Article 61

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Article 61 regulates disciplinary dismissal without pay, and provides a closed list of scenarios in which the employer will be justified to dismiss a worker without notice.

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Article 61. The employer may dismiss the worker without notice and without payment of the end of service gratuity in the following instances

  1. If the worker assumes a false identity or nationality or submits false certificates or documents.
  2. If the worker commits an act which causes gross financial loss to the employer provided that the employer shall notify the Department of the incident within twenty four hours from the time of his being aware thereof.
  3. If the worker violates more than once the written instructions of the employer concerning the safety of the workers and the establishment despite his being notified in writing of the violation provided that these instructions shall be written and posted up in a conspicuous place.
  4. If the worker fails more than once to carry out his essential duties under the service contract or this law despite his having been notified in writing thereof.
  5. If the worker discloses the secrets of the establishment where he is employed.
  6. If the worker is found during the working hours in a state of drunkenness or under the influence of a drug.
  7. If the worker commits an assault on the person of the employer, the manager or one of his supervisors in the work during the work or by reason thereof.
  8. If the worker repeats his assault on his colleagues in work despite his being warned in writing thereof.
  9. If the worker absents himself from work without legitimate cause for more than seven consecutive days or fifteen days in one year.
  10. If the worker has been finally sentenced for a crime involving immorality or dishonesty.

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.