The probationary term for employees has been shortened to 90 days by the Qiwa platform, which is part of the Ministry of Human Resources and Social Development (MHRSD). The platform changed the clause on electronic labour contracts that include probationary periods in the column. The modification states that the Labour Law's maximum probationary term is now 90 days rather than 180 days. "If the worker was subject to a probationary period, it should not exceed 90 days," according to Article 53 of the Labour Law.
This modification was implemented as a result of companies using the platform to create employment contracts and making a mistake by setting the probation term to 180 days. The provisions of the Labour Law emphasised that, as stated in Article 20 of the Executive Regulations of the Labour Law, if both parties to the contractual relationship wish to extend the probation period to 180 days, this must be carried out by a written agreement between them after beginning to implement the employment contract during the validity of the original probation period.
The Ministry of Human Resources and Social Development declared that, by the end of last month, businesses will have to register eighty percent of employee contracts using the Qiwa platform, marking the beginning of the third phase of contract documentation.
According to the platform, enterprises who do not commit to documenting 80 percent of employee contracts within the first phase, which concluded in the third quarter of 2023, would have some electronic services blocked. The most well-known halted services were requests to switch professions, transfer of services, and fast visas. This follows the ministry's decision to mandate that businesses use the platform to electronically record every employee's contract.
The MHRSD's services and solutions to improve the electronic services offered to the regional employment sector are made available via the Qiwa platform.
