Qatar Labour Law Legal Register

8/20/2019 Qatar Labour Law Legal Register

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Clause /LabourLaw 14

Article /Reference

Requirement / Obligation

Applicable to

Area of Applicability

License / ComplianceRecords Required

Remarks

CompanyContractor /

Supplier

LabourLaw 14

Article 1

The Provisions of the Labour Lawaccompanied with this Law shall beapplied

Top ManagementPRO

Admin/HR Dept

H.S.E. Dept

AuthorizedTrainingInstitutes

All areas Total OH & Sdocumentation

WRITERRELOCATIONSfollows the

requirements ofthe labour law

LabourLaw 14

Article

The entitlements prescribed by thislaw represent the minimumentitlements of the workers and anystipulation contradicting theprovisions of this law shall be voideven if it was made prior to the dateof application of this law unless thesaid stipulation is more advantageousto the workers and any release,

compromise or waiver of theentitlements prescribed for the workerby this law shall be deemed void

Admin/HR Dept All areasTotal OH & Sdocumentation

WRITERRELOCATIONSpolicies andprocedureseither meet orexceed therequirements ofthis law infavour of the

workers

If the employer entrusts any naturalor juristic person with the carrying outof the employer's original work or anypart thereof such any natural or

juristic person shall equally treat hisworkers and the workers of theoriginal employer whom he employsfor the carrying out of that work in

regard to entitlements and privileges.The employer and any such natural or

juristic person shall be jointly liablefor the payment of these entitlementsand privileges to the extent of thesums for which the employer is liableto person entrusted with the work.

H.S.E. Dept Psi Sub-ContractorControl Procedure

WRITERRELOCATIONSinsures its sub-contractorscomply with OH& Srequirements


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All contracts and other documentsand written instruments provided forin this law shall be made in Arabic.The employer may accompany suchcontracts, documents or writteninstruments with translations intoother languages and in case of anydifference the Arabic text shall

prevail.

The vocational training shall becarried out inside the establishmentsor in the institutes and centers whichare to be designated for this purpose.The Minister shall by a decision,specify the theoretical and practicalprograms for the training, itsmaximum duration, the rules andconditions to be followed in respect

thereof the method of examinationand the certificates to be granted tothe trainees upon completion of thetraining.

The worker shall undertake thefollowing:-To carry out the safety andprofessional health instructionsprescribed in the establishment.To cooperate in the prevention of the

occurrence of accidents in the placeof work or in the alleviation of theresults thereof.

LabourLaw 14

Article 47

The employer shall keep a special file,for each worker where he shalldeposit all papers and certificatesconcerning the worker and thedecisions and instructions related

Admin & HRDept.

HumanResources

Employee Files In compliance(contact HR or

Admin)


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thereto.The employer shall keep the said filefor a period of at least one year afterthe expiry date of the service of theworker with him.

LabourLaw 14

Article 8

The employer shall maintain thefollowing registers:-

1. The workers' register which shall inparticular contain the names,nationalities, jobs, amounts ofwage, date of commencement ofwork, marital status, academicand professional qualifications,leaves of the workers and thepenalties inflicted upon him.

2. The wages' register, where thenames of the workers in the orderof their engagement in the work,

the amounts of daily, weekly ormonthly wages, or piece orproduction wages and theiradditions in respect of everyworker, the additional wages paidto them, the amounts ofdeductions and the net wagesreceived by every worker.

3. The register of total penaltieswhere the monetary penalties areinflicted upon the workers and the

total amount thereof shall beentered.

4. The register of work injuries wherethe work injuries sustained byevery worker shall be entered.

5. The end of service register wherethe names of the workers whoseservices have been terminated,the dates and causes of the

Admin & HRDept.

HumanResources

Employment Contract In compliance(contact HR or

Admin)


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termination and the entitlementspaid to them or to their heirs shallbe entered.

LabourLaw 14

Article 55

If the worker dies during theemployment for whatsoever causes,the employer shall within a period notexceeding fifteen days from the date

of death deposit with the court anywages or entitlements due to theworker in addition to the gratuity. Thedepositing record shall contain adetailed report indicating the methodof calculating the sums referred toand a copy of the record shall bedelivered to the Department.The court shall distribute thedeposited sums amongst the heirs ofthe deceased worker in accordance

with the provisions of the IslamicShari a or the personal law applicablein the country of the deceased and ifthree years lapse from the date ofdepositing without the person entitledto the deposited sums being knownthe court shall transfer the said sumsto the public fund of the State.

HSE Admin & HR AccountsPRO

All areas Medical Certificate No such casehappened yet

LabourLaw 14

Article 58

An employer employing ten workersor more shall make penalties

regulations specifying the violationsand the penalties to be inflicted onthe workers who commit theseviolations and the conditions andprocedures for the infliction thereof.The Minister may, by a Decision, issuemodels for such disciplinaryregulations in accordance with thenature of the work for the guidance of

HSE Officer All labouremployees

WriterRelocations

employs morethan 10 workersand haspenalties inplace for H.S.E.violations


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the employers in the preparation oftheir own regulations.The coming into force of thedisciplinary regulations and theamendments thereto shall be subjectto the approval of the Departmentwithin a month from the date of itssubmission thereto and if this period

expires without objection to theregulations the regulations shall bedeemed to have been approved.The employer shall post theseregulations at the place of work forthe perusal thereof by the workers.The regulations shall only come intoforce upon the lapse of fifteen daysfrom the date of their being postedup.

LabourLaw 14

Article 59

The disciplinary penalties which maybe inflicted on the workers are:1. Notification, which shall be deemed

to have been achieved by awritten letter to the workercontaining a notification of theviolation he has committed andrequesting him not to repeat thecommission thereof and warninghim of the infliction of a severerpenalty in case of repetition.

2. Deduction from the wage of theworker for a period not exceedingfive days in respect of oneviolation.

3. Suspension from work togetherwith non-payment of the wage fora period not exceeding five daysin respect of one violation.

4. Suspension from work without


Regularmonitoring ofprotectiveequipment iscarried out bythe SafetyTeam


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payment or with reduced paymentpending the adjudication upon thecriminal charge attributed to theworker and if the worker isacquitted or if the charge againsthim has been dropped thesuspension shall be deemed tohave never taken place and the

worker shall be paid hisentitlements during thesuspension period.

5. Postponement of the grant ofannual increment for a period notexceeding six months or the non-payment therefrom in theestablishments which maintainincrements systems.

6. Postponement of promotion for aperiod not exceeding one year in

the establishments which maintainpromotion systems.

7. Dismissal from work with paymentof the end of service gratuity.

8. Dismissal from work and non-payment of the end of servicegratuity.

LabourLaw 14

Article 60

The sums which may be deductedfrom the wage of the worker inexecution of penalties inflicted on him

and the other deductions therefromshall not exceed his wage for fivedays per month.The employer shall record the totalpenalties inflicted on the worker inthe register of the total penalties. Thesaid register shall contain the name ofthe worker and the amount ofdeductions and the reason for the


Regularmonitoring ofprotective

equipment iscarried out bythe SafetyTeam


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infliction and date of the penalty. Thesaid register shall be subject to theinspection of the Work InspectionOrgan.The outcome of the deductions to beinflicted on the workers shall vest inthe body which shall be specified by aDecision of the Minister. The Decision

shall specify the manner of disposal ofthe deductions.

LabourLaw 14

Article 61

The employer may dismiss the workerwithout notice and without paymentof the end of service gratuity in thefollowing instances1. If the worker assumes a false

identity or nationality or submitsfalse certificates or documents.

2. If the worker commits an act which

causes gross financial loss to theemployer provided that theemployer shall notify theDepartment of the incident withintwenty four hours from the timeof his being aware thereof.

3. If the worker violates more thanonce the written instructions ofthe employer concerning thesafety of the workers and theestablishment despite his being

notified in writing of the violationprovided that these instructionsshall be written and posted up ina conspicuous place.

4. If the worker fails more than onceto carry out his essential dutiesunder the service contract or thislaw despite his having beennotified in writing thereof.

Top Management Admin &HR Dept.PRO

LabourDispute

Letter No such casehappened yet inWRITERRELOCATIONS


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5. If the worker discloses the secretsof the establishment where he isemployed.

6. If the worker is found during theworking hours in a state ofdrunkenness or under theinfluence of a drug.

7. If the worker commits an assault

on the person of the employer,the manager or one of hissupervisors in the work during thework or by reason thereof.

8. If the worker repeats his assault onhis colleagues in work despite hisbeing warned in writing thereof.

9. If the worker absents himself fromwork without legitimate cause formore than seven consecutive daysor fifteen days in one year.

10. If the worker has been finallysentenced for a crime involvingimmorality or dishonesty.

LabourLaw 14

Article 62

In inflicting the penalties on theviolating workers the following shallbe observed:1. The worker shall not be accused of

a violation after fifteen days of theemployer being aware of theviolation with the exception of the

violations constituting criminaloffences.

2. The worker shall not be penalizedotherwise than for a violationdirectly related to the workwhether committed during thework and in its place or outside.

3. The worker shall not be penalizedbefore his being informed of the

Top Management

Admin &HR Dept.PRO

LabourDispute

Letter No such casehappened yet inWRITERRELOCATIONS


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accusation against him and beinginquired into in writing. Theinquiry may be oral in the case ofminor violations provided that thereport of inquiry shall be filed inthe record of the particularregister of the worker. The minorviolations referred to in this

paragraph are violations thepenalties whereof prescribed inthe penalties regulations do notexceed the notice or deductionnot exceeding the wage for oneday.

4. There shall not be inflicted on theworker for the single violation notmore than one penalty.

5. The disciplinary penalties that theemployer may inflict on the

workers shall not be inflictedexcept by the employer, hisauthorized representative or themanager of the establishment.

6. A penalty may not be inflicted foran act which has not beenprovided for in the penaltiesregulations.

LabourLaw 14

Article 63

The worker shall be notified of thepenalty inflicted on him and if he

declines to receive the notification,such notification shall be published ina conspicuous place in the place ofwork.If the worker is absent from work heshall be notified of the penalty by aregistered letter to his permanentaddress in the special file.

Admin &HR Dept.PRO

LabourDispute

Letter No such casehappened yet in

WRITERRELOCATIONS


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LabourLaw 14

Article 64

A worker shall, before his recourse tothe competent tribunal, appeal to hisemployer against the penalty inflictedon him within seven days of beingaware of such penalty. The appealshall be decided upon within sevendays of its submission. The appeal isconsidered rejected if this period

lapses.In the event of rejection of an appealor if it is not decided upon within theabove period, the worker may appealto the Department against the penaltyinflicted on him with seven days ofthe date of rejection.The Department shall decide on theworker's appeal within seven days ofthe date of the registration of theappeal. The Department's decision

shall be final. As an exception the worker mayappeal against the penalty ofdismissal from work to the competentcourt.If the court decides that the dismissalis arbitrary or in violation of the'provisions of this law, it shall eitherannual the dismissal, orders thereturn the worker to his work andpayment of his wages for the period

he was not allowed to work inimplementation of such penalty orpayment of a suitable compensation.Such compensation shall include thewages and other benefits denied tohim as a result of such dismissal.

Admin &HR Dept.

PRO

LabourDispute

No such casehappened yet inWRITERRELOCATIONS

LabourLaw 14

The maximum ordinary working hoursshall be forty four hours per week at

Top Management Admin &

All areas WRITERRELOCATIONS


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Article 73 the rate of eight hours per day withthe exception of the month ofRamadan when the maximumworking hours shall be thirty six hoursper month at the rate of six hours perday.The time spent by the worker intransportation to and from the place

of work and residence of the workershall not form part of the workinghours.The working hours shall include aninterval or more for prayer, rest andtaking of meals which interval orintervals shall not be less than onehour and shall not be more than threehours. The said intervals shall not betaken into consideration in calculatingthe working hours in fixing the rest

interval but the worker shall not workfor more than five consecutive hours.The Minister shall by a decisionspecify the types of work in respect ofwhich the work may continue withoutstoppage for the purpose of rest

HR Dept. follow the lawsand the workinghours are 44hours a week

LabourLaw 14

Article 74

The workers may be required to workadditional hours to the working hoursspecified in the preceding Articleprovided that the actual workinghours per day shall not exceed ten

hours unless the work is necessary forthe prevention of gross loss ordangerous accident or for the repairor alleviation of the consequences ofthe said loss or accident.The employer shall pay to the workerfor the additional working hours therate of not less than the basic wageplus not less than 25% thereof.

Top Management Admin &HR Dept.

All areas WRITERRELOCATIONSfollow the lawsand the workinghours are less

than 10 hours aday and if thenumber ofworking hoursexceed overtime is provided


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The workers who work between 9pmand 6am shall be paid the basic wageplus not less than 50% thereof withthe exception of the shift workers.

LabourLaw 14

Article 75

The worker shall be allowed of aweekly paid rest which shall not beless than twenty-four consecutive

hours and Friday shall be the weeklyrest day for all workers with theexception of the shift workers. If thecircumstances of the work necessitatethe employment of the worker duringthe rest day the worker shall becompensated for the rest day byanother day, and shall be paid forworking that day the wage payable tohim for the ordinary weekly rest dayor his basic wage plus an increase of

not less than 150%.With the exception of shift workers aworker shall not be required to workmore than two consecutive Fridays.


All areas WRITERRELOCATIONSfollow the laws

and the Fridayis a weekly restday and workerarecompensatedfor rest day byanother if thecircumstancesof the worknecessitate

LabourLaw 14

Article 76

The provisions of Labour Law 14 Articles 73, 74 & 75 of this law shallnot apply to the persons occupyingresponsible positions if these positionsconfer upon the occupiers thereofpowers exercisable by the employer

over the workers.The provisions of Labour Law 14

Article (73) shall not apply to thefollowing categories:-1. The workers carrying out

preparatory and complementaryworks that shall be performedbefore or after the working time.

2. Guarding and cleaning workers.


All areas WRITERRELOCATIONSfollow the laws


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3. The other categories of workers tobe specified by a Decision of theMinister. The maximum workinghours for these works shall bespecified by a Decision of theMinister.

Labour

Law 14 Article 77

The employer shall post up on the

main gates used by the workers inentering and in a conspicuous positionof the working place a table of theclosing or weekly rest day, theworking hours and rest intervals forall categories of workers and shallnotify the Department with a copy ofsuch table.

Admin &

HR Dept.

All areas Table is posted

LabourLaw 14

Article 82

The worker shall be entitled to a sickleave with pay for every year of the

years of his service. This sick leaveshall not be granted unless after threemonths from the commencement ofhis engagement for the first timeprovided that the worker proves hissickness by a certificate from aphysician approved by the employer.The worker shall be paid his full wageif the sick leave does not exceed twoweeks. If the sick leave extendsthereafter the worker shall be paid

half of his wage for other four weeks.The extension of the sick leavethereafter shall be without pay untilthe worker resumes his work orresigns or his service is terminated forhealth reasons. The service of theworker may be terminated at the endof the twelfth week of the sick leave ifit has been proved by a report' issued

Admin &HR Dept.

All areas Medical certificate The laws arefollowed


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by the competent physician that theworker is unable to resume his workat that time.If the worker resigns from workbecause of the sickness and with theapproval of the competent physicianbefore the end of the six months towhich the worker is entitled as a sick

leave with pay the employer shall payto the worker the balance of hisentitlement. This provision shall alsoapply in case of death because ofsickness before the end of the said sixweeks.The preceding provisions shall notprejudice the right of the worker tothe remuneration to which he may beentitled for the period of his serviceand taking by the worker of the sick

leave for the period of twelve weeksshall not be deemed to constitute aninterruption of his continuous service.

LabourLaw 14

Article 84

The worker shall not, during any ofhis leaves, work for another employerand if it has been proved to theemployer that the worker hascontravened this provision he maydeprive him from his wage for theperiod of the leave and recover what

he has already paid of that wage.

Workers

have been

informed of the

following

LabourLaw 14

Article 86

A child who has not attained the ageof sixteen may not be employed in awork of whatsoever nature and shallnot be permitted to enter into any ofthe place of work.

Admin &HR Dept.

All areas Writer

Relocations

does not

employ

juveniles


15/32

LabourLaw 14

Article 87

A juvenile may not be employedwithout the consent of his father orguardian and the issuance of a specialpermission from the Department.If the juvenile is a Qatari pupil anapproval from the Minister ofEducation shall be obtained. TheJuveniles shall not be employed in the

works, where its nature andcircumstance of the performance ofwhich may cause damage to thehealth, safety or morals thereof.These works shall be determined by adecision of the Minister.

Admin &HR Dept.

All areas Writer

Relocations

does not

employ

juveniles

LabourLaw 14

Article 88

A Juvenile may not be employedbefore he has been medicallyexamined by the competent medicalauthority and his fitness for the work

he is required to perform has beenproved.The employer shall repeat the medicalexamination of the Juvenile at leastonce a year.

Admin &HR Dept.

All areas Medical Report Writer

Relocations

does not

employ

juveniles

LabourLaw 14

Article 89

A Juvenile may not be employedbetween sunset and sunrise or on thedays of rest or during the officialholidays or for more than the normalworking hours and may not be

retained in the place of work for morethan seven continuous hours.

Admin &HR Dept.

All areas Writer

Relocations

does not

employ

juveniles

LabourLaw 14

Article 90

The normal working hours for theJuvenile may not exceed thirty sixhours per week at the rate of sixhours per day with the exception ofthe month of Ramadan when theworking hours shall not exceed

Admin &HR Dept.

All areas Writer

Relocations

does not

employ

juveniles


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twenty four hours per week at therate of four hours per day.The time which the Juvenile spends intransporting between his residenceand place of work shall not becalculated in the working hours.The working hours shall include oneor more intervals for rest or taking

meals so that the Juvenile may notwork continuously for more thanthree consecutive hours. Such intervalor intervals shall not be calculated aspart of the working hours.

LabourLaw 14

Article 91

The employer shall keep in the fileconcerning the Juvenile his birthcertificate, his medical fitnesscertificate and the certificate of theperiodical medical examination

conducted on him.

Admin &HR Dept.

All areas Writer

Relocations

does not

employ

juveniles

LabourLaw 14

Article 92

Every employer employing a Juvenileor more shall perform the following:-1. Submit to the Department a

statement showing the name andwork of the Juvenile and date ofhis engagement.

2. Post up in a conspicuous place aclear statement of the workinghours, the Juveniles employed by

him and their intervals of rest.

Admin &HR Dept.

All areas WriterRelocationsdoes notemploy

juveniles

LabourLaw 14

Article 94

Women shall not be employed indangerous arduous works, worksdetrimental to their health, morals orother works to be specified by aDecision of the Minister.

Project Manager All Functions

HumanResources

Employee JobDescription

No suchpractices inWRITERRELOCATIONS

All womenworking in thecompany are


17/32

employed asstaff only

LabourLaw 14

Article 95

Women shall not be employedotherwise than in the times to bespecified by a Decision of theMinister.

Project Manager All Functions

HumanResources

Payroll SystemTime Sheets

No employedwomen areworking atnight shift

LabourLaw 14

Article 96

A female worker who has beenemployed by an employer for acomplete year shall be entitled tomaternity leave with full pay for aperiod of fifty days. Such maternityleave shall include the period beforeand after the delivery provided thatthe period following the delivery shallnot be less than thirty five days.This leave shall be granted subject toa medical certificate issued by a

licensed physician stating theprobable date of delivery.If the remaining period of the leaveafter delivery is less than thirty daysthe female worker may be granted acomplementary leave from her annualleave. Otherwise the complementaryperiod shall be deemed to be a leavewithout pay.If the medical condition of the femaleworker prevents her from resumingher work after expiry of her leavereferred to in the precedingparagraphs the female worker shallbe deemed to be on leave withoutpay provided that the period of herabsence from works shall not exceedsixty consecutive or interrupted daysand provided that a medical certificateof her medical condition shall beproduced from a licensed physician.

Admin & HRDept.

AccountsFunctions

HumanResources

Employment Contract In compliance(contact HR or

Accounts forfurtherinformation)


18/32

The obtaining by the female worker ofthe delivery leave shall not prejudiceher entitlement to her other leave.

LabourLaw 14

Article 97

The nursing female worker shall beentitled in addition to her entitlementto the rest interval provided for inLabour Law 14 Article (73) of this law

during the year following the year ofdelivery to a nursing interval whichshall not be less than one hour perday. The fixing of the nursing timesshall be made by the female worker.The nursing interval shall becalculated as part of the workinghours and shall not result in adeduction of wage.

All Functions HumanResource

All married

womenemployees

Payroll SystemTime Sheets

No suchincident yet

Labour

Law 14 Article 98

The employer may not terminate the

service contract of a female workerdue to her marriage or obtaining theleave provided for in Labour Law 14

Article (96) of this Law.The employer may not notify of thetermination of her service contractduring this leave and may not sendher a notification which expires duringthe said leave.

All Functions Human

Resources

Employment Contract In

compliance(contact HR or

Accounts forfurtherinformation)

Labour

Law 14 Article 99

The employer or his representative

shall on the commencement of everyworker's engagement inform him ofthe hazards of the work and thehazards which may occur thereafterand shall inform him of the safetymeasures to be taken for theprotection therefrom and shall postup in a conspicuous place his detailedinstructions concerning the means of

All Functions Environment

al ServiceProvider

HSE Dept.

All areas

PPE issuance and

monitoring

All safety

paraphernalia'sare issued to allworkersdepending ontheir scope ofwork. PPECheck is carriedout regularly bythe Health &


19/32

observing vocational health and safetyfor protecting the workers from thehazards to which they are exposedduring performance of their work.

Safety Team

LabourLaw 14

Article 100

The employer shall take allprecautionary measures for protectingthe workers during the work from any

injury or disease that may result fromthe work performed in hisestablishment or from any accident,defect or breakdown in the machineryand equipment therein or from fire.The employer may not burden theworker with or deduct from his wageany sum in return for his providingthese precautionary means.The Department shall in case of theemployer omitting to take the

precautionary measures referred to orin case of imminent dangersthreatening the health or safety of theworkers report the matter to theMinister for issuing a decision for thepartial or total closure of the place ofwork or stoppage of one or moremachines from work pending theelimination of the causes of thedanger.In such case the employer shall

undertake to pay the wages of theworkers in full during the period ofclosure or suspension.

All Functions Environmental ServiceProvider

HSE Dept. All areas

PPE issuance andmonitoring

All safetyparaphernalia'sare issued to all

workersdepending ontheir scope ofwork. PPECheck is carriedout regularly bythe Health &Safety Team

LabourLaw 14

Article 101

The worker shall not commit anyaction or omission with the intentionof hampering the execution of theinstructions of the employerconcerning the conservation of the

Project ManagerHSE Function

Environmental ServiceProvider

HSEProjects

All areas

-


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health of the workers or securing theirsafety or with the intention ofdamaging or breaking down of anyappliances or equipment prepared forthis purpose.The worker shall use the protectiondevices and the uniform prepared asprovided to him by the employer and

shall obey all instructions of theemployer aiming at protecting theworker from injuries and diseases.

LabourLaw 14

Article 102

The Minister shall after coordinationwith the competent authority issuethe necessary decisions for regulatingthe appliances concerning thevocational health and safety in theestablishments and specifying andregulating the services and

precautionary measures that arenecessary for protecting the workersduring the work from the dangers ofthe work and equipment and meansand levels thereof and for theregulation of the means of protectionfrom the vocational disease.

Project ManagerHSE Function

Environmental ServiceProvider

HSEProjects

All areas

LabourLaw 14

Article 103

The employer shall take the measurescapable of securing the hygiene andgood ventilation in the places of work

and shall provide it with the suitablelighting and potable water, hygieneand drainage, in accordance with theregulations and decisions to be issuedby the competent authorities in thisrespect.

HSE Dept. All Depts.

All areas Emergency ResponseProcedures

EmergencySituation Plansare in place and

all safetyparaphernaliaare issued toworkersdepending onthe nature oftheir work.

Emergency


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situations areidentified in the

Aspect-ImpactRegister andHazard and RiskRegisterMock-drills areimplemented

and records aremaintained

LabourLaw 14

Article 104

The employer employing a number ofworkers ranging from five to twenty-five shall prepare for them a first aidbox furnished with the medicinestools and equipment to be specifiedby the competent medical authority.The box shall be kept in aconspicuous place in theestablishment and shall be available

to the workers. The use of the boxshall be entrusted to a worker trainedin providing first-aid medical services.If the number of the workers exceedstwenty-five workers a box shall bespecified for every group of workersranging from five to twenty-fiveworkers.It the number of the workers in theestablishment exceeds hundredworkers the employer shall appoint a

full-time medical nurse in theestablished in addition to the first-aidbox.If the number of the workers exceedsfive hundred workers the employershall designate to them a clinicemploying at least a physician and a'nurse.

HSE Function All areas - First aid kits areprovided ineach section &monthlymonitoring ofsuch is carriedout. Companynurse wasemployed to

administer first-aid in any caseof emergency


22/32

LabourLaw 14

Article 105

The periodical medical check-ups shallbe carried out on the workersexposed to the dangers of infectionwith the vocational diseases in allactivities of the work at intervalsappropriate to the hazards involved inthe work in accordance with themeasures to be specified by the

competent authorities specifying thetypes of such check-ups and theintervals in which they shall be carriedout.The employer shall keep the results ofthese check-ups in the filesconcerning the workers.If the result of the check-up showsthe infliction of the worker with one ofthe occupational diseases theemployer shall notify the Department

thereof within three days from thedate of his knowing the result of thecheck-up.

Top Management Allemployees

INSURANCE Insurancebenefits arecovered

LabourLaw 14

Article 106

The employers employing workers inlocations distant from the cities and towhich the usual means oftransportation are not available shallprovide them with the followingservices:-1. Suitable means of transportation or

suitable accommodation or both.2. Potable water3. Suitable foodstuff or the means of

obtaining thereof.

The said locations shall be specifiedby a Decision of the Minister.

Top Management Workers onSite

- Transportationis provided toand from theworkplace totheaccommodation; food

allowances isgiven and allother facilitiesare provided forthe convenienceof the workers


23/32

LabourLaw 14

Article 107

The employer employing fifty workersor more shall provide- them with thesocial services to be specified by aDecision of the Minister taking intoconsideration the location of thework, the circumstances thereof andthe number of the workers in theestablishment.

Admin/HR Dept All areas

LabourLaw 14

Article 108

If the worker dies while on duty orbecause of the work or sustains awork injury the employer or hisrepresentative shall immediatelynotify the police and the Departmentof the incident.The notification shall include thename, age, profession, address andnationality of the worker and a briefdescription of the incident, the

circumstance where it took place andthe actions taken for aiding or curingthe worker.The police shall upon receipt of theinformation undertake the necessaryenquiries and the record shall containthe statements of the witnesses andthe employer or his representativeand the statements of the injured ifhis condition so permits and therecord shall explain the relationship of

the incident to the work.The police shall upon completion ofthe inquiry send a copy of the recordto the Department and a copy to theemployer. The Department mayrequire completion of the enquiry if itdeems necessary.

Top ManagementPRO

Admin/HR Dept

All areas No suchincident yet


24/32

LabourLaw 14

Article 109

The worker who sustains a workinjury shall be entitled to receivemedical treatment appropriate to hiscondition at the cost of the employerin accordance with the decision of thecompetent medical authority.The worker shall receive his full wageduring the treatment period or the

period of six months whichever isnearer. If the treatment continues fora period exceeding six months theworker shall be paid half of his wageuntil his recovery or proof of hispermanent disability or deathwhichever is nearer.

Top ManagementPRO

Admin/HR Dept


LabourLaw 14

Article 110

The heirs of the worker who diesbecause of the work and the workerwho sustains a work injury resulting

in a partial or total permanentdisability shall be entitled to receivecompensation. The amount ofcompensation in case of death of theworker because of the work shall becalculated in accordance with theprovisions of Islamic Sharia.The work injury resulting in a totalpermanent disability shall beconsidered as a death of the worker.The proportion of the partial

permanent disability to the permanenttotal disability shall be fixed inaccordance with the schedule (2) ofthis Law and the amount ofcompensation in thiscase shall be calculated on the basisof this proportion from the amount ofcompensation provided for in thepreceding paragraph.

Top ManagementPRO

Admin/HR Dept



25/32

LabourLaw 14

Article 111

The provisions of the preceding twoLabour Law 14 Articles shall not applyif any of the following has beenproved:-1. The worker had intended to injure

himself.2. The worker was at the time of

occurrence of the injury or deathunder the influence of a drug orliquor and that the said influencewas the cause of the injury ordeath.

3. The worker violated theinstructions of the employerconcerning the preservation ofvocational health or safety or

committed a gross negligence inthe carrying out of theseinstructions.

4. If the worker without a genuinecause refuses to subject himself tothe check-up or adopt thetreatment prescribed to him bythe competent authority.

Top ManagementPRO

Admin/HR Dept


LabourLaw 14

Article 112

If a dispute arises between theworker and the employer as to the

ability of the worker to resume hiswork or as to any other medicalmatter related to the injury or diseaseor the treatment prescribed thereof orthe applied treatment the Departmentshall refer the dispute to thecompetent medical authority. Thedecision of the said authority on thematters falling within its competence

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shall be final.

LabourLaw 14

Article 113

The right of the worker to claimcompensation for the disability ordeath shall extinguish by the lapse ofone year from the date of the medicalreport containing the occurrence ofthe disability resulting from the injury

or the confirmation of the occurrenceof the disability because of any of theoccupational diseases contained inschedule No. (1) Attached to this Lawor from the date of the death of theworker.



LabourLaw 14

Article 114

The employer shall pay thecompensation for the disability withina period not exceeding fifteen daysfrom the date of proof of the disability

of the worker or from the date ofannouncement of the result of theinquiries supporting the occurrence ofthe disability because of the work.The employer shall deposit thecompensation for the death in thecourt' within a period not exceedingfifteen days from the date of death orfrom the date of announcement ofthe result of the injuries supportingthe occurrence of the death because

of the work. The court shall distributethe compensation for death amongstthe heirs of the deceased inaccordance with the provisions of theIslamic Sharia or the personal lawapplied in the country of thedeceased. The compensation shall bevested in the public treasury of theState if three years lapse without




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specifying persons entitled thereto.

LabourLaw 14

Article 115

The employer shall every six monthsprovide the Department with astatistics of the work injuries andoccupational diseases in accordancewith the forms prepared for thispurpose and the procedures to be

prescribed by a Decision of theMinster.

HSE Admin/HR Dept.

All areas Records aremaintained

LabourLaw 14

Article 116

The workers working in anestablishment where the number ofQatari workers is not less thanhundred workers may form acommittee from amongst themselvesto be named “the Workers

Committee" and more than onecommittee in the establishment may

not be formed.The workers committees in theestablishments engaged in one tradeor industry or similar or interrelatedtrades or industries are entitled toform a general committee fromamongst themselves to be named theGeneral Committee for the Workers ofTrade or Industry.The general committees of theworkers of the various trades and

industries may form amongstthemselves a general union to benamed the! "General Union of theWorkers of Qatar".The membership in the twocommittees referred to and in theGeneral Union of the Workers ofQatar shall be confined to the Qatariworkers. The Minister shall specify the

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conditions and procedures for theformation of the workersorganizations referred to and themembership therein and the way ofcarrying out their business and theinterrelated and similar trades andindustries.

LabourLaw 14

Article 117

The Workers Organizations shall have juristic personality upon theirformation in accordance with theprovisions of this law.


LabourLaw 14

Article 118

The Workers Organizations shallassume the taking care of theinterests of their members andprotection of their rights and theirrepresentation in all matters relatedto the affairs of the work.


LabourLaw 14

Article 119

The Workers Organizations areprohibited from the following:-1. The exercise of any political or

religious activities.2. Preparation, printing or distributing

any materials insulting to theState or the government or thestatus quo thereof.

3. Entering into any financialspeculations of whatsoever

nature.4. Accepting of gifts or endowmentsexcept with the approval of theMinistry.

The Minister may dissolve anyOrganization if it commits any of theforegoing prohibited matters or worksoutside the, purpose.


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LabourLaw 14

Article 120

The workers may go on strike ifamicable settlement of the disputebetween them and the employerbecomes impossible in accordancewith the following measures:-1. Approval of three fourths of the

General Committee of the workersof the trade or industry.

2. Giving to the employer a period ofnot less than two weeks beforecommencing the strike andsecuring approval of the Ministryafter coordination with theMinister of Interior Affairs inrespect of the time and place ofthe strike.

3. Provided that there is no determentto the property of the State and ofthe individual and their security

and safety.4. Prohibition of the strike in vitalpublic utilities such as petroleumand gas related industries,electricity, water, seaports,airports, hospitals andtransportation.

5. Non-resort to strike before theamicable settlement between theworkers and employer byconciliation or arbitration inaccordance with the provisions ofthis law becomes impossible.


All areas No such casehappened yet inWRITERRELOCATIONS

LabourLaw 14

Article 121

The workers organizations shall laydown their statutes in accordancewith the models to be determined bya Decision of the Minister shallcontain in particular the following:-1. The conditions of the membership


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and the instances of itstermination.

2. The rules and procedures ofnomination and election.

3. The sources of financing theorganization and the amount ofsubscriptions by the members.

4. The expenditure of the funds of the

organizations, the control overtheir financial transactions and theregisters that shall be kept for thispurpose.

5. The rules and procedures fordissolving the organization anddisposal of their properties.

LabourLaw 14

Article 122

The employer shall not compel theworker to join or not to join any ofthe workers organizations or to refrain

from implementing their decisions.


LabourLaw 14

Article 123

The General Union of the workers ofQatar may, after approval of theMinistry, join any Arab orInternational Organizations working inthe field of the WorkersOrganizations.


LabourLaw 14

Article 137

The work inspectors deputized by adecision of the Attorney General in

agreement with the Minister, shallhave the power of law enforcementofficers as regards theimplementation of the provisions ofthis law and decisions made thereto.They shall bear identity cards provingtheir competence and shall producesuch cards to the employers whenthey perform the inspection.


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LabourLaw 14

Article 138

The Work Inspectors shall have thefollowing authority:-1. To enter the places of work during

the working hours during the dayor at night without prior

notification for inspecting theregisters, books, files or any otherdocuments related to the workers,for ensuring their compliance withthe applicable legislations anddetecting proofing actionsviolating such legislation.

2. To obtain samples of the materialsused and dealt with in theestablishment and to inspect themachinery and various fittings for

assuring the availability ofsufficient and effective means forprotecting the workers fromhealth hazards and work dangersand notify the employer or hisrepresentative of any samples ormaterials taken or used for thispurpose.

3. To inspect the residence of theworkers for assuring theircompliance with the required

health conditions.4. To inquire from the employer or his

representative or any of theworkers individually or in thepresence of witnesses on any ofthe matters related to theimplementation of this law.


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Labour The employer or his representative Top Management All areas


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Law 14 Article 139

shall facilitate the performance by theWork Inspectors of their duties andshall provide them with the correctinformation on any matter related tothe performance of their duties andshall obey their request to him toattend whenever he is requested todo so.

Admin/HR Dept.

LabourLaw 14

Article 140

The Work Inspectors may take thefollowing actions:-1. Providing consultation and

guidance to the employer or hisrepresentative as to the mannerof alleviation of the contravention.

2. To give notification to the employerto alleviate the contraventionspecifying the type ofcontravention and the period

needed for its alleviation.3. To prepare a record of thecontravention and submit thesame to the Department fortaking the necessary action inrespect thereof.


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Qatar Labour Law Legal Register

Documents

Transcript of Qatar Labour Law Legal Register