Article 3

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Article 3 sets out the categories of workers excluded from Labour Law: public employees or employees of Qatar Petroleum, workers whose employment is regulated by special laws, workers of the air forces, policemen, workers employed at sea, workers employed in casual work, persons employed in domestic employment, working members of the employer’s family, workers in agriculture.

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Article 3. Except as otherwise provided for in any other law the provisions of this law shall not apply to the following categories: The employees and workers of the Ministries and other governmental organs, public institutions, corporations and companies which are established by Qatar Petroleum by itself or with others, and the workers whose employment affairs are regulated by special laws.

The Officers and members of the armed forces and police and the workers employed at sea. The workers employed in casual works. The persons employed in domestic employment such as drivers, nurses, cooks, gardeners and similar workers.

Working members of employer’s family. These are the wife, ascendants and descendants who are residing with and wholly dependent on him. The workers employed in agriculture and grazing other than the persons employed in the agricultural establishments processing and marketing their own products or those who are permanently employed in the operation or repair of the necessary agricultural mechanical appliances. The provisions of this law or any part thereof may by a resolution of the Council of Ministers upon the recommendation of the Minister be applied to categories 3, 4, 5 & 6 referred to in this Article.

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.