What are the things you need to know and remember about your employment contract for working in Qatar? Here are the usual questions and answers related to the employment contract, according to MADLSA (Labor Law and Domestic Workers Law) and National Human Rights Committee (NHRC)'s Workers' Rights Booklet.
More important than your job offer letter is your employment contract. It will be the one submitted by your employer to the Ministry of Administrative Development and Social Affairs (MADLSA) or more commonly known as the Labor Ministry.
According to the Labor Law, the Employment Contract is an agreement between an Employer and a Worker, fixed-term or open-ended, whereby the worker undertakes to perform a certain work for and under the management and supervision of the Employer for Wage.
In June 2020, the Ministry of Administrative Development, Labour & Social Affairs launched the Digital Authentication System for a Multi-lingual Employment Contract, which aims to offer an integrated digital alternative for authenticating employment contracts in companies.
It is important to keep a true copy of the contract. Failure to obtain a copy of the contract is also a violation of labor law. To file a complaint, you should refer to the Labor Relations Department.
Aside from obtaining a copy of your employment contract from your employer, you can also check it online at MADLSA's website: https://empcont.adlsa.gov.qa/
The online service is available in Arabic and English. You'll be asked to fill in your QID and mobile number.
There are two types of contracts:
It means you'll be working for your employer for the agreed duration stated in the contract, which shall not exceed five years, renewable for a period or other similar periods.
After the probation period stated in the contract, neither the worker nor the employer may independently terminate the contract before the specified duration. Otherwise, it shall be deemed unlawful termination, giving the other party the right to compensation for the damages suffered.
It means you'll be working for your employer for an indefinite period of time. Either party (worker or employer) may terminate it without giving reasons at any time after the commitment period of the notice.
If the employment contract is indefinite (open), either party can terminate it without giving a reason, in which case the terminating party must give the other party written notice as follows:
If the contract is terminated without taking these notice periods into consideration, the terminating party shall be committed to giving compensation equal to the Worker’s Wage for the notice period or the remaining part thereof.
The probation period in the contract refers to the time during which the worker is placed on probation to demonstrate his ability to continue working. The probation period must not exceed six months maximum, from the date the employee started working.
Yes. During the probation period, if your employer finds you “unfit to carry out your work duties” as stipulated in your employment contract, your employer can terminate the contract but must notify you at least one month before the termination through ADLSA’s electronic system.
If upon the termination of the employment contract you decide to go back to your country of residence, the employer must cover the expenses of the return plane ticket.
Both you and your employer must uphold the terms and conditions of the employment contract during the notice period.
If the contract is fixed-term and the parties have continued to implement it after the expiry of its term without an explicit agreement, the contract shall be deemed to be renewed for an indefinite period of time with the same conditions. And the renewal period shall be considered an extension of the previous period and shall be calculated from the date of entering the employer's service for the first time.
The Worker may terminate the Employment Contract before the expiration of its duration if it is a fixed-term contract, and without notifying the Employer if it is an open-ended contract, along with reserving his full right to the end of service gratuity in any of the following cases:
If you decide to stop working before the end of your notice period, you will have to pay your current employer for every day of the notice period you do not work.
This is calculated as an amount equivalent to your basic wage for the remaining part of the notice period on a pro-rata basis.
For example: If you want to stop working two weeks before the end of your notice period and your basic wage is QAR 1,500 per month, you will have to pay your employer QAR 750 to terminate the contract legally.
Yes. After the probation period, if your employer wants to terminate your employment contract he/she must notify you through MADLSA’s electronic system.
Both you and your employer must uphold the terms and conditions of the employment contract during the notice period.
If the employer terminates your contract without observing the notice period, he/she must pay you a compensation equivalent to your basic wage for the notice period or the remaining part of the notice period.
For example: If your basic wage is QR 1,500 per month and your employer asks you to stop working two weeks before the end of a one-month notice period, your employer will have to pay you QR 750 to terminate the contract legally.
According to Section 3 of Law no. 15 of 2017, a domestic worker may not be employed other than by a labor contract written and certified by the department in three copies.
One copy shall be handed to each party, and the third copy shall be deposited in the department. The employment contract shall be written in Arabic. A translation thereof in another language may be annexed.
The employment contract shall include provisions relating to the employment relationship between both parties. It shall include in particular the following data:
An employer has no right to employ you except after signing an employment contract with you. This employment contract must contain all the details necessitated by law.
You have a right to receive a copy of the signed employment contract. The contract will be in Arabic and English.
Recruitment agencies are obligated to guarantee the domestic worker an additional period of 6 months, starting immediately after the end of the preliminary probation period (3 months), bringing the total probation period to 9 months.
During the additional probationary period, the owner of the labour recruitment office is obligated to return the amounts paid by the employer, minus 15% of the total amount due, for each month the domestic worker spent during the additional probation period, with deduction of the government fees incurred by the office, in the following cases:
The conditions that must be adhered to in the recruitment contracts between the employer and recruitment agencies:
The employer has the right to set the conditions he deems appropriate in the recruitment contract between him and the office, provided that the following conditions are included:
The employer has the right to determine the recruitment period in agreement with the office, and the period begins immediately on the next day from the date of the contract. To preserve the rights of the employer, he must obtain the contract certified by the recruitment office immediately after signing the contract.
The labour recruitment office is obligated to pay compensation to the employer in the amount of (1%) of the agreed-upon amount for each day of delay in the event of exceeding the period agreed upon in the contract for the arrival of the domestic worker.
According to Article 17 of Law no. 15 of 2017, a worker may end the employment contract before the end of its duration while safeguarding his/her full right to an end of service gratuity, pro-rata annual leave dues, as well as a return plane ticket back to his/her country of origin in any of the following cases:
You have a right to end your contract before the end of its duration if:
Can employers of domestic workers terminate the employment contract without notice?
Employers of domestic workers may unilaterally terminate the employment contract without notice and without granting end of service gratuity for the year of dismissal if the worker does not abide by the obligations stipulated in the employment contract or those described in Articles (16) and (11) of Law No. 15 of 2017 on Domestic Workers. They are as follows:
Article 11: A domestic worker shall undertake the following:
Article 16: An employer may dismiss a domestic worker without warning, and without granting him/her an end of service bonus for the year in which he/she was dismissed, if a worker has not fulfilled the duties specified in the provisions of this law or the labor contract.
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