Jordan – Employment Terms and Conditions

What are the standard working hours in Jordan, and how is overtime regulated?

The Jordanian Labour Law stipulates that adult employees must not work more than 8 hours in a single day or 48 hours across a working week, with meal and rest breaks excluded from these calculations. The standard workweek is generally structured over six days. In practice, many private-sector businesses — particularly those based in Amman and other major cities — operate from Sunday through Thursday.

Workers are entitled to a rest break of at least 30 minutes for every 6 hours worked and must receive a minimum of one full day off each week, which is ordinarily Friday. Some industries require staff to be present on public holidays, in which case additional compensation applies. Employees aged 17 or under are subject to stricter limits of 6 hours per day and 36 hours per week.

Article 59 of the Jordanian Labour Law permits employers to extend daily or weekly working hours with the employee’s agreement, provided that any time worked beyond the standard limits is compensated at no less than 125% of the employee’s ordinary wage rate. Where work falls on a weekly rest day, religious feast, or public holiday, the minimum overtime premium rises to 150% of the normal wage.

The Labour Law caps overtime at 4 additional hours per day, meaning the combined total of regular and overtime hours cannot exceed 12 hours daily. On a weekly basis, overtime is limited to 16 hours, bringing the maximum total to 64 hours for adult workers. Article 57 further restricts mandatory overtime to no more than 30 days in any calendar year.

Overtime pay, like regular salary, must be disbursed on a monthly basis and settled within seven days of becoming due — a requirement that was clarified under the 2023 amendments to the Labour Law. Employees in senior management or highly specialised professional roles may be classified differently under the law, which can affect whether these overtime provisions apply to them.

What employment rights and benefits are workers entitled to in Jordan?

Taking up employment in Jordan means operating within a benefits structure defined by both the Labour Law and the Social Security Law. Core entitlements are mandatory and largely standardised, while anything beyond these minimums is determined by the employer’s own policies and prevailing market norms. These statutory protections apply equally to Jordanian nationals and foreign workers holding valid employment contracts.

Female employees are entitled to 10 weeks of paid maternity leave, comprising 4 weeks prior to delivery and 6 weeks following childbirth, subject to applicable conditions. Employers must maintain full salary payment during this period, with costs typically reimbursed through the Social Security Corporation. Male employees are entitled to 3 days of paid paternity leave upon the birth of a child. Jordanian law does not provide for a combined or shared parental leave arrangement; maternity and paternity entitlements remain separate and distinct provisions.

Jordan observes a number of official public holidays, including New Year’s Day, Eid al-Fitr, Eid al-Adha, Independence Day, and Labour Day. Employees required to work on these days are entitled to either double pay or equivalent compensatory leave.

When either party wishes to end an employment relationship, written notice is required. The length of the notice period depends on how long the employee has been in post: one month’s notice is required for those employed between one and five years. Different periods may apply for longer-serving employees — always consult the current Labour Law or obtain legal advice relevant to your specific circumstances.

Workers are entitled to an additional 14 days of paid leave annually if they attend a labour education course approved by the Ministry of Labour or the General Federation of Jordanian Trade Unions, or if they undertake pilgrimage — though the latter may only be claimed once during the employment relationship and only after completing five years of service.

A fundamental principle of Jordanian Labour Law is that employees cannot waive their statutory rights, and employers are prohibited from offering contract terms that fall below the legally prescribed minimums, even where both parties would otherwise consent. This safeguard is particularly important for workers who may be presented with contracts that do not fully reflect their legal entitlements.

What are the rules around minimum wage and pay in Jordan?

Jordan’s Tripartite Labour Affairs Committee approved an increase to the national minimum wage, raising it from JD 260 to JD 290 per month with effect from 1 January 2025 — an 11.5% rise that represents the highest minimum wage rate ever set in the country’s history, equivalent to approximately USD 410 per month.

This rate has been fixed and will remain in place until 31 December 2027. The decision to hold the minimum wage at this level for three years has drawn scrutiny in light of Article 52 of the Labour Law, which requires periodic wage reviews to account for shifts in the cost of living. Always verify the prevailing rate with the Jordanian Ministry of Labour, as figures are subject to revision over time.

The 2025 increase did not apply uniformly across all sectors. Garment industry workers and non-Jordanian domestic employees were excluded from the rise. Wages in the garment sector were adjusted separately to 230 JOD — still 60 JOD below the national minimum. Jordan Labour Watch has criticised these exclusions as discriminatory and potentially harmful to labour market equity, particularly for vulnerable worker categories.

The prevailing payroll cycle in Jordan is monthly, with salaries generally disbursed at the end of each month or at the start of the following month. Payment is most commonly made by bank transfer directly into the employee’s nominated account.

How does the employment contract system work in Jordan?

Employment relations in Jordan are primarily regulated by Labour Law No. 8 of 1996 and its subsequent amendments, together with associated regulations. This legislative framework defines the rights and responsibilities of both employers and employees, establishes standards for fair labour practice, and provides protections for workers across a broad range of sectors.

Chapter IV of the Jordanian Labour Code requires all employers to produce employment contracts in Arabic, with a minimum of two copies prepared. While Jordanian law mandates written contracts — ideally presented in both Arabic and English — all contracts must clearly set out the employee’s responsibilities, remuneration, working hours, any probationary period of up to three months, termination notice arrangements, and severance terms.

Jordan recognises two principal categories of employment contract:

• Permanent or open-ended contracts carry no fixed expiry date and are intended to establish an ongoing employment relationship.
• Fixed-term contracts specify a defined start and end date and conclude automatically upon expiry. However, where both parties continue to act on the agreement beyond its stated end date, the contract is treated as having been renewed on an indefinite basis.

Probationary periods are not obligatory under Jordanian law, but where one is included, it must not exceed three months in duration. During this period, either party may bring the employment to an end on shorter notice than would otherwise apply — the specific terms should be carefully reviewed in the contract itself.

The steps for establishing an employment contract in Jordan typically are:

1. Agree on contract terms in writing, covering salary, working hours, job duties, probation period, and notice requirements.
2. Draft the contract in Arabic in at least two copies, with one copy retained by each party.
3. Register the contract with the Ministry of Labour within 15 days of hire to avoid legal penalties.
4. Ensure the employee is enrolled with the Social Security Corporation from day one.
5. Obtain the necessary work permit for any non-Jordanian employee before or immediately upon commencement of employment.

Significant legislative changes took effect in June 2023 through amendments to the Jordanian Labour Law. Additionally, Flexible Work Regulation No. 44 of 2024 entered into force on 31 August 2024, becoming the first legislation in Jordan to formally regulate flexible working arrangements and the rights associated with them — a development of particular relevance to part-time and remote workers, including expats in professional positions.

Historically, courts treated a one-month notice dismissal that fell outside the specific circumstances enumerated in the Labour Law as constituting unfair dismissal. However, a series of recent Court of Cassation rulings has established that a one-month notice period may be sufficient for a lawful termination even where those circumstances are not met — a notable shift in judicial interpretation that has broadly favoured employers.

How does the workplace pension system work in Jordan?

Jordan operates a compulsory pension scheme for all employees, administered by the Social Security Corporation (SSC). The Jordanian social security system provides coverage across several categories, including old-age, disability and survivor benefits, maternity, workplace injury, and unemployment insurance. In contrast to voluntary auto-enrolment models used in some other countries, Jordan’s system is mandatory from an employee’s first day of work, with no provision for opting out among covered workers.

Social security coverage in Jordan is extensive, particularly since 2010 when the self-employed and agricultural workers were brought within the scheme. Covered individuals include all Jordanian and non-Jordanian private-sector employees, public-sector workers, self-employed persons, and Jordanian citizens employed at diplomatic missions or international organisations operating in Jordan.

As of 2025, the contribution rates are as follows:

The Social Security Corporation announced an upward revision to the maximum monthly salary subject to social security contribution calculations for 2025. For employees who joined the scheme on or after 1 May 2010, the salary ceiling used when calculating contributions has been raised to JOD 3,668.

Jordan’s pension scheme operates as a contributory, defined-benefit, pay-as-you-go model, in which contributions from current workers fund the pensions of current retirees, and retirement income is calculated through a formula directly linked to individual earnings records. For the most current and authoritative information, consult the Social Security Corporation (SSC).

What types of pension arrangements are available to expats in Jordan?

Under Jordanian law, coverage extends to all Jordanian and non-Jordanian private-sector employees, meaning that expats working legally in Jordan are enrolled in the same state pension scheme as local workers and make contributions on the same basis. This stands in contrast to the approach taken in several Gulf states, where foreign nationals are commonly excluded from national pension arrangements altogether.

The retirement age in Jordan is 60 for men and 55 for women. To qualify for an old-age pension, an insured individual must have reached the applicable retirement age and accumulated a minimum of 180 months of contributions, of which at least 60 must be actual paid contributions. Expats who fall short of the minimum contribution threshold may instead be entitled to receive a lump-sum settlement rather than a recurring monthly pension when they depart Jordan or reach retirement age.

The old-age pension can be paid abroad, so expats who have built up a sufficient contribution record and subsequently leave Jordan may still be able to claim their pension entitlement from outside the country. This depends on the individual’s contribution history and the SSC’s assessment. Some nations have entered into bilateral social security agreements with Jordan, which may have implications for both the taxation and the eligibility of pension payments in both jurisdictions.

Jordanian nationals are permitted to draw against future pension entitlements when their accumulated unemployment contributions are insufficient, whereas non-Jordanian workers do not have access to such advances. This is a meaningful distinction for expats managing their finances between roles.

Eligibility conditions are subject to revision, and individual circumstances can vary considerably. It is advisable to confirm your position directly with the Social Security Corporation or engage a qualified financial adviser with expertise in Jordan’s social security framework.

What is the retirement age in Jordan, and how does the pension eligibility system work?

The standard retirement age in Jordan is 60 for men and 55 for women. Specific public-sector occupations — including military service — may be subject to different retirement ages and fall under a separate scheme. The SSC should be consulted for profession-specific guidance.

Eligibility for an old-age pension requires that the insured person has reached the applicable retirement age and has completed at least 180 months of contributions — whether paid or purchased — including a minimum of 84 months of actual paid contributions. The 180-month threshold equates to 15 years of contributions, which can represent a significant challenge for expats who begin working in Jordan part-way through their careers.

Where an insured person reaches retirement age without having met the contribution threshold for a monthly pension, they become entitled instead to an old-age settlement — a one-off lump-sum payment calculated according to their contribution record rather than providing a regular monthly income. It may be possible under certain conditions to purchase contributions retrospectively to address gaps in the record; the SSC should be consulted directly regarding current rules and associated costs.

Early retirement is available from age 50 for those with a minimum of 252 months of paid contributions (men) or 228 months (women), or from age 45 where the insured person has at least 300 months of paid contributions. These provisions may be relevant for long-term residents who have accumulated substantial contribution histories in Jordan.

No formal changes to the standard retirement age had been announced as of early 2025. The Social Security Corporation should be consulted for the most up-to-date eligibility criteria and any proposed reforms.

What taxes and social contributions are deducted from wages in Jordan?

Personal income tax in Jordan is levied on a progressive basis, with rates ranging from 5% to 30% of annual taxable income. Additionally, any portion of an individual’s annual taxable income exceeding JOD 200,000 attracts a further 1% national contribution levy. Income tax obligations apply equally to Jordanian nationals and expatriates. Employers are responsible for withholding tax on a monthly basis and submitting annual filings to the Income and Sales Tax Department (ISTD).

Employers are obliged to furnish employees with a payslip that clearly sets out gross salary, itemised deductions including social security contributions and income tax, and the resulting net pay. Tax is therefore collected at source through the payroll — a process comparable to PAYE systems in countries such as the United Kingdom and Ireland — rather than requiring employees to calculate and remit their own tax obligations independently.

The three principal bodies overseeing employees’ financial obligations in Jordan are:

• The Ministry of Labour (MOL), which regulates private-sector employment, wages, and labour disputes.
• The Social Security Corporation (SSC), which administers the mandatory social insurance system covering pension, disability, death, workplace injury, maternity, and unemployment benefits.
• The Income and Sales Tax Department (ISTD), which oversees the withholding and filing of income tax.

Jordan holds the distinction of being the only country in the Middle East to have established a contributory unemployment insurance system. This feature of the social protection framework extends to both Jordanian nationals and foreign workers who fall within SSC coverage. For official guidance on the tax obligations of foreign workers, visit the Income and Sales Tax Department (ISTD).

What are the rules around trade unions and collective bargaining in Jordan?

Jordan has 17 officially recognised trade unions. These bodies play a central role in representing workers’ interests, and collective bargaining agreements serve as a mechanism for securing terms and conditions that go beyond the statutory floor. A collective labour agreement is a formal written arrangement governing working conditions, concluded between an employer or employers’ association and a trade union.

Employers are prohibited from making employment conditional on an applicant not being a union member, demanding that a worker relinquish union membership, actively seeking to have a worker removed from any union, or disadvantaging an employee on account of their union involvement or participation in union activities. These provisions offer a legal foundation for protecting workers against union-related discrimination.

Any worker employed in an occupation or sector covered by an established trade union has the right to join that union, provided they satisfy the relevant membership conditions. In practice, however, union participation among foreign workers is limited, and the professional and management roles in which many expats are employed tend to be less frequently covered by collective agreements. The scope of union membership has gradually expanded: a 2022 ministerial decision, for instance, extended union rights to workers in the agricultural sector.

Union membership is not obligatory, and where collective bargaining agreements are in place they set minimum conditions that improve upon the statutory baseline. Individual employment contracts cannot undercut either the statutory minimums or any applicable collective agreement. For sector-specific information about union coverage, contact the Ministry of Labour or the General Federation of Jordanian Trade Unions.

Are there any particular employment protections or challenges that expats should be aware of in Jordan?

Non-Jordanian workers are required to hold a valid work permit, which is issued for a maximum of one year and is subject to renewal by the Ministry of Labour. Work permits are tied to a specific employer and occupation, so moving to a different employer necessitates obtaining a new permit — a process that can leave workers in a precarious position during the transition if not carefully managed.

The 2023 amendments to the Labour Law introduced specific provisions addressing the employment and deployment of expatriate workers, particularly in relation to work permit requirements. Experience certificates issued upon the conclusion of employment must follow a standard format prescribed by the Ministry of Labour and be certified before Ministry officials in the presence of the employee. This documentation is both a legal right and a practical requirement when moving between employers.

All employment contracts must be drawn up in Arabic, which can present difficulties for workers who do not have a command of the language. It is strongly advisable to obtain a certified translation of any contract prior to signing and to have it reviewed by a lawyer with experience in Jordanian employment law.

As noted above, garment workers and non-Jordanian domestic employees were excluded from the 2025 minimum wage uplift. Domestic workers in particular operate within a sector that affords fewer formal protections, and those on non-standard work arrangements should take care to verify their rights with the Ministry of Labour.

Labour inspections in Jordan increasingly focus on compliance with daily and weekly hour limits, the correct application of overtime premiums, and the preservation of weekly rest entitlements. Expats who believe their employment rights are being infringed may report concerns to the Ministry of Labour’s inspection directorate. Maintaining personal records of working hours, pay slips, and any written communication with your employer is a prudent precaution.

Overseas qualifications are not assessed by a single central authority — the process depends entirely on the profession concerned. Certain regulated fields, including medicine, engineering, and law, require registration with the relevant Jordanian professional association before a work permit for that role can be granted. It is important to investigate the requirements applicable to your specific profession well in advance of relocating.

Frequently asked questions

Will my overseas qualifications be recognised when working in Jordan?

Recognition depends on your profession. Regulated fields such as medicine, law, and engineering typically require registration with the relevant Jordanian professional association, and overseas degrees may need to be formally authenticated. Contact the relevant professional body and the Ministry of Labour for your specific sector before applying for a work permit.

Can I access my Jordan Social Security contributions if I leave the country before retirement age?

If you have reached retirement age but do not meet the full contribution requirement for a monthly pension, you are entitled to an old-age settlement — a lump-sum payment. If you leave before retirement age and have not met the minimum contribution threshold, you may also be entitled to a lump-sum refund of contributions. Contact the Social Security Corporation directly to understand your individual entitlement before departing Jordan.

Does my employment status change if my work permit is renewed or I change employer?

Your employment contract is tied to your work permit, which is issued for a specific employer and profession. If you change employer, a new work permit must be obtained. Rights accrued under a previous contract (such as accrued leave or notice entitlements) are generally employer-specific. Seek legal advice if you are mid-contract when a change occurs, to ensure continuity of rights is properly handled.

Are there any double taxation agreements that affect expats working in Jordan?

Jordan has signed double taxation agreements with a number of countries. Some countries have bilateral social security agreements with Jordan, which may affect the taxation and eligibility of pension income in both countries. Check with the Income and Sales Tax Department (ISTD) and your home country’s tax authority to confirm whether a relevant treaty applies to your situation.

Do expats receive the same annual leave and sick leave entitlements as Jordanian employees?

Yes. Statutory leave entitlements under the Labour Law apply to all workers covered by a valid employment contract, regardless of nationality. The law cannot be contracted out of — employers cannot reduce legally mandated benefits even if both parties agree. If your contract offers less than the statutory minimum, the legal minimum takes precedence.

What happens to my pension contributions if Jordan and my home country have no bilateral agreement?

Without a bilateral social security agreement, contributions made in Jordan and in your home country are treated as entirely separate. You may be entitled to claim benefits from each system independently, based on the contribution records held in each country. If you do not meet Jordan’s minimum contribution threshold (180 months for a full pension), a lump-sum settlement may apply. Consult a financial adviser experienced in cross-border pension planning before making decisions.

Is there a probationary period in Jordan, and can I be dismissed during it?

Probationary periods in Jordan are optional but should not go beyond three months. During probation, either party can typically end the employment relationship with shorter notice, as specified in the contract. After the probationary period ends, the full protections of the Labour Law apply, including notice period requirements and unfair dismissal provisions.

Where can I report a violation of my employment rights in Jordan?

The Ministry of Labour in Jordan undertakes inspection duties as an implementation of the provisions of the Labour Law. Workers who believe their rights have been violated — including non-payment of wages, incorrect overtime calculations, or unlawful dismissal — can file a complaint with the Ministry of Labour’s inspection and dispute resolution directorate. The Ministry of Labour website provides contact details for regional offices across Jordan.