Qatar Introduces Law No. (9) of 2026 to Modernize Labor Market

On June 25, 2026, Qatar introduced Law No. (9), which amends some provisions of its labor law under the 2004 Law No. (14). Introduced by His Highness Sheikh Tamim bin Hamad Al Thani, Amir of the State of Qatar, the new law is intended to promote the Qatar National Vision 2030 by modernizing the country’s labor market, improving regulatory oversight, and supporting an employment framework that is more flexible and competitive.

Law No. (9) of 2026 covers a long list of labor-related topics, and a small sample of the law’s components is provided here.

Flexible work arrangements: Law No. (9) paves the way for the regulation of part-time and freelance work in Qatar. Relevant government bodies are due to set applicable conditions, procedures, and the degree to which part-time and freelance work will be protected by the country’s labor law.

Recruitment agencies: Under the new law, recruitment activities in Qatar will be subject to enhanced regulatory oversight. The country’s Minister of Labour has been given the authority to establish licensing procedures and operational requirements for recruiting agencies, as well as regulatory controls for these businesses. Noncompliance may result in administrative sanctions.

Labor dispute resolution: Law No. (9) holds that before referring a labor dispute to the Labour Disputes Settlement Committee, an attempt at an amicable settlement must first be pursued with the Ministry of Labour. This process is subject to statutory timelines, and any settlement reached before the ministry may be considered an enforceable instrument.

The amendments allow for proceedings before the Labour Disputes Settlement Committee to be conducted electronically, as long as the identities of the parties and witnesses are verified first.

Professional licensing and skills certification: The labor law amendments introduce a new framework for licensing and certification in particular occupations. Under the amendments, individuals in those occupations will need to meet training requirements and complete competency assessments before they can begin practicing their profession. Training and assessments will be conducted through government-accredited centers, and implementing decisions will determine which occupations will fall within the scope of this framework.

Employers should note that the Ministry of Labour’s enforcement powers have expanded significantly, and the minister can suspend the ministry’s services when a company is found to be noncompliant. Services are only restored once a company’s violations have been remedied.

Source: Dentons