Out-Law News 1 min. read
Qatari employers now required to provide equal opportunities for people with disabilities
31 Oct 2025, 12:26 pm
Employers in Qatar will now be required to provide equal job opportunities, make reasonable accommodations and promote inclusive hiring for people with special needs under a new law that came into effect this month.
Qatar’s Law No. 22 of 2025 is a comprehensive legal framework to protect and empower people with disabilities. It replaces the outdated 2004 law and aligns with international standards.
Sarah Khasawneh, an expert in employment law at Pinsent Masons, said: “Law No. 22 of 2025 introduces a robust legal framework that significantly raises the bar for workplace inclusion and compliance in Qatar.”
“For employers, this law is not optional. It is enforceable and carries real consequences,” she said.
“Organisations must now ensure equal access to employment for persons with disabilities, implement reasonable accommodations, and actively promote inclusive hiring practices. These are no longer aspirational goals but legal obligations.”
Employers in both the public and private sectors, government agencies and service providers, and education and healthcare institutions are all required to meet the legal obligations to accommodate and integrate people with disabilities, with non-compliance carrying serious penalties such as fines, imprisonment and facility closure.
Luke Tapp, an expert in employment law at Pinsent Masons, said: “From a commercial standpoint, the law presents both risk and opportunity.”
“Non-compliance can result in fines up to QAR 500,000, imprisonment, or even facility closure. however, businesses that act early to align with the law can enhance their reputation, attract diverse talent, and demonstrate alignment with Qatar’s Vision 2030 and international human rights standards.”
“Employers should immediately audit their recruitment and workplace policies, train HR teams, and prepare for inspections by Ministry officials who now hold judicial powers.”
The law promotes the political and civil rights of people with disabilities, including movement, opinions, expression and participation in elections and civil society organisations. It also mandates the creation of a unified national database for people with disabilities and the issuance of identification cards for access to services and benefits.
Khasawneh said: “With executive regulations expected within six months, proactive compliance is essential. This is a pivotal moment for organisations to lead in accessibility and inclusion: not just to meet legal standards, but to build better, more resilient workplaces.”
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