on disability inclusion, and mentorship or support networks for employees with disabilities. Encouraging open dialogue about accommodation needs and ensuring that such requests are handled respectfully and promptly will help build trust and engagement across the workforce.

Employers should also integrate disability inclusion into their diversity, equity, and inclusion (DEI) strategies. This includes setting internal targets, monitoring progress, and reporting outcomes in annual HR or sustainability reports. Leadership endorsement is essential—senior management should visibly support and communicate the organisation’s commitment to inclusive employment practices.

The broader impact

While Law No. 22 of 2025 has wide-ranging implications beyond employment, its labour market provisions are among the most transformative. By ensuring equitable access to employment opportunities, Qatar is taking another major step toward fulfilling the goals of the Qatar National Vision 2030, which emphasises human development and social inclusion. For employers, embracing this change not only ensures compliance but also unlocks access to a broader pool of talent, enhances innovation, and strengthens organisational reputation.

Organisations that act early, by embedding accessibility and equity into their policies and practices will be well positioned to comply with the law and contribute to a more inclusive, productive, and forward-looking workforce in Qatar.

For further information on the law contact Emma Higham or Lee Rogers. 

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