Labor Law Overview – Jordan
Jordan’s labor law provides a structured framework to protect both employees and employers, making compliance essential for any organization operating locally. To ensure a smooth implementation, consider partnering with Menara Partners, a trusted business partner in navigating these regulations.
Key Points:
Employment Contracts:
Every employee must have a written contract specifying job role, salary, work hours, benefits, and termination terms. Contracts can be fixed-term or indefinite and must comply with Labor Law regulations. Operational impact: Clear contracts reduce disputes and ensure international organizations remain compliant from day one.
Working Hours & Leave:
The standard workweek is 48 hours (8 hours/day, 6 days/week). Employees are entitled to:
- Annual leave: typically 14–21 days depending on seniority.
- Public holidays: 14 official days per year.
- Sick leave: paid for a limited period.
- Maternity/paternity leave: mandated by law.
Operational impact: Organizations must incorporate leave management in payroll and staffing plans.
Wages & Social Security:
Employers must respect the minimum wage and timely payment of salaries. Contributions to social security cover pensions, health, and workplace injury benefits. Operational impact: Non-compliance can lead to fines and legal disputes; automated payroll systems help ensure accuracy.
Termination & Severance:
Termination must follow legal grounds, such as performance issues, redundancy, or misconduct. Unfair dismissal may result in compensation. Severance pay depends on the type of contract and employee tenure. Operational impact: Organizations should maintain documented performance records and HR policies to manage terminations compliantly.
Health & Safety Compliance:
Employers must provide a safe working environment and comply with occupational safety standards. Operational impact: Regular safety audits and employee training are recommended.
Enforcement & Inspections:
Labor inspectors can review compliance on wages, contracts, and benefits. Fines may apply for violations. Operational impact: Staying proactive with audits and HR administration avoids regulatory risks.
For practical, compliant implementation, talk to Menara Partners, your trusted business partner.
Labor Law Overview – Iraq
Jordan’s labor law provides a structured framework to protect both employees and employers, making compliance essential for any organization operating locally. To ensure a smooth implementation, consider partnering with Menara Partners, a trusted business partner in navigating these regulations.
Key Points:
Employment Contracts:
Every employee must have a written contract specifying job role, salary, work hours, benefits, and termination terms. Contracts can be fixed-term or indefinite and must comply with Labor Law regulations. Operational impact: Clear contracts reduce disputes and ensure international organizations remain compliant from day one.
Working Hours & Leave:
The standard workweek is 48 hours (8 hours/day, 6 days/week). Employees are entitled to:
- Annual leave: typically 14–21 days depending on seniority.
- Public holidays: 14 official days per year.
- Sick leave: paid for a limited period.
- Maternity/paternity leave: mandated by law.
Operational impact: Organizations must incorporate leave management in payroll and staffing plans.
Wages & Social Security:
Employers must respect the minimum wage and timely payment of salaries. Contributions to social security cover pensions, health, and workplace injury benefits. Operational impact: Non-compliance can lead to fines and legal disputes; automated payroll systems help ensure accuracy.
Termination & Severance:
Termination must follow legal grounds, such as performance issues, redundancy, or misconduct. Unfair dismissal may result in compensation. Severance pay depends on the type of contract and employee tenure. Operational impact: Organizations should maintain documented performance records and HR policies to manage terminations compliantly.
Health & Safety Compliance:
Employers must provide a safe working environment and comply with occupational safety standards. Operational impact: Regular safety audits and employee training are recommended.
Enforcement & Inspections:
Labor inspectors can review compliance on wages, contracts, and benefits. Fines may apply for violations. Operational impact: Staying proactive with audits and HR administration avoids regulatory risks.
For practical, compliant implementation, talk to Menara Partners, your trusted business partner.
