Qatar Notice Period Calculator
Work out the notice pay due for the unserved part of a notice period in Qatar under Article 49 of the Labour Law, in seconds.
Notice pay is based on the full wage where the law says so.
The period in your contract or in the law.
Enter 0 if the employment ended without notice.
🔒 Worked out in your browser — nothing is sent to a server
Notice pay due
10,000.00 QAR
30 unserved days × 333.33 QAR
Breakdown
| Required notice | 30 days |
| Days served | 0 days |
| Days not served | 30 days |
| Daily wage | 333.33 QAR |
How it's calculated
Under Article 49 of Qatar Labour Law No. 14 of 2004, either party to an indefinite contract may end it by giving notice to the other party, without stating a reason. The notice period is one month where service is under five years, and two months where service is five years or more.
The 2020 amendment extended the notice requirement to fixed-term contracts as well, which until then ran to the end of their agreed term. Notice is now required under both kinds of contract, and the same period binds the employer and the worker alike.
Whichever party does not observe the notice owes the other the full remuneration for the period, or for the part of it not served. This calculator divides the monthly wage by 30 to get the daily wage, then multiplies it by the unserved days, taking a month as 30 days.
- Notice period: one month (30 days) where service is under five years (Article 49)
- Two months (60 days) where service is five years or more
- Daily wage = monthly wage ÷ 30
- Notice pay = daily wage × unserved days, owed by the party that did not observe the notice
Worked example
An employee earning 10,000 QAR a month has under five years of service, so one month's notice is required, and the employment ends without a single day of it being served.
- Notice required: one month = 30 days; served: 0; unserved: 30 days
- Daily wage: 10,000 ÷ 30 = 333.33 QAR
- Notice pay: 30 × 333.33 = 10,000 QAR, a full month's wage
The other party is owed 10,000 QAR in notice pay under Article 49. Had service reached five years or more, the period would be two months, so the same wage would give 20,000 QAR.
FAQ
How long is the notice period under Qatari labour law?
One month if your service is under five years, and two months if it is five years or more, under Article 49. The calculator works in days and takes a month as 30 days.
Does notice apply to fixed-term contracts?
Yes. Fixed-term contracts used to run to the end of their term, but the 2020 amendment extended the notice requirement to them, so notice is now required under both kinds of contract.
Does the notice have to give a reason?
Article 49 lets either party to an indefinite contract end it by notice without stating a reason, provided the period is observed or paid for. That does not cancel your other entitlements: the end-of-service gratuity and any unused leave remain payable.
I resigned without serving the notice. What do I owe?
You owe the employer the full remuneration for the part of the notice you did not serve, and it may be deducted from your final settlement. The same rule applies to the employer if it ends the contract without notice.
Is notice pay based on the basic salary or the full wage?
Article 49 speaks of the full remuneration for the notice period or the part not served, so the calculator uses the full monthly wage including allowances. That differs from the end-of-service gratuity, which Article 54 calculates on the basic wage alone.
How are months converted into days?
The calculator works in days and treats a month as 30 days, so one month is 30 days and two months are 60. If you served part of the notice, enter the days you worked and the pay is calculated on the remainder only.
Related tools
Sources
✓ Reviewed September 2026- Article 49 (notice), Qatar Labour Law No. 14 of 2004 — Al Meezan legal portal
- Qatar Labour Law No. 14 of 2004, full text (PDF, English) — ILO NATLEX
- Ministry of Labour — State of Qatar
Statutory articles this calculator applies
- Qatar Labour Law, Article 49 — notice period
Qatar Labour Law — Law No. 14 of 2004, as amended (notably by Law No. 17 of 2020 and Law No. 13 of 2017)