Law No. (25) of 2025 amending certain provisions of the Civil Human Resources Law No. (15) of 2016 was enacted as part of the State’s efforts to improve the legislation governing public employment and to update human resources policies. The law seeks to enhance governmental performance by linking pay to performance, expanding social benefits, improving leave and training systems, and regulating bonuses and allowances under fairer and more transparent standards. It represents a practical step toward establishing a more efficient and flexible civil service that aligns with institutional development goals and supports the retention of national talent.
The following presents an analytical and comparative overview of the main areas of amendment.
1. Replacement and Nationalization: An Institutional and Time-Bound Commitment to Hiring Qatari Nationals (Articles 6 bis and 6 bis/1)
The amended law establishes a binding institutional framework for replacement and nationalization policies within government entities. The competent department at the Civil Service Bureau is tasked with setting the general guidelines for these policies in coordination with the relevant administrative units, while each entity must prepare an annual replacement and nationalization plan approved by the Bureau’s President. The law also requires government entities to appoint nominated Qatari candidates within one month from the date of their nomination by the competent department, granting the Bureau’s President—after the approval of the Prime Minister—the authority to appoint them in place of non-Qatari employees if the entity fails to comply without a justified reason.
This amendment marks a significant shift from administrative guidance to an enforceable legal obligation, aiming to accelerate the employment of Qatari nationals and ensure the effective implementation of replacement and nationalization plans across the public sector.
2. Annual Increment Linked to Performance (Article 23 as Amended)
The Law establishes a progressive system for annual bonuses directly tied to performance evaluations: employees rated “Exceptional” receive 150% of the increment rate, those rated “Exceeds Expectations” receive 125%, “Meets Expectations” 100%, “Below Expectations” 75%, while no increment is granted fora “Weak” rating.
3. Social Incentives: Marriage Allowance and Retention Bonuses (Article 26 and Subsequent Provisions)
The Law introduces a package of new social incentives aimed at supporting family stability and enhancing employee engagement. These include a marriage allowance for Qatari employees, to be granted under conditions determined by the Council of Ministers upon the Bureau’s recommendation, a retention and attraction allowance for Qatari professionals in specialized fields, and a professional certification allowance for employees holding recognized professional qualifications.
4. Leave System: Expanded Types and Extended Durations (Articles 61–70 and 73)
The amended Law broadens the scope and flexibility of employee leave entitlements, ensuring balance between personal needs and public service requirements. It introduces a special leave for conducting training duties in accredited government training centers, restructures maternity leave to extend for three months with full pay—up to six months in cases of twins or a child with a disability—and allows pregnant employees to work remotely from the seventh month of pregnancy until delivery. The maternity leave may be further extended for up to three additional months with payment of basic salary, social allowance, and housing allowance.
In addition, the Law grants an emergency leave of ten days annually and allows a cash compensation for unused leave due to work requirements.
5. Performance-Based and Incentive Rewards (Articles 44, 45, and 45 bis)
The Law enhances the system of incentive and performance rewards by allowing the granting of monetary bonuses up to one full month’s total salary per year, as well as non-monetary or in-kind rewards by decision of the Bureau, based on objective evaluation criteria for both individual and organizational performance.
6. End-of-Service Gratuity (Article 118 bis)
The new Law introduces an improved end-of-service scheme for non-Qatari employees by allowing the establishment of an investment-based savings systemin which end-of-service payments and other contributions from employers or employees may be deposited. This aims to ensure fairer and more transparent calculation of actual years of service.
7. Establishment of the Grievances and Complaints Review Committee (Article120 bis)
The Law establishes a Grievances and Complaints Review Committee within the Civil Service Bureau, mandated to examine complaints submitted by employees subject to the Law and its Executive Regulations. The Committee’s decisions are binding and issued by majority vote, ensuring unified mechanisms for resolving employment disputes and enhancing administrative justice and employee trust in transparent procedures.
Conclusion
The recent amendments to Qatar’s Civil Human Resources Law represent a fundamental shift from traditional administrative models to a modern, performance-driven system grounded in discipline, motivation, and fairness. Mechanisms such as progressive increments, marriage allowances, expanded leave benefits, performance rewards, merit-based promotions, and the Grievances Committee now form an integrated framework that strengthens both efficiency and equity within the public sector.