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Labour and Employment Law

Labour and Employment Law in Jordan

Practising in Jordan since 2000 CCD Registration No. 497

On this page
  1. What the Practice Covers
  2. Practice Services
  3. The Statutory Framework
  4. Industries Served
  5. Who the Firm Serves
  6. Representative Matters
  7. How the Firm Engages New Labour Matters
  8. Frequently Asked Questions
  9. About Abdullah & Partners
Practice Overview

What the Practice Covers

Labour and employment law in Jordan governs every stage of the employment relationship under the Labour Law No. 8 of 1996 (as amended, most recently by Law No. 10 of 2023) and the Civil Code No. 43 of 1976. The Labour and Employment Team of Abdullah & Partners advises employers, executives, and employees on employment contracts, workforce policies, termination, end-of-service entitlements under Article 32, work permits for the foreign workforce, restrictive covenants, workplace investigations, and Labour Court disputes. Matters span domestic employers, multinationals, diplomatic missions, and senior executives across Jordan.

The practice operates within the Social Security Law No. 1 of 2014, the Foreign Workers Bylaw, the Labour Court Specialization Bylaw, the Civil Procedure Code No. 24 of 1988, and the Bar Association Law No. 11 of 1972. Each lawyer acting on a labour and employment matter is admitted to the Jordanian Bar Association and is registered with the Companies Control Department under No. 497. Engagements typically begin with a fixed-scope diagnostic of the contract architecture, the internal regulations on file with the Ministry of Labour, the Social Security Corporation registration, and the work-permit position of any foreign workforce, before any drafting or contentious step is taken. End-of-service exposure under Article 32 is modelled on the last basic wage with adjustments for partial years, suspended periods, and the interaction with the statutory pension under the Social Security Law. Where a dispute is foreseeable, the firm preserves the 60-day Article 137 limitation for unfair-dismissal claims and the documentary trail required for Article 28 dismissal-for-cause defences before the Labour Court. Wider commercial work sits alongside on the corporate and commercial practice, and contentious labour matters sit alongside the firm's litigation and dispute resolution practice. The firm also coordinates with the foreign investment practice for workforce-permit components of inbound investment files and with the firm's debt collection practice for the execution of Labour Court judgments.

Service Clusters

Practice Services

Twelve service items, organised into four clusters that match how the labour and employment team runs each matter for employers, executives, and employees.

Cluster 1: Contracts, Policies, and Compliance

Anchor

Employment Contracts and Onboarding

Drafting and negotiating bilingual employment contracts under the Labour Law No. 8 of 1996 (as amended by Law No. 10 of 2023): fixed-term, indefinite, part-time, executive, and project-based contracts. The firm advises on probation periods, working hours, overtime, leave entitlements, confidentiality undertakings, and onboarding documentation aligned with the employer's internal regulations.

  • Bilingual (Arabic and English) employment contract templates
  • Executive and senior-hire negotiation packages
  • Onboarding documentation and policy acknowledgements
Supporting

Workforce Policies and Compliance

Drafting employee handbooks, codes of conduct, anti-harassment policies, remote-work guidelines, IT and acceptable-use policies, and whistle-blowing channels. The firm aligns internal regulations with the Labour Law No. 8 of 1996, the Social Security Law No. 1 of 2014, and the Personal Data Protection Law No. 24 of 2023.

  • Employee handbook and code of conduct
  • Anti-harassment and DEI policy framework
  • Internal regulations filing with the Ministry of Labour
Supporting

Executive Compensation and Incentive Plans

Designing executive compensation, equity-linked incentive plans, deferred bonuses, retention packages, and severance arrangements. The firm advises on tax-efficient structuring under the Income Tax Law and the interaction with the Companies Law No. 22 of 1997 for board members and senior managers of public shareholding companies.

  • Equity-linked and phantom-share incentive plans
  • Retention and golden-parachute packages
  • Board and senior-manager service agreements

Cluster 2: Termination, End-of-Service, and Disputes

Anchor

Termination and End-of-Service

Advising on lawful termination under Article 28 (dismissal for cause), Article 25 (compensation for unfair dismissal), and Article 32 (end-of-service gratuity at one month's wage per year of service) of the Labour Law No. 8 of 1996. The firm handles notice calculations, payment-in-lieu, accrued leave, and structured executive exits with discretion.

  • Termination letters and end-of-service settlement packs
  • Article 32 gratuity and Article 25 compensation calculation
  • Confidential executive separation agreements
Supporting

Disputes and Labour Court Litigation

Representation in unfair-dismissal claims, end-of-service entitlement disputes, wage and overtime claims, and collective disputes before the specialised Labour Court under the Labour Court Specialization Bylaw, and on appeal. The firm also handles Ministry of Labour mediation and conciliation, and pre-litigation settlement strategy. Wider contentious work sits on the firm's litigation and dispute resolution practice.

  • Labour Court pleadings and evidence strategy
  • Ministry of Labour mediation representation
  • Settlement-agreement drafting and execution
Supporting

Restrictive Covenants and Confidentiality

Drafting and enforcing non-compete and non-solicitation covenants under Article 26 of the Labour Law No. 8 of 1996 and Article 685 of the Civil Code No. 43 of 1976, subject to reasonableness limits on duration, geography, and scope. The firm also handles trade-secret and confidentiality protections that survive termination.

  • Non-compete and non-solicit clause drafting
  • Enforcement actions and injunctive relief
  • Trade-secret and confidentiality undertakings

Cluster 3: Investigations, Conduct, and Benefits

Anchor

Workplace Investigations

Conducting and advising on internal investigations into misconduct, fraud, harassment, breach of fiduciary duty, and regulatory non-compliance. The firm documents the investigation, conducts witness interviews, prepares findings reports for the board or HR, and structures the disciplinary process to withstand Labour Court scrutiny.

  • Investigation plan and interview protocol
  • Findings report to the board or HR
  • Disciplinary-process documentation
Supporting

Discrimination and Harassment

Advising on equal-pay-for-equal-work obligations introduced by Law No. 10 of 2023, the Article 29(g) sexual-harassment ground entitling the employee to terminate while preserving entitlements, and the Anti-Trafficking Law (2009) covering forced labour. The firm acts in claims, audits, and remediation.

  • Pay-equity audits and remediation
  • Harassment-claim defence and intervention
  • Anti-trafficking compliance reviews
Supporting

Social Security and Benefits

Registration, contribution, and dispute representation under the Social Security Law No. 1 of 2014 covering old-age, disability, work-injury, maternity, and unemployment branches. The firm also advises on the interaction between Social Security pension benefits and the Article 32 end-of-service gratuity for registered establishments.

  • Establishment and employee registration
  • Contribution audits and back-payment disputes
  • Work-injury and benefit-claim representation

Cluster 4: Foreign Workforce, Restructuring, and Collective Relations

Anchor

Foreign Workforce and Work Permits

Work-permit applications and renewals under Article 12 of the Labour Law No. 8 of 1996 and the Foreign Workers Bylaw. The firm advises on sector-specific quotas, closed-occupation restrictions, residency-and-employment coordination, and penalties for unpermitted employment. Also: cross-border secondments and expatriate-package structuring.

  • Ministry of Labour permit applications and renewals
  • Sector-quota compliance reviews
  • Expatriate secondment and assignment packages
Supporting

Restructuring and Redundancy

Workforce restructuring, redundancy programmes, voluntary-separation schemes, and TUPE-like transfers on corporate transactions. The firm advises on notice periods, end-of-service entitlements at scale, collective consultation, and Ministry of Labour engagement to manage reputational and litigation exposure.

  • Redundancy plan and notice schedule
  • Voluntary-separation programme design
  • Workforce transfer on M&A and outsourcing
Supporting

Collective Labour Relations

Advising employers on collective bargaining, trade-union recognition, collective agreements, and collective disputes under the Labour Law No. 8 of 1996. The firm also handles strike-and-lockout scenarios, sector-level negotiations, and engagement with the General Federation of Jordanian Trade Unions.

  • Collective agreement drafting and negotiation
  • Strike and lockout contingency planning
  • Sector-federation engagement strategy
Regulatory Context

The Statutory Framework

Labour and employment work in Jordan operates within a network of statutes and bylaws. The Labour Law No. 8 of 1996 (as amended by Law No. 10 of 2023) is the central instrument; ten further laws and bylaws touch the practice at specific points.

Core Statute

Labour Law

No. 8 of 1996 (am. 10/2023)

Central employment framework for all labour and employment law in Jordan.

Substantive

Civil Code

No. 43 of 1976

Procedure

Civil Procedure Code

No. 24 of 1988

Social Insurance

Social Security Law

No. 1 of 2014

Taxation

Income Tax Law

latest as amended

Corporate

Companies Law

No. 22 of 1997

Profession

Bar Association Law

No. 11 of 1972

Anti-Trafficking

Anti-Trafficking Law

of 2009

Data

Personal Data Protection Law

No. 24 of 2023

Foreign Workforce

Foreign Workers Bylaw

Ministry of Labour

Forum

Labour Court Specialization Bylaw

specialised forum

Statutory framework for labour and employment law in Jordan: the Labour Law No. 8 of 1996 (as amended by Law No. 10 of 2023) at the centre, with ten satellite instruments, Civil Code No. 43 of 1976, Civil Procedure Code No. 24 of 1988, Social Security Law No. 1 of 2014, Income Tax Law (latest), Companies Law No. 22 of 1997, Bar Association Law No. 11 of 1972, Anti-Trafficking Law (2009), Personal Data Protection Law No. 24 of 2023, the Foreign Workers Bylaw, and the Labour Court Specialization Bylaw.
Sector Coverage

Industries Served

The labour and employment practice acts across the principal employer sectors of the Jordanian economy.

Manufacturing & Construction

Work-injury claims, sector quotas, foreign-worker permits, project redundancy.

Banking & Financial Services

Executive comp, restrictive covenants, senior-departure litigation.

Hospitality & Tourism

Seasonal contracts, foreign-worker permits, service-charge structures.

Healthcare & Pharma

Licensed-professional contracts, on-call regimes, conflict policies.

Telecoms & Tech

Equity incentive plans, IP-assignment clauses, remote-work policies.

Retail & FMCG

Store-network workforce, part-time contracts, scale end-of-service.

Aviation & Logistics

Crew employment, shift regimes, safety-critical role discipline.

Diplomatic Missions & NGOs

Locally-engaged staff, immunity considerations, host-country compliance.

Client Profile

Who the Firm Serves

The Labour and Employment Team of Abdullah & Partners acts for the following client categories on labour and employment law in Jordan.

  1. Domestic employers and employer groups across manufacturing, construction, retail, hospitality, healthcare, and professional services on contracts, policies, terminations, and end-of-service settlement.

  2. Multinational employers and regional headquarters on workforce strategy, executive compensation, restrictive-covenant enforcement, and cross-border secondments under the Labour Law No. 8 of 1996.

  3. C-suite executives and senior managers in negotiation of service agreements, equity-linked incentive plans, golden-parachute arrangements, and confidential exits.

  4. Employees and senior individuals in unfair-dismissal claims, end-of-service entitlement disputes, harassment defence, and restrictive-covenant challenges before the Labour Court.

  5. Foreign companies establishing a footprint in Jordan: subsidiary set-up, employment-contract templates, internal regulations filing, and Social Security registration under Law No. 1 of 2014.

  6. Diplomatic missions, UN agencies, and international NGOs on locally-engaged staff contracts, immunity-aware drafting, and host-country labour law compliance.

  7. HR departments and in-house counsel on workplace investigations, disciplinary processes, internal regulations, and Labour Court litigation strategy.

  8. Acquirers, sellers, and target boards on workforce due diligence, TUPE-like transfers, and post-closing employment integration on M&A and outsourcing transactions.

Recent Work

Representative Matters

A selection of recent representative labour and employment matters. Specific client names, individual identities, settlement values, and matter details are kept confidential under Jordanian Bar Association rules and the firm's standing confidentiality undertakings.

Multinational employer, workforce restructuring

Acted for a regional subsidiary of a multinational employer in a workforce-restructuring programme covering several hundred employees. The firm advised on redundancy criteria, statutory notice and end-of-service entitlements under Article 32 of the Labour Law No. 8 of 1996, voluntary-separation incentives, and Ministry of Labour engagement to manage process risk.

Senior executive exit, financial-services sector

Acted for the employer in the confidential exit of a senior executive of a financial-services group. The matter required negotiation of a separation agreement with restrictive covenants, accelerated equity vesting, and a full release; resolved without litigation under tight confidentiality.

Labour Court defence, unfair-dismissal claims

Acted for a domestic employer in defending a cluster of unfair-dismissal claims following a disciplinary process. The firm coordinated the disciplinary record, witness evidence, and Labour Court pleadings; the matters were resolved through a mixture of dismissals on the merits and structured settlements.

Foreign workforce compliance audit

Conducted a foreign-workforce compliance audit for a manufacturing employer covering sector quotas under the Foreign Workers Bylaw, work-permit status, Social Security registration, and remediation of historical exposures. The firm prepared a remediation plan and represented the client in Ministry of Labour engagement.

Workplace investigation, breach-of-trust allegations

Conducted an independent workplace investigation for the board of a corporate client into allegations of procurement misconduct and breach of trust. The firm interviewed witnesses, reviewed documentary evidence, reported findings to the board, and advised on lawful disciplinary measures.

Restrictive-covenant enforcement, technology sector

Acted for a technology employer in the enforcement of non-compete and non-solicitation covenants against a departing senior engineer who had joined a direct competitor. The firm secured injunctive relief and a negotiated settlement protecting the client's customer base and confidential information.

End-of-service settlement, executive departure

Acted for the senior executive in negotiation of an end-of-service settlement following a long tenure at a public shareholding company. The matter required reconciliation of the Article 32 gratuity, accumulated bonus entitlements, equity treatment, and tax structuring before a full release was executed.

Workforce transfer on M&A, retail sector

Acted for the buyer of a retail business in the workforce-transfer aspects of an M&A transaction: due diligence on employment liabilities, consultation strategy, transfer mechanics, and post-closing harmonisation of employment terms across the combined network.

Working With the Firm

How the Firm Engages New Labour Matters

New labour and employment matters move through four stages from initial enquiry to closure of the engagement.

  1. Initial enquiry and conflict check

    Initial enquiries are answered within six working hours during the firm's working week. The firm runs a conflict check before any substantive discussion of the matter.

  2. Scoping and engagement letter

    The firm scopes the matter, identifies the relevant forum (Ministry of Labour mediation, Labour Court, or settlement), estimates cost and timeline, and issues a written engagement letter setting out the agreed terms.

  3. Strategy and prosecution

    The firm develops the strategy, drafts contracts, policies, or pleadings, manages evidence, conducts workplace investigations where appropriate, and prosecutes or defends the matter through the Labour Court and appellate stages.

  4. Enforcement and closure

    Where applicable, the firm enforces the judgment through the Execution Department, secures payment of end-of-service entitlements or court-ordered compensation, and reports closure of the matter to the client.

Common Questions

Frequently Asked Questions

Answers to the questions employers, executives, and employees most often ask about labour and employment law in Jordan. The firm-level FAQ on the Practice Areas Hub answers questions about the firm as a whole.

How is end-of-service gratuity calculated under Jordanian Labour Law?

Under Article 32 of the Labour Law No. 8 of 1996 (as amended by Law No. 10 of 2023), employees who complete at least one year of service are entitled to an end-of-service gratuity of one month's wage per year of service. Where the employer is registered with the Social Security Corporation under the Social Security Law No. 1 of 2014, the statutory pension and lump-sum benefits replace the gratuity obligation. Calculation uses the last basic wage. Partial years are pro-rated. The end-of-service gratuity is payable on termination of the employment relationship for any reason other than dismissal for cause under Article 28.

What notice period is required to terminate an employment contract in Jordan?

Under the Labour Law No. 8 of 1996 (as amended), an indefinite employment contract may be terminated by either party on at least 30 days' written notice. The notice period may be longer if specified in the contract or in the employer's internal regulations. During the notice period the employment relationship and all contractual obligations continue. Payment in lieu of notice is permitted. Fixed-term contracts end on their stated expiry date without notice; early termination by the employer without lawful cause triggers compensation for the remainder of the term.

Can an employer terminate an employee without cause in Jordan?

Jordanian law distinguishes between termination for cause (Article 28 of the Labour Law No. 8 of 1996) and termination without cause. Termination without lawful cause exposes the employer to compensation under Article 25, calculated as one-half month's wage for each year of service with a minimum of two months' wages, in addition to the notice payment and the end-of-service gratuity. The employee may sue before the Labour Court for unfair dismissal within 60 days of termination. Reinstatement is not a routine remedy; compensation is the principal relief.

What are the rules for employing foreign workers in Jordan?

Foreign employees require a work permit from the Ministry of Labour under Article 12 of the Labour Law No. 8 of 1996 and the Foreign Workers Bylaw. Sector-specific quotas apply, and the employer must register the foreign employee with the Social Security Corporation under the Social Security Law No. 1 of 2014. Permits are typically issued for one year, renewable on a year-by-year basis. Closed occupations are reserved for Jordanian nationals. Penalties for employing a foreign worker without a permit include fines, deportation, and a bar on future applications.

Are restrictive covenants enforceable in Jordanian employment contracts?

Non-compete and non-solicitation covenants are enforceable in Jordan subject to reasonableness limits under Article 26 of the Labour Law No. 8 of 1996 and Article 685 of the Civil Code No. 43 of 1976. The covenant must be limited in time, geographic scope, and the type of activity restricted, and must protect a legitimate business interest. Courts will modify or strike down covenants that are excessive in duration or scope. Confidentiality undertakings have a broader enforcement runway and survive termination indefinitely for trade secrets.

How long does a Labour Court case take in Jordan?

First-instance Labour Court matters in Jordan typically take 3 to 9 months, depending on complexity and the number of witnesses. The Labour Court is specialised under the Labour Court Specialization Bylaw and applies expedited procedures. Appeals to the Court of Appeal extend the timeline by a further 6 to 12 months. Cassation is available where the matter exceeds the statutory threshold or raises a question of law. The 60-day limitation under Article 137 of the Labour Law to bring an unfair-dismissal claim is strict.

When must an employer register an employee with Social Security in Jordan?

Under the Social Security Law No. 1 of 2014, every employer engaging one or more workers must register the establishment and each employee with the Social Security Corporation from the first day of work. Contributions cover old-age, disability, death, work injury, maternity, and unemployment branches. The employer contribution is approximately 14.25% of wages and the employee contribution approximately 7.5%, both calculated on the insured wage. Late registration triggers penalties and back-payment of contributions with interest.

What protections apply against workplace discrimination and harassment in Jordan?

The Labour Law No. 8 of 1996 (as amended by Law No. 10 of 2023) introduced equal-pay-for-equal-work provisions and reinforced protections against workplace discrimination. Article 29(g) classifies sexual harassment as a ground entitling the employee to terminate the contract while preserving full statutory entitlements. The Anti-Trafficking Law of 2009 covers forced labour. Internal investigations should be conducted with documented procedures; findings can support disciplinary action and defend subsequent Labour Court claims.

Is a lawyer required to defend a Labour Court matter in Jordan?

Article 41 of the Bar Association Law No. 11 of 1972 and its amendments requires representation by a master lawyer admitted to the Jordanian Bar Association before the Labour Court for matters above the Magistrate Court thresholds. For larger employment claims (typically those exceeding 1,000 JOD on contract claims and 3,000 JOD on execution matters) lawyer representation is mandatory under penalty of nullity. Foreign companies must be represented by an admitted Jordanian master lawyer.

What maternity and parental leave entitlements apply under Jordanian Labour Law?

Under Article 70 of the Labour Law No. 8 of 1996 (as amended by Law No. 10 of 2023), a female employee is entitled to 70 days of fully paid maternity leave; maternity benefits are paid by the Social Security Corporation to the insured employee, subject to the statutory conditions, under the maternity branch of the Social Security Law No. 1 of 2014. The 2023 amendments also introduced three days of paid paternity leave for a father on the birth of a child. A nursing mother is entitled to one paid hour per day for breastfeeding for one year following delivery. Termination during maternity leave or during pregnancy from the sixth month onward is prohibited and exposes the employer to compensation and reinstatement obligations before the Labour Court.

If a question above does not address the matter at hand, contact the firm directly through the central intake. The firm responds to new enquiries within six working hours.

About the Firm

About Abdullah & Partners

Abdullah & Partners is a law firm based in Amman, Jordan, practising since 2000. The firm is registered with the Companies Control Department under No. 497, and every lawyer practising at the firm is admitted to the Jordanian Bar Association under the Bar Association Law No. 11 of 1972 and its amendments. Each lawyer takes the oath under Article 23 of that Law to perform his duties with “honesty and honour”, and Article 54 directs every lawyer to uphold the principles of “honour, uprightness, and integrity”.

The firm's labour and employment practice covers contracts, workforce policies, termination, end-of-service, work permits, workplace investigations, restrictive covenants, and Labour Court disputes under the Labour Law No. 8 of 1996 (as amended by Law No. 10 of 2023), the Civil Code No. 43 of 1976, the Social Security Law No. 1 of 2014, the Foreign Workers Bylaw, and the Labour Court Specialization Bylaw. More on the firm and its history is on the About page; the firm's contentious labour matters sit alongside the litigation and dispute resolution practice.

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Explore More

Three practice areas that frequently sit alongside the firm's labour and employment law in Jordan work.

Litigation & Dispute Resolution

Commercial litigation across the Court of First Instance, Court of Appeal, and Court of Cassation under the Civil Code and Civil Procedure Code, including employment-related contentious work.

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Corporate & Commercial

Group structuring, restructurings, workforce transfers, and the wider commercial contracting that surrounds executive compensation and senior-management service agreements.

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Debt Recovery & Enforcement

Dedicated creditor enforcement before the Execution Department for recovery of court-ordered employment entitlements and end-of-service settlements under the Execution Law No. 25 of 2007.

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Maintained by the Labour and Employment Department of Abdullah & Partners, admitted to the Jordanian Bar Association under the Jordanian Bar Association Law No. 11 of 1972. Last reviewed: May 2026. Next scheduled review: November 2026.

This content is provided for general informational purposes only and does not constitute legal advice. The information reflects the position of Jordanian law as of the last-reviewed date above. Laws, regulations, and judicial interpretations may change. Readers should consult a qualified Jordanian lawyer regarding their specific circumstances. For matter-specific guidance on labour law in Jordan or employment law in Jordan, including termination, end-of-service entitlements, work permits, and Labour Court disputes, contact the firm directly. Practising under the Bar Association Law No. 11 of 1972 and registered with the Companies Control Department under registration number 497.

Abdullah & Partners

Abdullah & Partners is a law firm in Jordan, based in Amman, providing legal services in accordance with the laws of Jordan, the Jordanian Bar Association Law, and international conventions in force.

Established in Amman · Member of the Jordanian Bar Association

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