Qatar’s sweeping labour law reforms in the recent past has drawn applause from several international labour organisations and countries across the world. The amendments to certain sections of the labour law made the workers’ environment more comfortable with flexibility in changing jobs and the facility to exit the country without getting a prior approval from the employer, which were praised as the first of its kind in the region and beyond.
Speaking to the Shura Council on labour laws, Minister of Administrative Development, Labour and Social Affairs H E Yousuf bin Mohammed Al Othman Fakroo said that the clause for transferring sponsorship has rules, controls and procedures that will preserve the rights of all parties. He added that the Ministry is seeking to develop legislations based on the Qatar National Vision 2030 and within the framework of implementing the national strategy projects, so that the labour market is modern, dynamic and enhances the state’s economic level to attract foreign investment and compete in global markets, achieve balance in the demographics of the state in terms of the quality and size of the resident population, reduce the number of unskilled and illegal workers, rotate and retain skilled labour, while achieving legal guarantees for all parties that are compatible with international standards.
These words sums up the ultimate aim of the labour law reformation that Qatar has been experiencing in the recent past. The country is keen on diversifying its economy and weaning away from the dependence on hydrocarbon resources. Qatar has enacted several groundbreaking laws to attract foreign investments by allowing hundred percent ownership of business and property for foreigners. For a state like Qatar, which is developing and progressing in the fastest phase, a vibrant and versatile workforce is very essential to keep up with the momentum of development.
The idea of rotating the skilled workforce is a well thought after one as the workers who are already acclimitised to the local environment and with local experience will serve as an invaluable asset for the current and future developments.
The sponsorship transfer facility will definitely prompt competition in the labour market which will eventually lead to the availability of a crop of highly skilled, seasoned and competitive workforce. It will be a win-win situation for all as both employer and employee are bound by stringent rules for facilitating the transfer or change. While the sponsor has the right to ensure his investment in a worker is not lost in case of sponsorship change and the employee has the right to ensure he gets all the benefits and dues as he leaves the employer.
