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Employment Law in Israel

Overview

Israeli labour legislation provides for minimum mandatory requirements which cannot be waived by employees.

These laws include the:

  • Employee and Candidates Notification Law (Terms of Employment and Application Process) 2002

  • Minimum Wage Law 1987

  • Hours of Work and Rest Law 1951

  • Annual Leave Law 1951

  • Law and Governance Ordinance 1948 and the Independence Day Law 1949

  • Sick Leave Law 1976

  • Employers' Participation in Travel Expenses to and from Work Expansion Order

  • Payment of Recuperation Pay Expansion Order

  • National Insurance Law 1995

  • Employment of Women Law 1954

  • Advanced Notice for Dismissal and Resignation Law 2001

  • Severance Pay Law 1963.

Employment Law in Israel: Quick Facts

  • During probationary periods the employer or employee may terminate the employment contract without notice. The duration is for six months. Probationary Periods

  • An employment contract is defined as an agreement between an employer and an employee, whereby the latter commits to working for, and under the management and supervision of, the former in return for a wage. Employment Contracts

  • The minimum wage is NIS 5300. Minimum Wage

  • Employees’ normal working time must not generally exceed 43 hours per week. Working Hours and Days

  • Employees are generally entitled to a 45-minute break after six hours’ work and a weekly rest day. Rest Breaks and Rest Periods

  • Employees are entitled to paid annual leave after they have completed one year’s service. The amount of annual leave ranges from 10 days per year for new employees up to 24 days per year. Annual Leave

  • Pregnant employees are entitled to 26 weeks of maternity leave on full pay. An employer must not dismiss a pregnant employee or send any notice during the pregnancy or maternity leave. Maternity Leave

  • Employees are generally entitled to up to 90 days of sick leave. Sick Leave

  • The employer may not discriminate between working men and women with regard to type of work, amount of wage or salary, employment, promotion, professional qualifications and apparel. Prohibition of Discrimination

  • There is a general, non-specific ban on any discrimination that prejudices equal opportunity employment, equal access to jobs, equal continuity of employment or equal enjoyment of rights and on discrimination between employees with the same work duties. Disability is the only grounds on which discrimination is specifically prohibited.