• Part 8: Part 8: Work Hours and Leave

    • Article 28 - Maximum working time

      (1) Subject to Article 30—(Overtime) and Article 31—(Exemptions), the maximum work hours are forty eight (48) hours per week.
      (2) Employer must notify all Employees of the full-time (daily and weekly) working hours applied in the workplace and display them in a place accessible to all Employees.
      (3) The time spent on transport between residence and work is not included in the calculation of working hours.
      (4) An Employee who works at least six (6) hours per day shall be entitled to one (1) or more intervals for prayers, meals and rest of at least one (1) hour in the aggregate. Such rest periods are not included in the calculation of the Employee's working hours.
      (5) An Employee shall be allowed a weekly paid rest which shall not be less than twenty–four (24) consecutive hours. If the circumstances of the work necessitate the employment of the Employee during the rest day the Employee shall be compensated for the rest day by another rest day.
      Amended (as from 18th July 2019)

    • Article 29 - Reduced hours during Ramadan

      (1) During the holy month of Ramadan, an Employee who observes the fast shall not be required to work more than six (6) hours each day.
      (2) An Employer may not deduct the salary of a fasting Employee for not working more than six (6) hours a day during the holy month of Ramadan.
      (3) Fasting Employees who choose to work for more than six (6) hours a day shall be entitled to rest breaks referred to in Article 28.
      Amended (as from 18th July 2019)

    • Article 30 - Overtime

      (1) Employees may be required to work additional hours to the working hours specified in Article 28 provided that the actual working hours per day shall not exceed ten (10) hours unless the work is necessary for the prevention of gross loss or dangerous accident or for the repair or alleviation of the consequences of the above loss or accident.
      (2) In the event of overtime the Employer shall pay the Employee for the additional working hours at the rate of not less than the basic wage plus any additional amount agreed with the Employee, or provide the Employee compensatory time, as provided for under the terms of his employment.

    • Article 31 - Exemptions

      (1) Articles 28 (Maximum weekly working time) and 30 (Overtime) of these Regulations shall not apply to Employees who hold managerial or supervisory positions.
      (2) Article 28 and 30 of these Regulations continue to apply to Employees who act in a managerial or supervisory capacity on an irregular, temporary or exceptional basis.
      Amended (as from 18th July 2019)

    • Article 32 - Holidays

      (1) Each employee shall be entitled to the following paid holidays each year:
      (A) Three (3) working days for Eid El-Fitr;
      (B) Three (3) working days for Eid Al-Adha;
      (C) One (1) working day for the National Day;
      (D) Three (3) working days to be specified by the Employer;
      (E) One (1) working day for National Sport Day; and
      (F) any other day declared by the State as a public holiday and announced by the QFC Authority as applicable to the QFC
      (2) If the circumstances of the work require the Employee to work during any such holidays the Employee shall be compensated for the rest day by another day, or as otherwise agreed by the Employer and Employee.
      Amended by QFC Reg 2012-1 (as from 11th April 2012)

    • Article 33 - Annual leave

      (1) Subject to Article 35 an Employer shall give a full time Employee paid annual leave of not less than twenty (20) working days to be accrued pro rata for Employees who have been employed for at least three (3) months.
      (2) An Employer shall ensure that the Employee takes annual leave within twelve (12) months after completing the year of employment entitling the Employee to the annual leave.
      (3) Annual leave is exclusive of national holidays to which an Employee is entitled.
      (4) An Employee is not entitled to payment in lieu of accrued annual leave except where:
      (A) the Employee's employment is terminated; or
      (B) the Employer agrees otherwise.
      (5) An Employee may not waive his entitlement to annual leave and any agreement to the contrary shall be void.
      Amended (as from 18th July 2019)

    • Article 34 - Dates of leave

      (1) The Employee may elect to take annual leave by giving written notice to the Employer consistent with the terms of his employment specifying the days on which leave is to be taken and subject to any requirement imposed by the Employer under paragraph (2) below.
      (2) The Employer may for good cause request an Employee to take annual leave on specified dates by giving written notice to the Employee.
      (3) Subject to paragraph (1) above, the Employer shall allow the Employee to take his annual leave in blocks of one (1) or more weeks, if requested.
      (4) An Employee may postpone up to half of his annual leave to the following year if his Employer consents.

    • Article 35 - Leave during the first year of employment

      (1) During the first year of employment the amount of annual leave an Employee may take at any time is limited to the amount deemed to have accrued at that time, less the amount of annual leave already taken during that year.
      (2) For the purpose of this Article annual leave is deemed to accrue over the Employee's first year of employment at the rate of one-twelfth of the amount specified in Article 25(1) on the first day of each month of that year.

    • Article 36 - Compensation in lieu of leave

      (1) Where an Employee's employment is terminated for any reason, the Employee shall be entitled to payment in lieu of annual leave accrued but not taken, equivalent to the Employee's salary for the leave days which he has not taken.
      (2) If the Employee has taken more annual leave days than he has accrued at the termination date, a sum equivalent to the Employee's salary for the additional leave days shall be deducted from the Employee's final salary payment.

    • Article 37 - Haj leave

      (1) Muslim Employees shall be entitled to leave without pay, not exceeding thirty (30) days, to fulfil their obligation to go on pilgrimage once during the period of their service.
      (2) The Employer shall specify the number of Employees who may be granted such leave annually in accordance with the work requirements subject to giving priority to Employees who have been in continuous service for a longer period whenever the circumstances of work permit.

    • Article 38 - Sick Leave

      (1) An Employee is entitled to a total of 60 working days' sick leave in any 12-month period.
      (2) An Employee who is absent due to illness must notify the Employer as soon as reasonably practicable, either himself or through another person, that the Employee is unable to fulfil his duties.
      (3) If required by the Employer, the Employee or a person on his behalf must provide a medical certificate stating that the Employee is unable to fulfil his duties, at least once every 7 days during any period of absence due to illness.
      (4) An Employee has the right to receive his Usual Salary during sick leave taken in accordance with this Article.
      (5) An Employer is entitled to withhold the payment of sick pay if the Employee fails to give the notice required under paragraph (2) unless the Employee provides medical certificates as may be required under paragraph (3) of this Article.
      (6) If an Employee is absent due to illness for more than an aggregate of 60 working days in any 12-month period, the Employer may terminate the employment in writing immediately without notice.
      (7) An Employee is not entitled to:
      (A) compensation in lieu of sick leave not taken; or
      (B) to carry forward any sick leave entitlement not taken in a 12-month period.
      Amended (as from 18th July 2019)