Article 9

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Coercive, unfair or deceptive recruitment Employment contracts

This provision establishes that all contracts and other documents under the Labour Law shall be made in Arabic. It provides that the employer may accompany such contracts, documents or written instruments with translations into other languages, but in case of any difference the Arabic text shall prevail.

Notes

According to a report published by the Qatar Foundation, migrant workers are often not given their contract prior to leaving their own country, and it is rare for them to have access to the document in a language they can understand that details terms and conditions. Furthermore, those who have signed a contract are often made to sign a substitute contract under either at the airport as they leave their home country, or once they arrive in Qatar. The report found that most workers interviewed (55.7 percent) did not sign a contract in their home country, while 76.8 percent signed one in Qatar. This means that nearly one third of all low-skilled workers were made to sign substitute, lower-grade contracts once they arrived.

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Article 9. All contracts and other documents and written instruments provided for in this law shall be made in Arabic. The employer may accompany such contracts, documents or written instruments with translations into other languages and in case of any difference the Arabic text shall prevail.

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.