Law No (14) of the Year 2004

The Labour Law

Article (1)

The Provisions of the Labour Law accompanied with this Law shall be applied.

Article (2)

The Minister of Civil Service Affairs and Housing shall, in coordination with the other competent authorities, issue the necessary Decisions for the implementation of this Law and until these Decisions are issued, the Decisions for the time being in force shall continue to be applied to the extent that they do not contradict with the provisions of the accompanying this Law.

Article (3)

The Laws Nos. (3) for the Year 1962, (14) for the Year 1992 and 23 for the Year 1994 referred to together with any provision contradicting with the provisions of the accompanying this Law are hereby repealed.

Article (4)

All concerned authorities, each within its competence, shall implement this Law. This Law shall come into force six months after the date of its publication in the Official Gazette.

Hamad Bin Khalifa AI-Thani , The Emir of the State Of Qatar

Issued at Emiri Diwan on 30 /3/1425 AH Corresponding to 19/ 5 /2004 AD.

Part One

Definitions and General Provisions

Article (1)

In the application of this law the following words and expressions shall, unless the context otherwise requires, have the meanings respectively assigned to them:

Article (2)

Article (3)

Except as otherwise provided for in any other law the provisions of this law shall not apply to the following categories:­

1. 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. 

2. The Officers and members of the armed forces and police and the workers employed at sea.

3. The workers employed in casual works.

4. The persons employed in domestic employment such as drivers, nurses, cooks, gardeners and similar workers.

5. Working members of employer's family. These are the wife, ascendants and descendants who are residing with and wholly dependent on him.

6. 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.

Article (4)

Article (5)

Article (6)

Article (7)

1. The name of the establishment, its location, its type of activities, its correspondence address and its telephone number.
2. The nature of the work which the establishment carries on.
3. The number of workers employed by the establishment, their professions and nationalities.
4. The name of the authorized manager of the establishment.

Article (8)

Article (9)

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.

Article (10)

Subject to the provisions of Article 113 of this law, the right to file a lawsuit for a claim of the entitlements accruing under the provisions of this law or the service contract shall lapse by the expiry of one year from the date of expiry of the contract.

PART TWO
VOCATIONAL TRAINING

Article (11)

The Minister shall by a decision, specify the theoretical and practical programs for the training, its maximum duration, the rules and conditions to be followed in respect thereof the method of examination and the certificates to be granted to the trainees upon completion of the training.

Article (12)

Article (13)

Article (14)

The wage of the apprentice shall not be fixed on the basis of the piece or production.

Article (15)

Article (16)

1. If it has been proved that the apprentice is not capable of learning the craft or trade.
2. If the apprentice commits a breach of any of his essential obligations under the contract.

The apprentice, his guardian or trustee may terminate the vocational training contract at any time provided that the termination is based on legitimate grounds.

The party intending to terminate the contract shall notify the other party in writing at least seven days prior to the date he fixes for the termination.

Article (17)

PART THREE

REGULATION OF THE EMPLOYMENT OF WORKERS

Article (18)

Article (19)

Article (20)

1. Collection of the information concerning the supply and demand for manpower and preparation of studies on the status of employment.
2. Registration of the Qatari Nationals who are unemployed and those who are looking for better employment in a register to be prepared for this purpose. The registration shall be made at the instance of the Qatari Nationals. The employment applicant shall be given a registration certificate, free of charge, his age, his trade, his qualifications and his previous employment shall be specified.
3. Nomination of the registered applicants to the employers for the posts and works that are suitable for them and suit their ages and technical capabilities with the employers.

Article (21)

No Qatari National may be employed unless he is in possession of the registration certificate referred to in the preceding Article. The persons occupying positions the occupiers of which are deemed to be empowered to exercise the powers of the employer and those who carry out casual work are exempt from the application of this Article.

Article (22)

The employer shall return to the Department within seven days of contracting the registration certificate of the worker with whom he has" contracted accompanied by a statement including the type of work and amount of wage and the date fixed for the commencement of the employment.

Article (23)

     The work permit shall be issued to the non-Qatari subject to the following conditions:­

1. The non-availability of a qualified Qatari worker registered in the registers of the Department and to carry out the work in respect of which the work permit is applied for.
2. The non-Qatari applying for the work permit shall be in possession of a residence permit.
3. The non-Qatari national shall be medically fit.

     The validity period for the work permit shall be limited to the permitted residence period so that it may not exceed five years unless the approval of the Department is obtained.

     The provision of this Article shall apply to the categories provided for in Sub Articles (3), (4),(5) and (6) of Article (3) of this law.

Article (24)

Article (25)

1. If the worker fails to satisfy either of condition (2) or (3) provided for in Article (23) of this law.

2. If the worker discontinues the employment for a cause related to him without acceptable excuse for more than three months.

3. If the worker works for an employer other than the employer the worker has been granted the work permit to work with.

 4. Dismissal of the worker on disciplinary grounds.

Article (26)

Article (27)

Article (28)

The employer may not recruit workers from abroad except through a person authorised to do so.

As an exception to this provision the employer or his authorised representative may recruit workers from abroad for his own account after obtaining the approval of the Department. This exception includes (householders) who shall be exempted from obtaining the approval of the Department in respect thereto.

Article (29)

The license shall be valid for two years renewable for a similar period or periods. The conditions of obtaining the licence shall be determined by a decision of the Minister.

Article (30)

Article (31)

Article (32)

Article (33)

Article (34)

The recruitment of workers from abroad for others shall be made in accordance with a written contract between the licensed person and the employer in accordance with a model to be determined by a decision of the Minister.

The task of the licensed person shall be considered to have been completed immediately on the arrival of the workers and their delivery to the employer without prejudice to the obligations specified in the recruitment contract.

Article (35)

Article (36)

Article (37)

1. The granting of the work permit and the renewal and replacement thereof.
2. The granting of the license to recruit workers from abroad and renewal and replacement thereof.
3. The attestation of the seals of companies and establishments, the service contract, the certificates and the other documents which are to be attested by the Ministry.

The fixing of these fees and the exemption therefrom shall be made by a resolution of the Council of Ministers.

PART FOUR

THE INDIVIDUAL LABOR RELATIONSHIPS

Article (38)

The Service Contract shall be made in writing and attested by the Department and shall comprise three copies, one copy to be delivered to each of the parties and the third copy to be deposited with the Department.

The Service Contract shall specify the terms concerning the labour relationship between its two parties and in particular shall contain the following:­

1. The name of the employer and place of his work.

2. The name, qualifications, nationality, profession and residence of the worker and the proof necessary for his identification.

3. The date of conclusion of the contract.

4. The nature and type of the work and place of contracting.

5. The date of commencement of the work.

6. The period of the contract if the contract is of a definite duration.

7. The agreed wage and the method and date of the payment thereof.

    If the service contract is not made in writing the worker may prove the labor relationship and the rights which have arisen therefrom by all means of proof.

Article (39)

The service contract may contain a provision subjecting the worker to a probation period to be agreed on between the two parties provided that the probation period shall not exceed six months.

The worker shall not be subjected to more. than one probation period with the same employer.

The employer may terminate the contract within the probation period if it has been proved to him that the worker is not capable of carrying out the work provided that the employer shall notify the worker thereof before at least three days from the date of termination.

Article (40)

       If the service contract is of a limited duration, the duration thereof shall not be more than five years. This period may be renewed for a similar period or periods by agreement of the two parties.

       If the contract has not been renewed and the parties thereto continue to abide by it after expiry of its duration without an explicit agreement, the contract shall be considered to have been renewed for unlimited duration on the same conditions provided for therein.

        The renewed duration shall be considered to be an extention of the previous duration and the period of service of the worker shall be calculated as starting from the date of his entering the service of the employer for the first time.

Article (41)

If the subject-matter of the contract is the performance of a specific work, the contract shall expire on the performance of that work.

If the work is by its nature susceptible of being renewed and the performance of the contract continues after performance of the agreed work, the contract shall be considered to have been renewed for similar periods by agreement of the two parties.

Article (42)

Article (43)

Any condition in a service contract shall be void when it contains an undertaking by the worker to work for the rest of his life with the employer or to abstain from carrying out any craft or profession which may be carried out after leaving the work even if the contract is agreed before the coming into force of this law.

If the nature of the work allows the worker to know the clients of the employer or the secrets of the business of the establishment, the employer may stipulate that the worker shall not compete with him or participate in any undertaking competing with him after expiry of the contract. Such stipulation shall be valid only if it is restricted as to its duration and place and to type of the work to the extent necessary for the protection of the legitimate interests of the employer. The period of such undertaking shall not exceed two years.

Article (44)

Article (45)

The employer may not ask the worker to perform other than the work agreed upon unless necessity so requires for the prevention of an accident or repair of what arises therefrom or in case of force majeure provided that the worker shall be paid the entitlement accruing therefrom.

 As an exception from the foregoing, the employer may ask the worker to perform work other than the work agreed upon if it is temporary or if the work does not basically differ from the original work and if the request to perform that work does not entail an insult on the worker provided that the wage of the worker shall not be reduced.

Article (46)

The employer who employs ten or more workers shall make regulations for the organization of the work in his establishment. The coming in to force of these regulations and any amendments thereto shall be conditional on their production to the Department for the approval thereof. If the Department does not notify the approval of such regulations within one month from the date of their submission they shall be considered to have been approved.

Such regulations shall be posted at a conspicous place in the establishment for the perusal thereof by the workers and shall not be effective against them until the expiry of 15 days from the date of the announcement thereof.

The Minister may by a decision determine the form of the regulations regulating the work for the guidance of the employers.

Article (47)

The employer shall keep a special file, for each worker where he shall deposit all papers and certificates concerning the worker and the decisions and instructions related thereto.

The employer shall keep the said file for a period of at least one year after the expiry date of the service of the worker with him.

Article (48)

1. The workers' register which shall in particular contain the names, nationalities, jobs, amounts of wage, date of commencement of work, marital status, academic and professional qualifications, leaves of the workers and the penalties inflicted upon him.

2. The wages' register, where the names of the workers in the order of their engagement in the work, the amounts of daily, weekly or monthly wages, or piece or production wages and their additions in respect of every worker, the additional wages paid to them, the amounts of deductions and the net wages received by every worker.

3. The register of total penalties where the monetary penalties are inflicted upon the workers and the total amount thereof shall be entered.

4. The register of work injuries where the work injuries sustained by every worker shall be entered.

5. The end of service register where the names of the workers whose services have been terminated, the dates and causes of the termination and the entitlements paid to them or to their heirs shall be entered.

Article (49)

If the service contract is of an indefinite duration any of the two parties thereto may terminate it without giving the reasons for the termination. In this case the party intending to terminate the contract shall notify the other party in writing as follows:­

1. In respect of the workers who receive their wages annually or monthly, the notification shall be given not less than one month prior to the date of the termination. If the period of service is five years or less. If the period of service is more than five years, the notification period shall be at least two months prior to the date of termination.

2.    In all other cases the notification shall be given in accordance with the following periods :

A) If the period of service is less than one year the notification period shall be at least one week.

B) If the period of service is more than one year and less than five years

the notification period shall be at least two weeks.

C) If the service period is more than five years the notification period shall

be at least one month.

If the contract is terminated without observing these periods, the party terminating the contract shall be obligated to compensate the other party for an amount equivalent to the wage for the notice period or the remaining part thereof.

Article (50)

The employer shall pay the worker his wage in full for the notice period provided for in the preceding article, if the worker performs his work in the usual manner during the said period.

The employer shall give permission to the Qatari worker to absent himself from work for reasonable times to enable him to register his name in the register of the Department in order that the worker can avail himself of new employment. The worker shall notify the employer of the new employment immediately on obtaining therof and shall continue with the work thereafter till the expiry of the notification period. 

Article (51)

Article (52)

Article (53)

The employer shall upon expiry of the service contract:­

1. Give the worker upon his demand, free of charge, a service certificate indicating the date of his engagement in the employment, the date of expiry of his employment, the type of work he was performing and the amount of wage he was receiving.

2. Return to the worker the certificates, documents etc. which the worker deposited with the employer.

Article (54)

In addition to any sums to which the worker is entitled to upon the expiry of his service, the employer shall pay the end of service gratuity to the worker who has completed employment of one year or more. This gratuity shall be agreed upon by the two parties, provided that it is not less than a three-week wage for every year of employment. The worker shall be entitled to gratuity for the fractions of the year in proportion to the duration of employment.

The worker's service shall be considered continous if it is terminated in cases other than those stipulated in article 61 of this Law and is returned to service within two months of its termination.

The last basic wage shall be the base for the calculation of the gratuity.

The employer is entitled to deduct from the service gratuity the amount due to him by the worker.

Article (55)

Article (56)

The employer who maintains a retirement system or a similar system which secures for the worker a greater benefit than the end of service gratuity to which the worker is entited under the provisions of Article (54) of this law shall not be obligated to pay to the worker the end of service gratuity in addition to the benefit available to the worker under the said system.

If the net benefit accruing to the worker under the said system is less than the end of service gratuity the employer shall pay to the worker the end of service gratuity and return to him any sum whereby the worker may have contributed to the said system.

The worker may choose to receive either the end of service gratuity or the pension accruing to him under the said system.

Article (57)

PART FIVE

THE DISCIPLINARY POWER OF THE EMPLOYER

Article (58)

Article (59)

Article (60)

Article (61)

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 drunkeness 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.

Article (62)

Article (63)

The worker shall be notified of the penalty inflicted on him and if he declines to receive the notification, such notification shall be published in a conspicuous place in the place of work.

If the worker is absent from work he shall be notified of the penalty by a registered letter to his permanent address in the special file.

Article (64)

PART SIX
Wages

Article (65)

The Worker shall be entitled to the wages specified in the service contract and if the contract does not specify the wage the worker shall be entitled to the wage specified in the work regulations.

If the wage is not specified in accordance with the preceding paragraph the worker shall be entitled to a wage equivalent to the wage specified for work of a similar type in the establishment and otherwise in accordance with the custom applicable to the profession in the place of performance of the work and if there is no such custom the judge shall specify the wage in accordance with the requirements of justice.

Article (66)

Article (67)

Article (68)

Article (69)

Article (70)

Article (71)

Article (72)

PART SEVEN
REGULATION OF THE WORKING HOURS AND LEAVE

Article (73)

Article (74)

Article (75)

The worker shall be allowed of a weekly paid rest which shall not be less than twenty-four consecutive hours and Friday shall be the weekly rest day for all workers with the exception of the shift workers. If the circumstances of the work necessitate the employment of the worker during the rest day the worker shall be compensated for the rest day by another day,

and shall be paid for working that day the wage payable to him for the ordinary weekly rest day or his basic wage plus an increase of not less than 150%.

With the exception of shift workers a worker shall not be required to work more than two consecutive Fridays.

Article (76)

Article (77)

Article (78)

The worker shall be entitled to annually, leave with full wage as follows:­

1.       Three working days for Eid EI-Fitr

2.         Three working days for Eid Al-Adha

3.         One working day for the Independence day

4.          Three working days to be specified by the employer.

If the circumstances of the work require the employment of the worker during any such leave days the provisions of article (75) of this law shall be applied to him.

Article (79)

The worker who has completed one continuous year in the service of the employer shall be entitled to an annual leave with the pay provided for in Article (72) of this law. This leave shall not be less than three weeks for the worker whose service is less than five years and four weeks for the worker whose service is more than five years.

The worker shall entitled to a leave for the fractions of the year in proportion to the period of his sevice. 

Article (80)

The employer shall fix the date^- of the annual leave for the worker in accordance with the work requirements and may divide the leave with the consent of the worker provided that the division shall not be into more than two periods.

The employer may on a written application of the worker postpone not more than half of the annual leave to the year following the year of its entitlement.

Article (81)

The worker may not waive his entitlement to the annual leave and any agreement to the contrary shall be void.

The worker shall be entitled to payment in lieu of his annual leave equivalent to his wage for the leave days to which he is entitled if the contract is terminated for any reason before the worker takes his leave.

Article (82)

Article (83)

The Muslim worker shall be entitled to leave without pay, not exceeding two weeks to fulfil his obligation to go to pilgrimage once during the period of his service.

The employer shall specify the number of the workers who may be granted such leave annually in accordance with the work requirements subject to giving priority to the worker who has been in continuous service for a longer period whenever the circumstances of the work permit.

Article (84)

The worker shall not, during any of his leaves, work for another employer and if it has been proved to the employer that the worker has contravened this provision he may deprive him from his wage for the period of the leave and recover what he has already paid of that wage. 

Article (85)

The employer may not terminate the service contract or notify the worker of the termination thereof during any of his periods of leave provided for in this law.

The employer may not notify the worker of the termination of the contract if the notice period expires during any of such periods of leave.

PART EIGHT

EMPLOYMENT OF JUVENILES

Article (86)

A child who has not attained the age of sixteen may not be employed in a work of whatsoever nature and shall not be permitted to enter into any of the place of work.

Article (87)

A juvenile may not be employed without the consent of his father or guardian and the issuance of a special permission from the Department.

If the juvenile is a Qatari pupil an approval from the Minister of Education shall be obtained. The Juveniles shall not be employed in the works, where its nature and circumstance of the performance of which may cause damage to the health, safety or morals thereof. These works shall be determined by a decision of the Minister.

Article (88)

A Juvenile may not be employed before he has been medically examined by the competent medical authority and his fitness for the work he is required to perform has been proved.

The employer shall repeat the medical examination of the Juvenile at least once a year.

Article (89)

A Juvenile may not be employed between sunset and sunrise or on the days of rest or during the official holidays or for more than the normal working hours and may not be retained in the place of work for more than seven continuous hours.

Article (90)

The normal working hours for the Juvenile may not exceed thirty six hours per week at the rate of six hours per day with the exception of the month of Ramadan when the working hours shall not exceed twenty four hours per week at the rate of four hours per day.

The time which the Juvenile spends in transporting between his residence and place of work shall not be calculated in the working hours.

The working hours shall include one or more intervals for rest or taking meals so that the Juvenile may not work continuously for more than three consecutive hours. Such interval or intervals shall not be calculated as part of the working hours. 

Article (91)

The employer shall keep in the file concerning the Juveline his birth certificate, his medical fitness certificate and the certificate of the periodical medical examination conducted on him.

Article (92)

Every employer employing a Juvenile or more shall perform the following:­

1. Submit to the Department a statement showing the name and work of the Juvenile and date of his engagement.

2. Post up in a conspicuous place a clear statement of the working hours, the Juveniles employed by him and their intervals of rest.

PART NINE
EMPLOYMENT OF WOMEN

Article (93)

A working woman shall be paid a wage equivalent to the wage payable to a man if she performs the same work and shall be availed of the same opportunities of training and promotion. 

Article (94)

Women shall not be employed in dangerous arduous works, works detrimental to their health, morals or other works to be specified by a Decision of the Minister.

Article (95)

Women shall not be employed otherwise than in the times to be specified by a Decision of the Minister.

Article (96)

A female worker who has been employed by an employer for a complete year shall be entitled to maternity leave with full pay for a period of fifty days. Such maternity leave shall include the period before and after the delivery provided that the period following the delivery shall not be less than thirty five days.

This leave shall be granted subject to a medical certificate issued by a licensed physician stating the probable date of delivery.

If the remaining period of the leave after delivery is less than thirty days the female worker may be granted a complementary leave from her annual leave. Otherwise the complementary period shall be deemed to be a leave without pay.

If the medical condition of the female worker prevents her from resuming her work after expiry of her leave referred to in the preceding paragraphs the female worker shall be deemed to be on leave without pay provided that the period of her absence from works shall not exceed sixty consecutive or interrupted days and provided that a medical certificate of her medical condition shall be produced from a licensed physician.

The obtaining by the female worker of the delivery leave shall not prejudice her entitlement to her other leave. 

Article (97)

The nursing female worker shall be entitled in addition to her entitlement to the rest interval provided for in Article (73) of this law during the year following the year of delivery to a nursing interval which shall not be less than one hour per day. The fixing of the nursing times shall be made by the female worker.

The nursing interval shall be calculated as part of the working hours and shall not result in a deduction of wage.

Article (98)

The employer may not terminate the service contract of a female worker due to her marriage or obtaining the leave provided for in Article (96) of this Law.

The employer may not notify of the termination of her service contract during this leave and may not send her a notification which expires during the said leave.

PART TEN

SAFETY, VOCATIONAL HEALTH AND SOCIAL CARE

Article (99)

The employer or his representative shall on the commencement of every worker's engagement inform him of the hazards of the work and the hazards which may occur thereafter and shall inform him of the safety measures to be taken for the protection therefrom and shall post up in a conspicuous place his detailed instructions concerning the means of observing vocational health and safety for protecting the workers from the hazards to which they are exposed during performance of their work. 

Article (100)

The employer shall take all precautionary measures for protecting the workers during the work from any injury or disease that may result from the work performed in his establishment or from any accident, defect or breakdown in the machinery and equipment therein or from fire.

The employer may not burden the worker with or deduct from his wage any sum in return for his providing these precautionary means.

The Department shall in case of the employer omitting to take the precautionary measures referred to or in case of imminent dangers threatening the health or safety of the workers report the matter to the Minister for issuing a decision for the partial or total closure of the place of work or stoppage of one or more machines from work pending the elimination of the causes of the danger.

In such case the employer shall undertake to pay the wages of the workers in full during the period of closure or suspension.

Article (102)

Article (103)

Article (104)

Article (105)

The periodical medical check-ups shall be carried out on the workers exposed to the dangers of inflication with the vocational diseases in all activities of the work at intervals appropriate to the hazards involved in the work in accordance with the measures to be specified by the competent authorities specifying the types of such check-ups and the intervals in which they shall be carried out.

The employer shall keep the results of these check-ups in the files concerning the workers.

If the results of the check-up shows the infliction of the worker with one of the occupational diseases the employer shall notify the Department thereof within three days from the date of his knowing the result of the check-up.

Article (106)

The employers employing workers in locations distant from the cities and to which the usual means of transportation are not available shall provide them with the following services:­

1.         Suitable means of transportation or suitable accommodation or both. 2.            Potable water

3.         Suitable foodstuff or the means of obtaining thereof.

The said locations shall be specified by a Decision of the Minister. 

Article (107)

The employer employing fifty workers or more shall provide- them with the social services to be specified by a Decision of the Minister_ taking into consideration the location of the work, the circumstances thereof and the number of the workers in the establishment.

PART ELEVEN
WORK INJURIES AND COMPENSATION THEREOF

Article (108)

If the worker dies while on duty or because of the work or sustains a work injury the employer or his representative shall immediately notify the police and the Department of the incident.

The notification shall include the name, age, profession, address and nationality of the worker and a brief description of the incident, the circumstance where it took place and the actions taken for aiding or curing the worker.

The police shall upon receipt of the information undertake the necessary enquiries and the record shall contain the statements of the witnesses and the employer or his representative and the statements of the injured if his condition so permits and the record shall explain the relationship of the incident to the work.

The police shall upon completion of the inquiry send a copy of the record to the Department and a copy to the employer. The Department may require completion of the enquiry if it deems necessary. 

Article (109)

The worker who sustains a work injury shall be entitled to receive medical treatment appropriate to his condition at the cost of the employer in accordance with the decision of the competent medical authority.

The worker shall receive his full wage during the treatment period or the period of six months whichever is nearer. If the treatment continues for a period exceeding six months the worker shall be paid half of his wage until his recovery or proof of his permanent disability or death whichever is nearer.

Article (110)

The heirs of the worker who dies because of the work and the worker who sustains a work injury resulting in a partial or total permanent disability shall be entitled to receive compensation. The amount of compensation in case of death of the worker because of the work shall be calculated in accordance with the provisions of Islamic Sharia.

The work injury resulting in a total permanent disability shall be considered as a death of the worker. The proportion of the partial permanent disability to the permanent total disability shall be fixed in accordance with the schedule (2) of this Law and the amount of compensation in this case shall be calculated on the basis of this proportion from the amount of compensation provided for in the preceding paragraph.

Article (111)

Article (112)

If a dispute arises between the worker and the employer as to the ability of the worker to resume his work or as to any other medical matter related to the injury or disease or the treatment prescribed thereof or the applied treatment the Department shall refer the dispute to the competent medical authority. The decision of the said authority on the matters falling within its competence shall be final.

Article (113)

The right of the worker to claim compensation for the disability or death shall extinguish by the lapse of one year from the date of the medical report containing the occurence of the disability resulting from the injury or the confirmation of the occurence of the disability because of any of the occupational diseases contained in schedule No. (1) attached to this Law or from the date of the death of the worker.

Article (114)

Article (115)

The employer shall every six months provide the Department with a statistics of the work injuries and occupational diseases in accordance with the forms prepared for this purpose and the procedures to be prescribed by a Decision of the Minster.

PART TWELVE
WORKERS ORGANIZATIONS

Article (117)

The Workers Organizations shall have juristic personality upon their formation in accordance with the provisions of this law.

Article (118)

The Workers Organizations shall assume the taking care of the interests of their members and protection of their rights and their representation in all matters related to the affairs of the work.

Article (120)

The workers may go on strike if amicable settlement of the dispute between them and the employer becomes impossible in accordance with the following measures:­

1.    Approval of three fourths of the General Committee of the workers of the trade or industry.

2. Giving to the employer a period of not less than two weeks before commencing the strike and securing approval of the Ministry after coordination with the Minister of Interior Affairs in respect of the time and place of the strike.

3. Provided that there is no deteriment to the property of the State and of the individual and their security and safety.

4. Prohibition of the strike in vital public utilities such as petroleum and gas related industries, electricity, water, seaports, airports, hospitals and transportation.

5. Non-resort to strike before the amicable settlement between the workers and employer by conciliation or arbitration in accordance with the provisions of this law becomes impossible.

Article (122)

The employer shall not compel the worker to join or not to join any of the workers organizations or to refrain from implementing their decisions.

Article (123)

The General Union of the workers of Qatar may, after approval of the Ministry, join any Arab or International Organizations working in the field of the Workers Organizations. 

PART THIRTEEN
JOINT COMMITTEES, NEGOTIATION AND COLLECTIVE
AGREEMENTS.

Article (124)

In any establishment where thirty or more workers are working there may be formed a joint committee embodying representatives of the employer and workers.

The number of members of the joint committee shall be four if the number of the workers of the establishment is two hundred or less and six if the number of the workers of the establishment is more than two hundred and less than five hundred and shall be eight if the number of the workers is more five hundred or more.

Half of the members shall represent the employer and the other half shall represent the workers.

Article (126)

The joint committee shall deal with the study and discussion of all matters related to the work in the establishment and in particular:­

1. Regulation of work

2. The means of increasing and developing the production and enhancing the productivity.

3. The training programmes of the workers.

4. The means of protection from dangers and the improvement of the standards of compliance with the rules of safety and occupational health.

5. The development of the general culture of the workers.

6. The development of the social services in the establishment.

7. The studying of and endeavours to settle the individual and collective disputes in the establishment.

The committee shall submit its recommendations on these matters to the employer to consider whether they can be implemented. 

Article (127)

The employers and workers have the right to conduct collective negotiation and conclude joint agreements on all matters related to the work.

The Minister shall issue a Decision on the regulation of the rules and procedures of collective negotiation and the method of representation of the parties therein and the rules regulating the joint agreements as to conclude, contents, scope, the means of acceding them, the duration and interpretation thereof and the disputes which may arise from its implementation.

PART FOURTEEN
COLLECTIVE DISPUTES

Article (128)

A collective labour disputes is any dispute between the employer and the whole of his workers or some of them thereof or between a group of employers and their workers or a group of them the subject matter of which is related to an interest common to all workers or to a group of them in a certain establishment, professional or certain craft or in a certain professional sector.

Article (129)

Article (130)

If the mediation of the Department does not lead to the settlement of the dispute within fifteen days from the date of the employer's reply the Department shall submit the dispute to a conciliation committee for its decision thereon.

The conciliation committee shall be formed of:­

1. A chairman to be appointed by a decision of the Minister. 2. A member to be nominated by the employer.

3. A representative member of the workers to be nominated in accordance with the provisions of the second paragraph of Article

The committee may be assisted by consultation with any of the specialists before deciding on the dispute and shall issue its decision on the dispute within a week from the date of its submission thereto.

The decision of the committee shall be binding on the two parties to the dispute if the parties had agreed in writing to referring the dispute to the committee before its meeting to decide on the dispute and if there is no such an agreement in this respect the dispute shall be referred to an arbitration committee within fifteen days and the arbitration shall be mandatory for the two parties. 

Article (131)

The arbitration committee shall be formed under the presidency of a Judge and the membership of:­

1. A representative of the Ministry to be nominated by the Minister.

2. A representative of Qatar Chamber of Commerce and Industry to be

nominated by the chairman of the chamber.

3. A representative of the workers to be nominated by the "General Union of the Workers of Qatar".

Article (132)

The arbitration committee shall adjudicate upon the collective labour disputes and render final awards on a majority basis. In case of equality of

votes the chairman of the committee shall have a casting vote.

The committee in carrying out its duties may persue all papers, documents and all evidence and may compel any^- person possessing these papers, documents and evidence are to produce the same and may enter the establishment for conducting necessary inquiry and take all necessary procedures for settling the disputes.

Article (133)

An employer may not close the place where he is employing the workers or stop the work or refuse to continue to employ any worker by reason of a dispute that has not been decided on by the conciliation or arbitration committee. 

Article (134)

The ^-Minister shall issue the decisions regulating the duties of the conciliation and arbitration committees.

PART FIFTEEN
INSPECTION OF WORK

Article (135)

There shall be established in the Department an organ to be named as the "Work Inspection Organ" aiming at the supervision of the application of the legislations concerning the protection of workers and shall have suborgans in the various parts of the State.

The inspection organ shall be formed of a sufficient number of administrative officials specified by a decision of the minister. These officials shall be named Work Inspectors and the assistance of specialists in the various specializations may be called whenever necessary.

Article (136)

The Work Inspectors shall before commencement of their duties take an oath before the Minister to respect the law and perform their duties in good faith and with due diligence and not to divulge the secrets or industrial patents or other secret of which they become aware by virtue of their positions even after termination of their employment.

Article (137)

The work inspectors deputized by a decision of the Attorney General in agreement with the Minister, shall have the power of law enforcement officers as regards the implementation of the provisions of this law and decisions made thereto. They shall bear identity cards proving their competence and shall produce such cards to the employers when they perform the inspection.

Article (138)

Article (139)

The employer or his representative shall facilitate the performance by the Work Inspectors of their duties and shall provide them with the correct information on any matter related to the performance of their duties and shall obey their request to him to attend whenever he is requested to do so.

Article (140)

The Work Inspectors may take the following actions:­

1. Providing consultation and guidance to the employer or his representative as to the manner of alleviation of the contravention.

2. To give notification to the employer to alleviate the contravention specifying the type of contravention and the period needed for its alleviation.

3. To prepare a record of the contravention and submit the same to
the Department for taking the necessary action in respect thereof.

Article (141)

Article (142)

The Minister shall issue a Decision on the regulation of the inspection and its procedures and the Department shall prepare the forms of the inspection, visit reports and the reports of the detection and proof of violations and notifications and the inspection registers etc.

PART SIXTEEN
PENALTIES

Article (143)

Without prejudice to any severer penalty provided for in any other law the violations provided for in the following articles shall be penalized by the penalties provided for in any of them. And the penalty of fine shall multiply in accordance with the number of workers in respect of whom violations are committed.

Article (144)

Whoever violates the provisions of Articles 7, 12, 19, 21, 22, 23, 27,28,35, sub-article 2 of Article 39, Articles 46, 47, 48, 57, 58, 73, 74, 75, 77, 91, 92, 95, 97, 99, 106, 115 and 139 of this law shall be punished with a fine of not less than two thousand Riyals and not more than five thousand Riyals and not more than five thousand Riyals. 

Article (145)

Whoever violates the provisions of Articles 29, 33, 86, 87, 88, 89, 90, 93, 94, 103, 104, 105,108, 122 and 133 of this law shall be penalised with imprisonment for a period not exceeding one month and with a fine of not less than two thousand Riyals and not exceed six thousand Riyals or with any of these two penalties.

And in the violations relating to the recruitment of workers from abroad for the account of third parties the court may in addition to the penalties provided for in the preceding paragraph order the closure of the office and the cancellation of the license.

Article (146)

Whoever refuses to implement the conciliation or arbitration award shall be punished with a fine of not less than five thousand Riyals and not more than ten thousand Riyals.