Written termination notice under Article 49 of the Labor Law (as amended by Law No. 18 of 2020) — 1 month notice where service is under 2 years, 2 months where service is 2 years or more; without full notice, the employer owes compensation equal to base salary for the un-served period.
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TERMINATION NOTICE (إشعار إنهاء الخدمة)
Employee: Employee name Position: Employee position Years of service: Years of service
This notice is issued under Article 49 of the Qatar Labor Law (Law No. 14 of 2004), as amended by Law No. 18 of 2020.
1. BASIS 1.1. Basis of termination: Basis of termination. 1.2. Reason: Reason.
2. NOTICE PERIOD 2.1. Under Article 49, written notice of Notice period is required: 1 month where the Employee's service is under 2 years, 2 months where service is 2 years or more. 2.2. Notification date: Notification date. 2.3. Last working day: Last working day. 2.4. If notice is not served in full, the Employer must pay compensation equal to the basic salary for the un-served part of the notice period: Compensation in lieu of unserved notice.
3. SUMMARY DISMISSAL (IF APPLICABLE) 3.1. Where the basis is Article 61 (summary dismissal, without notice or gratuity), the closed list of grounds and the supporting investigation record must be documented separately.
4. SETTLEMENT 4.1. Reference to the final settlement / gratuity calculation: Reference to final settlement / gratuity calculation. 4.2. Termination in retaliation for a complaint filed with MOL is an abusive dismissal; the Employee may challenge this notice before the Labour Dispute Settlement Committee (available electronically under Law No. 9 of 2026).
Issued by the Employer ______________ Date: Notification date Employee acknowledged receipt ______________ / Employee name /
— — — ⚠️ This is a boilerplate template, not legal advice. It is written under the Qatar Labor Law (Law No. 14 of 2004, as amended by the kafala-reform Laws No. 17, 18 and 19 of 2020 and by Law No. 9 of 2026) and related regulations and authorities (Ministry of Labour — MOL, formerly MADLSA/ADLSA; MOCI; MOPH; Baladiya municipalities; Qatar Tourism; PDPPL/NDPO-NCSA; the Wage Protection System) as in effect in July 2026 — these regulations and digital platforms change frequently; verify against the current text before use. Have this template reviewed by a Qatar-qualified lawyer and, for HR documents, checked against your own MOL/MADLSA-approved internal work regulation (اللائحة الداخلية) before use.
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