Labor Law in Jordan – Know Your Rights and Defend Your Work

Under the Jordanian Labor Law, if an employee is terminated without a legal reason or proper notice, they may be entitled to compensation for unfair dismissal, in addition to any unpaid wages and benefits. Employers must follow lawful termination procedures and respect notice periods. If your termination was arbitrary or without justification, you have the right to file a labor complaint or take legal action before the Labor Court in Jordan

According to the Jordan Labor Law, end-of-service compensation (also called severance pay) depends on the nature of the contract. For indefinite contracts, employees are generally entitled to one month’s wage for each year of service if they resign after five years, or if they are dismissed unfairly. Specific calculations may vary depending on contract type, years of service, and reason for termination.

Yes. As per Article 59 of the Jordanian Labor Law, any work exceeding the standard 8 hours per day or 48 hours per week qualifies as overtime. Employees are entitled to a 25% increase over their regular hourly wage for overtime, and 50% for work on official holidays or weekends, unless otherwise agreed by contract. If you are not receiving your overtime pay, you may file a claim.

Yes. Foreign workers in Jordan have the same labor rights as Jordanian employees under the Jordanian Labor Law. They can file complaints regarding unpaid wages, illegal termination, or poor working conditions. It is also essential that foreign workers have valid work permits to ensure legal protection. Our office assists foreign workers in navigating their rights and filing complaints before the competent authorities

The Labor Law in Jordan grants women several protections, including paid maternity leave for 10 weeks, protection from dismissal during pregnancy and maternity leave, and the right to nursing breaks. Employers with more than 20 female employees must provide a childcare facility. Women also have full rights to equal pay and protection from workplace discrimination and harassment

To legally work in Jordan, a foreign worker must obtain a valid work permit issued by the Ministry of Labor. The employer is responsible for submitting the application, and approval depends on the type of job, availability of local workers, and sector regulations.
Key requirements include:

• A valid employment contract

• A medical examination from an approved clinic

• No criminal record

• Compliance with sector-specific conditions (e.g., agriculture, construction, domestic work)

Foreigners are not allowed to work without a permit, and doing so may result in fines, deportation, or legal penalties. Our law office can help with legal advice and follow-up on foreign labor permits in Jordan.

A non-Jordanian worker must obtain a work permit issued by the Minister of Labor. The work permit is granted for one year only and may be renewed in accordance with Jordanian labor law.

Under Article 21 of the Jordanian Labor Law, an employment contract ends in the following cases:

• By mutual agreement: When the employer and the employee agree to terminate the contract.

• Expiry of the contract term: Upon the completion of the agreed contract period, or the completion of the specific work for which the contract was concluded.

• Death or incapacity of the employee: If the employee dies or becomes unable to work due to illness or disability, as proven by an approved medical report.

• Retirement: If the employee meets the conditions for early or old-age retirement under the Social Security Law, unless both parties agree to continue the employment

If either party (the employer or the employee) wishes to terminate an indefinite-term employment contract, the following rules apply:

• Written notice: The terminating party must notify the other party in writing at least one month before the termination date.

• Notice period: The employment contract remains valid during the notice period, and this period is counted as part of the employee’s service.

• Employer’s option during notice: The employer may exempt the employee from work during the notice period while paying the full wage, or require the employee to continue working, except for the last seven days, with full pay in all cases.

• Failure to complete notice: If the employee leaves work before the end of the notice period without a lawful reason, they are not entitled to wages for the remaining period and must compensate the employer with an amount equal to the wage for that period.

According to Article 29(a) of the Jordanian Labor Law, an employee has the right to leave work without prior notice while retaining all labor rights in the following cases:

• Change in job nature: If the employer assigns the employee to work that is substantially different from what was agreed upon in the employment contract.

• Change of residence: If the employment requires changing the employee’s permanent place of residence, unless otherwise stated in the contract.

• Demotion: If the employee is transferred to a position of a lower grade than agreed upon.

• Wage reduction: If the employee’s wage is reduced, subject to the provisions of Article 14 of the law.

• Health risk: If it is proven by an approved medical report that continuing the work poses a risk to the employee’s health.

• Assault or abuse: If the employer or their representative assaults the employee by beating, humiliation, or any form of sexual harassment or assault.

• Non-compliance with the law: If the employer fails to comply with the provisions of the law after being notified by the Ministry of Labor

Employees who are not covered by the Social Security Law and whose employment ends for any reason are entitled to an end-of-service gratuity. The gratuity is calculated at the rate of one month’s wage for each year of actual service, with proportional payment for incomplete years. The calculation is based on the last wage received during the period of employment

If an employee passes away, their rights under the Jordanian Labor Law, such as the end-of-service gratuity, are transferred to their legal heirs. These rights also include any entitlements in social security or pension funds

Under Jordanian labor law, an employer may hire an employee on a probationary period to assess their competence, which cannot exceed 3 months. During this period, the employee must receive at least the minimum wage (290 JOD). The employer may terminate the contract without notice or end-of-service gratuity. If the employee continues after the probationary period, the contract becomes an indefinite-term employment contract, and the probationary period is counted as part of the total servic

The minimum wage in Jordan is currently 290 JOD per month, as set by Jordanian labor law.

Under Jordanian labor law, an employee cannot work more than 8 hours per day or 48 hours per week. Break times are not included in the total working hours.

Under Article 59 of the Jordanian Labor Law, an employee may work beyond the daily or weekly working hours with their consent. For such overtime hours, the employee must receive a wage of at least 125% of their regular pay

If an employee works on their weekly rest day, religious holidays, or official public holidays, they are entitled to additional pay of at least 150% of their regular wage for that day, in accordance with Jordanian labor law

Every employee is entitled to 14 days of paid annual leave per year of service, unless a longer period is agreed upon. After completing five continuous years of service with the same employer, the annual leave increases to 21 days. Public holidays, religious holidays, and weekly rest days are not counted as part of the annual leave unless they fall during the leave period

Every employee is entitled to 14 days of paid sick leave per year based on a medical report from an approved physician. Sick leave may be extended for an additional 14 days: at full pay if the employee is hospitalized, or at half pay if the extension is based on a report from a medical committee approved by the institution and the employee is not hospitalized

A working woman is entitled to paid maternity leave before and after childbirth for a total period of ten weeks. At least six weeks must be taken after delivery, and it is prohibited to employ her before the end of this postnatal period

After the end of the maternity leave provided under Article 70 of the Jordanian Labor Law, a working mother is entitled, within one year from the date of childbirth, to take one or more paid breaks for the purpose of breastfeeding her newborn, provided that the total duration does not exceed one hour per day