Exactly what is maternity leave?

Maternity leave is an employee benefit available to women expecting a child. The duration, prerequisites and payment allowances vary from country to country.

Qatar's maternity leave law

Articles 96, 97, and 98 of Law No. 14 of 2004 stipulate the prerequisites and the leave allowance for employed expecting mothers. The law can be found at the end of the article.

In Qatar, who is eligible for maternity leave?

It is possible for a female employee to apply for maternity leave after working for an employer for one year.

Does Qatar provide paid maternity leave?

Yes, of course. A female worker is entitled to 50 days of paid maternity leave.

In Qatar, how long can maternity leave last?

A full-time employee working for one year is entitled to 50 days of maternity leave. This includes prenatal (before the birth of the child) and postnatal (after the birth of the child) leave.

Postnatal leave should be for a minimum of 35 days.

If there are less than 35 days of maternity leave remaining after the birth of the child then, the employer may provide the female employee with complimentary leave from the annual leave. However, if the annual leave is already used, then the complimentary leave may be provided as unpaid leave.

During the maternity leave and complimentary leave, if the female employee's health condition prevents her from returning to work, she may be granted additional leave; however, she will not be paid for this additional leave. This additional unpaid leave should not exceed 60 working days, whether continuous or interrupted.

Qatari maternity leave requirements?

The female worker looking to get maternity leave must have completed 1 year of service with the employer.

A medical report stating the expected date of delivery from a licensed physician must be submitted to the employer.

Other maternity benefits in Qatar?

A female worker who is nursing her newborn baby may receive 1 hour daily for the purpose of nursing for a period of 1 year. This entitlement will commence after the end of the maternity leave. This nursing period is to be calculated within the working hours, and no salary deduction should be applied for it. The employee may choose the preferred time period for this break.

A female employer should not be deprived of any other type of leave because of having received maternity leave.

Employers cannot terminate an employment contract if a female employee requests maternity leave or even terminate a contract during the leave.