What is end of service gratuity in Qatar?
End of service gratuity (often just called "gratuity" or "EOSB") is a lump sum your employer must pay you when your job in Qatar ends. It is a reward for the years you have worked. It is paid on top of your last salary, your unused annual leave, and any other money you are owed. You do not pay into it from your salary. The employer funds it in full.
The rule is simple at its core: for each year of work, you get at least three weeks of your last basic pay. But many details change the final amount. These include the exact length of your service, unpaid leave, the way the daily wage is worked out, and whether your contract gives more than the minimum. This guide explains each of these in plain language, so you can check your own figure with confidence and know how to calculate gratuity in Qatar yourself.
If you work in another Gulf country, the rules are different. For example, the UAE uses a 21-days-then-30-days scale (see our UAE Gratuity Calculator), and Saudi Arabia uses half a month then a full month per year (see the Saudi End of Service Calculator).
Who is eligible?
You are entitled to the legal gratuity in Qatar if all of these are true:
- You are employed under Qatar Labour Law No. 14 of 2004. This covers most private sector workers in Qatar, both expats and Qataris in private companies.
- You have completed at least one year of service with the same employer.
- Your contract did not end through a dismissal that the law says removes the gratuity (see "Special cases" below).
It does not matter whether you resign or your employer ends the contract. It also does not matter whether your contract is for a fixed term or open-ended. What matters most is the one-year minimum. If you leave after 11 months, the law gives no gratuity, though a generous contract might.
Who is not covered by Labour Law No. 14 of 2004?
Article 3 of the Labour Law lists groups that the law does not apply to, unless a decision says otherwise. These include employees of ministries and government bodies, some companies linked to QatarEnergy (formerly Qatar Petroleum) and petroleum agreements, the armed forces and police, people doing casual (incidental) work, domestic workers such as house drivers, nannies, cooks and gardeners, family members of the employer, and some farm and grazing workers. These groups follow their own laws or contracts. Domestic workers are covered by a separate law, explained below. Workers in the Qatar Financial Centre (QFC) follow the QFC Employment Regulations, which work differently, so check your QFC contract.
The legal basis: Article 54 and related articles
The main rule is in Article 54 of Labour Law No. 14 of 2004. In our own words, it says:
- The employer pays the end of service gratuity when the employment ends, in addition to any other amounts owed, to a worker who has spent one year or more in service.
- The two sides may agree the amount in the contract, but it may not be less than three weeks' pay for each year of service.
- The worker is entitled to gratuity for fractions of a year in proportion to the time worked.
- The last basic wage is the basis of the calculation.
- Service is treated as continuous if a worker leaves (other than by dismissal under Article 61) and comes back to work for the same employer within two months.
- The employer may deduct from the gratuity any money the worker owes the employer.
Related articles
Article 55 deals with the death of a worker. The employer must deposit the worker's wages, entitlements and gratuity with the court within 15 days of the death, with a statement showing how the amounts were calculated. The court then pays the heirs.
Article 56 deals with company pension or savings schemes. If the employer runs a retirement or similar scheme that gives the worker more than the gratuity, the employer does not have to pay both. If the scheme gives less, the employer pays the gratuity and returns the worker's own contributions to the scheme. The worker can choose between the gratuity and the scheme benefit.
Article 61 lists serious misconduct cases where the employer may dismiss a worker without notice. Lawyers generally advise that a worker properly dismissed under this article can lose the gratuity, but the bar for proving such misconduct is high.
What about the 2020 and 2026 amendments?
Qatar changed its labour rules several times. In 2020, Law No. 18 of 2020 and Decree-Law No. 19 of 2020 changed notice periods and made it possible for workers to change employers without a No-Objection Certificate. A separate law set a minimum wage of QAR 1,000 basic per month, plus housing and food allowances where these are not provided. In June 2026, Law No. 9 of 2026 made further changes, including on non-compete clauses, strikes, labour dispute procedures and part-time work. Based on the summaries we checked, none of these changed the three-week formula in Article 54. Law No. 9 of 2026 does add a new case where a worker who unlawfully incites a disruptive strike can be dismissed without notice or end of service benefit. Because some of the 2026 changes still need implementing decisions, check the latest position with the Ministry of Labour.
How to calculate gratuity in Qatar
Here is the method the calculator uses. You can follow it with a phone calculator.
Step 1: Find your daily basic wage
The law does not say how to turn a monthly salary into a daily wage. Most employers and the most common practice in Qatar divide the monthly basic by 30. Some employers divide the yearly basic by 365. The difference is small, and the calculator lets you choose.
Step 2: Find your gratuity for one full year
Three weeks are 21 days. If your contract gives more, use that number of weeks.
Minimum: Daily basic wage × 21
Step 3: Find your service in years
Count from your first day to your last working day, including both days. Take off any unpaid leave days. Turn the leftover days after the last full year into a fraction of a year by dividing by 365.
Step 4: Multiply
If service < 1 year → legal gratuity = 0
A shortcut many people use with the standard 3 weeks and the ÷30 method is: Gratuity = Monthly basic × 0.7 × years, because 21 ÷ 30 = 0.7.
Worked examples
All examples use the "÷ 30" method unless stated, and match the calculator above. Amounts are in Qatari riyals (QAR).
Example 1: Five full years, standard 3 weeks
Joseph is a Filipino technician. He worked from 1 January 2021 to 31 December 2025. His last basic salary was QAR 4,000 a month. He had no unpaid leave.
Per year = 133.33 × 21 = 2,800.00
Service = 5 years exactly
Gratuity = 2,800.00 × 5 = QAR 14,000.00
If his employer used the 365-day method instead, the daily wage would be 4,000 × 12 ÷ 365 = 131.51, and the gratuity would be QAR 13,808.22. That is why it helps to ask your employer which method they use.
Example 2: Part year and unpaid leave
Asif from Pakistan worked from 15 March 2022 to 14 September 2026. His last basic salary was QAR 6,500. He took 20 days of unpaid leave during that time.
Extra days = 15 March to 14 September 2026 = 184 days
Service = 4 + (184 − 20) ÷ 365 = 4.4493 years
Daily basic = 6,500 ÷ 30 = 216.67
Per year = 216.67 × 21 = 4,550.00
Gratuity = 4,550.00 × 4.4493 = QAR 20,244.38
Without the unpaid leave, Asif's service would be 4.5041 years and his gratuity about QAR 20,493.70. Twenty days of unpaid leave cost him about QAR 249.
Example 3: Contract gives four weeks per year
Meera is an Indian accountant. Her contract says she gets four weeks' basic pay per year of service. She worked from 1 June 2023 to 31 May 2026, exactly three years. Her last basic was QAR 10,000.
Per year = 333.33 × 28 = 9,333.33
Gratuity = 9,333.33 × 3 = QAR 28,000.00
Under the legal minimum of three weeks, she would get QAR 21,000.00. Her contract adds QAR 7,000.00. Always follow the better of the law and your contract.
Example 4: Less than one year
Rahim from Bangladesh worked from 1 November 2025 to 31 August 2026, which is 304 days. His basic was QAR 5,000. Because he did not reach one year, the legal gratuity is QAR 0.00. He is still owed his final salary, unused leave and any other dues.
Quick reference table
Legal minimum gratuity (3 weeks per year, ÷30 method) for some common basic salaries:
| Monthly basic (QAR) | Per year of service | After 2 years | After 5 years | After 10 years |
|---|---|---|---|---|
| 1,000 (minimum wage) | 700.00 | 1,400.00 | 3,500.00 | 7,000.00 |
| 2,000 | 1,400.00 | 2,800.00 | 7,000.00 | 14,000.00 |
| 3,000 | 2,100.00 | 4,200.00 | 10,500.00 | 21,000.00 |
| 5,000 | 3,500.00 | 7,000.00 | 17,500.00 | 35,000.00 |
| 10,000 | 7,000.00 | 14,000.00 | 35,000.00 | 70,000.00 |
| 20,000 | 14,000.00 | 28,000.00 | 70,000.00 | 140,000.00 |
Qatar Labour Law does not set a maximum cap on gratuity, unlike some other Gulf countries. The amount keeps growing with each year of service.
Special cases
Resignation vs termination
In Qatar, the gratuity formula is the same whether you resign or the employer ends your contract. There is no reduced rate for resigning, as there is in Saudi Arabia. However, you must give proper notice. Since 2020, the minimum notice is one month if you have worked up to two years and two months if you have worked longer, unless the contract sets more. A worker who leaves without honouring the notice period may have to compensate the employer for the unserved notice, and that amount could be deducted from final dues.
Dismissal for misconduct
If an employer dismisses a worker without notice for one of the serious reasons in Article 61 (for example, serious harm to the employer through the worker's fault, or revealing secrets), the worker can lose the gratuity. Employers must follow the right process and keep proof. If you think the dismissal was not justified, you can challenge it through the Ministry of Labour.
Probation
Probation in Qatar cannot be longer than six months. If you leave during or straight after probation, you will usually not have reached the one-year minimum, so no legal gratuity is due. If you stay, the probation period counts as part of your service.
Unpaid leave and absence
Paid annual leave and paid sick leave count as service. Unpaid leave and unauthorised absence are generally not counted. Our calculator takes off the days you enter. Check your contract or company policy, because some employers treat short unpaid periods differently.
Salary changes during service
The law uses your last basic wage. So if your basic rose from QAR 3,000 to QAR 4,500 in your final year, the whole gratuity is based on QAR 4,500. This is good news for workers who receive raises late in their service.
Leaving and returning within two months
If your contract ends (not by misconduct dismissal) and you return to work for the same employer within two months, your service is treated as continuous. In that case, your earlier years can be added to the new period.
Company pension or savings scheme
If your employer runs a provident fund or savings plan that pays more than the gratuity, the employer can pay that benefit instead (Article 56). You can choose which one to take. If the scheme pays less, you get the gratuity plus your own contributions back.
Qatari nationals
Qatari employees are usually enrolled in the state pension and social insurance system. How that interacts with gratuity depends on the pension law and the employer. Check with your HR and the pension authority.
Domestic workers
Domestic workers such as housemaids, drivers, nannies, cooks and gardeners are not covered by Labour Law No. 14 of 2004. Instead, Law No. 15 of 2017 on Domestic Workers applies. That law gives domestic workers an end of service gratuity of at least three weeks' wage for each year of service, along with other rights such as a weekly day off and annual leave. The calculator above can be used as a guide for domestic workers too, but check the full terms of the law and your contract, and ask the Ministry of Labour if you are unsure.
Death of a worker
If a worker dies, the employer must deposit the gratuity and all other dues with the court within 15 days. The court then gives the money to the heirs.
Common mistakes
- Using gross salary. The law uses the last basic wage. Housing, transport and other allowances are not included unless your contract says so.
- Assuming you lose it by resigning. You do not, if you have at least one year and you give proper notice.
- Forgetting the part year. After the first year, every extra day counts. Leaving one month before your next anniversary still gives you about 11/12 of a year's gratuity.
- Ignoring the contract. Three weeks is a minimum. If your contract gives four weeks or a month, the employer must pay that.
- Mixing up 21 working days and 21 calendar days. The common practice is three calendar weeks, or 21 days of the daily wage worked out on a 30-day month.
- Not counting unpaid leave. Long unpaid leave can lower the amount. Enter it in the calculator for a fair estimate.
- Accepting a "full and final" paper too quickly. Read your final settlement before you sign it. Once signed, it is harder to claim missing amounts.
What to do if your gratuity is not paid
The law expects your employer to pay your gratuity when your service ends, together with your other dues. If your employer delays or refuses, follow these steps:
- Ask in writing. Send an email or letter to HR. State your dates, your last basic salary, and your own calculation. Keep a copy.
- Collect your documents. Your contract, payslips, bank statements (Wage Protection System transfers help prove your salary), QID copy, and any resignation or termination letter.
- File a complaint with the Ministry of Labour. You can use the Ministry's online complaints service (log in with your QID), call the hotline 16008, or visit a Ministry labour relations office. The Ministry will first try to settle the matter between you and your employer.
- Labour Dispute Settlement Committee. If the Ministry cannot settle it, the case goes to a Labour Dispute Settlement Committee. These committees were set up to decide workers' claims faster than ordinary courts. Law No. 9 of 2026 sets new time limits for the settlement stage before referral.
- Workers' Support and Insurance Fund. If a committee awards you money and the company cannot pay (for example, because it has closed), this state fund can pay workers' awarded dues.
You can still complain after you have left the company, but act quickly. Claims can be time-limited, and evidence is easier to gather while you are still in Qatar.
Tips before you leave your job
- Check your basic salary on paper. Your contract and payslip should show your basic wage separately. If they do not, ask HR in writing what your basic is.
- Time your exit. If you are close to your first anniversary, a few extra weeks can mean the difference between zero and a full year's gratuity.
- Work out your full settlement. Gratuity is only one part. Also count unused leave, unpaid salary, and notice pay. Our Qatar Overtime Calculator can help you check any overtime you were not paid.
- Ask which daily wage method is used. ÷30 is more common and slightly better for the worker than ÷365.
- Keep copies. Take photos or PDFs of your contract, payslips and leave records before your last day.
- Moving to another Gulf country? Compare rules with tools like the Oman End of Service Calculator and Kuwait Indemnity Calculator.
Frequently asked questions
How is gratuity calculated in Qatar?
Under Article 54 of Labour Law No. 14 of 2004, the gratuity is at least three weeks of the last basic wage for every year of service. Most employers take the daily basic wage as monthly basic divided by 30, multiply by 21 days, and then multiply by the years of service including fractions.
Am I eligible for gratuity in Qatar after less than one year?
No. The law gives gratuity to a worker who has completed one year or more of service. If you leave before your first full year, the legal minimum gratuity is zero, unless your contract gives you more.
Is gratuity in Qatar based on basic or gross salary?
The law says the last basic wage is the basis of the calculation. Allowances such as housing, transport and food are not included, unless your contract says otherwise.
Do I lose my gratuity if I resign in Qatar?
No. Resigning does not cancel the gratuity if you have at least one year of service and you leave in line with the law, including giving the required notice. The amount is the same whether you resign or the employer ends the contract.
Are fractions of a year counted?
Yes. Article 54 says the worker is entitled to gratuity for parts of a year in proportion to the time worked, once the one-year minimum is met. For example, 4 years and 6 months counts as 4.5 years.
Does unpaid leave reduce gratuity in Qatar?
Usually yes. Periods of unpaid leave are generally not counted as service for gratuity, while paid annual leave and paid sick leave are counted. Check your contract and company policy.
Can my employer give me more than three weeks per year?
Yes. Three weeks is only the legal minimum. Many contracts give four weeks or one month per year, especially after several years. Use the weeks per year box in the calculator to match your contract.
Are domestic workers in Qatar entitled to gratuity?
Domestic workers are outside Labour Law No. 14 of 2004, but Law No. 15 of 2017 on domestic workers gives them an end of service gratuity of at least three weeks' wage for each year of service.
When must the employer pay my gratuity?
Article 54 says the employer pays the gratuity on the date the employment ends, together with any other amounts due. The employer may deduct money the worker owes to the employer.
What can I do if my employer does not pay my gratuity?
Speak to HR in writing first. If that fails, file a complaint with the Ministry of Labour through its online complaints service or hotline 16008. Cases that are not settled go to the Labour Dispute Settlement Committee.
Disclaimer: This Qatar gratuity calculator gives an estimate only and is not legal advice. Your real entitlement depends on your contract, your employer's records and how the law is applied to your case. Please confirm with your employer or the Qatar Ministry of Labour.
Sources / references: Qatar Labour Law No. 14 of 2004 (Articles 3, 54, 55, 56 and 61), as amended by Law No. 18 of 2020 and Law No. 9 of 2026; Decree-Law No. 19 of 2020; Law No. 15 of 2017 on Domestic Workers; Qatar Ministry of Labour – mol.gov.qa; Al Meezan Qatar Legal Portal – almeezan.qa.