Qatar boosts flexible working for female government employees

Sarah Khasawneh and Luke Tapp of Pinsent Masons were commenting after Qatar’s cabinet approved the proposal put forward by the country’s Civil Service and Government Development Bureau to reduce official working hours for working mothers employed in government entities during designated periods.

The policy change means that mothers of Qatari children employed by government entities, regardless of their nationality, are permitted to leave government posts two hours early each day during certain periods throughout the academic year, including mid-year holidays and exam seasons. This follows a successful pilot initiative aimed at improving work-life balance in the public sector.

Commenting on the development, Doha-based Khasawneh said “This policy reflects Qatar’s commitment to creating a more supportive and adaptable working environment for government employees. It builds on existing flexibility measures and provides targeted support to working mothers during key periods of the school year.”

Tapp added: “This is a thoughtful extension of Qatar’s public sector employment framework. It acknowledges the dual responsibilities many women manage and offers structured flexibility that could inform future policy developments across the region,” he said.

The development follows other recent changes designed to improve flexible working and improve work-life balance across the government sector in Qatar. Since September 2024, government employees have been permitted to start their working day any time between 6:30am and 8:30am to make it easier for them to balance their professional and personal lives. Up to 30% of employees in each administrative unit can work remotely for one week each year. Mothers with children under the age of 12 are already allowed to work remotely for up to one month per year. 

While the policy is a positive development for many working families, it does not apply to government roles where operational requirements necessitate full-day attendance.

Khasawneh said government entities, public sector institutions and their HR departments will need to review and adapt their internal policies carefully to ensure compliance with the new policy initiative and communicate eligibility criteria and implementation timelines to all staff. “For businesses, especially those working in HR and operations, this presents both a challenge and an opportunity,” she said. “They’ll need to adapt scheduling, ensure service continuity, and rethink performance metrics. But the upside is significant: improved employee morale, higher retention rates, and a more inclusive workplace culture.”

Tapp said the private sector may also wish to monitor these developments. “Qatar’s public sector is setting a benchmark for workplace flexibility,” he said. “Private employers should consider how their own policies align with evolving expectations around work-life balance and inclusivity.”