National Institution for Human Rights – Kingdom of Bahrain Resolution No. 6 of 2013 on the Protection of Workers from Fire Hazards in Facilities and Work Sites; Resolution No. 8 of 2013 on the Regulation of Occupational Safety within Facilities; Resolution No. 12 of 2013 on Reporting Occupational Injuries and Diseases; Resolution No. 31 of 2013 for the Prevention of Electricity Dangers; and ILO Convention No. 155 of 1981 on Occupational Safety and Health and the Working Environment, which was acceded to by the Government under Law No. 25 of 2009. These regulations constitute an integrated system that ensures occupational safety against work hazards and injuries. 15. In terms of the Government’s implementation of the recommendations of BICI report, in particular Recommendation No. 1723/A, which states that the Government should: “take the necessary measures towards ensuring that none of the currently dismissed employees should include an employee who has been dismissed for exercising his right to freedom of expression and the right to express an opinion, assembly and association”, and Recommendation No. 1723/b, which states that: “The Government should use all its powers to ensure that private companies and other employers who have dismissed employees for not attending to work at the time of demonstrations should not receive a less favorable treatment than the treatment shown by the Government towards civil service employees”, the Ministry of Labor stated, in response to NIHR inquiry on how it has dealt with these recommendations, that the completion rate of the dismissed employees case, during ILO mission visit to the Kingdom of Bahrain in early October 2012, amounted to 92%. The Ministry noted that after the settlement of many pending and disputed cases, the completion rate increased to 98%. 16. In the same context, the Ministry explained that with respect to large companies, in which the number of dismissal cases totaled 1765, the completion rate of returning the dismissed employees is 100% in all companies, except two companies. In addition, there are 14 individual cases, which the management of the companies prefers to settle through the court for administrative and legal reasons. Concerning the 45 cases in a major company, which resulted from lack of agreement on the job description offered to them, some of the employees have recently returned to work. With respect to the remaining number, a neutral advisory body has been appointed recently to consider and decide on the difference between the positions offered and the previous positions held by the dismissed employees. The Company agreed to be bound by the recommendation of the advisory body. The Ministry hopes that this step will help end this issue”. 17. Regarding the dismissed employees from medium- and small-sized companies, the Ministry of Labor, as pointed out in its aforementioned response, stated that in cooperation with the parties concerned, 500 cases out of 640 cases were resolved by the returning the employees to their former works. As for the remaining 140 cases, nine cases of workers on temporary contracts who do not wish to return to work and demand financial compensation only, were settled. There are 11 cases of workers who have already obtained commercial registers and practice business under the name of “business owners”, and 26 cases were dismissed since they have no connection with the events that took place, and therefore their cases are considered according to the procedures in place. As for the remaining 94 cases, the Ministry of Labor is seeking to employ them in other facilities, at their option and based on their consent. 18. The provisions of the Labor Law for the Private Sector in force, issued under Law No. 36 of 2012, exclude domestic workers and similar categories from this law. This has created a legislature deficiency in regulating their affairs, recruitment offices, and the rights and obligations of domestic workers and homeowners, considering that domestic workers make up a large segment of expats in the Kingdom. The noticeable 83