Qatar Revises Work Permit and Labour Service Fees: What Employers Need to Know

Through Ministerial Decision No. 32 of 2025 Qatar introduced standardized fees for work permit, recruitment licence, and document attestation to streamline labour administration. The reform enhances transparency, simplifies compliance, and supports a more efficient and predictable business environment.

Qatar’s Ministry of Labour has introduced a new fee structure for work permits and labor-related services under Ministerial Decision No. 32 of 2025 (hereinafter, “Decision No. 32” or the “decision”), marking a fresh update to the country’s employment administration framework.

The decision standardizes charges across various labour services, including annual work permits, recruitment agency licences, and document attestations. This reform forms part of the Ministry’s broader efforts to streamline administrative procedures, improve transparency, and ensure consistency in labor-related regulations.

In this article, we examine the key provisions of Decision No. 32, outlining the revised fee structure, its scope of application, and the categories exempted from these charges.

Overview of the new fee structure

Under Decision No. 32, Qatar has introduced a unified regime of fees for key labour-related services. The goal is to simplify and standardize costs across different permit types and administrative tasks. The principal elements are:

• Work permits: All private sector employees, whether in companies, associations, private institutions, or working for individuals, will be charged QAR 100 (US$27.46) per year for the issuance, renewal, or replacement of a work permit (including for lost or damaged permits).
• Recruitment agency licences: Entities licensed to recruit workers from abroad must pay QAR 2,000 (US$549.28) for a new licence or renewal. If the licence is lost or damaged and needs replacement, the fee is QAR 1,000 (US$274.64).
• Document attestation services: Verification and attestation of official documents, such as company seals, employment contracts, certificates, and similar paperwork, are subject to a QAR 20 (US$5.49) fee per attestation.

This structure thus consolidates previous disparate charges into a clearer and more consistent framework under a single ministerial decision.

Scope of application

The decision clearly defines who is covered and in which circumstances the fees apply.

Who is covered

These charges apply to all private sector workers, irrespective of whether their employer is a company, association, private institution, or individual. The scope of the decision also extends to workers recruited by spouses or relatives.

New / Renewal / Replacement
The QAR 100 (US$27.46) fee for work permits is applicable in all three scenarios:

• New issuance: When a worker is granted a permit for the first time under this regime;
• Renewal: When the permit term expires and a fresh permit is issued
• Replacement: For lost, damaged, or misplaced work permits
  This ensures parity across all permit-related processes.

Similarly, for recruitment agencies, whether issuing a licence anew, renewing, or replacing a licence, the same fee structure: QAR 2,000 (US$549.28) for new/renewal, QAR 1,000 (US$274.64) for replacement applies.

• Document attestation: Whenever an entity (or individual) requests attestation of seals, contracts, certificates, or other documents through the Ministry of Labour, the fixed QAR 20 (US$5.49) fee is levied.

By covering these scenarios, Decision No. 32 aims to eliminate ambiguity in how and when fees apply, reducing administrative inconsistencies.

Exemptions

Decision No. 32 also sets out specific exemptions from the fees, which reflect policy choices likely rooted in supporting nationals and regional integration.
The following categories are explicitly exempt from the fees prescribed:

• Qatari nationals;
• Children of Qatari women; and
• Citizens of Gulf Cooperation Council (GCC) member states.

While the decision text does not elaborate extensively on the rationale behind these, several logical policy motives can be inferred, including:

• Promoting national participation: Exempting Qatari nationals aligns with broader objectives of encouraging national labour market participation without additional cost burdens.
• Supporting family-based employment: The exemption for children of Qatari women may be intended to facilitate their participation in the formal job market without administrative cost barriers.
• Regional integration and reciprocity: Exempting GCC citizens supports the principle of free mobility and regional labour cooperation among GCC

These exemptions help balance the introduction of standardized fees with protections for policy priorities around national employment and regional cohesion.

Implications for employers, recruitment agencies and expat workers

The introduction of Decision No. 32 is expected to have several implications for employers, recruitment agencies, and expatriate workers operating within Qatar’s private sector. While the fee adjustments are relatively modest, the reform signals a broader administrative shift toward efficiency and transparency in labour governance.

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For employers, the new fee structure brings a degree of administrative simplification. By consolidating all work permit-related charges under a fixed QAR 100 (US$27,46) annual rate, companies can now anticipate predictable costs for hiring and retaining employees. This consistency reduces ambiguity around renewal and replacement fees, enabling employers to plan more effectively for workforce-related expenses.

Moreover, standardized service charges across different categories of workers and employers help ensure equitable treatment within the private sector, strengthening compliance with national labour regulations.

For recruitment agencies, the financial implications are more pronounced. The introduction of a QAR 2,000 (US$549.28) fee for new or renewed licences and QAR 1,000 (US$274.64) for replacements may increase operational costs, particularly for smaller firms or those managing large volumes of foreign worker placements. However, this measure is likely intended to professionalize the sector and enhance regulatory oversight.

Expatriate workers, who make up the majority of Qatar’s private sector labour force, are also directly affected. While the annual permit fee represents a formalized cost that may ultimately be borne by employers in most cases, it underscores the government’s emphasis on maintaining accurate and updated worker records. The inclusion of document attestation fees at QAR 20 (US$5.49) per request adds a transparent and standardized process for verifying employment-related paperwork, potentially reducing delays and discrepancies in documentation.

Conclusion

Qatar’s Ministerial Decision No. 32 introduces a clearer and more predictable framework for managing labour-related services. For businesses, this means simplified budgeting and compliance, as uniform fees replace previously inconsistent charges across work permits, licences, and document attestations. Recruitment agencies can expect tighter oversight but also greater regulatory clarity, helping them operate on a more level and transparent playing field.

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For the wider labour market, the reform signals Qatar’s continued shift toward efficiency, digitalization, and transparency in employment administration. By standardizing procedures and formalizing costs, the Ministry of Labour reduces administrative friction and aligns labour policy with broader economic modernization goals.

Ultimately, the decision reflects a pragmatic balance between regulatory control and business facilitation, making it easier for employers to plan, for agencies to comply, and for Qatar to maintain a more organized and accountable labour system.

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