TL;DR: Private sector employers in Qatar are now required to recruit Qataris first before expats . Posts must be advertised on local portals such as Kawader and Ouqoul .
Half-yearly recruitment reports and checks for compliance are now required. Companies are fined, have visas blocked, or face prosecution for ignoring local-first guidelines. The legislation underpins Qatar's long-term efforts at workforce nationalisation as part of Vision 2030.
A Shift in Recruitment Policy
Qatar has passed a major overhaul of its labour legislation. Private firms are now required to give local citizens and the children of Qatari women precedence when hiring under Law No. 12 of 2024. Issued in April 2025, the policy represents a more forceful move toward indigenous workforce inclusion.
Unlike earlier initiatives that encouraged hiring nationals through incentives or voluntary targets, the new framework introduces legal obligations. Organisations operating in designated sectors are now required to advertise open positions through official channels like Kawader and Ouqoul. Only if no suitable local candidates are found can the role be offered to a foreign applicant.
This change actually turns what was once a question of best practice into a binding condition for conducting business within the nation.
What the Employers Have to Do
Firms that come under the purview of this legislation particularly tourism, finance, logistics, education, healthcare, and IT firms have to adhere to a number of new procedures:
List all vacancies on authorized national portals
Companies that disregard or do not adhere to these measures may be fined between QAR 10,000 to 100,000 (2,35,520 to 23,55,208 INR) , receive delays in visa approval, be listed on the registries of non-compliance, and in extreme circumstances, litigation.
Why Now?
Qatar's action is not isolated. It is part of a larger vision detailed in Qatar National Vision 2030, which seeks to diminish Qatar's reliance on foreign labour by preparing nationals to fill important positions in both the private and public sectors.
Until recently, public institutions had provided most Qataris with long-term employment security. But expat talent dominated much of the country's economic growth in the private sector. This legislation seeks to level the playing field by reaffirming a channel through which citizens can gain access to those private-sector jobs more directly.
The government has further pledged to make training and upskilling programmes stronger, with the goal of getting Qatari talent ready to address changing industry demands.
Historical Context
Qatar's labour market has always been influenced by its economic model. During the mid-20th century, oil and gas discoveries led to huge development projects and, subsequently, the country had to import large quantities of foreign workers. At the early 2000s, expatriate workers accounted for over 90% of the population.
While some nationalisation initiatives began to emerge in the late 1990s, they mostly involved public employment programmes. The private sector continued to be predominantly dependent on foreign talent.
With the release of Vision 2030, things started changing gradually. Training incentives, education programmes, and voluntary recruitment targets were implemented. However, take-up was sluggish repeatedly being frustrated by skills mismatches, firm reluctance, and lack of legal enforcement.
Law No. 12 is now filling that gap. By codifying recruitment preferences into law, the nation is making formal a policy direction established long ago.
Consequences for Expats and Companies
It does not mean the expat labour pool is being eliminated. Highly specialised jobs particularly those with expertise that is not yet readily available locally will continue to require foreign talent. But the process of bringing in such workers is becoming more controlled.
Employers now must factor in additional time and administrative processes prior to sending job offers to non-Qataris. HR departments are also responsible for ensuring job titles, assignments, and candidate backgrounds match documentation provided during compliance audits.
Meanwhile, expat candidates stand to encounter tougher competition, particularly for mid-level positions that are increasingly being pursued for nationalisation.
The Labour Ministry is supposed to track the performance of this law through constant audits and analysis of hiring data. Businesses that demonstrate adherence to the policy could be offered future incentives or expedited services, but repeated infringements may invite greater scrutiny.
While this is happening, training and capacity development programs for the locals are being increased. There are various programs under the Ministry of Education and the Civil Service Bureau aimed at bridging skills shortages in emerging sectors like AI, cybersecurity, green tourism, and finance.
Comparing Qatar to the Rest of the Gulf
The other GCC nations are also tightening nationalisation rules. Saudi Arabia, for example, recently launched a skill-based visa categorisation system through its Qiwa platform. The UAE has also increased Emiratisation quotas, especially in banking and insurance industries.
Qatar's model is characterised by the integration of legal requirements and contemporaneous monitoring, through national recruitment portals and periodic reporting requirements. In contrast to some nations where these initiatives are best expressed as intentions, Qatar's approach allocates minimal space for maneuverability particularly in strategic areas.
A Long-Term Strategy
For businesses, adjusting to this transformation could be accompanied by upfront administrative issues. But the purpose of the law is to construct a long-term labour environment that is more harmonious, stable, and in line with the future needs of the country.
For prospective Qatari employees, the new system has the potential to open up more private-sector doors—many of which were previously more difficult to open. And for expatriates, it's a green light that professional specialisation and flexibility will be the keys to remaining relevant in the region's changing job market.
FAQs
Q. To whom does the new law apply?
All private-sector firms working in priority sectors such as education, tourism, healthcare, finance, and IT.
Q. What if there are no Qatari candidates available who match the job requirements?
Employers can hire foreign nationals, but only following evidence of due process through legitimate recruitment channels.
Q. Is the policy consistent with other Gulf labour reforms?
Yes, Qatar's law follows a regional trend but with more organisation because of legal enforceability and traceability needs.
Q. Will this cut back on expats' chances?
Not quite, but expat jobs can now be filled more selectively, particularly in localisation-orientated sectors.
Half-yearly recruitment reports and checks for compliance are now required. Companies are fined, have visas blocked, or face prosecution for ignoring local-first guidelines. The legislation underpins Qatar's long-term efforts at workforce nationalisation as part of Vision 2030.
A Shift in Recruitment Policy
Qatar has passed a major overhaul of its labour legislation. Private firms are now required to give local citizens and the children of Qatari women precedence when hiring under Law No. 12 of 2024. Issued in April 2025, the policy represents a more forceful move toward indigenous workforce inclusion.
Unlike earlier initiatives that encouraged hiring nationals through incentives or voluntary targets, the new framework introduces legal obligations. Organisations operating in designated sectors are now required to advertise open positions through official channels like Kawader and Ouqoul. Only if no suitable local candidates are found can the role be offered to a foreign applicant.
This change actually turns what was once a question of best practice into a binding condition for conducting business within the nation.
What the Employers Have to Do
Firms that come under the purview of this legislation particularly tourism, finance, logistics, education, healthcare, and IT firms have to adhere to a number of new procedures:
List all vacancies on authorized national portals
- Record the hiring process, demonstrating that properly qualified locals were not present
- Provide bi-annual recruitment reports, splitting the Qatari to non-Qatari hires ratio
- Synchronise labour targets with quota rules issued by the government for certain industries
Companies that disregard or do not adhere to these measures may be fined between QAR 10,000 to 100,000 (2,35,520 to 23,55,208 INR) , receive delays in visa approval, be listed on the registries of non-compliance, and in extreme circumstances, litigation.
Why Now?
Qatar's action is not isolated. It is part of a larger vision detailed in Qatar National Vision 2030, which seeks to diminish Qatar's reliance on foreign labour by preparing nationals to fill important positions in both the private and public sectors.
Until recently, public institutions had provided most Qataris with long-term employment security. But expat talent dominated much of the country's economic growth in the private sector. This legislation seeks to level the playing field by reaffirming a channel through which citizens can gain access to those private-sector jobs more directly.
The government has further pledged to make training and upskilling programmes stronger, with the goal of getting Qatari talent ready to address changing industry demands.
Historical Context
Qatar's labour market has always been influenced by its economic model. During the mid-20th century, oil and gas discoveries led to huge development projects and, subsequently, the country had to import large quantities of foreign workers. At the early 2000s, expatriate workers accounted for over 90% of the population.
While some nationalisation initiatives began to emerge in the late 1990s, they mostly involved public employment programmes. The private sector continued to be predominantly dependent on foreign talent.
With the release of Vision 2030, things started changing gradually. Training incentives, education programmes, and voluntary recruitment targets were implemented. However, take-up was sluggish repeatedly being frustrated by skills mismatches, firm reluctance, and lack of legal enforcement.
Law No. 12 is now filling that gap. By codifying recruitment preferences into law, the nation is making formal a policy direction established long ago.
Consequences for Expats and Companies
It does not mean the expat labour pool is being eliminated. Highly specialised jobs particularly those with expertise that is not yet readily available locally will continue to require foreign talent. But the process of bringing in such workers is becoming more controlled.
Employers now must factor in additional time and administrative processes prior to sending job offers to non-Qataris. HR departments are also responsible for ensuring job titles, assignments, and candidate backgrounds match documentation provided during compliance audits.
Meanwhile, expat candidates stand to encounter tougher competition, particularly for mid-level positions that are increasingly being pursued for nationalisation.
The Labour Ministry is supposed to track the performance of this law through constant audits and analysis of hiring data. Businesses that demonstrate adherence to the policy could be offered future incentives or expedited services, but repeated infringements may invite greater scrutiny.
While this is happening, training and capacity development programs for the locals are being increased. There are various programs under the Ministry of Education and the Civil Service Bureau aimed at bridging skills shortages in emerging sectors like AI, cybersecurity, green tourism, and finance.
Comparing Qatar to the Rest of the Gulf
The other GCC nations are also tightening nationalisation rules. Saudi Arabia, for example, recently launched a skill-based visa categorisation system through its Qiwa platform. The UAE has also increased Emiratisation quotas, especially in banking and insurance industries.
Qatar's model is characterised by the integration of legal requirements and contemporaneous monitoring, through national recruitment portals and periodic reporting requirements. In contrast to some nations where these initiatives are best expressed as intentions, Qatar's approach allocates minimal space for maneuverability particularly in strategic areas.
A Long-Term Strategy
For businesses, adjusting to this transformation could be accompanied by upfront administrative issues. But the purpose of the law is to construct a long-term labour environment that is more harmonious, stable, and in line with the future needs of the country.
For prospective Qatari employees, the new system has the potential to open up more private-sector doors—many of which were previously more difficult to open. And for expatriates, it's a green light that professional specialisation and flexibility will be the keys to remaining relevant in the region's changing job market.
FAQs
Q. To whom does the new law apply?
All private-sector firms working in priority sectors such as education, tourism, healthcare, finance, and IT.
Q. What if there are no Qatari candidates available who match the job requirements?
Employers can hire foreign nationals, but only following evidence of due process through legitimate recruitment channels.
Q. Is the policy consistent with other Gulf labour reforms?
Yes, Qatar's law follows a regional trend but with more organisation because of legal enforceability and traceability needs.
Q. Will this cut back on expats' chances?
Not quite, but expat jobs can now be filled more selectively, particularly in localisation-orientated sectors.
You may also like
Ravi Shankar Prasad slams opposition over Bihar bandh, alleges pressure tactics on judiciary
Snubbed? Security stops Pappu Yadav, Kanhaiya Kumar from entering Rahul, Tejashwi's van - Watch video
Wimbledon winner picks side in Roger Federer and Carlos Alcaraz argument
Major NHS change will see EVERY Brit get a dentist within next four years
Samsung unveils new Galaxy, and it makes your current Android phone look hugely inferior
