Employees Rights – In case the employee resigns or fired from the job

To prevent these sorts of circumstances, one needs to understand the right and legitimate strategy.

Under the Ministry of Administrative Development Labor and Social Affairs (MADLSA), Qatar Labor Law No (14) of 2004 should apply to the businesses and workers where their rights and commitments are recommended.

Article 49 of the Current Labor Law: Notice Period 

Qatari work law expresses that if the employee presented a resignation letter that satisfy the criteria of the notice period stated in the employment contract, he won’t be to blame regardless of the possibility that the employer declines to acknowledge the resignation.

Any of the two parties may end the agreement without giving the explanations as far as notice is given as per the accompanying time frame as expressed in the Qatar Labor Law: 

1.) If the service period is less than one year, the notice should be given no less than one week.

2.) If the service period is over one year and under five years, the notice should be given no less than two weeks.

3.) If the service period is over five years, the notice should be given no less than one month.

Article (50) of the Labor Law: Compensation upon Termination 

If the employee or the employer ended the agreement without earlier notice, the party who terminates the agreement has to pay the other party equivalent of the remaining notice period.

The employer will be required to pay the employee his pay for the full notice period as long as the employee satisfies his commitments.

Article (51) of the Labor Law: When would employees be able to end the contract 

The law expresses that a worker can end the contract if a definite duration is over. Additionally, he can end it without giving explanations behind ending it if the agreement is with an indefinite duration.

Terminating the agreement with the below cases can give the employee, full right to receive the end of service gratuity

1.) If the employer does not follow his obligations under the service contract or as per the arrangements of this law.

2.) If the employer confers a physical assault or an degraded act on the employee or any of his relative.

3.) If the employer has deceived the worker at the time of signing the service contract with regards to the terms and conditions of the work.

4. ) If continuations with the work jeopardizes the safety and health of the worker, given that the employer knows about the risks and does not try to fix it.