Abuse of vulnerability Coercive, unfair or deceptive recruitment Employment contracts Health and safety Wage manipulation, non-payment or withholding of wages
This Article sets out the conditions under which the worker may terminate the employment contract before term, which include: a breach by the employer of his obligations under the service contract or the provisions of the Labour Law; a physical assault or immoral act committed by the employer or any of his agents upon the worker or any of his family members, in cases of deceptive or fraudulent recruitment, if continuance with the work endangers the safety and health of the worker.
Article 51. The worker may terminate the service contract before its expiry date if the contract is of a definite duration and without giving reasons for the termination if the contract is of an indefinite duration and retains his full right to obtain the end of service gratuity in the following cases:
- If the employer commits a breach of his obligations under the service contract or the provisions of this law.
- If the employer or his responsible manager commits a physical assault or immoral act upon the worker or any of his family member.
- If the employer or his representative has misled the worker at the time of entering into the service contract as to the terms and conditions of the work.
- If continuance with the work endangers the safety and health of the worker provided that the employer is aware of the danger and does not take the necessary steps to remove it.
Law /Qatar / Labour Law No. 14 of 2004
Qatar Labour Law 2004 governs the terms of employment of the majority of workers working in Qatar. The Labour Law sets out the minimum entitlements of workers employed in Qatar, and as such, it contains a number of important protections for workers, prohibits child labour, prohibits recruiting foreign workers by or through unlicensed recruiters or agencies,bans recruitment agencies from charging recruitment fees, and provides for mechanisms to enforce its provisions.
Any stipulations contrary to the provisions of the Labour Law are void unless more advantageous to the employee.