How to Query for Residency Permit Extension for Workers and Register or Update Data of Accommodation Sites of Establishment Workers in Qatar
In order for companies to be able to track approval requests and the like, they can do so online for more seamless and convenient record keeping. Companies can therefore track the approval request submitted for the extension of the residency, as well as the QID number online. This can be done via the Ministry of Administrative Development, Labor and Social Affairs (MADLSA). To do this, simply input the establishment and the respective application numbers. Choose the appropriate year and hit “Search” for the right results.
At the same time, companies can also register the accommodation sites of their establishments. This is true for employers who own companies and establishments subject to Qatar Labor Law. In line with this, companies should update them as well so that they can access the worksites easily and in order for them to complete the necessary procedures.
To accomplish this procedure online, simply input the establishment ID as needed. Include the Qatari ID number as well as the cell phone number into the system. Then, choose the language from either Arabic or English. Click on “Enter” to continue.
Afterward, you can now register the address of the work sites of the necessary establishment. Make sure that you also enter the zone name and number, and don’t forget to include the street name and building number as well. Then, send site coordinates. Take note that this service is available for establishments right now subject to the provisions of Qatar Labor Law No.14 of 2004. If you can, you may also attach the building permit for construction sites as well as the commercial license for shops.
The Qatar Labor Law has a wide variety of different provisions that protect both employers and employees to help maintain a healthy working environment in Qatar. For instance, employer-employee relationships are duly regulated, with provisions that surround regulations and contracts, as well as rules that state that the Arabic language must be the language used in the said contracts. In case an employee is non-Arabic speaking, then a secondary language may also be used for his or her benefit. They must, however, know fully well that the Arabic version is the only document that is valid legally. The Qatar Labor Law also governs issues surrounding End of Service Gratuity, the Law No. 4 of the year 2009 “Regarding Regulation of the Expatriates Entry, Departure, Residence, and Sponsorship”, and so on.
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