From fair treatment and equal pay to data privacy and harassment prevention, Jordanian employers are expected to create respectful and compliant workplaces.
The Labour Law No. (8) of 1996, along with its amendments, outlines key protections covering areas such as non-discrimination, safe working conditions, and wage fairness. Recent updates have introduced penalties for gender-based wage disparities, which reinforce the principle of equal pay for equal work. Meanwhile, provisions addressing workplace harassment require employers to maintain respectful environments and put in place mechanisms to handle complaints discreetly and fairly.
A growing focus has also been placed on privacy and data handling. Although comprehensive data protection legislation was introduced only recently, laws protecting employee privacy in Jordan are now more clearly defined through the Personal Data Protection Law of 2023. This law obligates employers to obtain consent before processing personal data, ensure secure storage of sensitive employee information, and appoint data protection officers to oversee compliance.
For temporary and agency workers, the current framework does not yet offer full parity with permanent employees. However, employers are encouraged to adopt inclusive practices that ensure fair treatment regardless of employment status, including equal access to pay, benefits, and workplace facilities.
Pay equity, particularly between genders, is another key area of focus. Legal provisions now prohibit wage discrimination, and companies found in violation may be fined. These steps underscore the country’s commitment to creating more equitable employment conditions.
Altogether, employee protections in Jordan are evolving rapidly, placing new responsibilities on employers. To remain compliant, partnering with an Employer of Record like CXC can help businesses meet these obligations with confidence, offering expert guidance on local regulations, HR policies, and employee relations.
Creating a safe and ethical workplace involves giving employees the confidence to report wrongdoing without fear of retaliation. In Jordan, the concept of whistleblowing is gradually gaining traction, particularly as the government increases efforts to fight corruption and encourage transparency. However, Jordan’s whistleblower protections remain somewhat fragmented, with no comprehensive standalone legislation in place, especially within the private sector.
Currently, there is no single, dedicated whistleblower law in Jordan that governs how disclosures are handled across all sectors. Instead, protections are often embedded within broader legal frameworks, including the Labour Law, Penal Code, and the Anti-Corruption Commission Law.
For example, Article 23 of the Anti-Corruption Law offers some confidentiality assurances for individuals who report corruption. Additionally, the Integrity and Anti-Corruption Commission (JIACC) provides channels for reporting violations, although protections against employer retaliation can be limited or unclear in practice.
In the private sector, employees reporting misconduct such as fraud, harassment, or safety violations may not be explicitly protected by law. Employers are therefore encouraged to adopt internal whistleblowing procedures to support those who come forward and to address wrongdoing swiftly and fairly.
Whistleblowing ethics in Jordan are often influenced by cultural considerations such as loyalty to employers and aversion to public conflict. This can discourage individuals from reporting issues, particularly if there is uncertainty around anonymity and protection from reprisal.
To foster a culture of ethical accountability, employers should clearly communicate that whistleblowing is a responsible act—not a betrayal. Reinforcing confidentiality and demonstrating that genuine concerns will be investigated can significantly improve the effectiveness of internal ethics programmes.
In the absence of a comprehensive legal framework, employers can take several proactive steps:
By implementing these measures, companies operating in Jordan can offer meaningful protection to employees who raise concerns, while also reinforcing their own ethical standards.
As momentum grows for better governance and compliance in the region, strengthening internal whistleblower systems will help organisations stay ahead of potential risks—and build trust within their teams.
Employers in Jordan now face a more structured and enforceable data protection landscape. The long-awaited data privacy law in Jordan, officially titled the Personal Data Protection Law of 2023, came into effect six months after its publication in the Official Gazette. This legislation introduces clear definitions, obligations, and enforcement mechanisms to protect the personal information of individuals, including employees.
Jordan’s data protection law establishes a detailed legal framework managed by the Ministry of Digital Economy and Entrepreneurship. It also introduces several key entities and roles:
The law defines personal data as any information that directly or indirectly identifies a natural person. This includes details related to identity, family status, and location. Sensitive personal data covers more protected categories, such as racial or ethnic origin, political or religious beliefs, financial status, health conditions, genetic and biometric data, criminal records, and any other information deemed sensitive by the Council.
The law also outlines key terms like:
This data protection legislation in Jordan applies to both electronic and non-electronic databases and includes extensive rules around how data can be collected, stored, shared, or destroyed. Failure to comply can lead to regulatory consequences, reputational harm, or loss of trust among stakeholders.
Employers should take proactive steps to align their operations with the Jordan’s personal data protection law. Key practices include:
This new framework marks a significant shift in how businesses must approach data responsibility in Jordan. By complying with the data privacy law in Jordan, companies demonstrate respect for personal rights and position themselves for sustainable, ethical growth in a digital-first era.
As the Jordanian labour market continues to diversify, the use of temporary and agency-based work arrangements is becoming increasingly common. However, the question of fair treatment between agency and permanent workers remains underdeveloped in local legislation. Employers should be aware of evolving expectations around equal treatment for temporary agency workers in Jordan, particularly as regional and international standards continue to influence workplace policy.
Jordan’s Labour Law No. (8) of 1996 underwent a number of key amendments in May 2019, most notably to address gender-based wage discrimination. The updated legislation formally prohibits inequality in pay based on gender, marking a step forward for workplace equity. While this is a welcome development, the law does not yet offer comprehensive provisions to guarantee full parity between permanent staff and temporary agency workers.
As a result, temporary agency workers’ rights in Jordan are not always clearly protected in areas such as equal pay for equal work, access to benefits, or protection from termination without due cause. Much depends on the terms of the contract signed between the agency and the worker, and the expectations set by the end-user employer.
This legal ambiguity can expose both employers and workers to risks—particularly in sectors that rely heavily on temporary labour. To prevent inequality or reputational harm, employers are encouraged to take proactive steps that go beyond minimum legal standards.
To create a fairer workplace and minimise compliance risk, employers should consider the following:
Until Jordan’s temporary agency worker protections are expanded in law, it remains the responsibility of employers to ensure equitable treatment through transparent contracts and inclusive workplace practices. This approach not only reduces legal exposure but also supports retention, morale, and ethical employment across the organisation.
Employers in Jordan are expected to uphold fair and respectful workplace practices by complying with legal provisions related to discrimination and harassment. These rules are designed not only to promote dignity and equality but also to align local workplaces with broader international standards. Anti-discrimination laws and protection against harassment in Jordan are becoming increasingly important in employment compliance frameworks, particularly for multinational companies.
Anti-discrimination law in Jordan is embedded primarily in the Labour Law No. (8) of 1996, which has been amended over time to address workplace inequalities. One of the key updates came in 2019, with provisions that explicitly prohibit wage discrimination based on gender. This was a major step forward in promoting gender equality in employment.
Beyond gender, the broader aim of the law is to ensure equal treatment regardless of race, religion, social status, or national origin. While these categories may not be listed as comprehensively as in other jurisdictions, the law implies a general principle of fairness in employment practices (Ministry of Labour).
Employers are expected to implement hiring, promotion, and compensation policies that avoid discriminatory practices. This includes ensuring that job advertisements, interview processes, and performance evaluations are based solely on merit and professional qualifications.
To uphold these legal requirements, employers should create clear and practical anti-discrimination policies in Jordan. These policies should:
A well-documented anti-discrimination policy not only strengthens internal governance but also reinforces trust within the organisation.
Protections against harassment in Jordan are also incorporated into the Labour Law and further supported by general principles under the Penal Code. Employers are legally obligated to prevent harassment in all forms—whether physical, verbal, or psychological—and must provide mechanisms for addressing complaints.
This includes:
Providing a safe working environment is not just a legal requirement but a moral and operational imperative. It improves morale, productivity, and employee retention, particularly among women and minority groups who may be disproportionately affected by workplace misconduct.
By implementing effective policies and taking active steps to prevent abuse, employers can demonstrate their commitment to anti-discrimination laws and protection against harassment in Jordan—and contribute to a more equitable, inclusive business culture.
Wage fairness is a growing focus in Jordan’s evolving labour landscape, particularly in relation to gender-based pay gaps. Employers today are expected not only to comply with legal provisions but also to play an active role in building equitable workplaces. The current legal framework reinforces this obligation, with penalties in place for non-compliance. Below is a closer look at the formal rules and practical steps businesses can take to support Jordan on pay equality.
In recent years, amendments to Jordan’s Labour Law No. (8) of 1996 have introduced explicit measures addressing wage discrimination. The law now formally defines “discrimination in wages” as the unequal payment of wages based on gender. This update reflects Jordan’s national commitment to closing the pay gap and promoting fairness across all levels of employment.
Employers found to be in breach of this provision may face penalties ranging from 500 to 1,000 JOD, as outlined in the legal amendments. These fines are intended to serve as both deterrents and reminders that wage discrimination is not merely unethical, but unlawful.
While this equal pay act in Jordan is a critical milestone, enforcement and cultural change require a joint effort from both public and private sectors. In particular, employers must go beyond the legal minimum and examine internal pay structures, job classifications, and promotion pathways to ensure gender neutrality and consistency.
Promoting pay equity is not only about compliance—it is also about fostering trust and transparency within the workforce. Employers can lead the way by adopting practical strategies such as:
By actively supporting Jordan’s rules on pay equality, businesses can reduce risk, improve morale, and contribute to a more just employment environment. The economic benefits of gender equity—from higher productivity to improved retention—are well documented and align with both corporate performance and social progress.
Employers are encouraged to stay informed through updates from the Ministry of Labour, and to seek guidance when reviewing internal compensation systems to ensure they meet the spirit and letter of the law.
Managing your workers across multiple countries while staying up to date with changing labour laws and regulations can be overwhelming. But it does not have to be.
When you partner with a reliable provider like CXC, you’ll have a dedicated team of seasoned experts who are always ahead of the curve, ensuring that you remain compliant with labour laws and regulations. This enables you to focus on what matters most: growing your business.
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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