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Hiring in Jordan
Background check in Jordan
Hire employees in Jordan
Language used in Jordan
Corporate presence requirements and payroll setup in Jordan
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Employer of record in Jordan
Companies looking to expand into Jordan without establishing a local entity often turn to Employer of Record (EoR) solutions. An employer of record in Jordan can help businesses compliantly hire local talent, manage payroll, and ensure adherence to labour laws, all while reducing operational complexity. This model is particularly beneficial for businesses entering new markets on tight timelines or seeking to avoid the overhead of full incorporation.
Jordanian labour law does not mandate a written employment contract in every case, but it is highly recommended for clarity and legal enforceability. The written agreement should outline essential employment terms such as job duties, remuneration, working hours, leave entitlements, and the dispute resolution process. These details help set expectations and provide a safeguard in the event of disagreement.
Probationary periods are allowed and must not exceed 90 days. During this period, either party may terminate the contract without penalty, provided all earned wages are paid. This provision gives both employers and employees an opportunity to evaluate the working relationship before making a long-term commitment.
Employers with ten or more employees must implement internal work regulations. These include guidelines on working hours, rest breaks, weekly leave, holidays during Ramadan, occupational health and safety, and penalties. Such regulations require authentication by the Ministry of Labour to be legally valid. Employers failing to comply may face administrative fines.
For foreign hires, employers must obtain a work permit from the Ministry of Labour before the employee begins work. The permit is valid for up to one year and is renewable. Employing a foreign worker without this permit can lead to fines and penalties.
A global EoR in Jordan, such as CXC, can simplify these compliance challenges. From drafting employment agreements to managing permits and policy compliance, an experienced partner can provide much-needed peace of mind while supporting business agility.
EoR and PEO services in Jordan are well suited for project-based hiring, testing new markets, or managing distributed teams. The EoR assumes full legal responsibility as the employer on record, while the client retains control over day-to-day work activities. This balance allows businesses to remain agile and competitive without compromising on compliance.
Hiring in Jordan
Recruitment in Jordan follows a multi-step process that emphasises local hiring first and involves specific regulatory obligations when bringing in foreign talent. Navigating these steps carefully helps ensure both legal compliance and smooth onboarding.
What is the hiring process in Jordan?
The hiring process in Jordan generally begins with the local recruitment stage, where companies are expected to make a reasonable effort to hire Jordanian nationals. This is part of the government’s labour market test. Employers must advertise roles and demonstrate that no suitable local candidates are available before proceeding to hire foreign workers.
If no eligible local candidate is found, the employer may submit a work permit application to the Ministry of Labour. This process requires a variety of documents, including a signed employment contract, the foreign employee’s passport, medical and police clearances, proof of qualifications, and health insurance coverage. The average processing time ranges from 30 to 60 days.
Once the work permit is approved, the employee can apply for a work visa from a Jordanian consulate or embassy in their home country. Upon arrival, they must register with local authorities and secure a residency permit.
Common hiring practices in Jordan
Employment contracts in Jordan must be in Arabic. If the employee is not a native speaker, the contract should also be translated into their language, with both versions signed by the parties. Contracts can be fixed-term or open-ended, depending on the nature of the role.
Many employers opt for additional support via an Employer of Record (EOR) like CXC, a third-party provider that handles payroll, benefits, and legal compliance on the company’s behalf. This is particularly useful for businesses not ready to establish a legal entity in the country.
Labour law compliance is central to hiring in Jordan. The standard working week is Sunday through Thursday, totalling 48 hours, or eight hours per day. Minimum wage rules, health and safety regulations, and anti-discrimination laws also apply to all employers.
Lastly, respecting business etiquette and cultural norms is essential. Jordanian workplaces value hierarchy, professional courtesy, and relationship-building. Hospitality and respectful communication go a long way toward fostering trust and cooperation.
Whether hiring locally or from abroad, employers must adhere to both the letter and spirit of Jordan’s employment regulations to build a successful and compliant workforce.
Background check in Jordan
In Jordan, conducting a background check on potential hires is not mandatory under local employment law, but it is increasingly adopted as a best practice by employers hiring for sensitive or high-level roles. Companies are given discretion to run such checks provided they comply with general labour regulations and immigration requirements for foreign workers. While not regulated in detail, pre-employment screenings are legally permissible when carried out transparently and with the applicant’s written consent.
Employment history check in Jordan
Verifying an applicant’s employment history is a common step during recruitment in Jordan. Employers often contact previous employers to confirm job titles, dates of employment, responsibilities, and, when accessible, salary details. This step is especially important for roles requiring specific industry experience or technical expertise. However, it is advisable to request the candidate’s consent before initiating these checks to avoid potential privacy concerns.
Although not regulated by a specific statute, this practice aligns with due diligence expectations and helps employers assess a candidate’s integrity and suitability. Educational background checks are also widely accepted, provided institutions are contacted appropriately and the candidate has given prior approval.
Pre-hire medical examination in Jordan
Medical screenings before employment are generally not required by law for most private-sector roles. However, they may be required for roles that are physically demanding or involve safety-sensitive responsibilities. For foreign nationals, medical clearance is often part of the immigration process, as mandated by the Ministry of Labour.
Employers conducting these checks must ensure they do not discriminate based on medical conditions and should apply such practices consistently across candidates applying for similar positions.
Criminal background checks in Jordan
Employers may request a criminal record certificate, often referred to as a police clearance, as part of the hiring process. This is particularly relevant when hiring for roles involving finance, security, or positions within embassies, such as the background check for employment at an embassy in Amman, Jordan.
To obtain such a certificate, candidates typically apply through the local police department or Ministry of Interior. As with all other checks, it is crucial that consent is obtained, and any data collected is used solely for employment purposes.
In conclusion, while Jordanian law does not mandate comprehensive background checks, employers who choose to perform them should focus on transparency, consent, and fairness. These practices can enhance the quality of hiring decisions while ensuring compliance with legal and ethical standards.
Hire employees in Jordan
Employers looking to build or scale a workforce in Jordan have several engagement models to choose from, each carrying its own legal considerations and obligations. The country recognises distinct classifications such as regular employees, independent contractors, and agency workers. Understanding these differences can help businesses stay compliant and effectively manage costs, risks, and long-term workforce plans.
Hire regular employees in Jordan
When you hire employees in Jordan, the employment relationship is governed by the Labour Law. Regular employees are entitled to a broad range of statutory protections, including limits on working hours, overtime pay, paid leave entitlements, and protections around termination.
Employees may be hired on fixed-term or open-ended contracts, and their rights are typically non-waivable. For example, they are entitled to 14 days of paid sick leave per year, increasing to 28 days upon submission of a medical report. Maternity leave is set at 10 weeks of full pay, and employees who have served five years are eligible for 14 days of paid pilgrimage leave.
Employers must also contribute to the Social Security Corporation. The current employer contribution is 14.25% of the employee’s gross salary, while the employee contributes 7.5%. These contributions provide retirement, disability, unemployment, and work injury benefits.
Hire contractors in Jordan
Organisations may also hire contractors in Jordan for short-term projects or specialised work. Independent contractors are not covered by the Labour Law and instead operate under civil or commercial contracts. These agreements must clearly outline the scope, duration, and deliverables of the work.
Contractors are responsible for their own income taxes and social security contributions, and they do not receive statutory employee benefits such as paid leave, severance pay, or overtime. While this arrangement can offer flexibility, employers should be cautious of misclassification risks, especially if the nature of the working relationship resembles that of an employee.
Hire agency workers in Jordan
Employers can also hire agency workers in Jordan through third-party labour supply agencies. These individuals are officially employed by the agency, which is responsible for paying salaries, managing benefits, and ensuring legal compliance.
Agency workers are often used to fill temporary or seasonal roles. While they do not have identical protections as regular employees, Jordanian law still requires that basic standards—such as working conditions and occupational safety—be met. In some cases, if the worker is effectively under the supervision and control of the end-user company, joint liability may arise.
Whether employing directly or through alternative arrangements, businesses operating in Jordan must carefully consider the implications of each model to ensure compliance and maintain a fair workplace.
Language used in Jordan
When conducting business or hiring in Jordan, it is important for employers to recognise the linguistic landscape. Arabic is the official language, used in legal settings, government documents, and employment contracts. However, English also plays a significant role in professional environments, particularly within multinational companies and industries engaged in international trade. Understanding this bilingual context helps employers effectively communicate with talent and stay aligned with local legal requirements.
Main language in Jordan
The main language in Jordan is Arabic. As the official language, Arabic is used in government proceedings, legal documents, court cases, and public education. Modern Standard Arabic is used in most formal business and legal contexts, while Jordanian Arabic, a dialect, is spoken in daily life.
English, while not an official language, is widely spoken—especially in sectors such as finance, tourism, education, and healthcare. Many Jordanians, particularly those who are university-educated or work in urban centres, are fluent in English. As such, it is common for employment contracts, business presentations, and client communications to be drafted in English, especially when involving international stakeholders.
That said, when legal enforceability is concerned, Arabic takes precedence. If a contract or document written in English is to be presented in a Jordanian court, it must be translated into Arabic. This requirement is particularly relevant when dealing with employment contracts, service agreements, and compliance documentation.
How many languages are spoken in Jordan?
If you are wondering how many languages are spoken in Jordan, the answer extends beyond Arabic and English. Minority communities in Jordan speak Armenian, Circassian, and Chechen, though these languages are used mostly within cultural and familial contexts.
In addition, languages such as French and German are taught in private schools and some universities, but they are not commonly spoken outside academic or diplomatic settings.
In business and employment, Arabic remains essential. Employers looking to hire in Jordan should ensure that key documents—such as employee handbooks, health and safety guidelines, and HR policies—are available in Arabic. This is not only a legal safeguard but also a practical step to ensure clarity and compliance.
According to UNESCO and Jordan’s Ministry of Education, bilingual education is common in private institutions, reflecting the growing demand for English-language proficiency in Jordan’s modern workforce.
Employers must remember that while English may be suitable for day-to-day communication, Arabic remains the default for legal documentation and should be prioritised accordingly.
Corporate presence requirements and payroll setup in Jordan
Expanding into Jordan requires foreign employers to carefully plan their corporate structure and compliance approach. Whether establishing a long-term operation or fulfilling short-term contracts, the form of corporate presence chosen can influence legal responsibilities and payroll administration. Jordan offers a few recognised options for foreign companies, each with distinct regulatory implications.
Payroll setup checklist for Jordan
Foreign entities can operate in Jordan through either a branch office or a representative office. Each model has specific functions and restrictions.
A branch office is permitted to carry out commercial activities, including signing contracts with Jordanian customers. However, it cannot engage in sectors restricted to foreign ownership. A branch must appoint a local representative, maintain proper accounting records, and submit audited financial statements annually. This form is suitable for businesses planning to generate revenue directly in Jordan.
A representative office, by contrast, cannot conduct commercial activities. It is typically used for market research, promotional work, or establishing a regional base to explore future opportunities. These offices must be 100% foreign-owned and cannot invoice clients or earn local income.
Once the corporate structure is in place, employers can begin setting up payroll in line with Jordanian labour law. Here is a basic payroll setup checklist in Jordan:
- Register the company with the Ministry of Industry, Trade and Supply.
- Obtain a tax identification number from the Income and Sales Tax Department.
- Register with the Social Security Corporation.
- Open a local bank account to process salary payments.
- Draft compliant employment contracts in Arabic.
- Set up a payroll system to handle monthly salary processing, tax deductions, and social security contributions.
- Maintain accurate records and prepare for periodic audits by tax and labour authorities.
Best practices when setting up payroll in Jordan
Establishing payroll in Jordan requires attention to statutory deductions and legal obligations. Salaries must be paid monthly, and both employer and employee must contribute to the Social Security Corporation—14.25% and 7.5% of the gross salary, respectively. Employers are also responsible for calculating and remitting income tax, which is applied on a progressive scale.
Employment contracts must clearly outline working hours, leave entitlements, salary, and benefits. These contracts should be written in Arabic, even if a bilingual version is maintained for reference. Non-compliance with contract standards or tax and social security rules can lead to financial penalties or legal complications.
Employers should also ensure payroll staff are trained on local regulations or consider outsourcing payroll operations to a trusted local partner. Whether managed in-house or externally, payroll systems must be secure, transparent, and aligned with Jordanian legal requirements.
Choosing the right corporate structure and maintaining payroll compliance are critical first steps for foreign companies seeking to operate successfully in Jordan. With proper planning and reliable local support, employers can navigate these processes smoothly and build a strong foundation for their workforce.
Start building your global team compliantly today
Expanding into Jordan offers exciting opportunities for global businesses, but navigating the local employment landscape can be complex. From labour regulations to payroll compliance and work permit requirements, there are several layers of legal and administrative detail to manage.
Partnering with an Employer of Record like CXC allows your organisation to hire talent in Jordan without establishing a legal entity. CXC handles employment contracts, benefits, payroll, and local compliance, providing a smooth path to workforce expansion. This way, you remain agile and focused on growth, all while remaining fully compliant.
Compliantly hire employees anywhere with CXC
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