Your Details

Market entry without entity setup

Skip the commercial registration, establishment card, office lease, local bank account, Ministry of Labor employer file, and immigration file. Komp’s existing Qatar infrastructure lets you make offers as soon as you find the right person.

Hire-to-retire lifecycle management

Komp Activate runs onboarding, contracts, visa processing, and benefits; Komp PayOps runs WPS payroll; Komp TimeOps tracks working time and leave; and compliant offboarding, including visa cancellation and gratuity settlement, closes the loop in one flow.

One view across every country

Komp Workforce gives HR, Finance, and Legal a single source of truth for Qatar and global headcount, covering payroll status, fully loaded employer costs, accrued gratuity, permit expiry dates, leave balances, and compliance alerts, with audit trails built in.

Compliant employment contracts

We issue contracts that meet Labor Law No. 14 of 2004 as amended, register and attest them with the Ministry of Labor, and set the job title, basic salary and allowances, working hours, probation, notice, and leave. Contracts inside the Qatar Financial Centre are drafted to that jurisdiction’s own employment regulations instead.

Work permits, residence permits, and Qatar ID

We manage the full immigration sequence, including work permit approval, entry visa, medical fitness testing, biometrics, and Qatar ID issuance, then track every expiry and handle renewals before they lapse.

WPS payroll and salary disbursement

Komp PayOps calculates QAR payroll and pays employees through the Wage Protection System within the statutory window using compliant files submitted through an approved bank. Because there is no personal income tax, net pay equals gross pay.

Mandatory health insurance and benefits

We arrange the health insurance cover that Qatari law requires for expatriate workers, and can administer supplementary medical cover, life insurance, education allowances, and housing or transport allowances.

Social insurance for Qatari nationals

Expatriate employees receive end of service gratuity rather than pension contributions. For Qatari nationals, Komp registers the employee for social insurance and processes the employer and employee contributions correctly, within the statutory earnings cap.

Leave, working time, and HR support

Komp TimeOps tracks annual leave of 21 days rising to 28 days with service, public holidays, the 48-hour working week and its reduction during Ramadan, sick leave, maternity leave, and Hajj leave. Employees get support in English and Arabic.

Contract terms under the 2026 amendments

Law No. 9 of 2026 changed how restrictive covenants work, extending the permitted non-compete period and requiring Ministry approval, with the clause void where employment ends during probation. Komp drafts these terms correctly rather than carrying over a template from another market.

Offboarding, gratuity, and visa cancellation

We manage exits with the correct notice, calculate end of service gratuity at a minimum of 21 days’ basic salary per completed year, settle final pay, and cancel the work permit and residence permit properly.

Companies entering the Gulf market

Place a country lead, sales director, or partnerships manager in Doha without committing to a registration, an office, and a multi-year cost base before the market is proven.

Energy, construction, and industrial firms

Place project, engineering, and commercial staff close to Qatari operations and contracts without a separate corporate structure for each engagement.

Technology and professional services

Hire consulting, solutions, and delivery talent to serve Qatari government and enterprise clients who expect a local presence and local working hours.

Financial services

Build teams in or around the Qatar Financial Centre, with contracts drafted to that jurisdiction’s employment regulations rather than the mainland law.

Companies with a candidate who needs a visa

When the person you want to hire needs residence sponsorship and you have no Qatari registration, an EOR is not the convenient option, it is the only compliant one.

HR and Finance leaders

Get predictable costs, consolidated invoicing, visible gratuity accrual, owned payment rails, and audit-ready records for every Qatar hire.

AI Agent Swarms with human control

Autonomous agents continuously check payroll, classification, contracts, permit expiry dates, and regulatory change. Recommendations are surfaced for review before anything is executed: autonomous intelligence, human control.

Current with the 2026 amendments

Law No. 9 of 2026 changed non-compete rules, joint committee thresholds, and disciplinary grounds. Many providers are still working from pre-amendment templates. Komp tracks legislative change and updates contracts and policies as it lands.

Immigration tracked, not remembered

Work permits, residence permits, and Qatar ID expire on separate cycles, and a lapse can stop an employee working. Komp tracks every date and starts renewals early rather than relying on a spreadsheet reminder.

Gratuity you can see

End of service gratuity is a growing liability that many companies discover only at exit, and it is calculated on basic salary rather than total package, which is easy to model incorrectly. Komp accrues it monthly and reports it alongside payroll cost.

Enterprise-grade security

AES-256 encryption, SOC 2 Type II, ISO 27001, GDPR compliance, role-based access control, and AWS hosting with multi-region redundancy protect your Qatar employee data.

One platform, four modules

Komp Activate, Komp Workforce, Komp TimeOps, and Komp PayOps connect hiring, workforce records, time, and pay across Qatar and 150+ countries.

Hire when you have no registration to sponsor

This is the decisive point. Without a commercial registration and establishment card, your company cannot issue a work permit or residence permit to anyone. An EOR is the only compliant way to employ in Qatar without building that structure first.

Stay compliant from day one

Contracts must be registered and attested, wages must move through the Wage Protection System within the statutory window, health insurance is mandatory for expatriate workers, and immigration status must be maintained continuously. Komp keeps all of it current.

Understand the true cost of a hire

There is no income tax and no social insurance for expatriate staff, so the headline cost looks simple. The real model includes visa and insurance costs, allowances, and gratuity accruing on basic salary from the first completed year. Komp makes the fully loaded number visible before you make an offer.

Offer a package that competes

Qatari candidates compare net pay, health cover, housing and schooling allowances, and visa handling for their families. Komp administers all of it so your offer stands up against local employers.

Manage Qatar like every other market

See Qatar headcount, costs, permit status, and compliance in the same platform as the rest of your global workforce. No separate vendor, no data silos.

Employment contracts and registration

Contracts must be in writing, registered and attested with the Ministry of Labor, and must state the job, wage, working hours, and duration. The 2026 amendments under Law No. 9 also changed how restrictive covenants operate, so contracts written before mid-2026 may now be out of step.

Work permits and residence permits

Employment is inseparable from immigration. A work permit and residence permit can only be sponsored by an entity holding a valid commercial registration, and the process includes entry visa, medical fitness testing, biometrics, and Qatar ID. Each element expires on its own cycle and must be renewed before lapse.

Wage Protection System

Wages must be paid through the Wage Protection System, using compliant files submitted through an approved bank and settled within seven days of the due date. Non-compliance can suspend an employer’s ability to process new permits, which stops hiring altogether.

No income tax, no expatriate social insurance

Qatar levies no personal income tax, so employees receive their full gross salary. Expatriate employees make no social insurance contributions. Qatari nationals are enrolled in the national scheme, with employer and employee contributions payable up to a statutory earnings cap.

Minimum wage

A non-discriminatory minimum wage applies to all workers regardless of nationality, set at QAR 1,000 in basic pay, plus allowances of QAR 500 for accommodation and QAR 300 for food where the employer does not provide them directly.

End of service gratuity

Gratuity is payable to employees completing at least one year of service, at a minimum of 21 days’ basic salary for each year worked. It is calculated on basic pay rather than total package, and the 2026 amendments introduced forfeiture where an employee is dismissed for inciting an unlawful strike.

Leave and working time

Employees receive 21 days of annual leave, rising to 28 days after five years of service, alongside public holidays. Maternity leave is 50 days paid, and employees may take up to two weeks of unpaid Hajj leave once during their employment. The working week is 48 hours, reduced during Ramadan.

Health insurance

Employers must provide health insurance cover for expatriate workers through an approved provider. Cover must be in place for the residence permit process, so it is a precondition of employment rather than a benefit added later.

Probation, notice, and termination

Probation runs to a maximum of six months. Notice is generally one month for service under two years and two months beyond that. Since the labor reforms, employees may change employer without the previous employer’s consent, which changes retention dynamics for foreign employers used to the older system.

Joint committees and collective matters

The 2026 amendments raised the threshold at which a joint committee of workers and management must be formed, and introduced a formal framework governing notice and duration for industrial action. Employers above the threshold face fines for failing to establish a committee.

Employer of Record in Doha and West Bay

The capital and the country’s commercial core, home to corporate headquarters, government ministries, banking, and professional services, with the deepest and most international talent pool in Qatar.

Employer of Record in the Qatar Financial Centre

A separate jurisdiction with its own employment regulations, courts, and registration regime, operating on a common-law basis. The natural base for banking, asset management, insurance, and advisory roles, with contracts drafted to the QFC framework rather than the mainland law.

Employer of Record in Lusail

A planned city north of Doha housing corporate, financial, and mixed-use development, increasingly chosen by companies establishing a modern headquarters presence.

Employer of Record in Education City and QSTP

Qatar’s research, education, and technology cluster, hosting international university campuses and a science and technology park, well suited to research, engineering, and innovation roles.

Employer of Record in Ras Laffan and Mesaieed

Qatar’s industrial cities, centered on liquefied natural gas, petrochemicals, and heavy industry, where project, engineering, and operations staff are typically deployed on contract cycles.