A/HRC/44/44/Add.2 The law also allowed the expatriate worker in the cases in which the residence permit expired naturally, to return to the country to work in his new job immediately after obtaining a new job opportunity, without waiting for the two-year period that was prescribed under Law No 4 for the year 2009. These measures aim to ensure that migrant workers enjoy their civil rights without discrimination, in particular their right to freedom of movement and leave the country, in accordance with Article 12/2 of the International Covenant on Civil and Political Rights, and Article 5- paragraph-d of the International Convention on the Elimination of All Forms of Racial Discrimination. The Ministry of Administrative Development, Labor and Social Affairs launched the enotification service through which the worker can apply in case he wants to move from one employer to another or in case he wants to leave the country for good, on its website at the following link: http: // e-notice.adlsa.gov.qa / Login.aspx? ReturnUrl =% 2 One of the practical effects of the application of Law N o 21 on the right of the worker to change the employer, an electronic system and a specialized administrative unit was established, 2309 workers - despite the employer's objection- changing the employer was facilitated for the workers who were granted work visas on specific projects, which is known as the restricted visa to move to another business if it meets the other conditions. The following link shows the locations of the headquarters designated to provide and follow-up to the employer's notification to leave work and move to another employer. Article 51 of the Qatari Labor Law allowed the worker to terminate the contract of employment before its expiry date whether it was for a fixed or indefinite period, and without informing the employer while retaining an end of service bonus if the employer violated his obligations legally stipulated in the contract or if there was false information from the employer about the conditions of work or a physical or moral aggression against the worker or one of his family members, or there was a threat to the worker and the employer did not protect him and in this case the worker has the right to leave the work without the need to present the issue to the judiciary, and he is entitled to resort to law enforcement agencies to protect him and provide shelter if necessary. On October 16, 2019, the Council of Ministers also approved a draft resolution for the Minister of Interior to set regulations to facilitate the movement of workers to another employer during the contract period in a manner that preserves the rights of both parties. The State of Qatar is seeking to completely replace the sponsorship system with the contractual labor relationship, and the legislative tools necessary for the adoption of the new system are being prepared, which will have greater flexibility allowing migrant workers subject to the provisions of the Labor Law to navigate the labor market in conformity with international labor standards. C. Protection of domestic workers 1. Law No 15 of 2017 was issued regarding domestic workers, the provisions of which are consistent with international labor standards and the provisions of Convention N o189 of the International Labor Organization regarding decent work for domestic workers; the following points are the guarantees provided by law to protect domestic workers from violations that It was mentioned in the report as follows: (a) Article 12 stipulates that "the maximum working hours shall be ten hours per day, unless agreed otherwise, punctuated by periods of worshiping, rest and eating, and these periods do not fall within the calculation of working hours." And that was organized only in the text mentioned is the maximum daily working hours, as the legislator set it at 10 hours per day, while the model contract approved by the Ministry of Administrative Development, Labor and Social Affairs stipulated in the fourth clause thereof, entitled "Regular working hours and rest periods" It is stipulated that the employee is obliged to perform the agreed work for a period of 8 hours a day, as normal working hours, interspersed with periods of worshiping, rest and dining, which are not counted within the 8