No doubt that the labour market is anxiously waiting for the new law of entry, exit and residency to be enforced in December 2016. All are waiting with different feelings, anxiety and concepts. Employers have careful feelings, while the workers have optimistic hopes.
The work force in Qatar, particularly expats are eagerly awaiting the implementation of the changes in the labour law. The changes are set to reform the labour market to a significant extent as the ambiguity surrounding many issues would be cleared and the role of the Ministry of Labour would become much more effective in regulating the labour market and overseeing the relations between the workers and the employers.
If all goes well, the changes should overhaul the image of the labour market of Qatar in the eyes of international media and rights organisations.
9 IMPORTANT THINGS YOU NEED TO KNOW ABOUT NEW LABOUR LAW
1. Contract based Employment: All expats in Qatar would now be entirely governed by contracts
2. Ban period under termination: Workers who terminate their job contracts and leave the country before completion of the contract period are not allowed to return to the country before the end of the contract period.
Worker who has a four years contract and he completed three years with the current sponsor and left without completing one more year cannot come back until next one year till his earlier contract period is over.
3. No Ban under completion of contract: Those who complete their contracts under the law can come back to Qatar next day of their departure if he/she found new job offers. Workers who complete their contracts can easily come back without facing any ban.
4. No new contracts to be signed: There is no need for the companies to make new contracts with their employees after implementation of the new law but the existing contracts will be valid as long as the employee is willing to continue in his job.
5. Contract period: Date he has signed the fresh employment contract will be the date from his contract would be counted.
All types of contracts will start from the date of enforcement of the new law regardless of how many years the employee had served in the company but this does not mean the previous years of service are not counted.
6. Domestic helps/Kadamas: Law will apply to domestic help as well.
7. Signing contracts: If the employer has agreed to hire the worker and processed his/her entry visa for work, the worker can sign the contract after arriving in Qatar. However, in case he refuses to sign the contract, he would be forced to go home,
8. Five years maximum term: The work contract needs to be certified by the Ministry of Administrative Development, Labour and Social Affairs and the maximum period for work contract is five years.
9. Four years ban: If a foreign worker is fired as a punitive measure and he did not appeal his dismissal or his plea was rejected by a court, he shall not be permitted to come back to Qatar before the passage of four years, states Article 26 of the new law.
With inputs from Al Sharq and The Peninsula Qatar