Jordan (JO)
Jordan is a stable, welcoming Hashemite Kingdom at the crossroads of the Middle East — home to Petra, one of the Seven Wonders of the World, the legendary Wadi Rum desert, and the mineral-rich Dead Sea.
Employment Rights
Sick leave, dismissal protection and red flags in Jordan.
Jordanian labour law (Labour Law No. 8 of 1996 and amendments) provides a baseline of employee protections, but enforcement is inconsistent — particularly for non-Jordanian workers. The Ministry of Labour (MoL) is the primary enforcement body. Expats should be aware that their legal situation is closely tied to their employer through the work permit sponsorship system, which can create leverage imbalances. Joining an international legal insurance scheme (e.g. through your embassy) or consulting a local labour lawyer before signing contracts is strongly recommended.
Sick leave
Rules: Notify your employer as soon as possible on the first day of illness. A medical certificate from a registered doctor is required from the first day for formal sick leave claims.
Doctor note: Medical certificate required from day 1 for paid sick leave under most employment contracts. Public and private hospital doctors can issue these. Some employers allow self-certification for 1–2 days.
Employer pay: Full salary for first 14 sick days per year. Half salary for the following 14 days per year (Jordanian Labour Law). Many contracts — especially with international employers — offer more generous sick leave.
Long-term: After 28 days, sick leave payment is at employer discretion or governed by contract. Social Security disability coverage applies for long-term medical incapacity after SSC eligibility period is met.
Dismissal protection
Law: Jordanian Labour Law provides protection against unfair dismissal after the probation period. Dismissal without cause requires severance pay (indemnity). Valid grounds for dismissal without severance: gross misconduct, fraud, violence, serious absence without cause. The Ministry of Labour Labour Court handles disputes.
Deadline to sue: Claims for unfair dismissal or unpaid wages must be filed within 3 years of the incident at the Ministry of Labour (Labour Courts / Dispute Resolution). Expats have the same legal standing as Jordanian nationals in labour court.
Probation
Probation period is typically 3 months, up to a maximum of 6 months as stipulated in the contract. During probation, either party can terminate the employment with little or no notice. After the probation period, notice and dismissal protections apply.
Notice periods
Standard notice: 1 month (employees with up to 5 years service). 2 months (5+ years service). Check your contract — international employers often specify 2–3 months. Employer can pay in lieu of notice.
Working time
Max hours: Maximum 8 hours/day and 48 hours/week under Jordanian Labour Law. Ramadan: reduced to 6 hours/day for Muslim employees.
Min rest: Minimum 11 hours rest between working days. 24 consecutive hours rest per week (Friday for most businesses).
Overtime: Overtime must be paid at 125% of normal hourly rate (150% for Friday or public holidays). Overtime must be agreed in writing and cannot exceed 12 hours/week.
Vacation
Minimum 14 working days annual leave (after 1 year of service), rising to 21 days (after 5 years). Public holidays are in addition to annual leave. Many international employers and NGOs offer 20–30 days leave. Annual leave cannot be forfeited without pay — unused leave must be compensated at termination.
Anti-discrimination
Jordanian Labour Law prohibits discrimination in employment based on race, religion, and gender in principle, but enforcement is limited. Gender discrimination in wages is illegal but documented. LGBTQ+ workers have no legal protection under Jordanian law. Foreign nationals have the same legal standing in labour courts as Jordanian nationals. The Ministry of Labour handles formal discrimination complaints.
Contract red flags
- !"Your salary includes overtime" — illegal if it removes the right to additional overtime pay.
- !"All disputes to be resolved outside Jordan" — may be unenforceable for work performed in Jordan.
- !No written contract provided (verbal contracts are legal but very difficult to enforce).
- !Contract in Arabic only with no translation — risk of signing terms you don't understand; request certified translation.
- !No mention of your work permit category — ensure the permit matches your actual job duties.
- !Employer holding your passport — illegal under Jordanian law (Passport Law prohibits employers from confiscating passports); refuse and report to the Ministry of Labour if this happens.
- !Salary below minimum wage (JD 290/month in 2026, unchanged from 2025; rose from JD 260 in January 2025) — unlawful, even for expats.
- !Contract clauses requiring you to repay recruitment or visa costs — can create effective debt bondage; avoid or negotiate removal.
- !No Social Security Corporation (SSC) registration — employer must register you with SSC from day 1 for pension, sickness, and work injury coverage; verify your SSC number.
- !Work permit not obtained before starting paid employment — illegal for non-Jordanians; both employer and employee face fines; obtain permit from the Ministry of Labour before starting work.
- !NGO or volunteer role not clearly contracted — Jordan has specific rules for foreigners working in NGOs; ensure your status is correctly classified and permitted.
- !Employment contract governed only by a foreign country's law — Jordanian Labour Law applies to work performed in Jordan regardless of contract governing law clause; statutory protections cannot be waived.
Employment Rights
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