Employment Contract (MOL-Attested)

EMPLOYMENT CONTRACT (عقد عمل) — MOL-ATTESTED

✓Employer name (Commercial Registration No. Employer Commercial Registration (CR) number), the "Employer", and ✓Employee name (Nationality: Employee nationality; QID/Passport No. Employee QID / passport number), the "Employee", agree on the following terms, to be mirrored on the official Ministry of Labour (MOL) contract template.

1. MOL ATTESTATION 1.1. Under Article 38 of the Qatar Labor Law (Law No. 14 of 2004), an employment contract must be in writing, drawn up in Arabic in 3 copies (a translation into the Employee's language is attached), and ATTESTED by the Ministry of Labour (MOL, formerly known as the Ministry of Administrative Development, Labour and Social Affairs — MADLSA/ADLSA) — without attestation the contract does not "exist" for work-permit purposes. 1.2. Since around 2021, attestation can be completed through the Digital Authentication System, a multilingual e-contract (Arabic + the Employee's language), against a government fee of QAR 60. 1.3. This document is NOT a substitute for the official MOL contract form entered into the attestation system — it is supporting HR paperwork.

2. POSITION AND TERM 2.1. Position: ✓Position. 2.2. Contract type: Contract type. 2.3. Contract end date (if fixed-term): Contract end date (if fixed-term). 2.4. Start date: Start date. 2.5. Workplace: Workplace.

3. PROBATION 3.1. Probationary period: Probationary period (months) months, not to exceed 6 months.

4. COMPENSATION 4.1. Basic monthly salary: Basic monthly salary (QAR) QAR. 4.2. Housing and food: Housing and food — if not provided in kind, Law No. 17 of 2020 sets a minimum of QAR 500 housing allowance and QAR 300 food allowance in addition to the basic salary. 4.3. Gratuity (end-of-service benefit) and the minimum-wage test are both calculated from the BASIC salary only — keep the basic salary and allowances clearly separated in payroll. 4.4. Salary must be paid in QAR by bank transfer through the Wage Protection System (WPS) by the 7th day of the following month.

5. FREE MOBILITY (NO NOC) 5.1. Following Law No. 18 of 2020 and Law No. 19 of 2020, the Employee may change employer without a No-Objection Certificate (NOC), through the MOL e-system, subject to the applicable notice period.

6. ATTESTATION STATUS 6.1. MOL attestation fee status: MOL attestation fee status.

SIGNATURES Employer ______________ / on behalf of ✓Employer name / Employee ______________ / ✓Employee name /

— — — ⚠️ 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.