Article 149:

(Repealed)

Article 150:

(Repealed)

Article 151: 

  1. A working woman shall be entitled to a fully paid maternity leave of (twelve) weeks, of which the six weeks following childbirth are mandatory, and she may distribute the remaining six weeks as she sees fit, commencing from four weeks before the expected date of childbirth. The expected date of childbirth shall be determined by a medical certificate certified by a health authority. In the event that the remaining leave period is less than (six) weeks due to a delay in childbirth beyond the expected date, the remaining period shall be considered unpaid leave. In all cases, the female employee shall have the right to extend this unpaid leave for a period of one month.

  2. A female employee, in the event of giving birth to a sick child or a child with special needs whose health condition requires continuous accompaniment , shall be entitled to a fully paid leave of one month commencing after the end of the maternity leave period, and she has the right to extend the leave for a period of one month as unpaid leave. 

Article 152: 

(Repealed)

Article 153: 

The employer shall provide medical care for the female worker during pregnancy and childbirth.

Article 154: 

Upon returning to work after maternity leave, a female worker shall be entitled to one or more periods of rest, not exceeding a total of one hour per day, for the purpose of nursing her child. This is in addition to the rest periods granted to all workers, and these period(s) shall be calculated as part of the actual working hours without any reduction in pay.

Article 155: 

The employer may not dismiss a female worker or give her notice of dismissal during her pregnancy or maternity leave, and this includes the period of illness arising from either, provided that the illness is proven by an accredited medical certificate and that her absence does not exceed one hundred and eighty (180) days in a year, whether continuous or intermittent.

Article 156: 

(Repealed)

Article 157: 

A female worker shall forfeit her entitlement under the provisions of this Chapter if she works for another employer during her authorized leave period. In such a case, the original employer may withhold her wages for the leave period or recover any wages already paid to her.

Article 158: 

In all workplaces and occupations where women are employed, the employer shall provide them with seats to ensure their rest.

Article 159: 

  1. Every employer who employs fifty (50) or more female workers shall provide a suitable place with a sufficient number of nannies to care for the children of the female workers who are under six years of age, provided that the number of such children reaches ten (10) or more.

  2. The Minister may obligate an employer who employs one hundred (100) or more female workers in a single city to establish a nursery either independently or in partnership with other employers in the same city, or to contract with an existing nursery to care for the children of female workers who are under six years of age during working hours. In this case, the Minister shall determine the conditions and regulations governing such a nursery, as well as the proportion of costs to be borne by the female workers benefiting from this service.

Article 160: 

  1. A Muslim female worker whose husband passes away shall be entitled to a fully paid 'Iddah' leave for a period of not less than four months and ten days from the date of death. She shall have the right to extend this leave without pay if she is pregnant during this period until she gives birth. She may not utilize the remaining portion of the 'Iddah' leave granted to her under this Law after giving birth. 

    1. A non-Muslim female worker whose husband passes away shall be entitled to a fully paid leave for a period of fifteen days.

In all circumstances, a female worker whose husband has passed away may not engage in any work for another employer during this period.

The employer shall have the right to request supporting documents for the aforementioned cases.