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We would like to inform you that all facts are considered a violation of the Qatar Labor Law by the employer
Consequently, it is not permissible to change the terms of the contract with the continued validity and validity of the contract, given that the contract is the law of the contractors
In other words, it is not permissible to transfer an expatriate from an employee’s profession to an employee and change the type of job as long as the contract is valid and with it, you can file a complaint in front of the labor office and explain the matter in detail
Article (38)
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
Article (44)
The employer shall undertake to enable the worker to perform the work and to provide him with all things necessary therefore, and if the worker attends the place of work and is willing to perform the work but could not do so for reasons beyond his control, he shall be considered to have actually done the work and be entitled to the advantages accruing therefrom.
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 (51)
The worker may terminate the service contract before its expiry date if the contract is of a definite duration and without giving reasons for the termination if the contract is of an indefinite duration and retains his full right to obtain the end of service gratuity in the following cases:
1. If the employer commits a breach of his obligations under the service contract or the provisions of this law.
2. If the employer or his responsible manager commits a physical assault or immoral act upon the worker or any of his family member.
3. If the employer or his representative has misled the worker at the time of entering into the service contract as to the terms and conditions of the work.
4. If continuance with the work endangers the safety and health of the worker provided that the employer is aware of the danger and does not take the necessary steps to remove it
*** Therefore, the complaint can be submitted and the matter explained in detail, as it is not permissible to agree on the licenses in a way that violates the law, especially as the matter is legally regulated.