The service allows either party to submit the relevant notification according to the type of employment contract and the circumstances surrounding the termination.

According to Qatar’s official Hukoomi portal, the service covers situations including final departure from the country, disciplinary dismissal, and termination during the probationary period.

The notification process forms part of the country’s digital government services designed to simplify employment administration and clarify the respective responsibilities of workers and businesses.

The government portal explains that applicants must begin by entering the establishment number, Qatar identification number, and mobile telephone number.

After completing the electronic verification process, the applicant can proceed to the required documentation and submission stages.

The official requirements include a completed notification form containing the information relevant to either the employee or the employer.

Other documents listed by the government include the employment contract, a letter from a new company, the establishment identification document, and a letter concerning alleged arbitrary treatment where applicable.

The specific supporting documents depend on the circumstances of the request, and not every document necessarily applies to every applicant.

Applicants should ensure that all submitted information is accurate and that the required attachments are complete before sending their notification.

Regarding notice periods, the government service page identifies several timeframes depending on the employment contract and the employee’s length of service.

It describes a 30-day notification period for the fixed-term contract situations covered by its guidance and for certain indefinite contracts involving service of up to five years.

The same guidance refers to a 60-day notification period for indefinite contracts where the employee has completed more than five years of service.

However, employees and employers should also consult Qatar’s Labour Law and its amendments, which establish the binding notice requirements for different employment circumstances.

The distinction is important because the legal consequences of termination may depend on the employee’s length of service, the contractual arrangement, and the reason for ending the relationship.

The Ministry of Labour’s service information confirms that no government fee is charged for submitting an electronic termination notification.

This makes the online notification service accessible to eligible workers and employers without an application charge.

Nevertheless, the absence of a service fee does not remove any contractual obligations, outstanding employee entitlements, or other legal responsibilities arising from termination.

Workers should also distinguish between terminating an employment contract, requesting a change of employer, and completing final departure procedures.

Although these processes may be related, their documentation and administrative requirements are not necessarily identical.

The Ministry of Labour provides official guidance materials explaining the submission process, the notification forms, and the handling of different termination circumstances.

Some guidance documents also address applications initiated by workers without mutual consent, subject to the reasons and procedures recognised by the applicable regulations.

Employees are encouraged to retain copies of their employment contracts, submitted notifications, and supporting records before leaving their positions.

Employers should likewise observe the applicable notice periods, settlement obligations, and legal safeguards when ending contractual relationships.

Anyone planning to use the service should consult the Ministry of Labour and the official Hukoomi portal for the relevant requirements before initiating the procedure.

Source: Qatar Ministry of Labour and the official Hukoomi government portal.