Termination Of Employment And End Of Service Benefit In Qatar – A Summary

This article aims to provide a brief summary of the key provisions regulating the termination of employment and the payment of end of service benefit (EOSB) in the State of Qatar. Law No.(14) of 2004 (Qatar Labour Law) governs the terms of except those employees which are expressly excluded by virtue of Article 3 including; workers from ministries and governmental organisations, companies established by Qatar Petroleum, casual and domestic workers, etc. Where individuals are excluded from the Labour Law, their employment is subject to alternative legal and regulatory provisions.

Termination of employment

In accordance with the Qatar Labour Law, where an employee's employment is for an indefinite term, employment can be terminated in one of two ways, with notice and the payment of EOSB or without notice and the payment of EOSB.

Indefinite contract

Article 49 provides that the employment of an employee, if he is employed for an indefinite or unlimited term and subject to the successful completion of the probationary period, may be terminated by either the employer or the employee providing written notice. There is no requirement for the party serving notice to provide a reason for the termination.

Notice must be at least one month if the period of service with the same employer is less than five years; and, two months for employees who have been employed for more than five years unless the employment contract provides for a longer notice period.

Upon termination, the employer will be required to pay the employee any and all contractual and statutory sums which are due to the employee, including; notice pay, EOSB, any accrued but untaken leave, any approved but unpaid expenses and any additional sums which may be due under the employment contract.

Termination without notice

Article 61 entitles an employer to terminate an employee's employment with immediate effect without notice or the payment of EOSB if the employee commits an act of gross misconduct. Examples include; assuming a false identity or nationality, submitting false documents, committing an act which causes gross financial loss to the employer, disclosure of confidential information, the employee is found drunk or under the influence of drugs during working hours etc..

Definite contract

If an employee is employed for a definite or fixed term, both the employer and the employee must mutually agree to terminate the employee's employment before the contract term has expired if there...

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