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Employing in Jordan
Jordan’s strategic position at the heart of the Levant, political stability and open business environment make it an attractive base for businesses looking to expand into the Middle East and North Africa (MENA) region.
Limited in natural resources, Jordan’s key strength lies in its highly qualified, flexible and cost-competitive workforce. A combination of high public investment in human resources, industry-specific education and institutions that are strongly committed to vocational and on-the-job training has resulted in a multi-talented and bilingual labour force.
This dynamic nation offers one of the region’s most vibrant environments for innovation, research and development. Paired with the high availability of venture capital and Jordan’s globalised, liberal and forward-thinking society, these characteristics provide a sound environment for international companies to find key talent, business assistance and a willing government partner to enable their growth into the MENA region and beyond.
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Jump to:
Working in Jordan
Jordan’s strategic position at the heart of the Levant, political stability and open business environment make it an attractive base for businesses looking to expand into the Middle East and North Africa (MENA) region.
Limited in natural resources, Jordan’s key strength lies in its highly qualified, flexible and cost-competitive workforce. A combination of high public investment in human resources, industry-specific education and institutions that are strongly committed to vocational and on-the-job training has resulted in a multi-talented and bilingual labour force.
This dynamic nation offers one of the region’s most vibrant environments for innovation, research and development. Paired with the high availability of venture capital and Jordan’s globalised, liberal and forward-thinking society, these characteristics provide a sound environment for international companies to find key talent, business assistance and a willing government partner to enable their growth into the MENA region and beyond.
Country Guidelines
Salary currency
Jordanian dinars (JOD)
Salary (month 13/14)
Salary (month 13/14) Each six month two salaries
Sickness provision/ continuation of salary payments
Every worker is entitled to 14 days a year of sick leave with full pay based on a report by the medical practitioner approved by the establishment. Sick leave may be extended to a further 14 days with full pay if the worker is hospitalised and with half pay if the worker is not hospitalised but provides a report from a medical commission approved by the establishment.
Every worker is entitled to 14 days a year of paid leave to follow a ministry-approved worker’s education course, upon their nomination by the employer or manager of the establishment in coordination with the trade union concerned.
Every worker is entitled to four months of unpaid leave if they wish to study in an officially recognised university, institute or college.
A special leave may be granted to a worker to take unpaid leave once for a maximum period of two years to accompany their spouse if the latter is moved to a workplace in a province other than the one in which they normally work or abroad.
Every worker is entitled to 14 days a year of paid leave to go on pilgrimage, provided that they have been in the employer’s service for at least five consecutive years. Such leave shall only be granted once during the worker’s period of service.
If both parties are agreed, a worker has the right to have leave to take up trade union office.
Statutory benefits
Employees should be registered with the Social Security Corporation.
Employer costs
Employers pay 14.25% of the basic salary if the employee is registered with social security.
Probation periods
Three months minimum. Six months maximum.
Notice period during probation
No notice period required from either the employee or the employer during probation.
Working hours
Normal working hours shall be eight hours a day and shall not exceed in any one week 48 hours over a maximum of six days, excluding meal breaks and rest periods. Working hours shall not exceed that limit except in cases stipulated by the Labour Code.
Rest periods
In excess of six hours a day, minors shall be granted a rest period of at least one hour after four consecutive working hours.
Overtime
A worker may be employed by an employer in excess of normal working hours, provided that they are paid overtime in accordance with the Labour Code, in any of the following cases:
Holiday Entitlement
What is the statutory annual entitlement?
14 days
When does the holiday year run from and to?
Usually 1 January to 31 December. However, it could be from the start of the employee’s contract if applicable.
Is it permitted to carry forward holiday entitlement to the following year?
Yes, only for two years.
| Public holidays | 2021 |
|---|---|
| New Year’s Day | Friday 1 January |
| Labour Day | Saturday 1 May |
| Eid al-Fitr | Likely 12–15 May |
| Jordan Independence Day | Tuesday 25 May |
| Eid al-Adha | Likely 19–23 July |
| Islamic New Year | Likely 9–10 August |
| Prophet’s Birthday | Likely 18–19 October |
| Christmas Day | Saturday 25 December |
Termination
What are the rules on terminating an employee’s contract of employment?
An employee can be terminated in case of being uncompliant with the contract’s code of conduct.
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