The sponsorship law has its positive and negative aspects. I understand it is a way for the government in controlling unwanted influx of expatriates that can impact o the resources of the country. The Qatar Labor laws have provisions that protect expatriate labor; however enforcement is very ineffective. Even management of companies have not read the laws, are ignorant of the law, and if they know the law they hide these fropm their employees. I am for the relaxation of the sponsorship law. For example, an expatriate employee should be given the right to transfer to another employer if and when his/her contract has been completed. Such should not be left to the discretion of management. It must be a mutual decision. In the absence of a formal association of HR practitioners in Qatar I recommend the initiative to gather all HR practitioners in the country and contribute their thoughts on this perennial issue.
The sponsorship law has its positive and negative aspects. I understand it is a way for the government in controlling unwanted influx of expatriates that can impact o the resources of the country. The Qatar Labor laws have provisions that protect expatriate labor; however enforcement is very ineffective. Even management of companies have not read the laws, are ignorant of the law, and if they know the law they hide these fropm their employees. I am for the relaxation of the sponsorship law. For example, an expatriate employee should be given the right to transfer to another employer if and when his/her contract has been completed. Such should not be left to the discretion of management. It must be a mutual decision. In the absence of a formal association of HR practitioners in Qatar I recommend the initiative to gather all HR practitioners in the country and contribute their thoughts on this perennial issue.