Other BriefingsQatar Overhauls Civil Service Framework with Major 2025 Human Resources Law Amendments
Qatar made amendments in 2025 to the Civil Service Human Resources Law introduce a comprehensive overhaul of performance evaluations, promotions, allowances, and Qatarisation rules across the public sector. The reforms aim to modernise HR practices, enhance transparency, and align government employment systems with Qatar National Vision 2030.
Qatar has enacted one of the most comprehensive updates to its public-sector employment regime in nearly a decade, following the issuance of Law No. 25 of 2025 amending the Civil Human Resources Law (Law No. 15 of 2016). Effective 7 October 2025, the reforms introduce a wide-ranging restructuring of performance appraisal systems, promotions, allowances, training requirements, and grievance procedures.
While the law principally governs government entities, many of its benchmarks, particularly those concerning nationalisation policies and employee benefits, are expected to influence private-sector employers recruiting Qatari nationals under the recently strengthened Qatarisation framework.
The amendments ultimately aim to improve public-sector efficiency, align human resources practices with Qatar National Vision 2030, and reinforce fairness and transparency in employment-related decisions.
A new standard for performance evaluation
The amended Article 23 replaces the former broad, qualitative rating structure with a quantified evaluation model that links performance outcomes to fixed percentages of annual increments. Employees will now be assessed under clearly defined categories (Exceptional, Exceeds Expectations, Meets Expectations, Below Expectations, and Weak) each carrying direct implications for pay progression.
This shift brings greater uniformity across ministries by mandating standardised appraisal criteria and granting the Civil Service Bureau supervisory authority to verify compliance with the evaluation process. By formalising measurable benchmarks, the new framework strengthens oversight and reduces inconsistencies that previously affected promotion and increment decisions.
Merit-driven promotions and faster career progression
Promotions under the revised Article 47 are now explicitly tied to performance. Employees seeking advancement up to the “Excellent” grade must show at least two consecutive “meets expectations” ratings, satisfy seniority conditions, and complete required training courses set by the Civil Service Bureau.
A newly added Article 47 (bis) introduces a mechanism for accelerated promotion for consistently high performers, allowing the minimum time-in-grade requirement to be reduced by up to one year for employees who achieve repeated Exceptional ratings. This marks a clear departure from the previous system, which largely relied on tenure and offered limited scope for merit-based acceleration.
Expanded allowances and targeted retention incentives
One of the most notable developments is the expansion of allowances under Article 26, which now includes defined categories such as Performance Incentives, Supervisory Performance Incentives, and an Annual Marriage Incentive. The Civil Service Bureau will determine the value and eligibility criteria for these benefits, with authority for further expansion vested in the Council of Ministers.
In addition, Article 26 (bis) introduces an attraction and retention allowance of five percent for Qatari nationals employed in key roles, with the possibility of increasing coverage up to ten percent of an entity’s workforce. This measure seeks to retain skilled nationals in specialised and leadership positions, supporting the state’s broader localisation agenda.
Stronger emphasis on training, scholarships, and skill development
Articles 30 to 33 formalise the requirement for each government entity to implement a structured training plan aligned with Qatar’s national workforce development strategy. Employees pursuing promotion must now complete at least one approved training course, except for those in technical or labour-intensive roles. Exemptions may be granted by the Civil Service Bureau in specific circumstances.
The amendments also clarify entitlements for employees studying under academic scholarships. Article 33 (bis) confirms that scholarship recipients continue to receive their salary and all allowances not directly linked to work nature, an important clarification previously subject to interpretation under the 2016 law.
Nationalisation and appointment procedures: A more enforceable framework
The new Articles 6 (bis) and 6 (bis/1) significantly strengthen Qatarisation enforcement by introducing mandatory requirements for public entities to replace expatriates with qualified Qataris. Each entity must prepare an annual localisation plan and promptly appoint candidates referred by the competent authority. Failure to appoint a nominated Qatari candidate within one month, absent legitimate justification, empowers the President of the Civil Service Bureau—subject to Prime Ministerial approval—to appoint the candidate directly.
This marks a decisive move from advisory to enforceable nationalisation procedures and signals the government’s commitment to accelerating Qatari workforce participation in the public sector.
Complementing this, Article 14 requires government institutions to allocate roles to persons with disabilities in accordance with Qatar’s new disability rights law that took effect on 6 October 2025.
Reinforced safeguards against nepotism
The updated Article 13 (bis) broadens restrictions on nepotism by prohibiting the appointment, transfer, or secondment of employees to administrative units where a spouse or second-degree relative is employed. This expansion of earlier provisions ensures greater protection against conflicts of interest and promotes integrity in public-sector staffing decisions.
These rules will now form part of the assessment criteria during assignment planning, requiring entities to review family relationships before finalising placements.
Greater clarity on resignation, retirement, and end-of-service matters
The amended law resolves long-standing ambiguity around resignation withdrawal. Under Article 110 (bis), employees may retract a resignation before the end-of-service date or within one month of submission, whichever comes first.
A new provision under Article 107 (10) further introduces the option for employees to request retirement at age 55, subject to conditions and benefits that will be set out in a forthcoming Council of Ministers’ decision.
Where entities request a short deferral of the employee’s final working date—up to one month—this is treated as an operational requirement rather than an additional notice period.
Formal grievance and complaint channels
The amendments significantly enhance employee rights through the establishment of a new Committee for Grievances and Complaints under Article 120 (bis). Chaired by the President of the Civil Service Bureau and including representatives from the judiciary, Prime Minister’s Office, Ministry of Justice, and other agencies, the Committee is authorised to issue binding decisions on disputes involving promotions, performance ratings, allowances, or disciplinary actions.
This marks the first time Qatar has introduced a centralised, legally empowered grievance mechanism within the civil service, replacing the previous system of internal administrative appeals.
Savings and investment options for expatriate employees
Article 118 (bis) introduces an investment-based savings scheme for non-Qatari employees, enabling end-of-service gratuities and other contributions to be allocated to a dedicated investment vehicle. Operational rules will be issued by the Council of Ministers, and the model may eventually be expanded to include Qatari employees on a voluntary basis. The initiative reflects broader efforts to modernise employee benefits and provide more flexible savings options.
New recognition pathways for high performers
A further innovation is introduced under Article 45 (bis), which empowers the President of the Civil Service Bureau to grant a Distinguished Service Award to employees whose work contributes to government excellence awards. The value of this recognition may reach up to one month’s gross salary, subject to an overall cap of five percent of the entity’s total payroll budget.
This mechanism aligns individual achievements with institutional performance and introduces a formal system of recognition that did not previously exist in the civil service framework.
Outlook
The enactment of Law No. 25 of 2025 marks a substantial recalibration of Qatar’s public-sector human resources regime. By embedding measurable performance standards, strengthening nationalisation enforcement, expanding employee benefits, and formalising grievance procedures, the amendments bring Qatar’s civil service practices in line with modern governance and workforce priorities.
As these reforms take effect across all government entities, employees can expect clearer career pathways, enhanced protections, and greater transparency in employment decisions. For HR practitioners and administrative leaders, the new law reinforces accountability and ensures consistent implementation of the state’s broader talent development and localisation strategies.
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