Qatar is introducing broader workplace flexibility measures to help employees balance work and family responsibilities.
The changes cover maternity leave, flexible working hours and remote-work arrangements. They are part of wider efforts to support family stability and encourage women’s participation in the workforce.
Family consultant Youssef Al Suwaidi said the measures are aligned with the Ministry of Social Development and Family’s 2025–2030 strategy.
The strategy places greater focus on strengthening families and supporting women’s participation in the labour market.
“The measures” are intended to strengthen family support while helping women remain active in the workforce, according to Al Suwaidi.
Qatar maternity leave rules
Under the current framework, maternity leave stands at 90 days. In special circumstances, the leave can be extended to six months.
In addition, Qatar is expanding workplace support for women and employees with special-care needs. The measures include remote-working options designed to help employees manage family responsibilities.
These changes add to existing flexibility measures introduced across government entities.
Government employees get more flexible working options
The Civil Service and Government Development Bureau (CGB) has introduced several measures to give government employees greater flexibility.
Following a pilot programme, Qatar’s Cabinet approved Circular No. 6 of 2025. The circular allows Qatari mothers and mothers of Qatari children to leave work two hours early during mid-year school holidays.
The provision also applies during mid-term and final examination periods in both semesters.
Meanwhile, the government introduced a flexible arrival window in September 2024. Employees can start work between 6:30am and 8:30am, giving them more control over their working hours.
Government entities can also allow employees to work remotely for up to one week each year.
However, the arrangement can cover a maximum of 30% of employees within each organisational unit.
Mothers with young children can work remotely
Qatar has also introduced additional flexibility for mothers with children under 12.
Eligible mothers can access up to one month of remote work each year. The measure is designed to give employees more flexibility when managing childcare and other family responsibilities.
However, these provisions do not apply to roles that require continuous operations.
Qatar focuses on working women and work-life balance
The latest measures follow research into the pressures faced by working families.
Research from the Doha International Family Institute (DIFI) highlighted the impact of long working hours on working families.
According to the research cited in the report, 38.4% of working women were dissatisfied with their working hours.
The findings point to continued demand for more flexible working arrangements.
As a result, Qatar’s latest measures aim to reduce some of these pressures while supporting women’s participation in the workforce.
Workplace flexibility supports Qatar’s family policy goals
Qatar’s workplace policies form part of its broader objectives under Qatar National Vision 2030.
The national vision includes strengthening workforce capabilities while supporting family stability.
For employers and HR teams, the latest measures signal a continued move towards more flexible working practices, particularly across the government sector.
At the same time, the policies could give working parents greater scope to manage professional responsibilities alongside childcare and family commitments.
