15-Sep-2020
On August 30, 2020, Qatar put an end to the “kafala” system and declared a change to labor law stating that employees can now alter employers without having to initially acquire a No Objection Certificate (NOC).
Below are the steps provided by the Ministry of Administrative Development, Labor, and Social Affairs (ADLSA).
Furthermore, ADLSA announced that it will impose a basic monthly minimum wage of 1000 QR as well as the provision of 500 QR for accommodation and 300 Riyals for food if such expenses are not included in the contract.
The NOC was the last obstacle towards the end of kafala system. Now, the imbalance between an employer and its foreign employee will no longer exist. However, an employee wishing to change his or her job shall follow the below process:
1. The employee ought to notify their employers through the electronic notification system of the ADLSA and it should be noted that the employee should give the employer a notice period of one month, if the employee has been working for his current employer in the company for two years or less, assuming more than two years, at that point two-month notice ought to be given.
2. The subsequent documents below should be collected and attached while the employee is stating to vary jobs through the electronic notification system:
a. ADLSA change-of-employer form
b. Copy of the contract signed with the previous employer, attested by ADLSA or the employment offer in absence of the contract copy.
c. The new employers job offer in Arabic.
3. Later, and once the ADLSA will send an SMS to the employee and the new employer affirming the change of employment, the new employer will have to start the electronic employment contract on ADLSA's Digital Authentication System.
4. At the point when the agreement is attested, the new employer must submit a request for another QID to the Ministry of Interior.
Moreover, we should note than in the event an employee wishes to alter his or her occupation during the probation time frame, at that point the current employer must be given a minimum of one-month notice. Also, the new employer will have to remunerate the current employer with a single direction air ticket share, and percentage of the recruitment fees. Of course, both of these mentioned are to be consented by the current and new employer, not surpassing two months of the employee’s present fundamental pay.
We will continue to update you as new information rises. In the meantime, if you have any questions, please don’t hesitate to contact us at rmul@wx-oh.xln