This research adopts a critical analytical approach integrating theory and practice, to shed light on cases of unilateral termination of the employment contract by worker and its impact under the Bahraini Labor Law issued under Law No. (36) of 2012. The study aims to list them, determine their legality, and legal consequences attached to them. It has been noted that there is a wide legal authority for the worker to terminate the employment contract unilaterally , and that this termination may be tantamount to unlawful termination on the part of the employer if it is in accordance with Article (106), and then the worker will receive the compensation stipulated in Article (111), and it may be tantamount to Arbitrary termination by the employer if it is in accordance with Article (105), then the worker receives additional compensation equivalent to half the compensation stipulated in Article (111) as long as the termination is not during the probationary period. Termination may not be in accordance with Articles (105 and 106), however it is permissible without obligating the worker to pay compensation unless he gives notice, and the termination is at an inappropriate time or with the intention of harming the employer or resulted in serious harm to the employer, so the court is responsible for assessing it in contravention of the legally prescribed compensation to the worker upon termination of the contract by the employer. The research concluded that the legislative regulation of terminating the employment contract at the unilateral will of the worker, other than the cases mentioned in Articles (105 and 106), favors the worker without justification, and opens the way for him to arbitrarily use the right to terminate. There must be a parallel between the worker's right to terminate and the employers right not to. Harmful to it, and he recommended the necessity of making legislative amendments to Articles (105, 106, and 112) of the Labor Code.
Sayed Ebrahim Mohsin Adnan al Alawi (Tue,) studied this question.