A Chinese giant had maintained Libyan sales well into eight figures for many years, operating chiefly from a Gulf office and relying on locally hired staff. Lacking work permits, payroll enrolment, and mandatory security clearances, the operation functioned in a grey area that exposed both the company and its people to mounting regulatory and personal risk — and had already left employees unpaid for months. To regularise its position and protect future trade, the firm engaged Qabas to craft a fully compliant employment solution and place all personnel on firm legal ground.
The Situation
When Qabas was contacted, staff had gone months without salaries or expense reimbursements. The client’s former service provider, found to be unlawfully active in Libya, had withdrawn abruptly, leaving every worker outside the national tax and social-security systems and without the security passes required for field activity. Banking controls and labour audits were tightening; shipments risked detention, and any unauthorised employee could be removed from site without notice. The firm faced a complex stand-still that threatened its eight-figure revenue stream and the welfare of its Libyan team.
Our Approach
Within one week Qabas completed a rapid assessment of labour law, tax duties, and security protocol, mapping each compliance gap against head-office policy. We outlined every lawful employment route open to the client, detailing cost, timing, and worker-welfare impact. The board rejected the cheapest path and chose the option that delivered the strongest protection and long-term career continuity for employees keen to contribute to the social-security fund and build future pension rights. A concise action plan and budget won board approval on day ten.
Implementation
Working through an established local partner, Qabas drafted bilingual contracts, lodged labour-office files, and opened tax and social-security accounts for every employee. Security permits were filed with the competent authorities, granting the necessary clearances. Domestic payroll went live in week three, routing salaries and statutory deductions through Libyan banks. On-site briefings covered new terms, grievance channels, and emergency procedures, winning unanimous staff endorsement before the first payroll cycle closed.
Results
All personnel now hold valid work permits, tax numbers, active social-security cover, and security permissions. Formal benefits have lifted morale and stemmed turnover intent. Order fulfilment continues without delay, and finance enjoys clear cost visibility for steady cash-flow planning.
With a robust compliant structure in place, the firm can add head count confident that every new hire will reach full legal readiness in days rather than months. By moving from informal practice to lawful certainty, the company has secured its Libyan market position and reinforced its standing as a responsible employer.
