Key Amendments to Jordan's Labor Law 2024

Jordan's Council of Ministers approved a significant set of amendments to the Labor Law in 2024, aiming to modernize the employment landscape, better protect workers' rights, and align Jordanian legislation with international labor standards. Here is a breakdown of the most important changes.

1. Minimum Wage Increase

The minimum wage has been raised to 290 Jordanian dinars per month. This applies to all workers in the private sector, including both Jordanian and non-Jordanian employees.

2. Fixed-Term Contracts

If a fixed-term contract expires and both parties continue to perform their obligations, the contract is automatically renewed for an equivalent period — it does not convert into an open-ended contract. This significantly affects how businesses structure employment agreements.

3. Unfair Dismissal

The previous article governing unfair dismissal has been replaced with a new provision that specifically defines the cases that constitute unfair dismissal, along with the entitlements applicable to each case, regulated through a separate system to be issued by the Ministry of Labor.

4. Maternity and Paternity Leave

Maternity leave has been extended to 90 days with full pay in both the public and private sectors. Mothers are entitled to one hour of nursing leave per day for 9 months following maternity leave. Fathers are now entitled to 3 days of paid paternity leave upon the birth of their child — a new right introduced for the first time under Jordanian law.

5. Work Permits for Non-Jordanian Workers

Any non-Jordanian worker wishing to work in Jordan must obtain a valid work permit, even if they hold a professional practice license. This closes a previous gap in the law and strengthens the Ministry of Labor's ability to regulate the foreign workforce.

6. Deportation of Illegal Workers

The Minister of Labor has been granted authority to deport non-Jordanian workers found working without a valid or current work permit.

Implementation Challenges

Key challenges include potential misapplication due to lack of clarity, increased financial burden on employers from the wage increase, and the need for comprehensive training of HR teams on the new provisions.

Recommendations

To ensure smooth compliance, businesses should review all existing employment contracts, update internal HR policies, provide training to HR teams, and seek legal advice when restructuring employment arrangements.

At Shraideh Law Firm, we provide comprehensive labor law advisory services to help employers and employees navigate these changes effectively.