Doha, October 07 (QNA) - The Civil Service and Government Development Bureau (CGB) has welcomed Qatar's amendments to its civil human resources law as a step towards improving government performance and public service delivery.

Under Law No. 25 of 2025, issued by HH the Amir Sheikh Tamim bin Hamad Al- Thani, changes have been made to the 2016 Civil Human Resources Law. HH the Amir also ratified a Cabinet decision updating the law's executive regulations.
HE President of CGB, Dr Abdulaziz bin Nasser bin Mubarak Al Khalifa, said the reforms are based on detailed analysis and are aligned with Qatar National Vision 2030.

His Excellency added the changes also aim to support innovation, strengthen accountability, and improve the balance between professional and personal life for government employees.
The amendments are designed to modernize public sector work, enhance performance evaluation, and create a more flexible and responsive working environment, he noted.

HE Dr Al Khalifa highlighted that the updated law is part of a wider strategy to develop high-performing institutions and a skilled national workforce capable of competing in a knowledge-based economy. 

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In a statement issued Tuesday, the CGB confirmed it has finalized a set of proposed amendments to the public employment system, grounded in several key principles. Among the principles are the alignment with leadership directives by linking pay and promotion to merit and productivity, the recognition of the central role of the Qatari family, and the incorporation of feedback from government entities and HR directors in shaping the reforms.

The amendments constituted a comprehensive framework built around four strategic pillars designed to stimulate institutional performance and support career development pathways. Central to the reforms is the principle of merit-based compensation and advancement, reflected in the introduction of two new performance evaluation categories: Exceeds Expectations and Exceptional.
Meanwhile, the previous ratings of Excellent, Very Good, and Good have been consolidated into a single category: Meets Expectations.
The Acceptable rating has been reclassified as Below Expectations, with Weak retained, enhancing fairness and transparency in evaluations, promotions, and rewards.

Under the new system, promotion timelines will be expedited based on performance evaluations. The disbursement date for annual increments will be standardized to January 1 each year, with the possibility of increasing the increment by up to 150% of the designated grade level, contingent on performance.

The reforms also introduce annual performance incentives, alongside a supplementary supervisory performance bonus of up to QAR 120,000 per year. Employees who receive individual government excellence awards will be eligible for accelerated promotion or a special incentive, while those contributing to their entity's receipt of the Qatar Government Excellence Award will also be rewarded.
In-kind rewards for outstanding employees and departments have been increased from QAR 3,000 to QAR 5,000, translating institutional appreciation into tangible incentives that foster excellence and dedication.

The amendments stipulate that, under conditions set by the CDB's President, a recruitment and retention allowance will be granted to Qatari employees in specialized and supervisory roles, including assistant undersecretaries.

A professional certification allowance will be provided to holders of accredited qualifications. Additionally, overtime compensation will be capped at QAR 10,000 per month for Qataris and QAR 5,000 for non-Qataris, for a maximum of six months annually.
Promotion intervals have been shortened by one year, subject to specific performance-based criteria, thereby enhancing career mobility and professional growth.

In terms of recruitment modernization, the reforms introduce temporary employment contracts with fixed compensation, governed by defined regulations. University students may now hold part-time positions in government entities during their studies. Government agencies are required to appoint candidates nominated by the Bureau within one month of nomination, in line with succession planning requirements.

Reaffirming the State's commitment to family stability and employee well-being, the reforms include a suite of social benefits aimed at improving the workplace environment. These include increasing emergency leave to 10 days annually, expanding monthly permission hours to 10 hours (up to 3 hours per day), and allowing one Qatari parent to accompany a child during hospital treatment within the country.

A marital allowance will be granted to both Qatari spouses, and a new annual marriage incentive of QAR 12,000 will be provided to each spouse, subject to specific conditions.
Maternity leave has been extended to three months at full salary, and up to six months in cases of twins or children with disabilities.
Employees may begin maternity leave from the eighth month of pregnancy.

Upon request, Qatari female employees may extend maternity leave by up to three additional months, during which they will receive basic salary, social allowance, and housing allowance.

Remote work will be permitted from the seventh month of pregnancy until delivery, in accordance with approved guidelines. A single-person housing allowance will be granted to wives not residing with their husbands in government housing in cases of polygamy.
These reforms represent a pivotal milestone in modernizing the legislative framework governing public sector employment. They aim to enhance institutional efficiency, foster a motivating and sustainable work environment rooted in fairness and balance, meet employee aspirations, and improve the quality of public services delivered. (QNA)