Qatar has granted migrant workers the right to strike legally with conditions. Now, workers will be able to strike for a maximum of 6 working days after giving written notice to their employers and the Ministry of Labor. Such strikes can only be carried out at the workplace or in the workers' housing area.

Qatar has made such a provision by issuing Law No. 9 by amending the Labor Law of 2004 (Law No. 14). Workers are now allowed to strike only if the employer has violated legal obligations related to the labor contract and the dispute cannot be resolved through mutual agreement or conciliation and mediation. They will not be paid during the strike period.

According to the amended law, the company has made a provision that workers who incite others to strike without notice or for illegal or unfair reasons and thereby disrupt the company's operations can be dismissed immediately without notice.

According to the new labor law, in order to negotiate, an establishment (company) with 100 or more workers must form a joint committee with employer-employee representatives. Previously, a joint committee had to be formed in an establishment with 30 or more workers. Which was optional. Now, if the joint committee is not formed, the Qatari authorities can fine the establishment from 2,000 to 5,000 Qatari riyals. The joint committee has been formed with the aim of promoting dialogue in the workplace, strengthening the consultation process, and resolving disputes before they reach the formal stage.

Qatar has said that the implementation of the salary security system has been made more effective. The amended labor law has given the Ministry of Labor additional powers to take action against employers who delay or do not pay salaries. In this, the ministry has opened the way for the suspension of the Ministry of Labor's services, administrative action, and other regulatory sanctions in case of repeated violations of salary-related provisions.

If a company repeatedly violates or fails to pay wages, other companies related to that company may also be brought under the scope of action. The names of companies that repeatedly violate the law can be made public on the website of the Ministry of Labor, workers who have not received wages can demand to change employers or terminate the employment contract, and the related employer must bear the cost of repatriation.

Qatar has now made arrangements for the Labor Dispute Resolution Committee to be heard formally online. Now, workers do not have to be physically present before the Labor Dispute Resolution Committee to hear their cases.

Now, workers will first have to register their labor disputes with the Ministry of Labor. The ministry will send them to the Labor Dispute Resolution Committee only if there is no attempt to resolve the matter by mutual agreement. This process must be completed within a certain legal time limit. It has been stated that the agreement reached through mediation by the Ministry of Labor is considered a legally enforceable document.

Qatar has made a provision that if a manpower company that has been granted permission to recruit workers recruits workers without the approval of the employment contract from the Ministry of Labor, recruits workers before the required health check, and commits other administrative and recruitment-related errors, a fine of 3,000 to 25,000 Qatari riyals may be imposed.

Qatari manpower companies have been recruiting workers in partnership with Nepalese manpower companies. Some employers have been directly recruiting workers through Nepalese manpower companies.

According to the amended law, workers who want to work in specified technical or professional professions will have to obtain a certificate of training and passing an examination from a training center recognized by the Ministry of Labor before starting employment. This provision has been made to be obtained by the worker in Qatar. It has stated that it will publish a list of related professions that require training on its website.

Qatar has increased the period from one year to two years for not being able to work in a competing company after employment ends. It has re-enacted the pre-2020 system. If an employee has access to sensitive customer information, business secrets, or confidential company data, the employer can be banned from working for a competing organization for up to 2 years.

Qatar has said it has amended its labor law to modernize the labor market, make regulatory oversight more effective, and develop a more flexible and competitive employment system in line with Qatar's National Vision 2030.

It said additional decisions and regulations will be required to implement some of the provisions of the amendment. 'These reforms have brought about changes that will have a significant impact on employers, workers, recruitment agencies, and the labor dispute resolution system,' said Krishna Panthi, president of the Non-Resident Nepali Association, Qatar.