Employment Compliance Jordan
Employment compliance in Jordan is based on laws that focus on equal pay, fair treatment, and protections in the workplace. These initiatives are part of the country’s drive to meet fair wage standards, working hours, contracts, and data privacy, among others.
[ Disclaimer, details mentioned are accurate up as per date of this article. ]
Key Labor Laws
(References link to official site Ministry of Labor, Jordan)
Up to the date of this article, companies based in Jordan, or international companies hiring in Jordan, are required to abide by the primary Jordanian Labor Law No. (8) of 1996, which had a major amendment reflected in Law No. (11) of 2019 and a further specific update, Law No. 10 of 2023 (which is usually a strong reference for internal companies regulations) for Article 69(a) on gender discrimination.
Core Legal Framework
Working Hours
Standard limits at 48 hours per week (8 hours per day, Sunday to Thursday), except some specific sectors which could extend to longer hours.
Minimum Wage
The minimum wage is set at 260–290 Jordanian Dinars per month, reviewed periodically based on economic conditions.
Probation Period.
This is up to three months, when termination requires no notice or severance.
Employment Contracts
Contracts must be written in Arabic and provided in duplicate. Fixed-term contracts can last up to five years, automatically converting to indefinite if employment continues beyond the term.
Employee Protections
Equal Pay & Anti-Discrimination
Employers are legally prohibited from wage discrimination, particularly on gender grounds. Gender discrimination is a serious offense, and violations may result in fines.
Workplace Harassment
Employers must maintain respectful environments and establish mechanisms for discreet complaint handling.
Data Privacy
The Personal Data Protection Law of 2023, a key data privacy milestone in Jordan, requires employers to obtain consent before processing employee data, ensure secure storage, and appoint data protection officers.
Temporary & Agency Workers
While not fully equal to permanent staff under current law, fair treatment practices are to be placed.
Compliance Challenges
International companies hiring in Jordan often face complexities around payroll, benefits, and immigration sponsorship. Misclassification of workers or breaches in labor law can lead to steep penalties. Partnering with an Employer of Record (EOR) is a common solution to ensure compliance with local regulations.
Keys Payroll in Jordan has created a payroll outsourcing and PEO structure to keep their Clients up-to-date with the latest laws and their updates, and for accurate filing to Social Security Authorities.