Qatar’s New Persons with Disabilities Law (2025): Key Employment Provisions

Qatar’s new Law No. (22) of 2025 Concerning Persons with Disabilities, effective from November 19, 2025, introduces a comprehensive framework to ensure inclusion, accessibility, and non-discrimination in the workplace. It mandates equal employment opportunities, reasonable accommodations, and potential hiring quotas, with strict penalties for non-compliance.

Qatar has taken a significant legislative step toward strengthening inclusivity and equality in the workplace with the enactment of Law No. (22) of 2025 Concerning Persons with Disabilities (hereinafter, the “new Persons with Disabilities Law”). Effective from November 19, 2025, the new Persons with Disabilities Law replaces the earlier Law No. 2 of 12004 in respect of People with Special Needs, marking a comprehensive reform that aligns with Qatar’s National Vision 2030 and its obligations under the UN Convention on the Rights of Persons with Disabilities (CRPD).

The new Persons with Disabilities Law introduces an enhanced framework designed to ensure that persons with disabilities can participate fully in society, particularly in the labour market, and that their rights are protected through enforceable legal guarantees. The new legislation also carries important implications for both public and private sector employers operating in Qatar, requiring structural, procedural, and cultural adjustments to ensure compliance.

Modernising the legal framework for inclusion

The new replaces the outdated 2004 statute with a far more comprehensive and progressive approach. It recognises persons with disabilities as full and equal members of society, entitled to the same opportunities and benefits as others.

The legislation’s underlying principles reflect a modern understanding of disability, shifting from a welfare-based approach to one focused on empowerment, participation, and accessibility.

Through this reform, Qatar reinforces its commitment to the CRPD, which it ratified in 2008, as well as to the objectives of its National Vision 2030, particularly the social development pillar that promotes justice, equality, and protection of human rights. The new Persons with Disabilities Law also responds to the evolving realities of Qatar’s workforce, where diversity, inclusivity, and accessibility are increasingly recognised as essential to sustainable economic growth.

Equal access to employment and non-discrimination

One of the new Persons with Disabilities Law’s central pillars is the guarantee of equal access to employment opportunities. Employers across all sectors, public, private, and semi-governmental, are now explicitly required to ensure that persons with disabilities have fair and equitable access to jobs.

Discrimination on the basis of disability in hiring, promotion, training, or any employment-related decision is strictly prohibited. Employers are not only barred from rejecting or dismissing individuals due to disability but are also obligated to provide reasonable adjustments to enable employees with disabilities to perform their roles effectively.

These adjustments may include modifications to physical workspaces, flexible work arrangements, the provision of assistive devices or technologies, and the adaptation of job duties to suit an employee’s specific needs. Qatar’s new Persons with Disabilities Law thus moves beyond mere non-discrimination and toward proactive inclusion, requiring employers to engage constructively in accommodating different capabilities within their workforce.

Accessibility requirements

A major innovation of Qatar’s new Persons with Disabilities Law is its comprehensive treatment of accessibility, both physical and digital. Employers must ensure that workplaces are designed or modified to allow safe and independent access for employees with disabilities. This includes adjustments to building entrances, workstations, restrooms, and other facilities.

Digital accessibility is also emphasised, particularly for workplaces relying on technology-driven processes. Websites, internal systems, and communication tools must be accessible to employees with visual, auditory, or cognitive impairments. The inclusion of digital accessibility within the new law signals Qatar’s recognition of the modern workforce’s evolving needs, especially as remote and hybrid work models become more prevalent.

Such provisions align Qatar’s legislation with international standards like the Web Content Accessibility Guidelines (WCAG) and comparable frameworks adopted in other advanced economies.

Employment quotas

Perhaps the most anticipated element of the new Persons with Disabilities Law is the introduction of employment quotas for persons with disabilities. While the specific percentages are yet to be determined, the Council of Ministers will issue decisions establishing quotas for both the public and private sectors.

These quotas aim to create tangible pathways for persons with disabilities to enter the labour market and contribute to the economy. For employers, this will require proactive workforce planning and potential collaboration with public authorities and vocational institutions to identify qualified candidates.

The legislation’s approach is expected to balance flexibility and accountability, encouraging inclusion while recognising the diverse operational capacities of employers. It also represents a policy shift toward measurable inclusion outcomes, moving beyond voluntary initiatives to legally enforceable commitments

Protection of employee rights and equal treatment

The new Persons with Disabilities Law explicitly prohibits any form of differential treatment in employment benefits or conditions on the basis of disability. Employers cannot reduce, exclude, or limit the entitlements of employees with disabilities in terms of pay, promotion, leave, or workplace benefits.

This principle of equal treatment extends to professional development opportunities, ensuring that persons with disabilities have the same access to training, advancement, and participation in decision-making processes as other employees.

By codifying these protections, Qatar’s legislation ensures that equality in employment is not only a moral or social expectation but a legal obligation.

Compliance, monitoring, and grievance procedures

Employers are required to implement an internal framework that supports non-discriminatory employment practices and ensures full compliance with the Law’s provisions. This includes the establishment of grievance mechanisms through which employees with disabilities can raise concerns or complaints confidentially.

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The Ministry of Social Development and Family is empowered to receive and investigate complaints relating to violations of the new Persons with Disabilities Law. Further procedural guidance is expected through ministerial decisions, which will outline timelines, evidentiary requirements, and remedies available to complainants. Employers must also adopt privacy and data protection safeguards, ensuring that information concerning an employee’s disability is handled with strict confidentiality.

This aspect aligns the Law with global best practices in workplace privacy and disability rights.

Penalties for non-compliance

The new Persons with Disabilities Law introduces a strict penalty regime to ensure enforcement and accountability. Violations of employment-related provisions, such as discriminatory practices or failure to provide reasonable accommodations, may result in fines of up to QAR 50,000 (US$13,682).

In cases where negligence or non-compliance leads to severe harm, such as injury or death, penalties can escalate to imprisonment of up to five years and/or fines of up to QAR 500,000 (US$136,827). These punitive measures underline the seriousness with which the Qatari government intends to enforce the new framework and signal a zero-tolerance approach toward discriminatory conduct in the workplace

Implications for employers

The new law carries broad implications for organisations operating in Qatar. To ensure compliance, employers should begin reviewing and updating their human resources policies, recruitment practices, and facility designs well before the Law comes into effect in November 2025.

Key action points include:

• Conducting accessibility audits to assess physical and digital workplace readiness;
• Implementing inclusive hiring practices, including outreach to disability support organisations and vocational training centres;
• Preparing for employment quotas by identifying suitable roles and integrating inclusion into workforce planning;
• Establishing reasonable accommodation procedures, ensuring that requests from employees with disabilities are handled promptly and fairly;
• Training HR personnel and managers on non-discrimination, inclusivity, and sensitivity in dealing with disability-related issues; and
• Creating confidential grievance and remediation channels to handle internal complaints in compliance with forthcoming ministerial procedures.

Beyond compliance, employers that actively embrace the principles of the new legislation may also benefit from improved organisational reputation, access to a broader talent pool, and enhanced employee morale. Inclusion is increasingly recognised as a key factor in innovation and productivity, and the 2025 Law provides a legal structure to embed those values into Qatar’s labour market

Broader impact and future outlook

Qatar’s new law represents a transformative step in the country’s social and employment policy. Its implementation will not only improve the lives of persons with disabilities but also contribute to a more inclusive, equitable, and dynamic economy.

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By mandating accessibility, non-discrimination, and equal opportunity, the Law supports the objectives of Qatar’s Human Development and Social Development pillars under the National Vision 2030. It reinforces Qatar’s image as a regional leader in progressive social policy and labour market reform. The Law’s success, however, will depend on the effectiveness of its enforcement mechanisms and the cooperation of both public institutions and private employers.

As the Council of Ministers and the Ministry of Social Development and Family issue implementing regulations, greater clarity will emerge on compliance procedures, inspection frameworks, and sector-specific quotas.

In the long term, the Law is likely to reshape corporate social responsibility strategies and influence broader workforce management practices across the Gulf region. It sets a benchmark for inclusion that may inspire similar reforms in neighbouring jurisdictions.

Conclusion

Qatar’s Persons with Disabilities Law 2025 establishes a modern, rights-based approach to inclusion and equality in employment. By replacing the 2004 framework with a forward-looking, enforceable system, the Law ensures that persons with disabilities can participate meaningfully and confidently in the country’s labour market.

For employers, this development signals a new era of accountability and opportunity, one that requires proactive adaptation but promises long-term social and economic benefits. As the effective date approaches, businesses should view compliance not only as a legal necessity but as a chance to contribute to a more equitable and resilient Qatari society.

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