HH The Amir Sheikh Tamim bin Hamad Al Thani issued Law No. 25 of 2025, introducing key amendments to the Civil Human Resources Law (originally enacted under Law No. 15 of 2016).

He also ratified Cabinet Decision No. 34 of 2025, updating the executive regulations governing public sector employment.

Aiming for excellence in public service

The new amendments introduced a series of incentives and benefits designed to promote excellence, reward innovation, and strengthen performance across Qatar’s government institutions.

They tie rewards directly to employee performance, encourage initiative, and recognize both individual and team achievements. The goal is to create a more motivating work environment, enhance leadership within public institutions, and align with Qatar’s long-term vision of building a knowledge-driven and competitive economy.

These reforms support the Qatar National Vision 2030 and the Third National Development Strategy (2024–2030), reinforcing the country’s position as a leader in administrative modernization and human development.

Promoting work-life balance and family stability

One of the major focuses of the amendments is to help government employees achieve a balance between work and family life. This reflects the state’s commitment to family stability, which is seen as the foundation of a cohesive society and a key driver of sustainable development.

Civil Service Bureau welcomes reforms

The Civil Service and Government Development Bureau (CGB) praised the new law as a major step toward improving government performance and service delivery.

CGB President Dr. Abdulaziz bin Nasser bin Mubarak Al Khalifa said the changes are based on in-depth analysis and fully aligned with Qatar National Vision 2030. He said the new framework would promote innovation, accountability, and a better work-life balance for government employees.

A modern framework for performance and career growth

The amendments will modernize the public employment system by linking pay, promotion, and rewards to merit and productivity.

They introduce clearer evaluation categories to make assessments more transparent:

* Exceeds Expectations

* Exceptional

* Meets Expectations (combining previous ratings of Excellent, Very Good, and Good)

* Below Expectations (formerly Acceptable)

* Weak

Outstanding employees will now be rewarded through faster promotions and annual performance-based increments, distributed on January 1 each year, with increases of up to 150% based on performance.

Additional benefits include:

* A supervisory performance bonus of up to QAR120,000 per year.

* Annual performance incentives for high-achieving employees.

* Accelerated promotions or special incentives for recipients of the Qatar Government Excellence Award.

* In-kind rewards raised from QAR3,000 to QAR5,000 for exceptional employees and departments.

Allowances and overtime rules

Under the new system, Qatari employees in specialized or supervisory positions - including assistant undersecretaries - will receive recruitment and retention allowances. Holders of accredited professional certifications will also receive an allowance.

Overtime compensation is capped at QAR10,000 per month for Qataris and QAR5,000 for non-Qataris, for up to six months per year.

Promotion intervals are shortened by one year for eligible employees meeting performance criteria.

Recruitment modernization and youth inclusion

The law also seeks to modernize recruitment through temporary contracts with fixed pay and introduces opportunities for university students to work part-time in government roles during their studies. Government entities must appoint nominated candidates within one month, ensuring efficiency and supporting succession planning.

Enhanced social and family benefits

Reflecting Qatar’s focus on family stability, the reforms expand social benefits for public employees. Here is a look at some of the benefits:

* Emergency leave increased to 10 days per year

* Monthly permission hours raised to 10 hours (up to three per day)

* One Qatari parent may accompany a child for hospital stays

* Both Qatari spouses receive a marital allowance

* A new annual marriage incentive of QR12,000 for each spouse

* Maternity leave extended to three months with full pay, and up to six months in cases of twins or children with disabilities

* Female employees may start maternity leave from the eighth month of pregnancy and extend it by up to three additional months with full allowances

* Remote work permitted from the seventh month of pregnancy until delivery

* Single-person housing allowance for wives in polygamous families not residing in government housing

Driving administrative modernization

The new framework marks a major milestone in modernizing Qatar’s public sector, ensuring efficiency, fairness, and motivation in the workplace.

It supports the development of a skilled national workforce, ready to compete globally in a knowledge-based economy, while delivering higher-quality public services for citizens and residents alike.

---

Make sure to check out our social media to keep track of the latest content. 

Instagram - @qatarliving

X - @qatarliving

Facebook - Qatar Living

YouTube - qatarlivingofficial