Employment contracts in Qatar must be written and in Arabic. However, if the employee is not familiar with Arabic, then a translated version should be attached to the Arabic contract. If there are any discrepancies between the Arabic contract and translation, the Arabic version is considered the authentic text for legal purposes. Three copies must be made by the employer, one for each party, and the third is to be sent to the labor administration at the Ministry of Administrative Development, Labour and Social Affairs (MADLSA) for authentication.
There are three types of contracts in Qatar: fixed-term, indefinite-term and job-completion. Fixed-term contracts expire on a specific date and should not exceed five years. However, they can be extended by agreement of both parties. If employment continues after the expiration of a fixed-term contract without an agreement to an extension, the contract automatically turns into an indefinite-term contract starting from the initial start date of the fixed-term contract. Job-completion or casual work contracts are temporary and should not exceed four weeks but can be extended for the same period if both parties agree to its extension. In contrast, indefinite-term contracts do not have an expiration date and can only be terminated by the contracted parties.
An employment contract should include:
name of employer and place of employment,
name of employee, address, qualifications, nationality, place of residency and proof of identity,
type of contract,
place and date of contract signing,
benefits and leave entitlement,
duration (if for a fixed-term), and
salary, payment method, and payment intervals.