In Qatar Labour Supplier An agent. Law Any law, regulation, directive, decree, ministerial decision or guideline issued and as amended and/or. Standards Mandatory Standards for Migrant Workers’ Welfare. Qatar Labour Law Qatar Labour Law Disclaimer This English language text is not an official translation and is provided for information purposes only. Qatar Petroleum by itself or with others, and the workers whose employment. Building a Better World Cup Protecting Migrant Workers in Qatar Ahead of FIFA 2022. Omani Labour Law - Recent Changes and Amendments. With Royal Decree No. Omani Labour Law, Royal Decree No. The aim to the new changes has been to clear up uncertain areas in the Labour Law. The changes are quite far- reaching, in particular to changes in working hours, overtime, leave, etc. I. Introductory Note. The Labour Law in. Oman (Omani Labour Law = OLL) is regulated by Sultan’s Decree No 3. New Amendments to Oman’s Labour Law. The recently promulgated Royal Decree 113/2011 has made key amendments to some provisions of Oman’s Labour Law. 2012 (60) December (4) November (7) October. 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. LABOUR LAW STATE OF QATAR. Qatar minister: Labor law revisions expected by year-end. November 9, 2014 by Lesley Walker. Photo for illustrative purposes only. We have decided the following Qatar Labor Law. 113/2011 amendments and changes to the Omani Labour Law, Royal Decree No. 35/2003 has been published. The aim to the new changes has been to clear up uncertain areas in the Labour Law. Qatar Labour Law: termination of employment. January 29 2014 11:20 PM. Available in PDF format which can be downloaded from the PKF website at www.pkf.com. VII PKF Worldwide Tax Guide 2012 Q Qatar. The income tax system and filing procedure in Qatar is covered by the new Law. Ministry of Manpower (MOM). The Labour Law applies to all employers and employees, public and private establishments, organizations and their subsidiaries, are they Omani or Expatriates, which practice their activities in the Sultanate of Oman, Art. OLL. II. Recent Changes and Amendments to the Omani Labour Law. Already some time rumoured and discussed about, the OLL was recently finally amended in October 2. Royal Decree No. The key amendments are hereinafter summarized as follows: Payment of Salary and Overtime. With Royal Decree 1. Previously travel, transport and housing allowance was not considered to be part of the gross salary. Furthermore and with the change, the new Royal Decree has reinforced the payment of salaries to employees within 7 days of the date on which the salary becomes due, whereas the salaries must be paid into a local licensed bank account of the employee. However and as an exemption, this rules does not apply where employers have agreed with their employees to transfer the salary into overseas bank accounts. Another amendment was made with regards to the payment of overtime. In cases where the employee is claiming overtime, the payment will be now calculated on the employee’s basic salary. Nevertheless, each employer has still the liberty to pay overtime on the basis of the gross salary. The most significant change is introducing the 5- day working week. Consequently, the maximum working hours has been reduced from 4. Art. During the month of Ramadan, the maximum working hours per week has been also reduced to 3. However, the daily working hours of 9 hours has been maintained, whereas the employer must grant the employee now a 2 day weekend and thus reducing the working week from a six- day week to a five- day week. A further change has been passed with respect to overtime. The new Royal Decree has capped the maximum worked hours a day by 1. Maternity Leave. Unlike the previous Article in the Omani Labour Law respective maternity leave, with the new amendments by Royal Decree 1. Art. This entitlement is limited to a maximum of three separate sets of maternity leave during employment. Annual Leave. According to the existing Omani Labour Law, each employee was entitled to receive in the first year of employment 1. This entitlement has now been increased to 3. Additionally the law stipulates that it is not anymore permissible to waive any leave, meaning that that forwarding and carrying over leave is likely to be held null and void, with the effect that the employer has to compensate the employee for any loss or not taken leave during employment or upon termination of employment. Emergency Leave. Emergency leave according to Art. OLL has been now increased from 4 days to 6 days per year. In the past, emergency leave was limited to 2 days at the same time. This rule has been abolished now. A new Ministerial Decision is expected soon to regulate on how emergency leave can be taken. Transfer of Employees. With the implementation of the new Royal Decree 1. Art. 4. 8 of the OLL concerning the sale, lease or like of a business has been added. Where there is a transfer of an employment contract on a project from one contractor to the other, and the work to be carried out remains the same, then employees will be automatically transferred to the other contractor on the same terms and conditions as held under the old contractor. Omanisation. Generally employers must employ Omani workers as far as possible. The Ministry of Manpower (MOM) from time to time has stipulated the percentage of Omanisation required in each sector of economic activity. Now with the amended regulation, an employer who does not meet the prescribed Omanisation target may fear to pay a penalty between OMR 2. OMR 5. 00 for each Omani worker required to be employed. Each employer will have a timeline of 6 month to meet the requirement, otherwise the penalty will be doubled. Awards for Unfair Dismissal. Another significant change is the removal of the cap on compensation awards for unfair dismissal, to be decided and ruled by Oman courts. Before the amendment, the court had to award the employee a minimum compensation equal to 3 monts gross salary. Now, the amount the court may award as compensation for unfair dismissal is unlimited, which may result in uncertainty for both employer and employee. The Peninsula Qatar - Law.
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