I am sorry! I`m not going to transfer the visa, I just want to do the sending, that is, the service transfer. Please help me with this valuable answer. Can I make the shipment or not I will transfer the visa, I just want to do the sending, i.e. the service transfer. Not sponsorship. An expatriate can only be employed by his or her residency sponsor, unless the Ministry of Labour authorizes a six-month secondment. As a general rule, such secondments are only permitted if the purpose of the work to be carried out is common or if both companies have a shareholder, for example a lawyer seconded to a client to carry out a legal activity or an employee assigned to a sister company. In some cases, the Ministry of Labour allows an expatriate who works for a natural or legal person other than his or her resident sponsor if the work is carried out outside normal working hours. For example, under the UAE Labour Act, employment may be subject to a probationary period during which a worker is not on annual leave or sick leave, where the employer has the right to terminate his employment relationship without notice and the worker would not be entitled to a tip for separation from service after such dismissal.
Therefore, ensuring that the duration of the secondment does not exceed the maximum probation period is a practical way to reduce the risk of duplication. However, there are practical ways to mitigate the impact of secondments to the United Arab Emirates and Qatar and the resulting duplication issues. As far as the secondment is concerned, I understand that it should be renewed every six months. So if you have finished 6 months and you are on secondment and you have a work visa, if your boss agrees to give you the NOC, you can move. NOTE: Despite the fact that Qatar`s new immigration law has attempted to remove the use of the word “sponsorship” in favor of “employment”, we have maintained the concept of sponsorship in this simplification article when it comes to posting, i.e. the fact that the sponsor in the UAE and Qatar is a different entity or individual than the employer. When the posted worker returns to the main employer after the end of the posting, he or she is often not expected to receive dismissal rights under local law. However, we often see problems where the working relationship collapses for one reason or another. It is therefore desirable to consider and effectively manage the above-mentioned problems from the outset. Similarly, it may be possible to suspend or vary the conditions of main employment for the duration of the posting.
It depends on the law applicable to the main job. It is essential that posting agreements are clearly documented and that Members know how and why they are seconded, as well as the conditions of these agreements, in order to try to meet expectations in the event of a subsequent dispute. In addition, employers should ensure that workers know how their “exit agreements” differ from those that can be locally described as posting, for example: in Qatar, the Ministry of the Interior may allow a “posting” or “borrowing” between two Qatari entities; that agreement shall be significantly different from the international postings referred to in this Article. b) The applicant would also provide valid documents for the transfer of sponsorships, secondment and work permit for part-time employment after service. Sending employees to the UAE and Qatar to do work for local companies remains a hot topic. Due to the fairly strict immigration rules, postings to both jurisdictions can be relatively difficult for employers and have both unintended and unintended consequences. . . .