Key facts at a glance
Employer GRSIA, Qatari national
14%
Of basic salary, capped at QAR 100K/mo
Employer GRSIA, expatriate
0%
Expats not covered
Gratuity provision, expatriate
3 weeks/yr
Legal minimum, every year
On a QAR 180,000 salary, a Qatari national costs an employer roughly QAR 205,200 a year once the 14% GRSIA contribution is added. An expatriate on the same salary, with the gratuity provisioned at the legal minimum, costs roughly QAR 190,500.
Run your own hiring cost through the calculator.
Employer Cost CalculatorWorked examples at two salary levels
| Profile | Total cost | Multiplier |
|---|---|---|
| Qatari national, QAR 180K | QAR 205,200 | 1.14× |
| Expatriate, QAR 180K | QAR 190,500 | 1.06× |
| Qatari national, QAR 360K | QAR 410,400 | 1.14× |
| Expatriate, QAR 360K | QAR 381,000 | 1.06× |
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Frequently asked questions
What does it really cost to hire someone in Qatar, beyond their salary?
One of two costs sits on top of gross salary. For a Qatari national it is the GRSIA employer contribution, 14% of the contributory wage. For an expatriate it is the Article 54 end-of-service gratuity, which builds at not less than three weeks' basic wage a year, about 5.8% of basic pay. Neither shows up on a payslip the way employee-side deductions do.
Why is hiring a Qatari national more expensive on paper than an expat?
Because the employer GRSIA rate is 14% for a Qatari national, while the gratuity an employer provisions for an expatriate is about 5.8% of basic pay. On identical gross salaries, the national hire carries the larger direct payroll cost.
How does Qatarization affect the real cost comparison?
Qatarization is the Ministry of Labour's national workforce quota system. Falling below your required band can restrict new work permit issuance for expatriate staff, an indirect cost that can dwarf the direct GRSIA saving from hiring expats. This article models direct payroll cost only.
Does the gratuity accrual go up after year 5?
Not by law. Article 54 sets a single minimum of three weeks' basic wage per year, the same in every year of service, with no cap. The 'four weeks after five years' rule in the Labour Law is about annual leave. If your contracts promise more than the minimum, provision for the contract rate.
What isn't included in these cost figures?
Work permit and visa processing costs, mandatory health insurance, recruitment fees, and Qatarization compliance risk. This article focuses on GRSIA employer contribution and gratuity accrual.