Amendments to the Jordanian Labor Law No. 8 of 1996
The Jordanian Labor Law No. (8) of 1996, governs labor affairs in Jordan, and applies to all employees and employers as defined under the said Law. Recent amendments to the Labor Law were recently adopted, which shall come into effect as of June 15, 2023.
The amendments conducted thereto included several amendments made to articles of the said Law. Such amendments included, without limitation, amendments concerning recruitment agencies for Jordanians, and the penalties arising from any penalty made pursuant thereto. In addition, the Law, in relation to work permits for non-Jordanians, the duration has been amended for the work permit to be issued for a year, or part of a year, and may be issued for two (2) years as determined by the Minister of Labor for specific sectors. The said amended Law also increased the term to which a deported employee may not be recruited in Jordan to five (5) years. The penalty for employing any non-Jordanian without the issuance of a work permit has been amended as well, in addition to other stipulations related thereto.
Furthermore, the amended Law also obliges an employee leaving employment without notifying the employer to inform the Ministry of Labor within two weeks from the date of leaving work, in the manner to be specified by the Ministry of Labor.
In relation to sexual harassment, several amendments were made, including introducing a definition to such term, and amending the penalty on employers accused of so. Several articles were as well amended, regarding gender discrimination, such as, without limitation, woman employment, people with disabilities and equality. With this amendment, the legislative era that prohibited women from working at certain times and jobs ended an era that extended from the promulgation of the first Labor Law in 1960 until now. This therefore represents a historic legislative development that enshrines women's right to choose the work in the type and conditions they desire.
The said amended Law further imposed that overtime allowance payment shall be made with the payment of the wage and within a period not exceeding (7) days from the date of its entitlement, whereby prior to the amendments, the wage was paid solely without the overtime allowance.
The penalty for violating the provisions of the Labor Law or any regulation issued pursuant thereto has become up to (1000) JOD after the maximum penalty was (100) JOD, and the Article stated that in the event of multiple violations, the penalties shall be added up.
The above includes a summary of the most significant changes to the Labor Law for 2023. If you require any questions regarding any point or any further clarifications, please contact us directly so that we can assist you.