30. With regard to the rights of persons with disabilities, the National Institution values the promulgation of Law No (22) of 2017 amending Article No. (2) of Law No. (74) of 2006 on the Welfare, Rehabilitation and Employment of Persons with Disabilities, which specified the scope of applicability of the Law to include Bahraini nationals with disabilities and the children with disabilities of Bahraini women married to foreigners who are permanently residing in the Kingdom of Bahrain. This entailed the extension of the rights stipulated in the above mentioned Law to Bahrainis with disabilities, as well as the children with disabilities of Bahraini women married to foreigners, provided the children have permanent residence in the Kingdom of Bahrain. 31. Regarding the right of women to work, the Labour Law in the Private Sector promulgated pursuant to Law No. (36) of 2012 contains many advantages and rights that have created a legal framework aimed at protecting the Bahraini women in line with the relevant International Labour Organization (ILO) conventions. The most important of which is to allow the employment of women during the night period, notwithstanding the exception of prohibiting the employment of women in certain professions, and to increase the maternity leave for women from forty-five days to sixty days, as well as entitling the female worker to obtain an unpaid leave for taking care of her child not exceeding six years of age, of a maximum of six months each time for three times throughout the period of her service. 32. In addition, the Labour Law in the Private Sector entitles the female worker to two hours per day to care for and breastfeed her child until her child reaches six month of age, and a total of one hour per day until her child reaches one year of age. In addition, the Muslim female worker is granted the “Idda”, which entitles her to a one month paid leave in the event of the death of her spouse. Moreover, she is entitled to complete the “Idda period” of three months and ten days from her annual leave; and in the event the balance of her annual leave is insufficient, she may take an unpaid leave. 33. In the same context, Law No. (28) of 2012 amending certain provisions of the Public Security Forces Law promulgated by Decree-Law No. (3) of 1982, took the same approach, in which women members of the public security forces are treated in the same way as female civil servant employees regarding the breastfeeding, maternity, and the “Idda leaves. 34.  The National Institution values the issuance of the Civil Service Council’s decision, which stipulated the establishment of standing committees for equal opportunities in all the ministries and official institutions, provided that the rank of the chair of the committee is not less than an assistant undersecretary and the members are representatives of the main operating sectors in the organization at the level of department directors, including the director of the department of human resources, and equivalent, as a permanent member of the Committee. In addition, it recognizes the issuance of Civil Service Directives No. (4) of 2014 on establishing equal opportunities committees in governmental bodies, which is specialized in setting rules, standards, and plans related to implementing the principles of equal opportunities; achieving full integration of the needs of women in the context of equal opportunities; following up its implementation; and providing advice in 74