Legislative Update: Amendments to Jordan’s Labour Law (2024)

Introduction TO Labour Law

The Jordanian House of Representatives approved, by majority vote, the Amendment to the Labour Law for 2024. The session was chaired by Speaker Ahmed Safadi, in the presence of Prime Minister Jaafar Hassan and members of the government. 

The amendments reflect Jordan’s efforts to align labour protections with international standards, strengthen employee rights, and balance the interests of employers and employees in a changing labour market. 

Key Amendments

1. Protection Against Termination (Article 8)

• Parliament reversed its earlier approval of allowing employers to terminate up to 5% of employees annually. 
• The amended law now prohibits employers from dismissing 5% of the workforce per year for economic or technical reasons. 
• This ensures stronger job security and prevents misuse of “economic justification” for mass layoffs.

2. Sick Leave (Article 9 – New Article 65)

• Employees are entitled to 14 days of paid sick leave per year upon presentation of a medical report approved by the employer’s doctor. 
• This may be extended by an additional 14 days of paid leave if the employee is hospitalized or supported by a recognized medical report. 
• This provision unifies sick leave entitlements for workers regardless of company size. 

3. Bereavement Leave (Article 10 – New Article 66(d))

Employees are entitled to three days of paid leave in the event of the death of a first-degree relative. 

4. Maternity Leave (Article 11 – New Article 70)

• Maternity leave has been extended to 90 consecutive days (instead of 10 weeks). 
• At least six weeks of this leave must occur after childbirth. 
• Employers are prohibited from employing women during this period. 

5. Childcare Facilities (Article 12 – New Article 72(a))

• Employers with 15 or more children under the age of 4 years and 8 months among their workforce must provide childcare facilities at no cost. 
• These facilities must be managed by a qualified caregiver. 
• Employers may collaborate to establish joint childcare centers in one geographic area. 

Rationale for the Amendments 

The amendments were introduced to: 

1. Harmonize the Labour Law with the Social Security Law regarding occupational injuries and medical oversight. 
2. Extend labour protections such as sick leave, maternity leave, and bereavement leave. 
3. Provide better protection for working women, especially during pregnancy and childcare. 
4. Regulate migrant labour in compliance with labour law. 
5. Strengthen enforcement against workers leaving employment unlawfully. 
6. Enhance job security by rejecting the 5% annual termination provision. 

Legal Implications for Employers and Investors 

1. Employment Policies: Employers must update HR policies to reflect longer maternity leave, bereavement leave, and updated sick leave entitlements. 
2. Childcare Compliance: Companies meeting the childcare threshold must prepare to establish compliant facilities. 
3. Termination Restrictions: Employers must carefully assess restructuring plans, as collective dismissals are now more restricted. 
4. Foreign Workforce Management: Employers of migrant labour must ensure compliance with revised procedures. 

Jaradat Lawyers’ Role 

As one of the leading law firms in Jordan, Jaradat Lawyers advises local and multinational companies on: 

1. Reviewing and updating employment contracts and HR policies in line with the 2024 Labour Law amendments. 
2. Advising on termination and restructuring strategies within the new legal framework. 
3. Ensuring compliance with maternity protections, childcare obligations, and sick leave requirements. 
4. Representing employers and employees in labour disputes before Jordanian courts. 
5. Guiding investors on labour compliance as part of company formation and market entry. 

Conclusion 

The 2024 Amendments to the Labour Law mark a significant step in strengthening worker protections, enhancing women’s rights, and harmonizing Jordan’s employment framework with international standards. 

Employers should act promptly to review compliance obligations, update HR practices, and ensure full alignment with the new law. For foreign investors and multinational companies operating in Jordan, these reforms highlight the importance of proactive labour compliance in safeguarding operations and avoiding disputes.