If the contract is of limited duration and the parties have continued to perform it after the expiry of its term without express agreement, the contract shall be deemed to have been extended indefinitely with the same conditions. And the extension period is considered an extension of the previous period and is calculated from the date of the employer`s first start of service. There are also differences whether the employment contract is permanent or definitive. If an employee has a contract with no specific end date, they must receive written notice, which usually gives them one month`s notice. If an employee is hired for a specific or temporary period of service, both parties must mutually agree to terminate the employment relationship before the end of the contractual period. It is not necessary to reach an amicable agreement if there is a reason for termination. It should be noted that Qatar has employment quotas for certain industries, such as service industries, where official employment for that particular role cannot be held by a foreign employee. Employers of domestic workers may unilaterally terminate the employment contract without notice and without granting an end-of-service bonus for the year of dismissal if the employee does not comply with the obligations set out in the employment contract or the obligations described in Articles 16 and 11 of the Domestic Workers Act No. 15 of 2017. In June 2020, the Ministry of Administrative Development, Labour and Social Affairs introduced the digital authentication system for a multilingual employment contract, which aims to provide an integrated digital alternative to the authentication of employment contracts in companies. Yes. If, during the probationary period, your employer determines that you are “unable to meet your work obligations” as set out in your employment contract, your employer may terminate the contract, but must notify you through the ADLSA`s electronic system at least one month before the termination of employment. The concept of “dismissal” has been included in the Qatari Labour Code, which allows valid dismissals of workers for “economic, structural or other reasons not related to professional contact”.

The law covers all stages related to employment in Qatar, from sponsorship and residency to temporary or permanent departure. As in Law No. 14 of 2004, much of the relevant work must be performed by the employer and confirmed by the competent governmental authority, in this case the Ministry of the Interior. The Labour Code specifies that written documentation and documentation will be provided for each activity, including hiring and training, awarding penalties and termination of the contract. Almost all of this obligation is the responsibility of the employer. Note: When signing a new contract (for the second or third time), the contract must indicate the date on which the first contract began. In a fixed-term contract, termination must be in accordance with certain grounds under Qatari labor law. There is no legal obligation for either party to make a termination during the term, although termination must be agreed upon by both parties without giving reasons. If the employee does not agree to the termination of the employment relationship, the employer is required to pay the employee full wages and benefits, including unserviced compensation. The nature of these payments depends on individual circumstances. The employment contract takes precedence over local labor laws due to stricter terms and conditions, although there are laws that offer some protection regardless of the existence of a contract.

In Qatar, employers should provide foreign workers with an employment contract (service contract) or an official declaration of consent setting out the terms and conditions of employment. Qatari law does not require that an employment contract between an employee and an employer be in writing if an oral agreement is possible, although a written agreement is preferable. If an employment relationship is concluded without a contract, sufficient evidence must be provided. Under Law No. 4 of 2009, expatriates needed the permission of their sponsor to look for a new job. If the sponsor had not signed a “certificate of no objection”, the employee would be forced to leave Qatar for two years before seeking a new job in the country. Articles 21 to 23 of Law No. 21 of 2015 allow workers who have concluded their fixed-term contract to change jobs without the consent of their former employer or the need to leave the country. In addition, an expatriate can change jobs before the end of the contract if he receives permission from his sponsor, the Ministry of the Interior and the Ministry of Labour and Social Affairs. Employees who are employed on permanent contracts have the opportunity to obtain this approval after having been in their current workplace for five years. In the event of the employee`s separation from service, the employer must bring him back at his own expense to the place from which he hired him at the beginning of the employment relationship or to a place agreed between the parties. The employer must complete the return procedure of the non-Qatari worker within a maximum period of two weeks after the expiry of the contract.

If the employee joins another employer before leaving the State, the obligation to send him back to his country or another place is transferred to the other employer. Priority in employment is given to Qatari citizens. The Ministry of Administrative Development, Labour and Social Affairs offers various services to bring together employers with available talent. Qatari citizens looking for a job must register with the Ministry of Possible Employment Services. Qatar offers many job opportunities for expats and for many successful candidates, job search opportunities in Qatar include: Previously, employers could terminate the employment of workers serving a probationary period with just three days` notice. Employers are now required to provide for a minimum notice period of one month. Termination of an employment relationship in this manner requires the employer to pay the employee all wages and benefits due in full for the notice period, provided that the employee fully performs his or her usual duties during that period. The employer is required to pay the full amount of this indemnity, even if he asks the employee not to work for the entire duration. Employment contracts in Qatar must be written and in Arabic. However, if the employee is not familiar with Arabic, a translated version must be attached to the Arabic contract.

In the event of a discrepancy between the Arabic Contract and the translation, the Arabic version will be considered a binding text for legal purposes. Three copies must be made by the employer, one for each part, and the third must be sent to the Employment Service of the Ministry of Administrative Development, Labour and Social Affairs (MADLSA) for certification. Article 3(1) of Law No 14 of 2004 had repealed certain categories of employment which were to be exempted from the provisions of that law; In summary, these include government institutions and ministries, Qatar Petroleum companies or its partners, relatives of an employer, domestic workers and those who work for sectors subject to a separate special set of legislation. The “Qatarization” initiative aims to increase the number of Qatari nationals in the workforce. The employment of Qatari nationals takes precedence over foreign workers. The rules governing employment in Qatar, including the rights, obligations and relationships between employees and employers, fall largely within the scope of the Labour Law No. 14 of 2004. Law No.

4 of 2009 on the Regulation of Entry, Exit, Residence and Sponsorship of Expatriates is also relevant, which became official on 29 April 2009. Often referred to simply as the “Sponsorship Act,” it outlines the protocol for entry, residency, and legal sponsorship in the country and aims to guide employers who rely heavily on the country`s mostly foreign workforce. Law No. 21 of 2015, ratified on 27 October 2015, will replace Law No. 2015. 4 of 2009 upon its entry into force on 14 December 2016, i.e. one year after its publication in the Official Journal. Thanks to the reform, workers who have concluded their contracts can now freely change jobs or leave the country. If their employer tries to restrict travel or job changes, they can face fines of up to 25,000 riyals ($6,860).

Another major controversy concerns migrant workers involved in the country`s preparation for the World Cup. .