Qatar reforms labour rules
Qatar has announced sweeping reforms to its labour market, with a ruling to end the kafala (sponsorship) system, marking a momentous step forward in upholding the rights of millions of migrant workers, said an ILO press release yesterday.
By reforming the system, migrant workers will now have the freedom to change jobs, no longer rely on exit permits and see minimum wages for both migrant and national workers.
“These reforms will affect approximately 400,000 Bangladeshi migrant workers in Qatar, 75 percent of whom are employed in the construction sector,” said Country Director for ILO Bangladesh Tuomo Poutiainen.
“This will improve the protection of migrant workers, as it will not only reduce the wage gap but also the labour rights gap that previously existed between migrant and national workers.”
The kafala system emerged in the 1950’s to provide temporary, rotating labour that could be rapidly brought into the country during periods of economic boom and expelled during low-growth periods. It remains the routine practice in remaining Gulf Cooperation Council countries as well as Jordan and Lebanon.
On October 16 this year, the Council of Ministers of the State of Qatar unanimously endorsed new legislation allowing workers to change employers freely. Workers in Qatar had required a no-objection certificate (NOC) from their employers.
A ministerial decree was also signed, removing exit permit requirement for all workers except military personnel. Together, these steps mark the end of kafala in the country.
In addition, the council of ministers endorsed a new law to establish a non-discriminatory minimum wage, the first in the Middle-East. The legislation is expected to come into force by January 2020.
“The ILO welcomes these reforms and recognises the commitment of the State of Qatar to transforming its labour market. These steps will greatly support the rights of migrant workers, while contributing to a more efficient and productive economy,” said ILO Director General Guy Ryder.
The elimination of the NOC requirement will allow workers to freely change employers following an initial probationary period. Should they wish to change employers during this period, the new employer would need to reimburse recruitment costs to the original employer, said the ILO.
The decision on exit permits means that domestic workers; workers in government and public institutions; workers employed at sea and in agriculture; as well as casual workers are free to leave the country either temporarily or permanently without having to obtain the permission of their employers.
The establishment of a non-discriminatory minimum wage that applies to all nationalities and all sectors will guarantee a minimum level of protection for all workers.
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