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The company did not specifically respond to the allegations that construction workers at the
airport reported to Human Rights Watch. It limited its comment to this statement: “Like many
organizations, we do not claim to have all the answers, but we continue to strive to make a
difference in those areas where we believe we can have the most impact.”
This reply left unclear whether Bechtel felt that it could achieve impact in relation to the
issues raised by those workers, although Human Rights Watch had made specific
recommendations for actions the company could take in addressing the issues raised,
particularly with regard to payment of recruitment fees and retention of workers’ passports.
The company did not endorse those recommendations in its letter, instead stating that it felt
the New Doha Airport project “should be credited for its efforts to achieve positive labor
conditions.” The correspondence is attached as part of an appendix to this report.
By the time workers arrive in Qatar, they effectively have little choice but to sign the
agreements employers place in front of them. Workers cannot switch sponsors unless they
can prove that their sponsoring employer violated the terms of a valid employment
agreement, and they cannot leave the country unless their sponsor secures an exit permit
for them. 136 Article 53 of the Labor Law states that workers can terminate employment if
they can prove that “the employer or his representative … misled the worker at the time of
entering into the service contract as to the terms and conditions of the work.” 137 However,
this provision does not cover misrepresentations made by recruitment agents or
middlemen in the recruitment process, who may not have direct relationships with
employers or be considered their representatives.
Violations of the Labor Law, Terms and Conditions of Employment
Workers also reported violations of their rights, including practices that violated Qatar’s
Labor Law, in their work. Qatar’s Labor Law and accompanying regulations provide specific
standards in important areas, including workers’ housing, timely payment of wages,
annual leave, and end-of-service bonuses. Critical shortcomings, including the lack of a
minimum wage as well as protections for free association and collective bargaining, are
discussed in Section V. The law permits employers to deduct up to five-days’ wages for
136 Law No.14 of 2004,
137 Law No.14 of 2004, art.53.3.
61 HUMAN RIGHTS WATCH | JUNE 2012