Maternity Leave Laws in Qatar

Maternity leave in Qatar is governed by Labour Law No. 14 of 2004, specifically Articles 96, 97, and 98. These laws ensure that female employees receive adequate time off before and after childbirth, promoting maternal and child welfare while safeguarding employment rights.
 

Eligibility and Duration
Under Qatari labor law, a female employee who has completed at least one year of continuous service with her employer is entitled to 50 days of fully paid maternity leave. This leave includes both prenatal and postnatal days, with the condition that the postnatal leave must be at least 35 days. The employee must provide a medical certificate from a licensed doctor specifying the expected delivery date to avail of this benefit.

If an employee requires more time beyond the allocated 50 days due to health reasons related to childbirth, she can apply for an additional unpaid leave of up to 60 days. However, this extended leave must be supported by a medical certificate confirming her inability to return to work. If the employee has not completed one year of service, maternity leave may be granted at the employer's discretion, typically as unpaid leave.
 

Additional Leave Provisions
If a female employee takes less than 35 days of postnatal leave, she has the right to supplement the remaining days from her annual leave to meet the mandatory requirement. This flexibility helps ensure that mothers receive adequate time for recovery and childcare after birth. However, in cases where annual leave is exhausted, any additional leave may be taken as unpaid.
 

Nursing Breaks and Workplace Support
Upon returning to work, nursing mothers are entitled to a one-hour break per day to nurse their child. This break is fully paid and does not result in any salary deductions. The employee has the right to determine the timing of this break in coordination with her employer. This provision acknowledges the importance of postnatal care and supports working mothers in balancing professional responsibilities with their maternal duties.
 

Protection Against Termination
Employers cannot terminate a female employee because of pregnancy or maternity leave. Dismissal due to maternity leave or pregnancy would be considered unlawful and subject to legal consequences. Additionally, taking maternity leave does not affect an employee’s right to other types of leave such as annual or sick leave.
 

Gender Equality in the Workplace
Qatar’s labor law mandates equal pay for female employees performing the same work as male employees. This provision ensures gender equality in the workplace and reinforces the country’s commitment to providing fair employment rights to women.
 

In conclusion, Qatar’s maternity leave laws prioritize the well-being of female employees while ensuring workplace protection and equal rights. The provisions allow expectant and new mothers to take sufficient time off while maintaining their professional security. By enforcing paid leave, nursing breaks, and job protection, Qatar continues to support women in the workforce while promoting family welfare. These regulations reflect the country's commitment to fostering a balanced work-life environment for female employees.

Sources:

• Al Meezan
• Global People Strategist
• Lawyer In Qatar