Representation in disputes with administrative bodies and across the employment relationship.
The firm acts for employers, employees and entities in both labour and administrative disputes. Private-sector employment is governed by the Labour Law issued by Law No. 14 of 2004 as amended, alongside the reform framework that introduced a non-discriminatory minimum wage under Law No. 17 of 2020 and removed the no-objection certificate requirement for changing employer.
On the employment side we review contracts, HR handbooks and termination policies; calculate end-of-service benefits, unpaid wages and allowances; represent clients before the Labour Relations Department, the labour dispute settlement committees and then the courts; and handle residency and recruitment questions under Law No. 21 of 2015 on the entry, exit and residency of expatriates.
On the administrative side we challenge administrative decisions and claim compensation for the harm they cause, and represent clients in disputes over licences, tenders, public contracts and penalties, with strict attention to the deadlines for grievance and appeal, since in administrative litigation a missed deadline is frequently more damaging than the merits of the dispute.
How we help
- Employment contracts and HR handbook review
- Termination and end-of-service entitlements
- Unpaid wages, allowances and bonuses
- Representation before labour dispute committees
- Labour litigation before the courts
- Challenges to administrative decisions and compensation
- Licensing, tender and public-contract disputes
- Residency, recruitment and change of employer
In Qatar
This practice covers two related but distinct fields. Administrative disputes concern decisions taken by the State and its bodies, and are governed by Law No. 7 of 2007 on the settlement of administrative disputes, which gives the administrative judiciary jurisdiction over claims to annul a final administrative decision and over the compensation that may follow. Labour disputes concern the employment relationship and are governed by the Labour Law (Law No. 14 of 2004), as amended.
On the administrative side, the threshold questions are usually decisive. The decision challenged must be an administrative decision, and it must be final. Where the law or the regulations provide a grievance step to the issuing body, that step is normally taken first and within the period allowed, because a claim brought without it, or brought late, is met with an admissibility objection before the merits are ever considered.
On the labour side, individual complaints run through the route the Labour Law provides, with the labour dispute settlement committees introduced by Law No. 13 of 2017 hearing individual claims and their decisions being subject to appeal. Wage protection, end-of-service entitlements and the lawfulness of a termination are the three subjects that generate most claims.
This is not an immigration practice. Where a matter also raises residence or work-permit questions, those are handled with the competent authority as a separate strand, and the firm does not present the labour claim and the residence position as the same thing.