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Qatarization in Qatar: Workforce Localisation Rules Under Law No. 12 of 2024
Qatar's national workforce-localization program - "Qatarization" - is now codified in Law No. 12 of 2024 on the Localisation of Jobs in the Private Sector, published in the Official Gazette on 17 October 2024 and effective 17 April 2025. Private-sector employers (excluding QatarEnergy and petroleum/petrochemical operations) must prioritize Qatari nationals and children of Qatari mothers for vacancies, notify the Ministry of Labour of openings within one month, and register on the MoL's Kawader and Istamer recruitment platforms before hiring externally. A six-year Ministry of Labour workforce strategy, targeting 2030, aims to raise Qataris' share of private and mixed-sector employment from roughly 17% to 20%. Non-compliance can bring written warnings, suspension of MoL transactions (including visa processing) for up to 3 months, fines up to QR 100,000, and - for fraudulent compliance claims - criminal fines up to QR 1,000,000 with imprisonment up to 3 years.
Steps
- Post vacancies on Kawader/Istamer before external hiring - Every open role must be listed on the MoL's Kawader platform (Qatari nationals and children of Qatari mothers) and Istamer platform (retired Qataris) before the employer looks to non-Qatari candidates.
- Notify MoL of vacancy details within one month - Submit job conditions, required qualifications, and wage/salary information to the Ministry within one month of a position opening.
- Wait for MoL confirmation before hiring non-Qataris - A non-Qatari can only be recruited into the role once the Ministry confirms no suitably qualified Qatari national or eligible child of a Qatari mother is available.
- Submit Qatari employee data via Basher - Report data on Qatari national employees (and children of Qatari mothers) - names, Qatari ID numbers, contact information - through the Ministry's Basher service. Separately, employers must report details of new hires covering all workers (Qatari and non-Qatari) within 60 days of contracting, on top of the general six-monthly workforce report required under the Labour Law.
- File the company's Qatarization plan with MoL - The Council of Ministers issues a Qatarization scheme classifying employers by workforce size and job types; once classified, submit a multi-year localisation/training plan to the Ministry of Labour (five-year plans have been requested by email in current practice).
- Use MoL-approved contract templates and provide training - Issue employment contracts on Ministry-issued standard templates for roles covered by the law and provide qualification/training pathways for Qatari staff in technical roles.
Timeline
Ongoing compliance rather than a one-time filing: vacancy notifications are due within one month of a role opening; a separate report on new hires (covering both Qatari and non-Qatari workers) is due within 60 days of contracting, in addition to the general six-monthly workforce report required under the Labour Law. The broader 20%-by-2030 national target runs under a six-year Ministry of Labour workforce strategy launched in late 2024, with the Council of Ministers' employer classification scheme and detailed employer quotas still being rolled out as of 2025-2026.
Cost & fees
No published Ministry filing fee for Kawader/Istamer registration or vacancy notification itself; the real employer cost is training/upskilling investment plus exposure to administrative fines (reported up to QR 100,000) for non-compliance, and criminal fines up to QR 1,000,000 for fraudulent compliance claims.
Some figures on this page vary by jurisdiction, zone or nationality, or could not be independently confirmed from a public source at time of writing - confirm the current figure with the regulator before relying on it.
Sources
- Sultan Al-Abdulla & Partners (qatarlaw.com) - Insights on Law No. 12 of 2024 Concerning the Localisation of Jobs in the Private Sector
- Crowell & Moring LLP - Qatar Introduces Law On Qatarization Of Jobs In The Private Sector
- Fragomen - Qatar: New Job Vacancy Posting Requirements and Streamlined Work Documentation Attestation Process
- Fragomen - Qatar: Strategy Launched on Increasing Qatarization, Attracting More Highly-Skilled Foreign Nationals
- Lexology - Global Employer Update 2025: Qatar
Frequently asked
What is Qatarization and which law governs it now?
Qatarization is Qatar's policy of increasing citizen employment in the private sector. It is now formalized in Law No. 12 of 2024 concerning the Localisation of Jobs in the Private Sector, published 17 October 2024 and effective from 17 April 2025, which requires private employers to prioritize Qatari nationals and children of Qatari mothers in hiring.
What is the numerical Qatarization target and by when?
A six-year Ministry of Labour workforce strategy, targeting 2030, aims to raise Qatari nationals' share of private and mixed-sector employment to 20%, up from roughly 17% today. Primary sources confirm the strategy's duration and target but do not give it a formal official title or an explicit start-year date range.
What happens if our company doesn't comply?
The Ministry of Labour can issue written warnings, suspend the company's Ministry transactions (including visa processing) for up to three months, and impose administrative fines reported up to QR 100,000; knowingly submitting false compliance information can carry criminal fines up to QR 1,000,000 and imprisonment up to three years.
Does the law apply to every private-sector company and sector?
It applies broadly to private-sector entities but excludes QatarEnergy and petroleum/petrochemical operations. The Council of Ministers is to issue a classification scheme grouping employers by workforce size and job type, which the Ministry of Labour uses to set applicable localisation plans; which specific sectors will be prioritized has not been confirmed in the primary sources reviewed for this article.