Law No. 25 of 2025 Amending Some Provisions of the Civil Human Resources Law No. 15 of 2016

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Law No. 25 of 2025 Amending Some Provisions of the Civil Human Resources Law No. 15 of 2016 We, Tamim bin Hamad Al Thani, Amir of the State of Qatar, Having reviewed the Constitution, And Law No. 15 of 2016 on Civil Human Resources, amended by Law No. 23 of 2020, And Social Insurance Law No. 1 of 2022, And Amir's Decision No. 58 of 2021 establishing the Civil Service and Government Development Bureau, And upon the proposal of the Council of Ministers, And upon approval by the Shura Council, Have decided to ratify the following Law:

Article 1:
Replaces Articles 3 and 4 of Law No. 15 of 2016 with the following texts:

Article 3:
"Government entities subject to the provisions of this Law and state-funded entities shall provide the Civil Service and Government Development Bureau with all human resources data requested by the Bureau."

Article 4:
"Government entities that regulate their employees' affairs through employment systems or special regulations, and other state-funded or state-participated entities, shall submit to the Civil Service and Government Development Bureau their operational human resources regulations, drafts, and amendments for review and opinion by the Prime Minister, ensuring alignment with the State's general policy in human resources."

Article 2:
Replaces definitions of "Ministry", "Minister", and "Specialized Administration" from Article 1 of the referenced Law with:
The Bureau: Civil Service and Government Development Bureau.
Head of the Bureau: Head of the Civil Service and Government Development Bureau.
Specialized Administration: The administrative unit responsible for training, planning, organization, arrangement, or implementation of human resources policies within the Bureau, as applicable.
The words "Bureau" and "Head of the Bureau" shall be replaced by "Ministry" and "Minister", respectively, wherever they appear in the remaining articles of the referenced Law.

Article 3:
Replaces the provisions of Articles [4/9, 10, 12, 14, 18, 19, 20, 23, 25, 26, 30, 31, 33, 35, 36, 39, 40, 41, 42, 44, 45, 46/1, 47, 48, 57, 58, 60, 61, 62, 63, 65, 66, 69, 73, 78, 79/3, 81, 84, 85, 89, 90, 92, 93, 96, 101, 106, 111, 118] of the referenced Law with the following texts:

Article 4/9:
"Temporary employment may be granted a lump-sum bonus according to the conditions and regulations determined by the Council of Ministers."

Article 10:
"The Council of Ministers, upon proposal by the government entity and after consulting the Bureau, may establish an employment system for certain categories or special functions, specifying their rights, duties, salaries, and benefits."

Article 12:
"Appointment authority in functions is as follows: Appointments are made by Amir's decree for positions specified in special legislation; by Minister's decree for Deputy Ministers and specified positions; by Prime Minister's decision for Assistant Deputy Ministers or specified positions; and by the Head's decision for Excellence Grade positions and below, or via employment contracts, subject to compliance with this Law, the approved organizational/employment structures, and the General Job Description, Classification and Grading Guide. The Administration must submit the appointment decision or employment contract (with all supporting documents) to the Specialized Administration within one week of issuance/signature, allowing a 60-day objection period. Failure to notify is deemed rejection, and the decision/contract is voided in such cases."

Article 14:
"Government entities shall provide employment quotas for persons with disabilities, according to the governing law, equipping them with suitable means and workplaces adapted to their needs."

Article 18:
"Non-Qatari employees are appointed according to the General Job Description, Classification and Grading Guide. The government entity may grant an exceptional allowance with prior Bureau approval, not exceeding the salary end-point of Grade 2 in the attached Salary and Grading Table."

Article 19:
"Employees receive the basic salary start for their assigned grade upon appointment. Higher starting salaries may be granted based on practical experience and executive regulations. Private sector experience is recognized per Bureau Head's decision. Monthly salary accrual starts from work commencement, calculated based on hours worked."

Article 20:
"Re-appointment of employees who obtained qualifications during service, or higher qualifications, to vacant positions is permitted if requirements are met. Executive regulations specify conditions."

Article 23:
"Qatari employees receive a periodic allowance in January following the previous year's accrual, until reaching the grade end-point. Allowance value is a percentage of the allowance category based on performance evaluation (table: Exceptional 150%, Exceeds Expectations 125%, Meets Expectations 100%, Below Expectations 75%, Weak No entitlement). Re-appointed/first-time employees accrue allowance from appointment date to next January, considering the first performance evaluation."

Article 25:
"Monthly bonus granted to Qatari employees whose basic salary reaches the grade end-point, under Article 23 conditions, until periodic allowance accrual."

Article 26:
"Employees are entitled to the following allowances, bonuses, and incentives: Social allowance; Housing allowance; Transportation allowance; Representation allowance; Nature-of-work allowance (per PM decision); Special bonus; Retention bonus; Exceptional bonus; Recruitment and retention bonus; Telephone allowance; Overtime allowance; Private car usage allowance; Supervision allowance; Furniture allowance; Trust fund allowance (per Bureau Head decision); Professional certificate bonus (per PM decision); Performance incentive; Supervisory performance incentive; Annual marriage incentive. Council of Ministers may amend/add them. Government entities may provide housing instead of allowance, per Bureau Head decision."

Article 30:
"Government entities shall develop training and development plans aligned with national policy, ensuring employee performance improvement through suitable opportunities."

Article 31:
"Administration implements annual training plans after budget approval, with flexibility. Training courses or alternatives must be available for promotion candidates. Bureau Head may exempt employees upon request."

Article 33:
"Bureau determines government scholarship needs for higher degrees, coordinating with the National Workforce Plan. Entities submit actual needs."

Article 35:
"Specialized Administration sets general guidelines for performance evaluation, including templates. Executive regulations specify procedures."

Article 36:
"Performance levels: Exceptional (Level 1), Exceeds Expectations (Level 2), Meets Expectations (Level 3), Below Expectations (Level 4), Weak (Level 5)."

Article 39:
"Performance rated as 'Meets Expectations' in cases of study/training missions >8 months, academic/medical/spousal/childcare/maternity leave >8 months, foreign secondment >8 months, Shura Council membership, Central Municipal Council membership."

Article 40:
"Re-appointment or transfer performance evaluation is handled by the entity where the employee spent most of the year. If equal, by receiving/transferring entity. If previous entity abolished, first-year evaluation in new entity is considered."

Article 41:
"Employees cannot be rated Exceptional or Exceeds Expectations if they missed training, had unexcused absence, received disciplinary deductions/suspensions >10 days (or total >15 days), or hold Special/Excellence grades and received any penalty except warning."

Article 42:
"Administration announces performance reports to employees. Employees may appeal within 15 days; Head decides within 30 days. Failure to notify is deemed rejection. Head's decision is final. Notification via personal delivery, electronic means, national address, or registered mail."

Article 45:
"Government entities may award material bonuses to outstanding employees/departments (up to QAR 5,000) per Bureau Head's conditions."

Article 46/1:
"Promotion in Grades 12 to Excellence is based on periodicity and performance."

Article 47:
"Promotion up to Excellence requires minimum 'Meets Expectations' in last two years, periodicity completion, and passing required training. Bureau Head determines courses."

Article 48:
"Employees with individual government excellence awards may be promoted directly to Excellence without periodicity/qualification constraints. Employees in Excellence grade or higher with special contracts receive a financial bonus equal to total monthly salary."

Article 57:
"Receiving entity bears the transferred employee's salary, allowances, and benefits (whichever is higher). Prime Minister may approve total salary if it exceeds Grade/Salary tables."

Article 58:
"Secondment to Arab/foreign/international government bodies, agencies, or organizations is permitted upon Prime Minister's decision. Salary and benefits continue. If receiving entity pays less than diplomatic counterparts, the difference is paid."

Article 60:
"Amir determines working days, official/weekly holidays. Council of Ministers sets work hours and flexible work systems. Employees cannot be absent except via authorized leaves."

Article 61:
"Leaves include: periodic, casual, sick, maternity, childcare, Hajj, marriage, legal waiting period (Iddah), condolence, spousal accompaniment, mahram accompaniment, patient accompaniment, exceptional leave, training center service, academic, examination, unpaid. Council of Ministers may approve other leaves. Authorized leaves count as actual service. Unpaid leave >1 year is excluded except spousal accompaniment."

Article 62:
"Annual periodic leave entitlements: Grade 7+ (45 days), Grades 8-10 (40 days), Others (30 days). Accrued pro-rata after probation. Official holidays/sick leave are added to leave."

Article 63:
"Government entities encourage annual periodic leave. If not fully taken, at least half must be consecutive/non-consecutive. Remaining balance carries forward to next year only. Cash compensation for unused leave is permitted upon Executive Director's approval, based on total salary. Max 10% of employees may be exempted from full leave."

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