SQS GROUP — SERVICE LINE 03 — MANPOWER
Trade-tested crews, on your site, on our sponsorship
Contracted and employed by Allive Team Services. Work permits, quota, contract attestation and Qatar ID processed in-house by Safari Qatar Services Company under licensed activity 8299031.
Manpower in Qatar is less a headcount problem than a documentation problem. A welder without a valid Welder Qualification Test record does not clear your QA/QC gate. A rigger without a competence certificate from an approved Third Party Certifying Authority does not go near a crane. A cook without a Ministry of Public Health health certificate does not enter a galley. And nobody works a single day in the country without a work permit, a Qatar ID and a Wage Protection System record standing behind them.
We supply crews that clear all four gates before they reach your gate, and we keep the employment file — sponsorship, payroll, health insurance, gratuity, leave and repatriation — on our own commercial registration. You get labour on site. You do not get an employment liability.
01 — WHAT THIS SERVICE IS
Headcount by trade, documented to the standard your client audits against
We supply personnel to oil and gas, marine, industrial and construction employers in Qatar: individually for a named vacancy, or in blocks of twenty, fifty or more for a shutdown, a hook-up campaign, a fabrication yard or a camp.
The demand pattern here is specific and we build the offer around it. Ras Laffan and Mesaieed run planned turnarounds that need hundreds of trades for a few weeks and then none. The North Field expansion programme pulls welders, fitters, riggers, scaffolders and QA/QC inspectors out of the market in waves. Offshore work runs 28/28 rotations, which means every offshore position needs a named back-to-back plus a relief pool, and QatarEnergy's field-break rule — a maximum of 90 continuous days at Halul or 60 on a production station, followed by at least seven days of onshore rest — sets the roster before your programme does. A supplier who does not resource for that gap leaves you short in week nine.
What you are buying is not a CV database. It is a documented worker: trade-tested, medically cleared, certificate-verified against the issuing body's own records, sponsored, insured, housed, transported, and paid through the Wage Protection System — with the file open for inspection by your client and by the Ministry of Labour.
02 — LEGAL STRUCTURE
Which company contracts, and which company employs
Manpower supply and recruitment are licensed activities in Qatar, not general commercial services. Articles 29 to 36 of Labour Law No. 14 of 2004 prohibit any person, natural or legal, from recruiting workers from abroad for third parties without a licence from the Ministry of Labour. The licence runs for two years and is renewable. Article 33 forbids the licensee from collecting any recruitment fee or charge from the worker, and from conducting any other business out of the licensed recruitment office. Article 34 requires a written contract with the employer on the Ministry's template. Buyers are also advised — correctly — that outsourced or temporary manpower is a different licensed activity from recruitment or mediation, and that the licence category must match the service actually being bought.
Within this group the boundary is drawn deliberately and published rather than blurred.
Safari Qatar Services Company (C.R. 48259, established 27/12/2010, Commercial Licence 201984) is the Qatari-owned house that performs the government-transaction layer under its licensed activity 8299031 — clearing and government transactions. That covers work permit quota applications, recruitment approvals, employment contract registration, entry visas, Qatar ID issuance and renewal, profession amendments, sponsorship transfers, exit permits, attestation and Ministry of Labour establishment filings. It is not the employing entity for manpower and does not present itself as one.
Allive Team Services W.L.L. is the contracting and employing entity for catering, camp services and manpower supply. It holds Commercial Registration 200001, established 04/06/2024, and Commercial Licence 264517, and the activities carried on its register are 781004 labour supply services, 5629001 catering food services and 410029 construction of other non-residential buildings. Those numbers are printed here, and again in the licence position section below, so your procurement team can verify them at the Ministry counter rather than accept a photocopy. Recruiting workers from abroad on behalf of a third party is a separate licence in its own right; where a scope requires that licence we say so in writing before contracting, instead of letting a commercial registration stand in for it.
Operators read this structure closely, and they should. A main contractor is held accountable for the HSE performance of its subcontractors, and the subcontractor list has to be submitted to the contract holder — that is the standard position in Qatari energy-sector contracting. Publishing the split costs us nothing and answers, on day one, the first question your contracts team will ask: who signs, and who employs.
03 — ENGAGEMENT MODELS
Supply, recruitment and secondment are three different transactions
Getting the wrong one onto the purchase order creates a compliance problem for the buyer, not for the supplier.
The distinction is not commercial packaging. It is a question of who the worker's legal employer is, whose commercial registration and work permit the worker sits on, and which licensed activity the invoice belongs to.
If you need headcount on site next month and off the project when the scope closes, that is manpower supply. If you want the person permanently on your own establishment card, that is recruitment. If you need one named specialist from another company for a defined window, that is secondment, and the permit caps it at six months.
| Manpower supply (labour supply) | Monthly rate per head | The worker remains on Allive Team Services's commercial registration, work permit, sponsorship, payroll and Wage Protection System file. You direct the daily work on site; we remain the legal employer and carry end-of-service gratuity, health insurance, annual leave, air tickets and repatriation. Headcount scales up and down with your scope, and comes off the project with no administrative tail for you. |
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| Direct recruitment and placement | One-off placement fee per hire | We source, screen, trade-test and mobilise the candidate, then hand over a transfer-ready documentation file so the worker joins your own establishment card, quota and payroll. Our responsibility ends at handover, as Article 34 of the Labour Law provides. Priced as a single placement fee, normally with an agreed replacement period. |
| Secondment | Ministry permit fee plus agreed terms | A Ministry of Labour secondment permit allows a worker registered with one establishment to work for another while remaining with their existing sponsor. Capped at six months, issued through the Labour Relations Department to both employers. Appropriate for a named specialist across a shutdown window — not a route for bulk labour. |
| Managed gang | Monthly rate per head plus supervision | The supply model delivered as a supervised block: a charge hand or foreman on our payroll running the gang to your programme. One point of contact for attendance, discipline, rotation and replacement, instead of forty individual conversations. |
04 — TRADE INDEX
The trades we supply, and the standard each is qualified against
Tell us the code and the position, not just the job title. A welder is not a trade until you say ASME Section IX, 6G, and the material.
Every trade below is supplied against a written specification: the code or standard, the required certification, the position or class, and the site the worker will be inducted onto. Where a role carries a statutory credential in Qatar — a food handler card, a Third Party Certifying Authority competence certificate, a driving licence class — that credential is verified before mobilisation, not after arrival.
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Skilled technical and mechanical Welding and fabrication: 6G coded pipe welders qualified to ASME Section IX and AWS D1.1, TIG/GTAW, SMAW/ARC and MIG welders, plate and structural welders, pipe fabricators, pipefitters and structural fitters. Lifting and access: riggers Level I, II and III, lifting supervisors, banksmen, rigging foremen, scaffolders, scaffolding supervisors and scaffolding inspectors. Plant operation: mobile and crawler crane operators, forklift and telehandler operators, heavy equipment operators. Mechanical: rotating-equipment technicians, valve and lead valve technicians, hydrojet technicians, shutdown fitters, maintenance planners. Electrical and instrumentation: electricians, HV electricians, cable jointers, lead electrical technicians, instrument technicians, analyser and metering technicians, HVAC technicians. Process: process technicians, plant operators, control room operators, senior operators, piping supervisors. Inspection and quality: QA/QC inspectors, welding inspectors holding CSWIP or AWS CWI, NDT technicians at ASNT Level I and II across RT, UT, MT and PT, painting and coating inspectors. HSE: HSE officers and engineers for onshore and offshore, safety supervisors, fire watch, confined-space watch, permit-to-work coordinators and safety watchers.
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Hospitality, catering and camp services Offshore and camp: camp boss, chief cook, second cook, night baker, butcher, galley hand, utility hand, messman, steward, cabin and housekeeping attendants, laundry operators, camp cleaners, provisions storekeepers. Onshore kitchens and hospitality: executive, head and sous chefs, chefs de partie, commis chefs I, II and III, pastry chefs, kitchen stewards, dishwashers, waiters and waitresses, baristas, banqueting and event servers, room attendants and janitorial crews. Every food-handling role is supplied holding a valid Ministry of Public Health health certificate, renewed annually, together with the food handler licence obtained through the Qatar Chamber programme and valid for three years — two separate documents that are frequently confused. Catering and camp-services personnel are contracted through Allive Team Services.
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White-collar, professional and site support Engineering and controls: site engineers, project engineers, planning engineers working in Primavera P6, document controllers, quantity surveyors and cost engineers. Materials and logistics: storekeepers, material controllers, warehouse supervisors, expediting and procurement assistants, timekeepers. Administration: HR and payroll administrators, PRO assistants, secretaries and site administrators, receptionists. Drivers: light and heavy vehicle drivers holding the correct Qatari licence class for the vehicle and, where the role requires it, a competence certificate from an approved Third Party Certifying Authority.
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Semi-skilled and general labour Masons, shuttering carpenters, steel fixers, painters, insulators, sandblasters, riggers' assistants, helpers, loaders, cleaners, landscaping and general labour. Supplied loose against a headcount, or as a managed gang under our own charge hand where you would rather buy a supervised output than a list of names. General labour is where welfare failures show up first, so these crews carry the same accommodation, messing, transport, insurance and Wage Protection System treatment as every other worker on our file — there is no second standard.
05 — CERTIFICATION CONTROL
We verify certificates against the issuing body, not against a laminated copy
A certificate is only worth what the issuing body's own record says it is worth. Before a worker is mobilised, every technical and statutory credential in the file is checked at source and its expiry entered into a tracker, so renewals happen before a certificate lapses rather than after a crew is turned back at the heliport or the gate.
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Welding qualification
Welder Qualification Test records verified to ASME Section IX or AWS D1.1, with the Welding Procedure Specification and Procedure Qualification Record reviewed against the position, process, material group and thickness range your specification actually calls for. A 6G ticket on 6-inch carbon steel is not a 6G ticket on duplex.
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Lifting, plant and driving
Crane and lifting operators supplied with a certificate of competence from an approved Third Party Certifying Authority and the correct Qatari driving licence class — Grade 4 for mobile crane operation. Third-party certification of the lifting equipment itself is the equipment owner's obligation under Qatari requirements, not the manpower supplier's, and we do not claim otherwise.
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NDT and inspection personnel
Tell us which scheme your specification accepts, because the two are not interchangeable. ASNT SNT-TC-1A is employer-based certification: the employer certifies its own personnel against a written practice administered by a qualified Level III, and the certificate does not travel with the technician. ISO 9712 and PCN are third-party central certifications held by the individual. Some Gulf specifications will only accept the latter. We supply personnel holding either; we do not issue either.
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Offshore competence
Offshore-bound personnel supplied holding valid T-BOSIET — the tropical variant applicable to Arabian Gulf operations — together with HUET, the FOET refresher where the four-year cycle requires it, H2S and breathing-apparatus certification, and a current fitness-to-work medical. QatarEnergy requires H2S/BA and T-BOSIET of every contractor person travelling offshore, catering and housekeeping crew included. Food hygiene or hospitality safety credentials do not substitute for them.
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HSE personnel
HSE officers and advisers supplied with NEBOSH or IOSH qualifications appropriate to the role. Note that on QatarEnergy contracts the operator reviews CVs, interviews the contractor's HSE officers, and approves their selection, replacement and removal — so we supply candidates for that interview rather than presenting an appointment as settled.
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Food handling
Two distinct documents, both verified: the Ministry of Public Health health certificate, which is medical, individual and renewed annually; and the food handler licence obtained through the Qatar Chamber programme after training and a placement test, valid for three years. Neither is a company credential and neither is transferable.
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What we do not do
We are not an accredited training or examination centre. We do not issue Welder Qualification Test records, NDT certifications, OPITO certificates or vocational certificates, and we do not perform third-party inspection sign-off. Those come from accredited bodies and test centres, and we name the body on every certificate we hand over. Under Article 23 bis introduced by Law No. 9 of 2026, workers in professions to be designated by the Ministry of Labour will need a training and examination certificate from a Ministry-accredited centre before starting work; we are tracking the professions list and will route candidates to accredited centres as it is published.
06 — SOURCING
Where the people come from, and how they are selected
Sourcing runs on two clocks that must never be presented as one. Workers already in Qatar with current certificates can be transferred and deployed in days. Workers recruited from abroad go through a fixed government pipeline that no supplier can compress below about four weeks, and realistically runs four to eight.
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Source corridors
Primary corridors for technical and construction trades: India, Nepal, Bangladesh, Sri Lanka, Pakistan and the Philippines. Additional corridors for hospitality, catering and general labour: Kenya, Uganda and Ghana. Corridor selection follows the trade and the wage band, not convenience — a 6G welder and a camp cleaner are not sourced from the same pool or on the same timeline.
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Nationality quota is a real constraint, not a formality
Qatar issues work-permit quota by profession and by nationality, and the employer must actually hold permission to sponsor a person of the applicant's nationality. We check what the quota allows before we promise a nationality mix, and we tell you when what you have asked for is not currently available. A supplier who agrees to any nationality on any timeline has not looked at the quota.
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CV screening against the specification
Candidates are screened against the technical specification — code, position, material, plant type, site environment and years in a comparable facility — not against a job title. Shortlists are supplied with the certificate scans, the trade test result and the medical status attached, so you are reviewing evidence rather than claims.
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Trade testing at origin
Practical skills testing at accredited centres in the source country before a visa is spent on the candidate, including welder qualification testing to ASME Section IX or AWS D1.1 where the role requires it. The centre, the date and the witnessing party are recorded with the result, so the test can be traced back rather than taken on trust. Testing before mobilisation is the cheapest quality control available in this business.
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Client interview and selection
You select. We do not deploy an unseen worker into a technical role. Selection is by video panel or, for larger blocks, in person at the test centre, and the interview record forms part of the mobilisation file.
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Qatar Visa Centre processing
All recruitment from the covered corridors passes through the Qatar Visa Centres — currently operating in India, Pakistan, Bangladesh, Nepal, the Philippines and Sri Lanka — where the worker completes biometric enrolment, medical screening and employment contract signing before travelling. The contract signed at the centre is the contract the worker works under. There is no second contract on arrival.
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In-country sourcing and transfers
Since Law No. 18 of 2020 and Law No. 19 of 2020 removed the No-Objection Certificate requirement, workers already in Qatar can change employer before contract end, subject to serving the statutory or contractual notice period. This is the route to a genuinely fast mobilisation. Whether it is open for your specification depends on who is actually available at the time you ask, so we check the position against your trade, code and certificate requirements before quoting a date rather than after.
07 — MOBILISATION PIPELINE
From requisition to a worker on shift
Eleven steps, most of them controlled by a government body rather than by us. We publish the whole chain so you can see where the time actually goes.
Nothing in this sequence can be skipped, and three stages sit entirely with ministries and embassies. Where a step is outside our control we say so, because a timeline that ignores the attestation queue or the quota decision is a timeline that will be missed.
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Requisition and specification
You issue the requisition: trade, quantity, code or standard, certification required, site and gate-pass regime, shift pattern, rotation, start date and expected duration. We return a rate build-up per man-month showing wage, accommodation, food, transport, insurance, mobilisation amortisation and margin, so you can see what you are buying rather than a single blended number.
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Sourcing and CV screening
Candidates identified through our agent network in the source country, or from the transferable pool already in Qatar. Shortlist issued with certificates, experience record and current location.
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Trade test
Practical testing at an accredited centre in the source country, including welder qualification testing where applicable. Results and test-piece records issued with the candidate file.
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Client selection and offer
Your interview and selection, then a written offer on the Ministry of Labour contract template. No offer is made before the trade test result exists.
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Medical fitness
The GAMCA medical, administered through the Wafid portal: identity verification, vitals, blood work, chest X-ray and physician review, producing a FIT or UNFIT status. Recruiting a worker before the required medical is a listed finable violation under the new penalty schedule introduced by Law No. 9 of 2026, so this step is never run in parallel with mobilisation.
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Police clearance and attestation
Police clearance certificate from the home country, plus attestation of educational and trade certificates by the origin-country ministry of foreign affairs, the Qatari embassy there and Qatar's Ministry of Foreign Affairs. This is consistently the longest lead-time item in an overseas mobilisation and it moves at the embassy's pace, not ours.
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Quota, contract and entry visa
Work permit quota by profession and nationality, employment contract registration on the Ministry of Labour platform, and entry visa issuance. Handled by the Safari Qatar Services PRO team under licensed activity 8299031, alongside your own establishment card and quota position where you are the sponsoring party.
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Qatar Visa Centre
Biometric enrolment, medical screening and employment contract signing completed before travel at the Qatar Visa Centre in the source country. The worker knows the wage, the role and the terms before boarding.
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Travel and arrival formalities
Ticketing at our cost, reception at Hamad International, in-country medical and fingerprinting, Qatar ID issuance, health insurance registration under Law No. 22 of 2021, bank account opening and Wage Protection System enrolment.
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Induction and deployment
Company induction and welfare briefing in a language the worker understands, PPE issue, your site induction and gate pass, permit-to-work familiarisation where the role requires it, and handover to your supervisor. The documentation pack is delivered on the day of deployment, not chased afterwards.
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Administration and demobilisation
Monthly Wage Protection System processing, certificate expiry tracking and renewal, leave and rotation planning, replacement cover, and — at the end of the scope — notice, end-of-service gratuity, leave encashment, repatriation ticket, final settlement and visa cancellation or transfer. Headcount comes off your project with no administrative tail on your side.
08 — TIMELINES
Two clocks, published honestly
In-country transfer is measured in days. Overseas mobilisation is measured in weeks. Any supplier quoting 48 hours for an overseas hire is quoting a number that does not exist.
These are planning ranges drawn from the actual process, not commitments. Quota decisions, nationality permissions, embassy attestation queues and medical results sit with government bodies. We will tell you which stage your file is at, and we will not compress a published range to win a purchase order.
| Requisition to shortlist — in-country pool | 24–72 hours | Where a matching worker is already in Qatar with current certificates and a file that can be transferred. |
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| Requisition to shortlist — overseas | 3–7 days | CV screening and pre-selection against the written trade specification. |
| Trade test and medical fitness | 5–10 days | Practical testing at the accredited centre plus the GAMCA/Wafid medical and result upload. |
| Police clearance and certificate attestation | 1–3 weeks | Home-country clearance and the three-stage attestation chain. Embassy-paced and the most common cause of slippage. |
| Work permit quota and entry visa | 5–15 working days | Ministry of Labour quota by profession and nationality, contract registration and visa issuance. |
| Qatar Visa Centre appointment | 2–3 hours, by appointment | Biometrics, medical screening and contract signing in a single visit before travel. |
| Arrival to Qatar ID issued | 5–20 business days | In-country medical, fingerprinting, QID issuance, insurance registration and WPS enrolment. |
| Offer letter to deployable worker — overseas | 4–8 weeks | The realistic end-to-end figure. Specialised or heavily certified roles sit at the top of the range. |
| Shutdown surge block, pre-planned | Mobilised against your published window | Where the turnaround date is known in advance, certification packs are pre-verified, inductions booked and gate passes applied for before the window opens, so the block lands on day one rather than day four. |
09 — COMPLIANCE
The employment file your client's auditor will ask to see
When a manpower supplier fails, the enforcement lands on the buyer as well as the supplier. A Ministry of Labour inspection at your site does not stop at the gate because the worker is on someone else's payroll. Everything below is documented per worker and available for your audit and for Ministry inspection.
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Labour Law No. 14 of 2004 and its amendments
Employment contracts on the Ministry of Labour template, registered on the Ministry's platform, with the same terms the worker signed at the Qatar Visa Centre. Working hours, overtime, weekly rest, annual leave, sick leave and end-of-service gratuity administered to the statute. Incidents, injuries on duty and occupational illness recorded and reported as the law requires.
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Wage Protection System
Wages paid through a financial institution in Qatar, in Qatari riyals, within seven days of the due date, with the salary information file lodged monthly against the Ministry record. Monthly-paid staff at least once a month; all others at least fortnightly. You can ask us for the WPS confirmation covering your deployed headcount for any given month, and you should — buyers are specifically advised that a supplier who cannot explain its WPS process, or who asks the client to pay workers directly, is a compliance exposure that lands back on the client.
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Mandatory health insurance
Basic healthcare cover arranged and paid for by us from a Qatar-licensed insurer for every deployed expatriate worker, as required by Law No. 22 of 2021 and its Executive Regulations. The card is issued before the worker starts. A residence permit will not be renewed without it, and the penalties for an uninsured worker are substantial.
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Statutory minimum wage
Law No. 17 of 2020 sets a non-discriminatory minimum of QAR 1,000 basic wage per month, plus QAR 500 accommodation allowance where the employer does not provide adequate accommodation and QAR 300 food allowance where adequate food is not provided. Where we house and feed the worker, that is stated in the contract rather than treated as an unwritten offset.
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Job mobility, stated accurately
Law No. 18 of 2020 and Law No. 19 of 2020 removed the No-Objection Certificate requirement and the exit-permit requirement for most workers. A worker on our file may change employer before contract end, subject to serving the statutory or contractual notice period. We do not withhold release letters and we do not use absconding reports as a retention tool.
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Law No. 9 of 2026 — what changes, and what has not started yet
Signed on 25 June 2026, this is the largest amendment to the Labour Law since the 2020 reforms. It introduces a schedule of administrative fines from QAR 3,000 to QAR 25,000 across 23 recruitment-agency violations — including failure to use Ministry-approved contract templates and recruiting a worker before the required medical; a new Article 23 bis requiring Ministry-accredited training and examination certificates for designated professions; powers to suspend an establishment's Ministry transactions and to publish repeat violators; and mandatory joint committees at 100 or more workers. Several provisions await implementing ministerial decisions, so we describe them as obligations we are preparing for, not as requirements we already comply with.
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Records available on request
Per worker: passport and Qatar ID copies, work permit, registered employment contract, medical fitness certificate, health insurance card, trade and safety certificates with the issuing-body verification record, site induction record, and the monthly WPS confirmation. Audit-ready for both your client and Ministry inspection.
10 — ETHICAL RECRUITMENT
No worker pays a fee. Here is the mechanism, not the slogan.
A zero-fee statement without an audit trail behind it is worth nothing, and buyers in this market know it.
Article 33 of Labour Law No. 14 of 2004 prohibits a licensed recruiter from collecting any recruitment fee or charge from the worker. The international standard — the Employer Pays Principle set out in the ILO General Principles and Operational Guidelines for Fair Recruitment — goes further: the worker pays nothing for recruitment or deployment, and the receiving company bears those costs. Independent monitoring in Qatar has repeatedly found that fee-charging persists despite the prohibition, which is precisely why we describe a mechanism rather than make an assurance.
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What the worker pays: nothing
Agent fees, trade test costs, medical screening, police clearance, attestation, visa charges and the air ticket are all borne by us and priced into the man-month rate you see. There is no deduction from the worker's wage for any recruitment or deployment cost, and no deduction for accommodation — which Article 12 of Ministerial Decision No. 18 of 2014 prohibits in any case.
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Signed no-fee declarations from every overseas agent
Every agent in our source-country network signs a no-fee declaration as a condition of working with us, and the declaration is held on file with the agent's own licence details. Ask for the declarations covering the corridor your workers come from and we will produce them, agent by agent, with those licence details attached.
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Arrival interview, in the worker's own language
Every worker is asked on arrival, in a language they actually speak, what they paid and to whom. Where a fee has been charged in the source country, it is reimbursed to the worker and the agent relationship is reviewed. This shifts the burden of proof onto the supply chain, which is the same approach the Supreme Committee's Universal Reimbursement Scheme took when it moved the market.
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One contract, signed before travel
The employment contract is on the Ministry of Labour template, signed by the worker at the Qatar Visa Centre before departure, and registered on the Ministry platform. The wage, the profession and the terms on arrival are the wage, the profession and the terms the worker signed. Contract substitution is the single most common recruitment abuse and it does not happen on our file.
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Passports stay with the worker
Passports are the worker's property and are retained by the worker. Secure personal storage is provided in the accommodation. We do not hold passports as security, for any reason, at any point.
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Access to grievance channels
Workers are briefed at induction on the Ministry of Labour complaints platform, the Labour Dispute Resolution Committee, the Workers' Support and Insurance Fund, and their right to elect representatives to a joint committee — which becomes mandatory at 100 or more workers under Law No. 9 of 2026. Raising a complaint is not treated as a disciplinary matter.
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What we do not claim
We are not IRIS-certified, we are not accredited by the ILO, the IOM or the Supreme Committee for Delivery & Legacy, and no supplier of ordinary labour is. Those bodies set standards; they do not endorse contractors. We apply the Employer Pays Principle as company policy with the mechanism described above, and we will show you the declarations, the interview records and the reimbursement log rather than a logo.
11 — ACCOMMODATION, MESSING AND WELFARE
Where the workers live is part of what you are buying
Accommodation is not a benefit and it is not a cost line to be quietly optimised. Under the statutory minimum wage structure it is a legal alternative to a cash allowance, and under Ministerial Decision No. 18 of 2014 it is a regulated standard the Ministry inspects and can suspend an employer's file over. Your client's social-compliance audit will ask to visit it, and we assume they will.
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Accommodation to Ministerial Decision No. 18 of 2014
Worker accommodation operated to the conditions and specifications set by Minister of Labour and Social Affairs Decision No. 18 of 2014, covering room occupancy, ventilation and cooling, individual lockers, water coolers with the required filtration, tiled and ventilated sanitary facilities, dining halls with insect screening, waste and sewage removal, fire equipment to Civil Defence requirements and an approved emergency plan, and appointed cleaners and building supervisors. The building your workers will occupy is identified by address before mobilisation, and it is the building we take you to.
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No deduction for accommodation
Article 12 of the same decision prohibits any deduction from the worker for accommodation. Where we house the worker, the accommodation allowance element of the statutory minimum wage is discharged by providing the accommodation, and this is stated in the employment contract rather than left to be argued about later.
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Messing
Three meals a day provided, or the statutory food allowance paid where meals are not provided. Kitchens operated to the specification in the decision — tiled to the ceiling, non-slip flooring, extraction for smoke and steam, refrigeration and cooking capacity matched to the resident headcount, covered waste containers, and no food preparation outside the kitchen.
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Transport to site
Air-conditioned crew transport to and from site on your shift pattern, with journey planning that accounts for shift change times and site access windows. Vehicles are licensed and insured for passenger carriage and driven by holders of the licence class the vehicle requires — a point worth checking with any supplier, because it is where crew transport most often goes wrong.
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Heat and fatigue
Rosters planned around Qatar's summer working-hours restrictions and around your own heat-stress management regime, with rest, shade and hydration provision at the accommodation as well as on site. For offshore-deployed crew, rotations are built against the field-break rules that apply at the location, confirmed against the operator's own rule before mobilisation, with a named back-to-back and a standing relief pool for every position.
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Health and fitness to work
Fitness-to-work certification held on file for every worker, health insurance active before the first shift, first-aid provision at the accommodation in line with the decision's thresholds, and referral into licensed healthcare rather than informal treatment. We do not operate a clinic or employ medical staff without the Ministry of Public Health facility and practitioner licensing that would require.
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Inspection access
You, and your client, may inspect the accommodation, the messing arrangements and the transport at any time, announced or unannounced. Social-compliance audits are welcomed and scheduled, not managed around.
12 — DIVISION OF RESPONSIBILITY
What you hold, and what stays with us
Put this table into the contract. Ambiguity about duty of care is what turns an incident into a dispute.
In a supply arrangement the worker is our employee and your resource. You direct the work; we remain the legal employer. The line below is the one we contract to, and we will annexe it to the service agreement in whatever form your contracts team prefers.
| Sponsorship, work permit and Qatar ID | Allive Team Services | The worker sits on our commercial registration and immigration file throughout the deployment. |
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| Payroll and Wage Protection System | Allive Team Services | Monthly salary information file lodged against the Ministry record; WPS confirmation available to you on request. |
| Health insurance, gratuity, leave and repatriation | Allive Team Services | Cover under Law No. 22 of 2021, statutory end-of-service gratuity, annual leave and the return air ticket. |
| Accommodation, messing and transport to site | Allive Team Services | Unless the service agreement transfers any of these to the client, in which case the corresponding allowance becomes payable to the worker. |
| Certificate verification and expiry tracking | Allive Team Services | Verified against issuing-body records before mobilisation and renewed before lapse. |
| Replacement of unsuitable workers | Allive Team Services | Like-for-like replacement at our cost where a worker fails your trade test, fails site induction or is found medically unfit inside the guarantee window written into the service agreement. The window is fixed in days before mobilisation, not left to custom or to argument after an induction failure. |
| Government transactions — quota, permits, attestation, QID | Safari Qatar Services Company | Executed under licensed activity 8299031, for the deployed headcount and, where instructed, for the client's own establishment file. |
| Day-to-day work direction and supervision | Client | Task allocation, method, sequencing and quality acceptance sit with your supervision, except where a managed gang with our own charge hand is contracted. |
| Site induction, gate pass, PPE issue and permit to work | Client | Site-specific induction, access control, permit-to-work authorisation and any client-mandated competency assessment. |
| Site HSE and duty of care during working hours | Client | The workplace, its hazards and its controls are yours. We supply personnel trained and certified to work within your HSE management system, and we report incidents into it. |
| Tools, plant, consumables and lifting equipment | Client | Unless specifically priced into the schedule of rates. Third-party certification of lifting equipment is the equipment owner's obligation. |
| Timesheets and overtime authorisation | Client | Approved timesheets are the basis of invoicing. Overtime is paid to the worker at the statutory rate on your authorisation. |
13 — LICENCE POSITION
What is held, what is delivered through partners, and what is not claimed
No certification appears on this page without a certificate number, an issuing body and a scope.
Manpower is a licensed activity and buyers check licences. The standard due-diligence step is to take the legal name, commercial registration number and licence type and number, and verify them directly with the Ministry of Labour's Manpower Registration Department rather than accept a photocopy. We publish the details so that call is short.
- Commercial Registration — Safari Qatar Services Company
- Current
- Ownership and chamber membership
- Current
- Licensed activity 8299031 / 829903 — clearing and government transactions
- Current
- Ministry of Labour recruitment / manpower supply licence
- Not claimed
- Allive Team Services Commercial Registration and employment activity codes
- Current
- Management system certification
- Not held
- Tawteen In-Country Value score
- Not held
- Training and certification authority
- Not held
- Operator vendor status
- Not claimed
14 — QUESTIONS BUYERS ACTUALLY ASK
Frequently asked questions
Is manpower supply the same as recruitment?
No, and the difference is legal rather than commercial. In manpower supply the worker stays on our commercial registration, work permit, sponsorship, payroll and Wage Protection System file, and we remain the legal employer while you direct the daily work. In recruitment the worker transfers onto your establishment card and payroll and becomes your employee, and our responsibility ends at handover. They are separately licensed activities in Qatar, and the licence category has to match what you are actually buying.
Whose sponsorship are the workers on?
Ours, throughout the deployment, under a manpower supply arrangement. That means we hold the visa and sponsorship documents, run the payroll and WPS, provide health insurance, and carry end-of-service gratuity, leave entitlement and repatriation. You retain duty of care on site during working hours, but not the legal employment relationship.
How quickly can you mobilise?
Two different answers, and any supplier giving you one number is not distinguishing between them. From our in-country pool, where a matching worker is already in Qatar with current certificates, transfer and deployment is measured in days. From overseas, the honest figure is four to eight weeks from offer letter to a worker who can start, because the medical, the police clearance, the attestation chain, the quota decision, the visa and the Qatar ID all run at government pace. For a planned shutdown we pre-verify the certification packs and apply for gate passes before your window opens.
Do workers pay any recruitment fee?
No. Article 33 of the Labour Law prohibits it and we apply the Employer Pays Principle across the supply chain. Agent fees, trade testing, medicals, police clearance, attestation, visa costs and the air ticket are borne by us and priced into the rate. Every overseas agent signs a no-fee declaration as a condition of working with us, every worker is asked at arrival what they paid in a language they speak, and any fee found to have been charged is reimbursed.
What happens if a worker is not suitable?
If a worker fails your trade test, fails site induction or is found medically unfit inside the replacement guarantee window written into the service agreement, we replace like-for-like at our cost. That window is fixed in days before mobilisation, so nobody is negotiating it after an induction failure. Outside it, replacement is handled under the notice terms in the agreement. Performance issues that are not competence issues — attendance, conduct — are managed by us on your report, with the disciplinary process the Labour Law requires.
How do I verify that the workers are actually being paid?
Ask us for the monthly Wage Protection System confirmation covering the headcount deployed to you, and check that the salary information file has been lodged. This is a reasonable request and any supplier who resists it is telling you something. Never pay workers directly on a supply contract — it does not fix the supplier's non-compliance and it exposes you to enforcement.
Who provides accommodation, food and transport?
We do, unless the service agreement says otherwise. Accommodation is operated to Ministerial Decision No. 18 of 2014, three meals a day are provided or the statutory food allowance is paid, and air-conditioned transport runs to your shift pattern. If you elect to house or feed the workers yourself, the corresponding statutory allowance becomes payable to the worker and the rate is adjusted accordingly. Nothing is deducted from the worker for accommodation in any scenario.
Can I move a supplied worker onto my own sponsorship later?
Yes, subject to the transfer terms in the service agreement, the worker's own agreement, and the notice period. Since the No-Objection Certificate requirement was removed in 2020, a worker may change employer before contract end on serving notice. We do not block transfers, and we will hand over a complete, transfer-ready documentation file.
Which nationalities can you supply?
Our corridors are India, Nepal, Bangladesh, Sri Lanka, Pakistan and the Philippines for technical and construction trades, and Kenya, Uganda and Ghana in addition for hospitality and general labour. But nationality is constrained by quota: the sponsoring employer must hold permission to recruit a person of that nationality in that profession. We check the quota position before we agree a nationality mix, and we tell you when what you have asked for is not available rather than promising it and slipping.
How do I verify your licence?
Take the legal name, the commercial registration number and the licence type and number from the licence position section above and verify them with the Ministry of Labour's Manpower Registration Department directly. Do the same with any other supplier you are considering. Using an unlicensed supplier does not transfer the exposure away from you — it moves it toward you.
What does Law No. 9 of 2026 change for me as a buyer?
Three things worth knowing. Recruitment-agency violations now carry administrative fines between QAR 3,000 and QAR 25,000, including for not using Ministry-approved contract templates and for recruiting before the required medical — so a supplier cutting corners is now visibly expensive. A new Article 23 bis will require Ministry-accredited training and examination certificates for designated professions before a worker starts, which will affect trade supply once the profession list is published. And the Minister may suspend an establishment's Ministry transactions for non-compliance and extend that suspension to related establishments. Several provisions still await implementing decisions, so we describe them as obligations we are preparing for rather than compliance we already hold.
15 — NEXT STEP
Send the requisition, not just the headcount
Give us the trade, the quantity, the code or standard the worker must be qualified against, the site and its access regime, the shift pattern and rotation, the start date and the expected duration. We will come back with availability split between the in-country pool and overseas sourcing, a realistic mobilisation date for each, and a rate build-up per man-month showing wage, accommodation, food, transport, insurance, mobilisation amortisation and margin.
For a planned shutdown or turnaround, contact us before the window is fixed rather than after. Certification packs, inductions and gate passes are the difference between a crew that starts on day one and a crew that starts on day four.