Internal work regulation and disciplinary penalty schedule (اللائحة الداخلية ولائحة الجزاءات) that employers with more than 10 employees must file with the MOL Labour Department for approval (silence after 1 month = approved), taking effect 15 days after posting — the closed list of sanctions here is the foundation for every warning and dismissal under Article 61.
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INTERNAL WORK & DISCIPLINARY REGULATIONS (اللائحة الداخلية ولائحة الجزاءات)
(Commercial Registration No. ) Current headcount:
This regulation is issued under Articles 58–60 of the Qatar Labor Law (Law No. 14 of 2004). An employer with MORE THAN 10 employees MUST file internal work regulations and a disciplinary penalty schedule with the Labour Department of the Ministry of Labour (MOL) for approval; if MOL does not respond within one month of filing, the regulations are deemed approved. They take effect 15 days after being posted at the workplace in a visible location.
1. WORKING HOURS 1.1. 1.2. Standard working week: 48 hours / 8 hours per day; during Ramadan, working hours are reduced to 36 hours per week (6 hours per day) for all employees (Article 73).
2. LEAVE AND REST DAYS 2.1.
3. CONDUCT RULES 3.1.
4. DISCIPLINARY PENALTY SCHEDULE (لائحة الجزاءات) 4.1. 4.2. The schedule must use a CLOSED list of sanctions in ascending order: written warning → fine (up to , capped at 5 days' wage per single violation) → suspension → withholding or deferral of an allowance → dismissal. Only ONE sanction may be imposed per single violation. 4.3. Fine amounts withheld from employees must be applied to employee-welfare purposes under MOL rules, not retained as company revenue.
5. APPEAL PROCEDURE 5.1.
6. MOL FILING 6.1. Submitted to the MOL Labour Department on: . 6.2. Approved (or deemed approved after one month of silence) on: .
7. POSTING 7.1. Posted at the workplace in a visible location: — the regulations take effect 15 days after posting. Keep a signed acknowledgement of receipt from every employee — it is the evidentiary basis for enforcing sanctions later.
This is a boilerplate template, not legal advice. It is written under the Qatar Labor Law (Law No. 14 of 2004, as amended by the kafala-reform Laws No. 17, 18 and 19 of 2020 and by Law No. 9 of 2026) and related regulations and authorities (Ministry of Labour — MOL, formerly MADLSA/ADLSA; MOCI; MOPH; Baladiya municipalities; Qatar Tourism; PDPPL/NDPO-NCSA; the Wage Protection System) as in effect in July 2026 — these regulations and digital platforms change frequently; verify against the current text before use. Have this template reviewed by a Qatar-qualified lawyer and, for HR documents, checked against your own MOL/MADLSA-approved internal work regulation (اللائحة الداخلية) before use.
Документы, которые обычно оформляют в том же процессе.
Employment contract compliance record for the mandatory MOL attestation — Labor Law Article 38 requires a written Arabic contract in 3 copies, attested by the Ministry of Labour before the contract "…
Written disciplinary warning issued after notifying the employee and hearing their explanation — a de-facto requirement under the employer's MOL-approved internal work regulations, and the documented…
Seasonal outdoor-work order under Ministerial Decision No. 17/2021 — the strictest heat-stress rule in the GCC: outdoor work banned 10:00–15:30 from 1 June to 15 September, plus a year-round stoppage…
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