Qatar Update – Recent Legal Developments

This update provides a summary of legal developments in the State of Qatar in reference to No. 9-17 of 2017 and 1-2 of 2018 of the Law Gazette.

Amendments to terrorism laws

The State of Qatar recently issued a new decree law to combat terrorist activity in the region. The decree is consistent with the State's continued efforts to uphold its established principles and also provides clarity on its rejection of terrorism, its financing and implementation of the international obligations set by the UN Security Council as well as a recent memorandum of understanding signed by the United States of America.

The new decree law will allow Qatar the freedom to act appropriately against terrorism to protect the State and its people through stricter penalties for terrorist activity. Most notably, any terrorist activity previously punishable with life imprisonment under the Qatar penal code will now be punishable by death. This was recently enforced against 11 individuals and entities, who were sanctioned as a result of their terrorist activities. The sanctions included freezing all assets and imposing a lifelong travel ban, demonstrating Qatar's no tolerance approach.

Improvements to labour dispute procedures

A new law has been introduced to strengthen employee rights and simplify litigation between an employer and an employee through the establishment of the Committee for the Settlement of Labour Disputes within the Ministry of Administrative Development, Labour and Social Affairs (Dispute Committee).

The law stipulates that, in the event of a dispute between an employee and an employer, the Department of Labour Relations needs to be consulted to achieve a settlement within a seven-day period. If the department fails to settle the dispute within seven days, it must refer the case to the Dispute Committee within three working days. In cases of dismissal, the employee is entitled to file a case directly to the Dispute Committee.

If the Dispute Committee finds a dismissal to be arbitrary, then the employee has the right to return to their job with compensation, which includes remuneration and other benefits which the employee would have been deprived of as a result of the arbitrary dismissal. The Dispute Committee will decide on the outcome of the dispute three weeks prior to the date of the final hearing. The Court of Appeal is the only authority that can suspend implementation of the Dispute Committee's decision.

Adjustments to free zone investment...