A/HRC/44/57/Add.33 whose place of residence is unknown to him. The worker has the right to quit the work without having the permission of the employer, provided that the conditions stipulated in the law are met, besides submitting a request to change the place of work or to resort to the measures of remedy and protection. C. Detention and deportation 29. Para 34: Article (51) of the Qatari Labour Law permits the worker to terminate the contract of employment before the end of its term if it was for a fixed period, and without informing the employer if it was not for a fixed period, while retaining the end of service gratuity as previously stated. 30. The legislator gives the worker the right to leave the job without notice if the employer violated his obligations stipulated by law and agreed upon in the contract, if there was fraud from the employer regarding the conditions of work, physical or moral assault on the worker or one of his family members or there was a threat to the worker and against which his employer does not protect him. 31. In this case, the worker has the right to leave work without notice and without the need to present the matter to the judiciary, and it is not allowed that the worker abandon or give up his right, because in this case the right of the worker relates to the public order and the employee has the right to resort to the legal authorities to protect him, and if necessary to provide him with shelter. These procedures are in line with the Rapporteur’s recommendations No. 68 (a). D. Reforms 32. Para 40, 42 and 43: Provisions of Law No. 21 of 2015 regarding the regulation of entry and exit of expatriates and their residence, and its amendments, also apply to domestic workers who can make a request to change their workplace in the event that the employer is found to be abusive or if the public interest so requires (in accordance with Article 22, Paragraph 2 of Law No. 15 of 2015 referred to). An electronic notification system has been established to enable the worker to change the workplace from one employer to another on the website of the Ministry of Administrative Development, Labour and Social Affairs; with a view to considering these requests and responding to inquiries in accordance with the criteria set forth in the law and then dealing with cases of abuse as a matter of urgency (already mentioned above in details). The exit permit has also been cancelled pursuant to Law No. (13) for the year 2018 by amending Article (7) of Law No. (21) for the year 2015, regarding the regulation of entry and exit of expatriates and their residence, which recognized the right of the worker subject to the Labour Law and domestic workers as well as to temporary exit or final departure from the country during the validity of work contract. It is worth noting that the purpose of requiring the worker to inform the employer 72 hours before departure is to take into account the nature of domestic work and the interests of the families with which domestic workers serve, especially for employed women who rely on domestic workers in taking care of children when they go to work, as well as to avoid the shock of the sudden departure of the worker for children. It is only a prior notification with a view to taking into account the interests of both parties to the contract and this does not prevent the worker from leaving. These procedures are in line with the Rapporteur’s recommendations No. (69) (a) and (c). 13