HR Policies on Expatriates in Qatar World Cup 2022 Preparation

This report provides an in-depth evaluation of Human Resource (HR) policies concerning expatriate manpower utilized during the preparation for the 2022 FIFA World Cup in Qatar. The study examines the significance of the research, the aim and objectives, and the research questions guiding the investigation. A comprehensive literature review explores living conditions, HR practices in Qatar, the role of political parties in personnel appointments, and controversies from the past World Cup in Russia. The methodology section outlines the research design, approach, and type. Data analysis is presented, followed by recommendations and reflections. The report investigates the working conditions of migrant workers, including issues related to the Kafala system, housing, wages, and legal regulations. The research aims to understand the challenges faced by migrant workers, analyze HR practices, and determine the role of political parties. The study also examines controversial issues from the past World Cup to provide insights for corrective actions in Qatar. The findings highlight the need for improved living and working conditions, fair labor practices, and effective HR policies to ensure the well-being of expatriate workers.

An evaluation of HR policies on expatriates’
manpower used during the preparation for the
2022 World Cup in Qatar
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Table of Contents
TITLE:...................................................................................................................................3
1. Introduction.......................................................................................................................3
1.1 Significance of the study.........................................................................................4
1.2 Aim and Objectives.................................................................................................4
1.3 Research Objectives and Research Questions......................................................5
2. Literature Review............................................................................................................. 6
2.1 Living Conditions ................................................................................................... 6
2.2 Human Resource Practises in Qatar....................................................................10
2.3 The role of political parties in appointing personnel from other countries.............11
2.4 Controversy of past World Cup in Russia.............................................................13
3.0 Methodology.................................................................................................................15
3.1 Research Design, Research Approach and Research Type ...............................19
3.2 Rationale.............................................................................................................. 19
4. Data analysis..................................................................................................................21
5. Recommendations and Reflection..................................................................................29
6. Conclusion......................................................................................................................31
REFERENCES...................................................................................................................32
Appendices.........................................................................................................................34
APPENDIX......................................................................................................................... 36
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TITLE:
“An evaluation of HR policies on expatriates’ manpower used during the
preparation for the 2022 World Cup in Qatar”.
1. Introduction
Qatar will be hosting the upcoming FIFA World Cup in 2022, becoming the first Middle
Eastern, predominantly Muslim country to host the tournament, which will also be in the
winter. It was estimated that a total budget of $6.5 billion, is spent to build the stadium and
training sites. The Doha government has signed with numerous Asian countries to bring in
migrant workers to build the infrastructure, including stadiums, streets and hotels in
preparation for the 2022 World Cup. According to By Stephen Castles, Mark J. Miller “The
number of migrant workers employed are close to two million, from the following continents
Asia, Africa and the Middle East.” (Migration in the Asia-Pacific Region, 2019)
The study will evaluate on the reports of the working condition of the migrant workers in
Qatar, including an investigation by The Guardian (2018) revealed that evidence where found
of “forced migrant labour on Qatar’s world cup infrastructure projects". Allegations of
labourers not paid for months, staying in horrible1 living conditions with no access to drinking
water in a country whose temperatures reach 60 Celsius in the summer and remain above 30
Celsius for 10 out of the 12 months of the year. (Average Weather in Doha Qatar, 2018)
In this report, there is discussion about HR policies which are framed at Qatar when
employees come to perform operations from different countries. People who visit countries for
the purpose of profession have crucial position because employment act are not appropriate
for this country. Employer have more authority to control them such as they take over their
passport, they are not allowed to talk to their native relatives, etc. are some crucial act
performed by employer and other authorities there. There is difference in legal rules and
regulations, so it is responsibility of managers of business at Qatar to take control it and
communicate them properly.
1 Very Unplesant.
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1.1 Significance of the study
The study is to understand why migrant workers employed for infrastructure projects such as
building of world cup stadiums have to endure oppression at the hands of their employers.
There had been numerous cases of such incidences that had taken place in the previous
infrastructure buildings of stadium for world cup. Countries like Brazil and Russia, these
countries unlike the case of Qatar, had employed their own nationals with only minority
belonging to foreign workers, but they too had issues similar to that of Qatar with poor
working and depleted living conditions (Abdulwahed and et. al., 2013.).
Significance of this research is to understand living conditions of people who resides at Qatar
for earning money. There are some rules and regulations which has to be performed by
individuals in order to make legal and authentic relations among workers. There is difference
in culture of people, so it is easy to understand issues which workers place because of
change in trend, culture, etc. This research helps to analyse requirement of policies for
employee who come from external countries for proper managing FIFA world cup 2022.
1.2 Aim and Objectives
The studies aim to understand how the Kafala system works (Kafala is a labor migration
system which is used to monitor migrant2 labourers working in domestic and construction
sectors) extracts taken from the daily and past studies indicate that the government of Qatar
has acknowledged and aware of the issues faced by the migrant workers, as the ITUC
(International Trade Union Confederation-Building Worker’s Power) have issued a statement
requesting the Doha government to fortify the manipulative system of how labourers are
sponsored which affects two million migrant workers in Qatar. (March & C, 2015).
There is requirement of many workers in order to make World Cup 2022 most memorable, so
there is requirement of employees. This helps to take proper arrangements for people who
visit Qatar for this purpose. This is relevant for making facilities for people because this is
grand event for all the people. In this event many people are taking prt, so personnel are
hiring from other countries as well. Hence with this research, researcher is able to understand
situation of migrant employees while residing in Qatar, HR practices, legal laws and
2 Persons who moves from one place to another.
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regulations, etc. There is discussion about controversial issue which arise in past World Cup
at Russia. This helps to take corrective actions in order to provide positive result to people
who visit Qatar for World Cup in 2022.
1.3 Research Objectives and Research Questions
The objective of this research is-
 To understand the situation of the migrant workers by conducting interview with 2
nationals (Nepal and India) on their working and living condition in Qatar.
 To analyse the Human Resource Practises in Qatar with reference to Kafala.
 To determine the role of political parties in appointing personnel from other countries.
 To access the Controversial issues of past World Cup in Russia.
Research questions
 What is the situation of migrant workers from India and Nepal while working in Qatar?
 What are the Human Resource Practises in Qatar with reference to Kafala?
 What is the role of political parties in appointing personnel from other countries?
 What are the controversial issues of past World Cup in Russia?
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2. Literature Review
2.1 Living Conditions
To meet the deadline of preparing the infrastructural projects for the tournament, hundreds of
thousands of male workers primarily from Pakistan, India, Sri Lanka, Nepal and Bangladesh
migrated to Qatar to work as low wage labourers. These labourers were from impoverished3
backgrounds, and had hoped to support their families with the wages they would earn, some
of whom had to pay sums of over £3,000 to get the jobs with the promise that this would be
compensated with the wages they receive (ITUC, 2014). This resulted in high interest loans
that they had to take which had high interest rates and some families had to mortgage family
property which also meant that they had to survive whatever conditions they faced as
returning before the loans were paid back would result in default and jail.
The local regulations set high standards for workers housing, allowing companies to house
no more than 4 workers in a room, banning the use of bunk beds, and requiring employers to
ensure potable water, air condition and proper ventilation in all worker accommodations4. The
Humans Right Watch had documented they’re visit to some of the accommodations of the
migrants, and found between eight and eighteen workers in each room, all workers slept in
bunk beds (Abdulwahed and et. al., 2013).
From conducting research it is analysed that worker are not living in good condition. They are
provided with small and conjuncted rooms which affects their health. There is no proper
medication to employees, so they are mistreated. There is no proper remuneration so they
are not able to live in good condition. This affects their morale of working but due to negative
financial conditions they are forced to work. There is n proper light and water facility. Eatable
provided are not of good quality. There is no legal laws and regulations for labours and
employer rule over them. Legal documents such as visa, passport and other ids are kept with
employer so employees are forced to work. There is lack of communication facility, so they
are not able to contact with relatives and dear ones. Hence from the above information it is
concluded that employees does not have good conditions.
3 Poor
4 Room or place to stay.
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There are huge number of people residing in developing nations. There is difference in their
living standard because of imbalance in income level. Hence this makes difference in their
requirements as need as well. There are many countries which are part of developing nation
such as Pakistan, Nepal, India, etc. This is because these countries have low economic
condition which makes them different from developed countries. There are the many
government policies which helps to make improvements in living standard of people such as
free education, cheap rate food, etc. In order to make available information human resource
for planning FIFA world cup, 2022 management committee has to collect proper information
about it and then make resources available for them. There is requirement of personnel for
managing such big event and making changes according to requirement.
There is requirement of large number of employees which is relevant for proper operations of
event. These days’ demand of people residing in developing nation so these demands can be
satisfied with providing them appropriate amount so money. This helps them to reside in
society by satisfying all the demands and requirements. Qatar is the country which gets
employees with other developing countries which is significant for making changes according
to external market. Personnel selected with developing nation can perform business with low
wages which they transfer to their family members for their livelihood5. In these countries,
loans are cheap which helps to perform operations in effective and relevant manner. Qatar is
an urban country hence planning human resource for FIFA 2022 from this country is
expensive. Labours from developing countries are cheap and they are ready to work in low
wages to earn their livelihood. This situation is beneficial for developed countries as they get
low budget employees. So cost for performing operations is low (Aboraya, 2017).
In developing countries, situation of people is not good They do not have house to live, so
they are living in kuccha house in rural areas. But these days, there is urbanisation6, hence
people from rural areas have rental houses or shed areas to reside in such countries. Hence
there is difference in living of standard of developing and developed countries. When
management committee of FIFA 2022, plans actions for workforce from developing nations
so they can easily perform activities according to their basic requirements. This helps to
maintain cost of residing and affording them. These people are ready to give their best in
5 Securing the necessity
6 Process of making rural area urban.
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case they get more money. Hence FIFA 2022 is big event which requires more labour for
performing operations in effective and relevant manner. It is essential to analyse their basic
need and then provide material accordingly.
There are many people who work in foreign countries to get their homes as they are
mortgage under government or other land lords. In case of non-repayment of loan, individuals
are sent to jail or their property is ready to bid as per legal notice. Hence as per survey, it is
identified that there are some basic requirements of individuals of developing countries such
as room with proper ventilation, bed, water, etc. which is sufficient for them to perform their
operations. With such requirements, they are satisfied and ready to work for more than
working hours because they are liable to feed their families.
In Qatar, there is issue of workplace accidents and injuries which is significant and relevant
for performing operations. As there are many changes which are taking place in external
environment, so if at work place new technology is implemented, then possibilities of accident
is high and possibilities of death and injurious is more (Abrar and et. al., 2014). There are
some laws related to work place ethics7 which are followed by managers of industry of Qatar
to provide satisfaction to employees.
Picture 1 & 2 (In appendix) show the depleted condition the migrant workers are living in
(Vavel, 2015) beds and some worker do not have drinkable waters in their own camp. The
conditioning has been broken without repair for weeks and months despite the high
temperatures, and there were some that lived in rooms without windows that were very
mouldy.
Another prevailing8 issue is that workplace injuries from labourers working on the WC project
are the third highest cause of accidental deaths in Qatar. The Ministry of Labour Qatar issued
a statement, informing the Human Rights Watch that only six workers had died in work
related accidents in the last 3 years due to falls (Human Rights Watch, 2012). However, the
reports received from the sending country embassies were contradicting, they reported a
much higher rate of death (Qscience, 2018). The Nepali embassy statistics state that 191
workers died in 2010, 19 resulted from work site accidents and a further 103 died suffering
cardiac arrest, due to harsh living conditions stated in this review (BBC News, 2018).
7 Moral principles
8 Current
8

Chart 1 – Nepal Foreign Worker Death Statistics - (BBC News, 2018)
Qatar has a very restrictive immigration sponsorship law which leaves workers under almost
uncheck control of the employers who sponsored their visas and have the power to sponsor
employers cancelling visas, register them with the police as absconders, subject them to
detention and deportation, deny exit visas meaning the labourers cannot leave Qatar,
passport confiscated, salary not paid all these have left the migrant workers from exercising
their rights and reporting employer’s violation (Ratcliffe, 2018).
Addressing the issues above, brings more inadequate redress to their plight, “ Qatar employs
only 150 labour inspectors to monitor the conditions of 1.2 million workers, none of these
inspectors speak languages commonly spoken by workers in the country and inspections do
not include workers interviews to assess whether workers have possession of their contracts
or passports, and other issues pertaining to their employment. Qatar also has a labour
complaint hotline, it can only receive complaints in Arabic and English, rendering this
reporting mechanism effectively inaccessible to most low-wage workers” (ITUC, 2014).
Even though Qatar’s Labour Laws were supposed to provide protection to workers by
requiring paid annual leave, setting maximum work hours per week, and end of service
bonuses. Employers are also required to pay wages on time, not allowed to confiscate
passports, recruitment agencies were banned from charging labourers’ fees and no work
during midday of the summer months (Qscience, 2018). Worall (2015) states that “Despite
the law is constructed to protect the migrant workers, there is no proper governance in their
system” whereby, the employers can still choose to discriminate the employees by way of
corruption and power. As the Ministry is quoted to say that there no complaints received on
forced labour (Worall, 2015).
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Another impending issue in Qatar, is that they are not a member of key International Human
Rights organisations, including the Covenant on Economic, Social and Cultural Rights
(ICESR). And the International Covenant on Civil and Political Rights (ICCPR). Even though
unions are allowed in Qatar, migrant workers are not allowed to join them, there is also no
minimum wage and there is discrimination against migrant workers from the Indian sub-
continent (Lewis, 2017). As a result, migrant workers cannot unionise to protect themselves
and engage in collective bargaining, whereas in in Brazil, 2014, and South African, 2010, they
were able to do so and gain increased wages, and better safety and health provisions
(Human Rights Watch, 2012).
Conclusion of this study, Former UN Special representative John Ruggie has explicitly noted
that …”it is corporate responsibility to respect human rights that applies across an
enterprise’s activities and through its relationship with other parties, such as business
partners, entities in its value chain, other non-state actors and state agents” (Human Rights
Watch, 2012). All relevant stakeholders who are involved in the issues mentioned regarding
migrant workers have not engaged in conversations that have led to tangible changes that
benefited the migrant workers. ITUC has addressed several of the labour issues with the
Qatari authorities with no success and are proposing9 for rules to be added in the labour-
related criteria to the bidding process of future World Cups. That FIFA employs whistle
blowers to report on misconduct on health and safety code violations or other illegal activities
involving migrant workers employed at FIFA world cup constructions current and future
projects. For future world cup this should not happen, lives should be lost for the purpose of
entertainment, corruption and meeting datelines (Human Rights Watch, 2012).
2.2 Human Resource Practises in Qatar
Human Resources plays a vital role in sustaining the harmony of workers and their living
conditions. The Labour ministry in Doha under the kafala system is created to benefit the
government, employers and other entities through the migrant labours. It is critical to evaluate
the economic growth of the country through the migrant workers and this paper studies on
how the labour department can bring about the changes involving the migrant issue at hand
(ITUC, 2014).
9 Put forward
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There are proper and legal laws which helps to perform business operations according to
legal requirements (Al Jaberi, 2016). In case of any misbehave with workers, then
organisation can be sued and this may create legal boundations for organisation. It is
responsibility of HR manager to analyse HR policies and then policies of association has to
modified. In case it is not done, then this can create legal issues for enterprise. When
employees are placed from different countries, then there must be proper information with
organisation then this is issue for association in case any query from authorised10 association.
Migrants have passport, visa which shows their authentication to be part of country and this
helps to have complete knowledge about people. When some employees are placed from
other country, then working plans policies, legal policies must be conveyed to workforce
which is essential for organisation to avoid legal actions against them.
In Doha, there are different policies related to human resource which is significant for
providing proper working environment to migrant employees. There are some specific laws
such as safe and secure environment act. Hence it is responsibility of management
committee at Qatar to follow them in order to work in ethical and relevant manner. In Qatar,
there are different issues related to migrant employees such as education, engagement,
expansion because it differs from individual to individual. In Qatar migrant employees are not
getting proper pay because there is no basic pay and equal wages principles. Hence they
have low living standard which keeps them dissatisfied with workplace. There is issue to
managing committee of World Cup regarding recruitment. Hey have collect Block Visas from
different developing countries such as Nepal, India, Pakistan, etc. Language barrier is one of
the major issue which is faced by migrant employees, so they are not able to understand task
and their job roles. When World Cup is announced in Qatar, then first major question is about
employee's right because their country has negative image in this context (Al Sowaidi, 2015).
2.3 The role of political parties in appointing personnel from other countries
Political parties refers to government individuals who frame proper rules and regulations in
order to maintain proper working. There are many companies in Qatar who hire individuals
from other countries, so political parties play important role in making strategies for proper
10 Official permission
11

hiring and their documentation. Qatar is the country which does not have good employee
parties which affects selection of candidates for World Cup Purpose. In Qatar there is system
of Kafala system. As per this system, there is more power to employee, so exploitation is
done for employees who are appointed from outside. In order to recruit employees from other
country, it is essential that government of Qatar has to obtain Block Visas. This visas
provided by developing countries which is permission to recruit employees from particular
nation. Hence in this case committee for World Cup can select employee from developing
countries such as India, Pakistan, Bangladesh, etc. In order to select candidate from
developed countries such as Europe is not possible.
Hence in this case it is clear that political parties plays crucial role in selecting candidate from
other country. There is demand to end Kafala act from Qatar in order to provide proper
services to consumers. Government of Qatar has proper documents of employees who are
hired from external countries. So in this case, there are some changes which is significant for
keeping employees retain, this is the proof that they are reliable and hence authentication is
given. There is objection by trade unions related to Kafala which is relevant for providing
satisfaction to consumers (Al-Ghanim, 2015). Hence in this case, it is responsibility of political
party to frame proper policies related to working hours, pay, promotions, etc. In Qatar there is
still ruling system by Royal families, hence in this case role of political party is decreasing.
As per current situation, there is less scope of working of political parties at Qatar. Hence in
this case, it is essential to make changes which is significant in policies, so workers at Qatar
feel safe while dealing with external changes. As in Qatar, World Cup 2022 will held, so in
this case, there must be proper and specific policies which helps to provide satisfaction to
candidates while they work there. As per these days, there are some changes which has to
made in operations which is specification in rules and regulations11 relation to hiring personnel
fro external country. As per change in requirements, it is essential to analyse changes and
then taking actions in order to make alterations in working environment of workers. There is
autocratic system of leadership in Qatar so people do not want to be part of such country.
Political parties has some functions which helps to create proper working environment to
individuals. In case of any issue between managing committee and migrant employee. Hence
possibilities of getting positive outcome is more.
11 Official rules
12