Amended Qatar Civil Human Resources Law: Detailed overview of the 2025 reforms

The Qatar Civil Human Resources Law (Law No. 15 of 2016) has been significantly updated by Law No. 25 of 2025, introducing wide-ranging reforms to government employment practices. These amendments apply to a broad range of provisions, including statutory leave and disciplinary matters.

Amongst other things, the changes provide greater flexibility for an employee to be rewarded, strengthening employee rights, and aligning with national workforce strategies, particularly the localisation and professionalisation goals under Qatar National Vision 2030. From an employee perspective therefore, the changes are particularly important as they will affect performance evaluation, promotions, allowances, educational leave, appointment procedures, and grievance mechanisms. Understanding these reforms will be essential for employees and HR practitioners alike as they navigate the updated procedures and benefits under the new framework.

The amendments came into force on 7 October 2025 and are immediately applicable to all government entities. This article outlines the key changes introduced by Law No. 25 of 2025, focusing on areas of direct impact for employees. While primarily relevant to the public sector, the reforms may also interest private sector employers recruiting Qatari nationals (and the children of Qatari women) under the new Qatarisation Law, particularly from a benchmarking and benefits alignment perspective.

Standardised and measurable performance evaluation 

Previously, performance under Law No. 15 of 2016 was assessed using general ratings such as Excellent, Very Good, Good, and Weak, which influenced promotion and salary increments but lacked consistency across ministries.

Under Article 23 (as amended), the new law introduces a quantified evaluation model tied to specific performance levels, Exceptional, Exceeds Expectations, Meets Expectations, Below Expectations, and Weak, each linked to a defined percentage of the annual increment (ranging from 150% to 75% of the increment value).

Although performance assessments were always part of the civil service framework, the new system formalises uniform evaluation standards and strengthens oversight by the Civil Service Bureau, which retains statutory authority to monitor and verify compliance with the evaluation and appraisal process across entities.

Promotions and career advancement

Amended Article 47 sets clearer, merit-based criteria for promotion up to the “Excellent” grade. Employees must have received performance evaluations of at least “meets expectations” for the two preceding years, completed the prescribed seniority period, and passed approved training courses as determined by the Civil Service Bureau (Diwan).

The new Article 47 (bis) introduces the possibility of reducing the required time between grades by up to one year for employees who achieve consistent Exceptional ratings in annual performance evaluations.

While Law No. 15 of 2016 primarily relied on fixed years of service for eligibility, the 2025 amendments make performance the principal determinant for accelerated promotion. This reform modernises career advancement and establishes clearer, merit-driven pathways for progression across the civil service.

Merit-based allowances and incentives

Under Article 26 (as amended), the list of allowances and incentives has been expanded and codified, introducing categories such as:

•    Performance Incentive
•    Supervisory Performance Incentive
•    Annual Marriage Incentive

The Civil Service Bureau is responsible for setting the rates and eligibility criteria, and the Council of Ministers retains authority to approve or expand these categories further.

Notably, Article 26 (bis) allows for a 5% attraction and retention allowance for Qatari employees in key roles, with potential extension up to 10% of total staff with Council of Ministers’ approval. This is designed to retain high-value talent in specialised and leadership positions.

Education, training, and development

The new Articles 30–33 strengthen the emphasis on training, scholarship, and capacity building. Each government entity must now coordinate with the relevant authority to create a training and development plan aligned with the national workforce strategy.

The amendments make it mandatory for employees seeking promotion (excluding technical or labour roles) to complete at least one qualifying training course. In addition, the Civil Service Bureau may authorise exemptions in special cases.

Article 33 (bis) reaffirms that employees on academic scholarships retain their salary and allowances (excluding those tied to the nature of work), ensuring continuity of benefits during study leave, a significant clarification of entitlements compared to the previous framework.

Appointment and nationalisation (Qatarisation) policies

The newly inserted Articles 6 (bis) and 6 (bis/1) formalise replacement and localisation policies. Each government entity must develop an annual plan for the replacement of non-Qataris with qualified Qatari nationals.

If an entity fails to appoint nominated Qatari candidates within one month of referral by the competent authority and without acceptable justification, the President of the Civil Service Bureau (with Prime Ministerial approval) may appoint candidates directly.

This new level of enforceability marks a major shift from advisory to mandatory compliance with Qatarisation objectives and ensures that Qatari nationals have preferential access to key positions and that employment decisions support the broader goal of increasing local workforce participation in the public sector.

The new law at Article (14) also obliges government entities to allocate positions to persons with disabilities in accordance with Qatar’s new law regulating the rights for people with disabilities which took effect on 6 October 2025.  

Restrictions on nepotism and conflicts of interest

The legal amendments strengthen the previous law’s anti-nepotism provisions. Article 13 (bis) prohibits the appointment, transfer, or secondment of an employee to any administrative unit where their spouse or a relative up to the second degree works. This expands the earlier, more limited scope under Law No. 15 of 2016, ensuring stronger safeguards against nepotism and conflict of interest across all ministries and public bodies. 

Employees should be aware that assignment selection criteria will now consider family relationships as part of the selection process in order to ensure compliance with the law.

End-of-service benefits, retirement, and resignation

Under the amended provisions, an employee may withdraw a resignation before the end of service date or within one month of submission, whichever is earlier (Article 110 bis). This replaces prior ambiguity around resignation withdrawal under the 2016 law. 

Additionally, Article 107 (10) introduces a mechanism allowing retirement at age 55 upon employee request, with implementing conditions and benefits to be detailed in a Council of Ministers’ decision. 

Where a resignation is delayed by up to one month at the employer’s request, this does not constitute an additional notice period but rather an operational requirement approved by law. 

Grievance and appeals mechanisms

The law formalises channels for complaints and appeals, enabling employees to raise disputes over promotions, performance ratings, allowances, or disciplinary actions.

A new Committee for Grievances and Complaints has been established under Article 120 (bis), chaired by the President of the Civil Service Bureau, with members from the judiciary, the Ministry of Justice, the Prime Minister’s Office, and other government entities.

The Committee is authorised to issue binding decisions on employee complaints concerning rights, promotions, or disciplinary actions, a first for the Qatari civil service system, which previously relied on internal administrative appeals.

This mechanism strengthens employee rights and promotes accountability within government entities.

Investment and savings scheme for non-Qataris

Article 118 (bis) introduces the option to create an investment-based savings system for non-Qatari employees, funded through end-of-service gratuities and other contributions. The Council of Ministers will determine operational rules, and a voluntary savings model may later extend to Qatari nationals.

Enhanced recognition and reward systems

Article 45 (bis) allows the President of the Bureau to grant a Distinguished Service Award to employees who contribute to achieving government excellence awards. Awards cannot exceed one month’s gross salary, with an overall annual cap of 5% of the entity’s payroll budget.

This marks the first statutory recognition scheme directly linking individual performance with institutional achievement.

Final thoughts

In our view, Law No. 25 of 2025 represents a comprehensive recalibration of Qatar’s civil service regime. It formalises performance metrics, strengthens Qatarisation enforcement, modernises incentives, and reinforces fairness through clear procedural and grievance channels.

From 7 October 2025 onwards, government employees can expect greater transparency, accountability, and opportunities for accelerated advancement based on merit. At the same time, the Civil Service Bureau’s enhanced authority will ensure consistent application of these reforms across all public entities.

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