Hiring a domestic worker in Qatar is becoming more digital. The Ministry of Labour has launched the first phase of Moawen, a new official platform designed to bring domestic worker recruitment, contracts, payments and application tracking into one place.

Launched on September 9, 2026, Moawen connects employers, licensed recruitment agencies and domestic workers through a single digital system. The Ministry says the platform aims to make recruitment more transparent, efficient and secure while protecting the rights of everyone involved.

And there is one important detail employers should know: Moawen is the Ministry of Labour’s official and only approved digital platform for electronic domestic worker recruitment services.

What Is Moawen in Qatar?

Moawen is Qatar’s new digital platform for domestic worker recruitment.

Instead of managing different parts of the recruitment process separately, employers can use the platform to manage the journey in one place, from selecting a recruitment option and reviewing offers to contracts, payments and tracking.

The platform was developed by the Ministry of Labour in collaboration with Google.

It is designed to improve:

• Transparency in domestic worker recruitment
• Recruitment application tracking
• Communication with recruitment agencies
• Contract management
• Electronic payments
• Recruitment agency ratings
• Government oversight
• Protection of employer and worker rights

How Does Moawen Qatar Work?

Once the required approvals from the Ministry of Interior have been obtained, employers can begin their recruitment journey on Moawen.

The platform gives employers different options.

You can:

1. Recruit a domestic worker you already know.
2. Request offers from selected licensed recruitment agencies.
3. Browse available offers from approved recruitment agencies.
4. Review information before choosing an offer.
5. Complete the required contract and payment procedures.
6. Track the recruitment application digitally.

Moawen also uses a rating system based on employers’ experiences, helping users compare recruitment agencies and make more informed choices.

How to Register for Moawen Qatar

The recruitment process starts after the required recruitment approval is obtained through the relevant Ministry of Interior procedures.

According to the Ministry’s Moawen guide, users can then access the platform and log in through the National Authentication System.

The basic recruitment journey is:

Get approval → Log in to Moawen → Start recruitment → Set requirements → Review offers → Agree on cost → Sign contract → Pay electronically → Complete visa and Qatar Visa Centre procedures → Worker arrives → Complete residence procedures.

The Ministry says government-system integration allows information to be verified and application updates to be provided in real time.

Can Someone Else Manage Your Moawen Recruitment?

Yes. This is one of the useful features of the platform.

Moawen allows an account holder to delegate recruitment procedures to someone they trust.

The Ministry’s step-by-step guide shows that the account holder can create a delegation request and select the recruitment approvals that the authorised person will be allowed to manage.

How to Create a Moawen Delegation

The account holder can:

1. Open the Delegations section.
2. Select Delegation Granted by Me.
3. Create a delegation request.
4. Enter the authorised person’s QID number.
5. Select Validate.
6. Enter the authorised person’s email address.
7. Agree to the terms and conditions.
8. Select the recruitment approvals the person can manage.
9. Submit the request.

Important: The authorised person must have a National Authentication System (NAS) account.

How Does the Authorised Person Accept the Delegation?

The authorised person can open the Delegations section and select Delegated to Me.

The new request appears with its status, after which the person can open the details and review the delegation and assigned recruitment approvals.

After accepting the delegation, the authorised person can use the Account Switch option in their profile to access the delegated account and carry out the permitted actions.

This could be particularly useful for employers who are busy or unable to complete recruitment procedures themselves.

What Are the Benefits of Moawen?

The platform is designed to make domestic worker recruitment more straightforward while giving the Ministry greater oversight.

Key features include:

• Licensed recruitment agencies
• Transparent recruitment offers
• Electronic payments
• Digital contract procedures
• Application tracking
• Recruitment agency ratings
• Real-time notifications
• Government-system integration
• Complaint and enquiry channels
• Authorised delegation
• Electronic salary transfer support

The Ministry says the platform covers the recruitment journey through to the worker’s arrival and official employment contract.

Is Moawen Safe to Use?

The Ministry says Moawen is its official and only approved digital platform for providing domestic worker recruitment services electronically.

It has also warned users not to deal with websites or social media accounts claiming to provide similar services or impersonating the platform. Users should rely on official Moawen and Ministry of Labour channels.

That is especially important when making recruitment-related payments or sharing personal information.

Where Can You Access Moawen?

Moawen website: moawen.mol.gov.qa

The Ministry’s guide also provides access through the App Store and Google Play, while the platform’s support number is 16505.

What About Domestic Worker Rights?

Moawen is not simply a recruitment marketplace. It is part of Qatar’s wider system for regulating domestic worker recruitment and employment.

Qatar’s Domestic Workers Law requires recruitment through licensed recruitment offices, subject to the applicable rules, while domestic workers have legally defined employment rights and protections.

The Ministry has also said future phases of Moawen will expand access for domestic workers themselves, including allowing them to view contract details and employment terms. An AI-powered chatbot and knowledge base are also planned to help workers understand their rights and obligations.

Moawen Qatar: Quick Facts

	Details
Platform	Moawen
Launched	September 9, 2026
Authority	Qatar Ministry of Labour
Purpose	Domestic worker recruitment
Agencies	Licensed recruitment agencies
Login	National Authentication System
Payments	Electronic
Tracking	Available
Delegation	Available
Support	16505
Website	moawen.mol.gov.qa

Moawen is changing how domestic workers can be recruited in Qatar.

Instead of relying on scattered recruitment steps, the new platform brings worker selection, recruitment agencies, contracts, payments, tracking and other procedures into one government-backed digital system.

For employers, the biggest takeaway is simple: if you are planning to recruit a domestic worker in Qatar, Moawen is now the official digital route to know about.

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FAQ

What is Moawen in Qatar?

Moawen is the Ministry of Labour’s official digital platform for domestic worker recruitment in Qatar. It manages different stages of recruitment through one digital system.

When was Moawen launched?

The first phase of Moawen was launched on September 9, 2026.

Can I hire a domestic worker through Moawen?

Yes. The platform allows employers to recruit through available options involving licensed recruitment agencies, including reviewing offers and completing recruitment procedures digitally.

Can someone else manage my Moawen account?

Yes. Moawen allows an account holder to delegate selected recruitment procedures to an authorised person. The authorised person must have a National Authentication System account.

What is the Moawen helpline?

The Moawen guide lists 16505 as the hotline.

_{Qatar Outdoor Work Ban Ends Today: What Workers Need to Know}

Qatar’s summer outdoor work restriction ends today, September 15, 2026, but the Ministry of Labour is reminding employers and workers that heat safety should not stop with the end of the seasonal restriction.

The annual rule, introduced to protect workers from heat stress, restricted outdoor work during Qatar’s hottest part of the day from 10 AM to 3:30 PM between June 1 and September 15.

But as Qatar moves beyond the summer restriction period, the Ministry is making one thing clear: the end of the restricted hours does not mean the end of workplace safety precautions.

When Does Qatar’s Outdoor Work Ban End?

The 2026 summer restriction runs until September 15.

From June 1 to September 15, work was prohibited between 10 AM and 3:30 PM in outdoor workplaces exposed to heat and direct sunlight. The rule also covered shaded outdoor areas that did not have adequate ventilation.

The measure is implemented under Ministerial Decision No. 17 of 2021, which sets Qatar’s summer heat-stress protection requirements.

Why Is Qatar Ending the Restriction?

The restriction is a seasonal heat-protection measure, designed around the period when outdoor workers face the highest heat-stress risks.

During the 2026 campaign, the Ministry of Labour conducted awareness activities and inspections across workplaces, while urging employers to follow the required safety measures.

The Ministry has also warned that violations can result in legal action, including the possibility of work being suspended at sites found to be non-compliant.

Does the End of the Ban Mean Workers Can Ignore Heat Safety?

No.

This is the part workers and employers should pay attention to.

Heat can remain a workplace hazard even outside the official summer restriction period. Qatar’s Ministry of Labour guidance continues to emphasise measures such as drinking enough water, taking appropriate rest breaks, monitoring heat conditions and reporting symptoms of heat stress.

Employers are also expected to maintain appropriate occupational safety and health measures.

What Are the Signs of Heat Stress?

Workers exposed to hot conditions should watch for symptoms including:

• Excessive tiredness
• Muscle cramps
• Dizziness or fainting
• Heat exhaustion
• Confusion or loss of concentration
• Heat stroke

The Ministry’s heat-stress guidance warns that heat exposure can affect concentration and control, potentially increasing the risk of workplace accidents.

If a worker feels unwell because of heat, they should stop working and inform their supervisor or colleagues.

What Should Workers Do After September 15?

Even though the specific summer restriction ends, basic precautions remain important:

Stay hydrated: Drink enough water before and during work.

Take breaks: Rest when needed, particularly during periods of high heat.

Watch for symptoms: Do not ignore dizziness, unusual tiredness or other signs of heat stress.

Use protective equipment: Follow workplace safety requirements and use appropriate PPE.

Speak up: Workers should tell supervisors if they feel unwell.

The Ministry’s guidance also recommends a workplace buddy system, allowing colleagues to look out for one another when working in hot conditions.

Qatar’s Heat Safety Campaign Continues Beyond the Ban

The Ministry’s 2026 heat-stress campaign was not only about changing working hours.

It included awareness materials in multiple languages, training and seminars for workers and employers, workplace inspections and measures designed to build a stronger culture of heat-stress prevention.

That is why the message accompanying the end of the restriction is essentially simple:

The clock may change, but worker safety still comes first.

Qatar Outdoor Work Ban 2026: Quick Facts

Restriction started: June 1, 2026

Restriction ends: September 15, 2026

Restricted hours: 10 AM to 3:30 PM

Main purpose: Protect workers from heat stress

Legal basis: Ministerial Decision No. 17 of 2021

Applies to: Outdoor workplaces exposed to heat, humidity and direct sunlight, as well as certain inadequately ventilated shaded areas

After September 15: Continue appropriate occupational safety and heat-stress prevention measures

The Qatar outdoor work ban ends today, September 15, marking the end of the country’s annual summer restriction on working during the hottest daytime hours.

But workers should not take that as a signal to stop taking precautions.

Qatar’s Ministry of Labour continues to emphasise occupational safety, heat-stress prevention and healthy working conditions, making the end of the summer rule less about simply returning to normal and more about keeping good safety habits in place.

Leaving your job in Qatar? Before you pack your bags, check your gratuity.

For many employees, end-of-service gratuity is one of the biggest amounts they are entitled to receive when their employment ends.

But there is a lot of confusion online.

Does gratuity apply if you resign?
Does your housing allowance count?
What happens after 5 years?
What about 10 years?
Do you need gratuity to be written in your job offer?
And what can you do if your employer says, “There is no gratuity”?

Here is the simple answer, based on Qatar’s Labour Law.

For workers covered by Qatar Labour Law, the statutory minimum is three weeks, or 21 days, of the last basic wage for every year of service after completing at least one year. Part years are calculated proportionately.

The Qatar gratuity formula

The easiest way to calculate the statutory minimum is:

Gratuity = (Last basic salary ÷ 30) × 21 × Years of service

For example, if your last basic salary is QAR 5,000 and you worked for 3 years:

QAR 5,000 ÷ 30 × 21 × 3 = QAR 10,500

So your statutory minimum gratuity would be:

QAR 10,500

The law says the gratuity is based on your last basic wage, not simply your total monthly package.

Who is eligible for gratuity in Qatar?

Under Article 54, a worker who has completed at least one year of employment is entitled to end-of-service gratuity.

That means the one-year mark matters.

If you have worked:

Service	Basic salary	Minimum gratuity
1 year	QAR 5,000	QAR 3,500
2 years	QAR 5,000	QAR 7,000
3 years	QAR 5,000	QAR 10,500
5 years	QAR 5,000	QAR 17,500
10 years	QAR 5,000	QAR 35,000

These figures use the statutory minimum of 21 days per year.

And there is an important detail many people miss.

You do not necessarily lose the value of an incomplete year.

The law provides gratuity for fractions of a year proportionately.

Example: 3 years and 6 months

Basic salary: QAR 5,000

One year gratuity:

5,000 ÷ 30 × 21 = QAR 3,500

For 3.5 years:

QAR 3,500 × 3.5 = QAR 12,250

So the estimated statutory minimum is QAR 12,250.

Does gratuity apply if it is not mentioned in your job offer?

This is one of the biggest questions employees ask.

For workers covered by Qatar Labour Law, statutory rights do not depend simply on whether gratuity was written in your job offer.

Article 4 establishes that the rights prescribed by the Labour Law are minimum rights. A contractual condition that contradicts those rights is generally void unless it is more favourable to the worker.

So if someone says:

“Your offer letter does not mention gratuity, so you cannot claim it.”

That is not a complete answer.

The more important question is:

Are you a worker covered by the relevant labour legislation, and does another law or retirement system apply to you?

Qatar’s Labour Law has specific exclusions, including certain government employees, military and police personnel and some workers whose employment is governed by special laws. Domestic workers are governed by a separate law, which also provides for end-of-service gratuity after one full year, with a minimum of three weeks’ pay for each year of service.

Does your allowance count towards gratuity?

This is where many employees make a costly mistake.

Your Qatar gratuity calculation is based on your last basic wage under Article 54.

So do not automatically calculate it using your:

• Total salary package
• Housing allowance
• Transport allowance
• Food allowance
• Other separate allowances

The statutory calculation uses the last basic wage.

Example

Suppose your salary package looks like this:

Basic salary: QAR 6,000
Housing: QAR 2,000
Transport: QAR 500
Total package: QAR 8,500

For the statutory gratuity calculation, the starting figure is the QAR 6,000 basic salary, not automatically the QAR 8,500 total package.

However, if your employment contract or company policy provides a more favourable gratuity calculation, that can matter because the Labour Law establishes minimum rights.

What happens to your gratuity if you resign?

This is probably the question most employees want answered.

Resigning does not automatically mean you lose your gratuity.

The current Article 54 provides the gratuity entitlement after at least one year of service and does not create the old one-third or two-thirds resignation reduction that appears in some outdated online information.

So if you have completed the required service and resign while following the applicable termination and notice rules, your statutory gratuity does not simply disappear because you resigned.

But do not confuse gratuity with notice period.

Your resignation still needs to follow the applicable notice requirements.

For workers covered by the current Article 49 rules, the notice period is generally:

First and second year: 1 month
After the second year: 2 months

Failing to observe the required notice can create compensation obligations.

What if you have worked for 5 years?

Let’s make this simple.

If your last basic salary is QAR 8,000:

Daily basic wage:

8,000 ÷ 30 = QAR 266.67

21 days:

266.67 × 21 = QAR 5,600

For 5 years:

5,600 × 5 = QAR 28,000

Estimated statutory minimum gratuity: QAR 28,000

There is no automatic rule in Article 54 saying that gratuity suddenly becomes 30 days per year after five years. The statutory minimum remains three weeks per year.

This is an important distinction because some online Qatar gratuity calculators and articles mix Qatar rules with rules from other GCC countries.

What if you have worked for 10 years?

Using the same QAR 8,000 basic salary:

QAR 8,000 ÷ 30 × 21 × 10

= QAR 56,000

So after 10 years, the statutory minimum would be approximately:

QAR 56,000

Again, the 21-day rate is applied for each year under Article 54.

Can an employer pay more than the legal minimum?

Yes.

This is an important point.

Article 54 says the gratuity is agreed between the parties, provided it is not less than three weeks’ wage for every year of service.

So think of 21 days as the statutory minimum, not necessarily the maximum your employer can offer.

If your contract, company policy or employment arrangement gives you a better benefit, check that before accepting the final settlement.

Can gratuity be deducted?

The Labour Law allows an employer to deduct from the service gratuity an amount owed by the worker to the employer.

That does not mean an employer can simply invent deductions.

If your final settlement looks wrong, ask for a written breakdown showing:

Basic salary used + service period + gratuity calculation + deductions + other final-settlement amounts

That makes it much easier to identify where the disagreement actually is.

Can you lose your gratuity?

There are exceptional circumstances.

Article 61 allows dismissal without notice and without end-of-service gratuity for specified serious cases, including certain cases involving falsified documents, serious financial loss, repeated serious breaches of duties, disclosure of company secrets, workplace assault, certain serious absence and certain criminal convictions.

The 2026 amendments to Qatar’s Labour Law also introduced additional labour-law provisions, including a new summary-dismissal ground relating to unlawful incitement of workers to strike in a way that disrupts operations.

So the simple rule is:

Resignation is not the same thing as dismissal for a statutory misconduct ground.

What if your employer does not pay your gratuity?

This is where the article needs to become genuinely useful, because this is a real problem employees search for.

You may see situations such as:

“I worked for four years and got nothing.”

Or:

“It has been two years since I left and my company still has not cleared my dues.”

Or simply:

“My employer says they don’t have money.”

Do not just rely on verbal promises.

Start by collecting:

• Your employment contract
• Qatar ID
• Salary records
• Bank statements where relevant
• Resignation or termination letter
• Last working date
• Final settlement documents
• Emails or messages with HR
• Any written acknowledgment of the amount owed

Qatar’s Labour Law provides a dispute resolution route through the Ministry of Labour. Under the 2026 amendments, a labour dispute must first be presented to the relevant Ministry administration for amicable settlement. If it is not resolved within the prescribed process, it can be referred to the Labour Dispute Resolution Committee.

The Ministry also provides a Labour Complaint Form requiring information such as the employment contract, ID and details of the complaint.

When should your final settlement be paid?

This is another important search question.

Under Article 67, when an employment contract ends, the employer must pay the worker’s remuneration and other amounts due before the end of the working day following the termination date, subject to the exception in the law for a worker who leaves without giving the required notice. In that situation, payment is due within a period not exceeding seven days from the date the worker leaves.

Your final settlement may include more than gratuity.

Depending on your circumstances, check:

Unpaid salary + end-of-service gratuity + unused annual leave payment + applicable notice compensation or deductions + other contractual dues

Unused annual leave is particularly important. If the employment contract ends before the worker takes due annual leave, the law provides for a cash alternative for those leave days.

Your Qatar final settlement checklist

Before you sign anything, check these numbers:

1. Last basic salary
Make sure the correct basic wage has been used.

2. Total service period
Check your joining date and final working date.

3. Gratuity
Check the 21-day-per-year statutory minimum.

4. Partial year
Make sure eligible fractions of a year have been calculated proportionately.

5. Unused annual leave
Check whether you are owed payment for unused leave.

6. Unpaid salary
Check your final salary and any outstanding wages.

7. Notice period
Check whether notice was served correctly and whether any notice compensation applies.

8. Deductions
Ask for an explanation of every deduction.

9. Contract benefits
Check whether your employment contract gives you more than the statutory minimum.

10. Get the settlement in writing.

The 30-second Qatar gratuity calculation

If you remember only one thing, remember this:

Last basic salary ÷ 30 × 21 × years of service

For example:

QAR 5,000 basic salary
3 years of service

5,000 ÷ 30 × 21 × 3 = QAR 10,500

That’s the statutory minimum calculation under Article 54 for a worker covered by the provision.

The biggest Qatar gratuity myths

Myth 1: “If gratuity isn’t in my offer letter, I don’t get it.”

Not necessarily. Statutory labour rights apply independently of whether a benefit is specifically written in an offer, subject to the law’s scope and any applicable special regime.

Myth 2: “If I resign, I lose my gratuity.”

Not automatically. Resignation itself does not cancel the Article 54 entitlement.

Myth 3: “My housing allowance must be included.”

Not under the statutory Article 54 calculation. The law uses the last basic wage.

Myth 4: “After five years, Qatar automatically calculates 30 days per year.”

Not under the Article 54 statutory minimum. The law specifies at least three weeks per year.

Myth 5: “If my company says it has no money, I have no option.”

Not necessarily. There are formal labour dispute mechanisms available through Qatar’s Ministry of Labour.

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Frequently Asked Questions

How much gratuity do I get after 2 years in Qatar?

At the statutory minimum, you receive the equivalent of 42 days of your last basic wage.

For a QAR 5,000 basic salary:

5,000 ÷ 30 × 21 × 2 = QAR 7,000

How much gratuity do I get after 5 years in Qatar?

At the statutory minimum:

Basic salary ÷ 30 × 21 × 5

For QAR 5,000 basic salary, that is QAR 17,500.

How much gratuity do I get after 10 years in Qatar?

For a QAR 5,000 basic salary:

5,000 ÷ 30 × 21 × 10 = QAR 35,000

Is end-of-service gratuity mandatory in Qatar?

For workers covered by the relevant Labour Law provision who have completed at least one year, Article 54 establishes a minimum end-of-service gratuity.

Is gratuity based on basic salary or total salary?

The statutory calculation is based on the worker’s last basic wage.

Does resignation affect gratuity in Qatar?

Resignation by itself does not automatically cancel the statutory gratuity. However, employees should follow the applicable notice rules and check whether any special circumstances apply.

What if my employer refuses to pay my gratuity?

Keep your employment and payment documents and use the Ministry of Labour’s labour dispute process if the issue cannot be resolved with the employer.

Is gratuity mentioned in the Qatar Labour Law?

Yes. The main provision is Article 54 of Qatar Labour Law No. 14 of 2004.

Is there a Qatar gratuity calculator?

Yes, a calculator can make the calculation easier. The key inputs are your last basic salary and length of service. For a legally grounded article, however, the calculator should clearly state that it is an estimate of the statutory minimum and account for exceptions.