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Kindly, could you clarify your question in details so we could help you legally better with pleasure.

Please kindly note that, according to the data received by us in your inquiry, and with reference to the Bahraini Labor Law regulating the nature of the contractual relationship between the worker and the employer, first, the matter is related to the type of the work contract, whether it is a fixed-term or indefinite period, and therefore if the work contract is of a fixed-term, it cannot be terminated or resigned until the expiry of the contract. The duration of the contract, and in the event that the employer does not agree to the resignation in this type of employment contract, the worker may be forced to leave Bahrain with a claim for compensation for every loss you suffered, unless the employer agrees to accept the resignation
***As for work contracts for an indefinite period, the resignation can be submitted with giving the employer a notice period and its expiration. The work can be left without any responsibility on you, and the employer can be changed without any threat to you from the sponsor. Otherwise, you have the right to file a complaint before the labor office against it.
It should be noted that after reviewing your inquiry and legal scrutiny we would like to provide you that if you have been hired on a work visa and specified the type of work in the visa you can refuse without being obliged to accept the transfer or change the work, but as long as the work has been changed with your consent and signed the work and want to terminate the work is entitled to work claim compensation if the termination ends before the end of the contract
Article (99):
(a) Either party to a contract of employment may terminate it upon giving the other party thirty days’ prior notice and such contract shall remain effective during the notice period and the parties thereto shall be bound by all the obligations arising therefrom. If the contract is terminated by the employer, agreement may be reached that the notice period shall be more than 30 days.
(b) If a contract of employment is terminated without complying with the notice period, the party that terminates the contract shall pay to the other party compensation for such notice period equivalent to the worker’s wage for the entire notice period or the remainder thereof, as the case may be. If the termination takes place by the employer, the notice period or the remainder thereof shall be reckoned as part of the worker’s service period. If termination takes place by the worker, the contract shall be terminated as from the date of leaving his job duties.
(c) If notice of termination of the contract is given by the employer, a worker shall be entitled to absent himself from work for a whole day in every week or for 8 hours during the week to look for another job, provided that absence shall take place at an appropriate time for the conditions of business and the worker shall be entitled to receive his wage for the days or hours of absence.
(d) The provisions of this article shall not prejudice the right of either party of the contract to claim compensation for termination of the contract, if such claim is justified.
Article 100 :
The notice specified in Article 99 of this Law shall be sent in writing and the party wishing to terminate the labour contract shall send the notice to the other party or his representative and obtain his signature as an acknowledgment of receipt or send this notice by virtue of registered letter with acknowledgment of receipt to the last address provided by the other party.
In cased the party to whom the notice is sent refuses to receive said notice, the other party may prove this through all means of proof.
The notice period starts as of the date of receipt or refusal of receipt of the notice as the case of may be.
The notice of termination of the contract may not be subject to a suspensive or dissolving condition.
Article 101 :
The worker shall be entitled to compensation for termination by the employer unless the termination of the contract is for a legitimate reason.
The burden of proof of the legitimacy of termination of the contract shall be borne by the employer.
Article (102):
(a) If an employer gives notice to the worker for termination of the contract of employment during any leave, the notice period shall only be reckoned from the day following the end of his leave. (b) An employer shall not terminate the contract of employment during the worker’s leave.