Internal Work & Disciplinary Regulations

INTERNAL WORK & DISCIPLINARY REGULATIONS (اللائحة الداخلية ولائحة الجزاءات)

✓Company name (Commercial Registration No. Commercial Registration (CR) number) Current headcount: 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. Working hours schedule 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. Leave and rest days

3. CONDUCT RULES 3.1. Conduct rules

4. DISCIPLINARY PENALTY SCHEDULE (لائحة الجزاءات) 4.1. Violations and sanctions table 4.2. The schedule must use a CLOSED list of sanctions in ascending order: written warning → fine (up to Maximum fine per single violation, 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. Appeal procedure

6. MOL FILING 6.1. Submitted to the MOL Labour Department on: MOL submission date. 6.2. Approved (or deemed approved after one month of silence) on: MOL approval date.

7. POSTING 7.1. Posted at the workplace in a visible location: Posted at the workplace — 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.