OUTLINE
Sick leave in Israel
Israel’s parental leave
Adoption leave in Israel
Other leave in Israel
Public holidays in Israel
Support your people and stay compliant with CXC
Leave and time off in Israel
Managing annual leave in Israel requires employers to follow the structure set by the Annual Leave Law, which outlines minimum entitlements and rules around accrual, use, and payment of unused days. The statutory framework ensures that employees receive sufficient rest time, with leave days increasing gradually based on years of service. For employees working a full year with one employer, leave is calculated according to a defined scale, starting at 12 days for those on a five-day workweek and increasing with seniority. Employees who work fewer than 240 days per year are still entitled to leave, but on a proportional basis.
Under the Annual Leave Law in Israel, employers must schedule leave in consultation with the employee, while retaining final authority over timing. Employers must provide at least 14 days’ notice before the start of leave, and employees are entitled to take a continuous period of at least seven days if they have accumulated sufficient entitlement. Full salary continues to be paid during the leave period. Importantly, the law emphasises that leave is intended for rest rather than compensation, meaning cash payments in lieu of leave are prohibited during employment.
If employment ends, any unused accrued leave must be paid out in the final salary. Employers must therefore maintain accurate records of leave balances and carryover allowances. Although the statutory scale defines minimums, many employers in competitive sectors provide more generous arrangements, offering additional days above the legal baseline.
Because leave rules intersect with working hours, payroll, seniority, and termination processes, many global organisations rely on employment partners for compliance support. CXC assists companies by managing local entitlements, ensuring accurate leave administration, and maintaining alignment with annual leave in Israel requirements.
Employers who apply the principles of the Annual Leave Law in Israel consistently can support employee wellbeing while ensuring their organisation remains compliant and well structured.
Sick leave in Israel
Employers in Israel must follow a clear statutory framework when managing employee absences due to illness. A structured approach to sick leave in Israel helps ensure that employees receive the support they need while enabling organisations to maintain compliance with national regulations. The rules are based on the Sick Pay Law, which sets out how leave is accrued, how compensation is calculated, and what documentation must be provided.
Sick leave policy is an important component of workplace management. Employers benefit from clearly communicating entitlements and expectations so that both managers and employees know how to apply the rules in practice.
Israel’s sick leave law
The Sick Pay Law establishes the statutory rules governing sick leave in Israel. Employees accumulate sick leave at a rate of 1.5 days for every full month of employment, up to a maximum of 90 days. Unused days cannot usually be paid out at the end of employment unless the employment contract or a collective agreement state otherwise.
Compensation during sick leave follows a tiered structure:
- First day of absence: unpaid.
- Second and third days: 50% of regular wages.
- Fourth day onward: 100% of regular wages.
Employers must receive a medical certificate in order to process sick pay. This certificate can be issued by a doctor from an employee’s Health Maintenance Organisation or a private physician. The certificate must confirm the duration of the illness and the necessity of the absence.
Under amendments to the Sick Pay Law, employees undergoing treatment for certain severe medical conditions, such as malignant diseases or dialysis, are entitled to full pay from the first day of absence. This enhanced entitlement applies when the employee is on leave to receive treatment or attend periodic examinations.
Employees may also use sick leave to care for close family members. The law allows parents to take leave to care for a sick child and provides separate allocations for caring for a spouse or an elderly parent, provided that the statutory conditions are met.
Sick leave policies in Israel
Employers should develop internal procedures that reflect the requirements of Israel’s sick leave law while supporting effective workforce planning. Policies should outline the process for notifying a manager of illness, the requirement for a medical certificate, and how payment is calculated.
Because sick leave is accrued monthly, employers must keep accurate records of each employee’s leave balance. Payroll systems should be configured to apply the correct pay rates for the first three days of absence and for the period beyond the third day.
Some organisations choose to offer more generous terms than the statutory minimum, especially in industries where employers compete to attract and retain specialised talent. Enhanced policies may include paying full wages from the first day of illness or providing extended support in cases of prolonged medical conditions.
Policies should also address situations where an employee exhausts their sick leave. Individuals who have used all accrued days may be eligible to apply to the National Insurance Institute for additional support, depending on their circumstances.
As part of good practice, employers should ensure that their policies are accessible, regularly updated, and communicated clearly. A well-managed approach to sick leave in Israel supports both compliance and employee wellbeing.
Israel’s parental leave
Employers in Israel must navigate a detailed framework governing maternity, paternity, and shared parental leave. These rules ensure that employees receive financial support, job protection, and flexibility during the early stages of parenthood. A structured approach to Israel’s parental leave helps employers remain compliant while supporting employees through significant family milestones.
Parental leave entitlements are closely linked to an employee’s length of service, eligibility for National Insurance benefits, and whether the employee is the primary or secondary caregiver.
Maternity leave in Israel
Maternity leave in Israel is granted under a national system known as birth and parenting leave. Eligibility depends on tenure with the employer.
For those wondering how long maternity leave is in Israel, employees with at least 12 months of service are entitled to 26 weeks of maternity leave. This leave can begin up to seven weeks before the expected due date. Of the 26 weeks, 15 weeks are paid through the National Insurance Institute, provided that contribution requirements are met. The remaining 11 weeks are unpaid, although employees may extend this unpaid portion and take up to one full year of leave if they have been employed for more than 12 months.
Employees with fewer than 12 months of service are entitled to 15 weeks of leave, fully covered by maternity allowance if eligibility criteria are met.
The statutory scheme offers flexibility. In cases of multiple births or prolonged hospitalisation, leave entitlements can be extended. If a mother sadly loses a child, she may take unpaid leave for up to 60 days following the birth.
Employers must also follow strict job protection rules. Employees cannot be dismissed during maternity leave or for a period after returning to work.
Paternity leave in Israel
Paternity leave in Israel provides spouses or partners with short-term leave immediately surrounding the birth. This entitlement typically includes six calendar days. The first day is unpaid. The next three days are normally deducted from the employee’s annual leave balance, and the final two days are deducted from sick leave.
Spouses may also share a portion of the paid maternity allowance. After the mandatory six-week post-birth period, the mother may transfer weeks seven to fifteen of paid leave to her spouse if eligibility requirements are met.
Shared unpaid leave is also available to both parents, allowing families to divide responsibilities more flexibly.
Other parental leave in Israel
Beyond maternity and paternity entitlements, other parental leave in Israel includes provisions that support job security and work–life balance.
During both paid and unpaid leave, employees continue to accrue seniority and statutory benefits, including sick leave and recuperation pay. Pension contributions must also continue during the paid portion of leave, as long as employees maintain their required contributions.
Parents returning from leave may also benefit from a reduced working day. For four months after returning, eligible parents may take one paid hour off work each day. This benefit is traditionally referred to as a breastfeeding hour, although it is available to either parent.
Employers must ensure that their internal policies reflect these entitlements and communicate them clearly. A well-managed approach to Israel’s parental leave supports compliance, promotes employee wellbeing, and contributes to a family-supportive workplace culture.
Adoption leave in Israel
Employers in Israel must ensure that adoptive parents receive the same protections, support, and flexibility afforded to biological parents. The framework governing adoption leave in Israel mirrors the principles of maternity and parental leave, while recognising the unique circumstances of adoption. Clear policies help employers support employees through the transition of welcoming a child into the family.
Adoption leave is linked to eligibility rules, contribution periods under the National Insurance Institute, and the age of the child being adopted. These requirements guide employers when planning staffing and supporting adoptive employees.
Israel’s adoption law
The legal foundation for adoption rights is established under Israel’s adoption law. This framework prioritises the best interests of the child and ensures that adoptive parents receive legal and employment protections during the adoption process.
Adoption proceedings are overseen by the Family Court. Under the law, biological ties are severed once an adoption order is granted, and the child becomes the legal child of the adoptive parent or parents for all purposes, including inheritance. The adoption process also supports the right to privacy, maintaining confidentiality of records until the adopted person reaches the age of 18.
Employees who adopt a child under the age of 14 are entitled to significant periods of leave. Those who have been employed for at least 12 months are entitled to 26 weeks of adoption leave. Employees with less than 12 months of service may take up to 15 weeks. Leave begins when the child enters the employee’s care. Adoption leave includes both paid and unpaid components.
Eligibility for the paid component depends on National Insurance contribution rules. The allowance is paid for 15 weeks to those who meet the contribution threshold. The remaining portion of the leave is unpaid, although employees with more than a year of service may extend the unpaid portion up to a full year.
Adoption leave policies in Israel
Adoption leave in Israel includes flexible arrangements that support both single and dual-parent households. If both spouses are adopting the child, only one parent may take the main leave entitlement. However, the unused portion of the leave can be transferred to the other spouse, provided both parents meet the eligibility criteria for National Insurance benefits.
Employees may take up to 45 days of absence for international adoption travel, if a licensed adoption organisation confirms in writing that travel is necessary. This allowance ensures that employees who must travel abroad to complete adoption procedures can do so without jeopardising their employment.
During adoption leave, employees are entitled to full job protection. Employers are prohibited from dismissing an employee throughout the leave period and for 60 days after the employee returns to work. Employees continue to accrue seniority, sick leave, and recuperation pay during both the paid and unpaid portions of leave.
On returning to work, adoptive parents may also be eligible for a daily reduction in working hours, commonly referred to as a parent hour. This allows the employee to reduce their working day by one paid hour for several months, provided they meet the eligibility requirements.
Employers should ensure that internal policies reflect statutory requirements and that employees receive clear information about their entitlement to adoption leave in Israel. A well-structured policy helps support employees during the adoption process while maintaining compliance with national employment standards.
Other leave in Israel
Employers in Israel must be prepared to manage several types of special leave that sit alongside annual, sick, and parental entitlements. These additional leave types play an important role in supporting employees during significant personal, medical, or national obligations. A well-structured approach to other leave in Israel helps organisations remain compliant while ensuring that employees receive fair and timely support.
Many of these leave entitlements are grounded in statutory protections. Employers should ensure that policies are clearly documented, communicated to staff, and consistently applied across the organisation.
Bereavement leave in Israel
Bereavement leave in Israel provides employees with time away from work following the death of an immediate family member. Employees are entitled to up to seven calendar days of paid leave. This aligns with common community practices, such as the seven-day mourning period observed by many families.
To receive bereavement, pay, employees typically must have completed at least three months of service. During this period, the employer must pay full wages. Bereavement leave cannot be deducted from annual or sick leave balances, and it stands as a protected category of leave.
Additional protections apply in cases related to fallen soldiers. Family members of fallen soldiers receive extended protections against dismissal during their bereavement period.
Reserve Duty in Israel
Reserve service, known as Miluim, is a significant aspect of working life in the country. Employees who are called up for reserve duty are fully protected under the law. It is illegal to dismiss an employee during the period of reserve duty and for 60 days following their return unless special permission is granted by the Ministry of Defence’s Employment Committee.
During reserve service, employers must pay the employee’s full salary. The National Insurance Institute later reimburses the employer for these expenses. These arrangements ensure that employees do not suffer financial loss due to their service obligations.
Time off for Medical Appointments in Israel
Pregnant employees are entitled to take time off for routine prenatal medical appointments without a reduction in salary. Employers must allow reasonable time for these examinations and ensure that the absence is treated as fully paid.
This entitlement applies only to pregnancy-related appointments. Employers should have clear internal guidelines to manage scheduling, documentation, and reporting while respecting the employee’s right to confidential medical care.
Other common leave types in Israel
Beyond bereavement, medical appointments, and reserve duty, employers may encounter several forms of other leave in Israel that support employees in personal or family-related circumstances.
Examples include:
- Unpaid parental leave (Haltat) for up to one year following childbirth, available after statutory paid leave ends.
- Leave to care for a seriously ill family member under certain conditions.
- Supportive absence days for employees undergoing fertility treatments.
These leave categories are protected by law and require employers to maintain job security throughout the leave period. Employees continue to accrue seniority and, in many cases, other employment rights.
A clear and consistent internal policy helps ensure that managers apply these leave types correctly. Employers who adopt a supportive approach to other leave in Israel help create a more stable and compassionate working environment while ensuring compliance with statutory requirements.
Public holidays in Israel
Employers operating in Israel must be familiar with the statutory framework governing public holidays in Israel. These holidays influence staffing, scheduling, payroll, and employee entitlements. Because holiday dates follow the Jewish lunar calendar, employers should anticipate annual variations and communicate workplace arrangements well in advance. A clear internal policy helps ensure that employees receive their lawful rights while business operations remain properly coordinated.
Questions about public holidays in Israel
Israel recognises nine official paid holidays each year. These holidays are rooted in tradition and observed nationally across most sectors. Employers often ask how many public holidays in Israel there are, whether certain cultural holidays are included, and how pay should be processed.
Monthly salaried employees are generally entitled to paid time off automatically on these days. Hourly or daily paid employees become eligible for holiday pay after completing three months of service, provided they worked the day before and the day after the holiday unless their absence was authorised.
Employers frequently ask:
- Is Christmas a public holiday in Israel?
- Is Purim a public holiday in Israel?
- Is Hanukkah a public holiday in Israel?
- Is Passover a public holiday in Israel?
Christmas and Hanukkah are not official public holidays for most workers, although individuals may choose to observe them based on their religion. Purim is widely celebrated, but it is not a fully paid public holiday. Passover includes two official public holiday dates, with additional intermediate days that many organisations treat as optional leave.
Working on a public holiday is generally prohibited unless the employer holds a specific permit. If work is performed, employees are entitled to at least 150% of their regular wage for the hours worked plus an additional rest day. If the work also qualifies as overtime, the rate can increase.
List of public holidays in Israel
The official list of public holidays in Israel includes nine days:
- Rosh Hashanah (two days).
- Yom Kippur.
- Sukkot – first day.
- Simchat Torah.
- Passover – first day and seventh day.
- Shavuot.
- Independence Day.
When a holiday falls on the employee’s regular weekly rest day, paid eligibility depends on whether the employee is salaried monthly or paid hourly. Monthly employees typically receive the day as paid leave. Hourly workers may not be eligible for holiday pay if the date already falls on their regular rest day.
Additional days of cultural significance, although not formal holidays, affect workplace practices. Purim is often treated as a short working day, and Hanukkah involves school closures and optional leave arrangements. National remembrance days, such as Holocaust Remembrance Day and Memorial Day, involve solemn observances and early closures.
Employers should annually review dates, confirm eligibility rules, and communicate expectations clearly. A consistent approach to public holidays in Israel supports both compliance and employee wellbeing.
Support your people and stay compliant with CXC
Leave entitlements in Israel are clearly defined, but keeping track of them can be a lot to manage. Employees earn leave as they build tenure, and employers must handle notice periods, pay during time off, and settle any unused days when someone leaves.
When you work with CXC, we will make sure every leave arrangement follows local requirements and is recorded accurately. Your employees will receive the time off and pay they are entitled to, and your business will stay protected from compliance issues.
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