Every employer and employee must keep abreast of the amendments made to the labor law. Only then can employers meet the requirements of the authorities and stay away from compliance issues. On the other hand, well-informed employees will also know what to expect from their employer.
During a greytHR Meets webinar (in association with Adax Business Systems), Emma Higham, Partner, Clyde & Co, enlightened the attendees by sharing valuable perspectives and insights. She underlined the recent legal changes, employment contracts in Qatar, working hours, overtime, rights and obligations of workers, and more. This blog features the key questions and answers from this insightful webinar. Read on!
What are the most significant labor law changes made recently in Qatar?
Law 17 of 2020 introduced changes to the minimum wages paid to employees. The minimum wage to be paid as per this law is 1,000 Qatari riyals (QAR).
The minimum accommodation allowance to be paid is 500 QAR, and the food allowance is 300 QAR.
Law 19 of 2020 made changes to the immigration law and allowed free movement without exit permits. The changes also eliminated the letter of no objection. All transfer requests by employees will be processed via the National Authentication System (NAS) portal.
Law 18 of 2020 introduced multiple amendments. The probation period has been fixed at six months. However, an employer can terminate an employee for poor performance. But a month’s notice is mandatory. Also, employees can leave during probation, citing employment transfer or repatriation as a reason. The one-month notice is applicable here.
The one-month termination period applies to those who have worked for the organization for up to two years. If it’s more, the notice period is two months. Another clause states that the person who left can’t compete with the same business or work with a competitor.
What are the different types of employment contracts that exist in Qatar?
E-government employment contract: Adopted by almost everybody now, it enables employees to sign their contracts before moving to Qatar. This process happens at Qatar Visa Centers in their respective countries. Moreover, the lengthy contract has now been shortened.
Internal/international contract: It provides detailed information about the rights and terms of employment. If a dispute arises, the ministry will look at the e-government contract first and then refer to the others.
Fixed-term contract: This contract has no notice period. For example, it can begin on January 1 and end on December 31.
Indefinite contract: It’s a contract that continues until it is terminated in accordance with its terms.
Can you explain the standard working hours and overtime regulations?
The labor law states that the maximum work in a week is 48 hours, with an eight-hour work day. Employees also have the option to do a maximum of two hours’ overtime in a day. In this case, there is an exemption for eligible managers. The employer’s contracts and policies have to define who will get paid for overtime and when.
What are the fundamental rights of workers in Qatar?
Firstly, the workers must be paid in accordance with the labor laws. Also, these workers are obliged to perform the work in accordance with the law. Employees must also be treated fairly and with respect. Employers have an overarching obligation to provide a safe working environment. Men and women should be paid the same amount if the job is the same.
What are the penalties for non-compliance with labor laws?
These penalties are set out in articles 143 to 146. There is a crucial penalty for a breach of the wage protection system. People should be paid for what they do. There is a fine/punishment for not providing adequate accommodation to employees. There are also penalties for holding onto passports when not needed.
Disclaimer:
This blog is a quick summary based on the insights we gleaned from a session by a seasoned expert. We advise you to refer to government sources before making financial decisions.
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