In a significant move aimed at increasing the employment of Qatari nationals, Law No. 12 of 2024 on the Qatarization of Jobs in the Private Sector was published in Qatar’s Official Gazette on October 17, 2024. The new law seeks to mandate private sector employers to hire more Qatari nationals and non-Qatari children of Qatari women for specific jobs. This initiative underscores Qatar’s commitment to bolstering local employment and ensuring that its workforce is more representative of its native population.
The law applies to all commercial companies and private institutions in Qatar, with a few notable exceptions. Companies fully or partially owned by Qatar Energy, as well as those engaged in petroleum operations and petrochemical industries, are still excluded from this mandate. To implement this law effectively, the Council of Ministers will establish a comprehensive Qatarization scheme. This scheme will categorize employers based on the size of their workforce, the types of jobs they offer, and the particular cadres required. Under this initiative, various training, employment, qualification programs, and university scholarships will be made available to facilitate the process.
Specific Job Allocations and Employer Obligations
The Ministry of Labour (MoL) will be responsible for identifying specific jobs that will be exclusive to Qatari nationals or non-Qatari children of Qatari women. This focused approach ensures that certain positions will be reserved for local talent, thus enhancing their employment prospects in the private sector. To encourage compliance, the Council of Ministers will outline the privileges and incentives for employers who adhere to the new regulations.
Furthermore, employers are required to report all job opportunities, their specific requirements, and the related salaries to the MoL. This obligation aims to maintain transparency and fairness in the hiring process. Eligible Qatari nationals and non-Qatari children of Qatari women must register with the MoL, which will then nominate appropriate candidates to employers. For these nominations, employers will need to use standardized employment agreements provided by the MoL, ensuring uniformity and clarity in employment contracts.
Penalties for Non-Compliance and Implementation Timeline
If employers fail to comply with the new regulations, they will face penalties as determined by the Ministry of Labour. The law is set to be implemented in phases, allowing both employers and employees time to adjust to the new requirements. The goal is to create a smoother transition and ample preparation time for all stakeholders involved, ensuring the successful integration of more Qatari nationals into the private sector.
