Overseas Filipino workers in Qatar must comply with the country’s strict sponsorship system, just like in Saudi Arabia.  Under the kafala system, OFWs are not allowed to move to other jobs without the permission of their employer. 

OFWs should obtain a no objection certificate to show that the OFW is free from any obligations from his previous employer and is permitted to look for a new job and sponsor.

If the OFWs company refuses to give him a no objection certificate or NOC, even if his contract is finished, the OFW has no choice but to exit Qatar and he must wait for another two years to be able to work again in the country.

But last June, Qatar’s Ministry of Interior announced that the government will set out labor law reforms, which will surely benefit many OFWs.  Some of the key points to be amended in Qatar’s labor law include:

·         Kafala or sponsorship system will be abolished

·         Issuance of NOC will be abolished

·         Exit visa/permit will be abolished

·         Employer should not withhold the employee’s passport during the fulfilment of contract

·         No employment ban should be imposed to an employee after he fulfils his contract.

Though there is still no announcement on when these amendments will be implemented, many OFWs are looking forward to this good news from the State of Qatar. These reforms will make deployment of OFWs in Qatar easier for them.  But for the meantime, the strict rule should be followed. NOC is needed for OFWs to return to Qatar and work again under a new employer and job.

OFWs, click here for overseas jobs in Qatar.

Related articles:

Qatar announces plans to amend labor law

Qatar Sets Out Labor Law Reforms

OFWs in Qatar: Can You Avail End-of-Service Benefits?