Written disciplinary warning issued after notifying the employee and hearing their explanation — a de-facto requirement under the employer's MOL-approved internal work regulations, and the documented foundation for a defensible dismissal under Article 61 of the Labor Law.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
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WRITTEN WARNING (إنذار كتابي)
Employee: Employee name Position: Employee position
A sanction may only be imposed after the Employee has been notified in writing of the alleged violation and given the opportunity to explain — standard practice under the employer's MOL-approved internal work regulations and disciplinary penalty schedule (اللائحة الداخلية ولائحة الجزاءات); a documented chain of warnings is also the foundation for a defensible dismissal under Article 61 of the Qatar Labor Law (Law No. 14 of 2004).
1. INCIDENT 1.1. Date of incident: Date of incident. 1.2. Description: Description of the incident. 1.3. Clause of the approved disciplinary penalty schedule violated: Clause of the approved disciplinary schedule violated.
2. EMPLOYEE EXPLANATION 2.1. Employee explanation obtained 2.2. Explanation given: Explanation given
3. WARNING LEVEL AND PRIOR RECORD 3.1. Level of this warning: Level of this warning. 3.2. Prior warnings on file: Prior warnings on file.
4. RECORD 4.1. Deliver this warning against signature; if the Employee refuses to sign, record the refusal in an incident note countersigned by two witnesses. Without a documented chain of warnings, a dismissal for misconduct under Article 61 is the most frequently disputed category of case before the Labour Dispute Settlement Committee.
Issued by ______________ / Issued by / Date: Warning 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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2 of 11 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.