Employer of Record in Jordan

Businesses can only operate smoothly in Jordan if they comply with local labor laws including drafting compliant employment contract agreements and meeting taxation and payroll obligations. Learn more about the employment laws and regulations in Jordan below, to avoid any compliance issues.

Employment Contract Requirements

Employment contracts are required to be in Arabic, though they may also be bilingual. It is mandatory for these contracts to be documented in writing and endorsed by both the employer and the employee. A comprehensive employment contract in Jordan must include the following elements:

• Job description
• Working hours
• Leave entitlements
• Commencement date
• Basic salary details
• Termination
• Contract duration

Onboarding Process

We can help you get a new employee started in Jordan quickly, with a minimum onboarding time of just 1-2 working days. The timeline starts once the employee submits all required information onto the Playroll platform and completes any necessary local authority registrations. For non-nationals, the Right to Work assessment (if applicable) may add up to three extra days. Additional time may be needed for follow-ups on this assessment. Please note, payroll cut-off dates can impact the actual start date. Playroll's payroll cut-off date is the 10th of each month unless otherwise specified.

Working Hours in Jordan

The standard working hours in Jordan are 8 hours per day and 48 hours per week, from Sunday to Thursday.

Overtime in Jordan

According to the Labour Law, as per Article 57, mandatory overtime is restricted to 30 days per year.

Probation Period in Jordan

Probationary periods in Jordan are optional. However, this probation period should not go beyond three months.

Employment laws in Jordan can be intricate, and even unintentional mistakes in contracts, benefits, or termination processes can carry legal and reputational consequences. With an Employer of Record, you gain a local partner that ensures every hire is compliant. The EOR takes care of drafting compliant contracts, processing accurate payroll, managing contributions to statutory benefits, and handling lawful terminations if needed, all according to local employment standards.

This level of protection is especially valuable when expanding into new or unfamiliar regions. Instead of using time and resources to build in-house legal knowledge, you gain immediate access to local expertise. The EOR keeps you ahead of regulatory updates and shields your company from potential compliance gaps, so you can confidently hire and manage employees while minimizing risk. For hiring managers and founders, it's the difference between hiring with uncertainty and building your team on a legally sound foundation.

In Jordan, employers must navigate various payroll and employment tax obligations, including progressive income tax withholding, social security contributions, and withholding taxes on services. It is essential for employers to ensure accurate calculations and timely submissions to avoid penalties and maintain good employee relations. Understanding key tax types, filing deadlines, and due dates is crucial for smooth payroll management.

To streamline payroll processes and stay compliant with Jordanian tax laws, employers can benefit from utilizing payroll management software, which helps consolidate payroll data and ensures adherence to all regulatory requirements.

When you’re scaling quickly, setting up local payroll systems in each new country slows you down. In Jordan, the administrative load can include government registration, benefits management, and accurate, on-time payment delivery. An EOR gives you a plug-and-play solution that handles all of this while your internal team stays focused on growth, not red tape.

Key Ways an EOR Supports Payroll in Jordan:

• Rapid Payroll Setup: Onboards employees quickly with ready
• End Administration: Handles salary, tax, and benefits with no extra internal resources.
• Vendor Simplicity: Consolidates payroll across countries for centralized oversight.
• No Entity Required: Operates legally, saving your business the time and resources needed for local incorporation.

In Jordan, work permits and visas are essential for employers hiring foreign workers. The process involves submitting applications, paying fees, and meeting specific eligibility criteria. The key work permit types include the General Work Permit, which applies to most employment situations, and the Aqaba Special Economic Zone (ASEZ) Work Permit, designed for jobs within the ASEZ area and offering tax advantages. Employers must act as sponsors for foreign employees, ensuring compliance with Jordanian labor laws, including the submission of medical, police, and educational documentation.

Mandatory Leave Entitlement in Jordan

The annual leave entitlement in Jordan is 14 days for a full time worker. These can include public holidays on top of that or within those days, which would otherwise be unpaid.

Public Holidays In Jordan

In Jordan, there are 10 national holidays that are celebrated as public holidays. The specific holidays may vary, but they commonly include:

Paid Time Off in Jordan

Every employee is entitled to an annual leave with full pay lasting for 14 days per year of service, unless a longer duration is mutually agreed upon. If an employee completes five consecutive years with the same employer, the annual leave period extends to 21 days.

Maternity Leave In Jordan

Pregnant employees have the right to take maternity leave with full pay both before and after delivery, totaling 10 weeks. This maternity leave is covered by the social security's maternity insurance scheme.

Paternity Leave In Jordan

Employees are entitled to a paternity leave of three days, and this leave is fully paid by the employer.

Sick Leave In Jordan

Employees have the right to paid sick leave for a duration of up to 14 days, with the employer covering 100% of the payment. If an employee requires hospitalisation, they are entitled to an additional 14 days of sick leave, with the employer covering 50% of the payment during this extended period.

Parental Leave In Jordan

Jordanian labor laws do not provide for shared parental leave that can be divided between parents. The existing provisions are specific to maternity and paternity leave, with no combined parental leave policy in place.

For startups and small teams, managing global employee benefits isn’t just complex, it’s a full-time job. In Jordan, understanding what benefits are required, how to deliver them, and how to stay compliant can be overwhelming, especially without local HR expertise. An Employer of Record removes that pressure by taking complete ownership of benefits administration, so you don't have to become an expert in local employment law.

Whether it’s healthcare contributions, pension enrollment, or statutory leave, the EOR ensures everything is delivered accurately and on time. They navigate any country-specific nuances, keep up with legal changes, and ensure each benefit is properly tracked and documented. For founders, that means fewer distractions and more time to focus on growth. Your employees get the security and support they expect from a local employer, and you get to scale your team in Jordan without building complex infrastructure or worrying about compliance missteps.

Termination Process in Jordan

A contract of employment can be terminated based on various factors, as outlined in the labour code and employment regulations. The termination of a contract may occur under the following circumstances:

• Mutual Agreement
• Expiration of Contract Duration
• Breach of Contract
• Incapacity due to Disease or Disability
• Death of the Employee

Notice Period in Jordan

In Jordan there is a 30-day notice period for termination, and the type of notice depends on the type of termination. No notice is needed during the probation period, and limited-term contracts cannot be terminated before their completion.

Severance in Jordan

Workers not covered by the Social Security law in Jordan are entitled to receive severance, paid as "end of service compensation." This compensation is calculated at a rate of one month's pay for each year of service.