Civil service legislation is one of the main pillars that regulate the relationship between employees and the government apparatus to which they belong, as it seeks to achieve a balance between the interests of both parties, taking into account the special circumstances that may face certain categories of employees, and among these categories, comes the employed woman who needs special legislative protection that takes into account her biological and social nature, especially with regard to leaves associated with pregnancy, childbirth and child care. In Jordan, the Service and Public Administration Authority regulates in Regulation No. (33) of 2024 many aspects related to the rights and duties of employees, including special vacations for employed women. These leave include maternity leave, sick leave related to pregnancy and childbirth, and other leaves aimed at providing a supportive work environment for women, enabling them to reconcile their job and family responsibilities. This study aims to analyses the leaves of women employed according to the Service and Public Administration Authority, with a comparison with similar legislation in some Arab countries, including the Kingdom of Bahrain, which has played positive roles in the field of women, in order to determine the adequacy of these leaves and their suitability to practical reality, in addition to identifying the strengths and weaknesses of the Jordanian and Bahraini system. Through this study, the importance of these leaves in enhancing the role of women in the public service will be highlighted, and how legislation can contribute to achieving social justice and gender equality in the work environment in order to achieve sustainable development, and the study will also provide recommendations to improve current legislation to ensure greater protection of the rights of women employees, and support their active participation in economic and social development.