When hiring in Jordan, having a well-drafted employment contract in Jordan is more than just a formality; it is a vital tool for protecting both the employer and employee. While verbal agreements may technically be valid, Jordanian labour law strongly favours written contracts, especially when defining key terms such as job responsibilities, salary, working hours, and probationary periods. A written contract provides legal clarity and helps avoid misunderstandings throughout the employment relationship.
Employers should also be aware that contracts can be structured as either fixed-term or indefinite. Fixed-term contracts must clearly state the start and end dates, and if they continue without formal renewal, they may automatically convert into indefinite agreements. Additionally, contracts must be prepared in Arabic to be fully enforceable in court, although English versions are often used alongside for clarity, especially in multinational operations.
When creating your own employment contract template in Jordan, be sure it includes essential details such as the duration of employment, compensation structure (in JOD), probationary period (if applicable), work location, and notice requirements. The template should also address overtime expectations, remote work arrangements if relevant, and any policies related to contract extensions or renewals.
For businesses unfamiliar with Jordan’s legal landscape, partnering with a global Employer of Record like CXC can streamline the process. CXC helps ensure employment contracts are locally compliant while enabling companies to hire confidently without setting up a legal entity.
Employers are encouraged to customise their contract templates based on the nature of the role and sector-specific norms, while still adhering to local legal standards. Whether you are engaging a short-term contractor or a long-term employee, a clear and comprehensive contract remains a key part of successful hiring in Jordan.
Hiring in Jordan offers access to a skilled and multilingual workforce, particularly in sectors such as ICT, healthcare, and professional services. However, ensuring compliance with the country’s labour regulations is a critical first step for any business. One of the first things employers should familiarise themselves with is how employment contracts and policies in Jordan are structured and governed.
Although Jordanian labour law does not require every employment agreement to be in writing, it is strongly recommended that employers document all terms in a formal contract. This helps mitigate potential disputes and offers clarity for both parties. A written employment contract typically outlines the job title and duties, salary, working hours, leave entitlements, and the duration of employment, if fixed. Employers must also adhere to statutory rules on wages, overtime, and termination procedures.
Probationary periods are permitted and commonly used in Jordan. These must not exceed 90 days, during which either party can terminate the contract without penalty except for the payment of any earned wages. Employers should note that a probationary period may only be used once per employee and cannot be extended beyond the initial duration.
When it comes to hiring foreign nationals, Jordanian law imposes additional requirements. Employers must obtain prior approval from the Ministry of Labour and secure a valid work permit, which is usually issued for up to one year and may be renewed. Employing foreign workers without a permit can lead to financial penalties or legal consequences.
For companies employing 10 or more workers, issuing internal employment regulations is not just good practice—it is a legal requirement. These employment policies in Jordan must address operational matters such as working hours, rest breaks, weekly leave, sick leave, and safety procedures. In addition, employers are required to specify disciplinary measures and expectations around conduct.
To be enforceable, these internal regulations must be submitted to and authenticated by the Ministry of Labour. Without official validation, such policies are not considered legally binding. Employers who fail to comply with this rule may be subject to administrative penalties or fines.
While small businesses with fewer than 10 employees are not obliged to issue formal internal policies, doing so can still provide structure and protect the employer’s interests. It also helps align local teams with company-wide expectations, particularly for international firms operating in Jordan.
In summary, while the employment policy in Jordan framework allows for some flexibility, it also places a strong emphasis on formal documentation and ministerial oversight. Employers looking to enter the Jordanian market should take a proactive approach to drafting contracts and developing internal policies that reflect both the legal landscape and operational realities of doing business locally.
When hiring in Jordan, you need to understand the legal structures and local expectations, particularly when it comes to defining employment agreements. Foreign employers entering the market should ensure their contracts are both legally compliant and culturally appropriate. The following provides a closer look at contract terms in Jordan, including the standard provisions, language requirements, and rules for temporary employment.
While not every employment arrangement in Jordan needs to be documented in writing, the law strongly favours having a written contract in place. These written agreements help clarify the employment relationship and offer security for both employer and employee. Legally compliant contracts should outline the duration of the agreement—whether fixed-term or open-ended—alongside the job title, scope of work, workplace location, and agreed salary. If a salary is not clearly stated, the employee may be entitled to the market rate for similar work.
It is also advisable to include any provisions about the probationary period (limited to 90 days) and specify whether the employer has the right to change the location of work. The number of contract copies and the languages used must also be declared. In the absence of a written contract, employees can still rely on other forms of legal evidence to claim their entitlements under the law.
By regulation, employment contracts in Jordan should be prepared in Arabic. That said, many international companies also draft them in English to ensure clarity for non-Arabic-speaking staff. This dual-language approach is widely accepted, provided both versions reflect the same terms. If there is any conflict between the two, the Arabic version generally prevails in court. For companies with global operations, addressing the contract language terms in Jordan at the outset can prevent misunderstandings later on.
Although English-only contracts may still be used informally, they are not recommended for formal legal documentation. Employers should always ensure that Arabic translations are accurate and up to date. Any inconsistencies or ambiguities in wording could expose the company to legal risk.
The Jordanian Labour Law permits fixed-duration contracts, which are commonly used for project-based or seasonal work. These short-term contracts in Jordan must clearly state the start and end dates, and employers must avoid repeatedly renewing such contracts beyond the legal limits, as this may result in them being reclassified as permanent arrangements.
While short-term hiring offers flexibility, especially in sectors like tourism, education, and construction, it also comes with limitations. Employees on fixed-term contracts are entitled to the same benefits and protections as their full-time counterparts, including paid leave, social security contributions, and severance pay (if applicable). Employers should therefore assess whether temporary contracts truly meet their long-term workforce strategy.
To ensure enforceability, all legal contract terms Jordan employers apply must adhere to national regulations and be backed by proper documentation. Given the importance of compliance and clarity in cross-border hiring, a carefully drafted contract is not just a legal formality—it is a key pillar of a successful employment relationship in Jordan.
In Jordan, employers often engage staff on fixed-term contracts, particularly for project-based or seasonal roles. While this arrangement offers flexibility, it is not uncommon for businesses to wish to continue the working relationship once the contract nears its end. In such cases, clarity around Jordan’s extension procedures is vital to ensure legal compliance and avoid unintended obligations.
Fixed-term contracts in Jordan are legally permitted, but employers must exercise caution when extending them. If a contract is renewed multiple times or if the employee continues working after the original contract ends without a formal extension, the arrangement could be interpreted as a permanent contract under Jordanian labour law.
Renewals or extensions must be handled formally. Ideally, both parties should sign a written agreement stating the new end date and any updated terms. This can be done either by drafting a new contract or issuing an official extension addendum.
For indefinite contracts, the process of continuation is generally more straightforward. However, if there are changes to key terms such as job title, responsibilities, or salary, these should be documented clearly.
Employers often use an extension letter in Jordan to confirm the continuation of a fixed-term contract. This document should outline the new duration, reference the original contract, and confirm any modifications to existing terms. Both the employer and employee must sign the letter to validate the agreement.
It is important to issue this letter before the original contract expires to avoid gaps in the employment relationship. If the extension is left undocumented and the employee continues working, the employer may unintentionally convert the position into a permanent one, along with all associated rights and obligations.
For independent contractors, the extension process is slightly different. These professionals typically operate under a “contract for services” rather than a traditional employment agreement. Extending such an arrangement requires mutual consent and is usually documented through a fresh agreement or an amendment to the original terms. Contractors and clients should both review the proposed terms and sign off on the revised scope, duration, and fees.
Employers should follow a structured approach when managing contract extensions in Jordan. This includes:
It is also wise to avoid repetitive short-term extensions, especially if the role is ongoing. In such cases, transitioning the employee to a permanent contract may be more suitable and legally secure.
In conclusion, handling a Jordan extension correctly requires attention to documentation and timing. Whether it is a standard employment agreement or a contractor engagement, clear and formal processes reduce the risk of misinterpretation and keep workforce relationships running smoothly.
Employers operating in Jordan frequently rely on fixed-term arrangements for roles tied to seasonal operations, grant-based funding, or clearly defined project scopes. While this type of contract offers flexibility for both sides, employers should ensure the structure, renewal, and termination are handled in line with local law. Here’s how fixed-term contracts in Jordan work, and what businesses should know before drafting one.
Under Jordanian labour law, employment agreements can be either open-ended or for a defined duration. A fixed-term contract specifies a clear start and end date, with the understanding that the relationship concludes when the term expires. These contracts can be issued for any duration up to five years.
There is no legal limit to the number of times a fixed-term contract can be renewed. However, if a contract ends without being renewed or formally terminated, and the employee continues working, the agreement is automatically treated as indefinite. This legal shift also means the employee gains the additional protections that come with permanent status.
If the employer does not intend to renew a fixed-term contract, they must provide 30 days’ written notice. If the contract itself specifies a longer notice period, that timeline prevails.
To avoid confusion or unintended liabilities, employers should:
A transparent approach ensures that both employer and employee are aligned on expectations, duration, and future plans. It also protects the business from legal disputes that could arise from the informal continuation of work.
When the contract is approaching its end, consider initiating renewal discussions at least 4 to 6 weeks in advance. This allows time to negotiate updated terms or transition the employee to a different arrangement, if appropriate.
While no one-size-fits-all model exists, a compliant fixed-term contract template in Jordan should contain the following details:
It is best practice to draft contracts in both Arabic and English, particularly when one or both parties are non-Arabic speakers. In case of any legal dispute, the Arabic version will generally prevail in Jordanian courts.
By clearly defining the fixed-term contract meaning in Jordan and applying best practices throughout the employment cycle, companies can create reliable short-term work structures while staying fully compliant with local regulations.
For employers operating in or expanding into Jordan, it is important to align internal schedules with local labour expectations. Jordan has a structured approach to working time, including maximum weekly hours, overtime rules, and special provisions during religious holidays. Knowing how working hours in Jordan are set out under law can help you manage operations smoothly and remain compliant.
The standard work week in Jordan runs from Sunday to Thursday, reflecting the country’s cultural and religious calendar. Employees typically work 8 hours per day, adding up to a total of 48 hours per week. This is the baseline for most sectors unless otherwise stipulated in collective agreements or internal policies.
As for overtime, Article 57 of the Jordanian Labour Law outlines clear conditions. Employers may request additional work, but mandatory overtime is capped at 30 days per year. Overtime hours must be compensated at 125% of the regular wage on standard workdays. On public holidays or designated rest days, the rate increases to 150% of the regular salary.
That said, exemptions apply to certain categories of workers—particularly those in managerial or supervisory roles—who may not be subject to the same hour restrictions or overtime entitlements.
Employers should also keep in mind that breaching limits on working time or failing to provide proper compensation can result in fines or disputes. Establishing transparent timekeeping procedures and clearly documenting any agreed overtime arrangements is strongly recommended.
During the holy month of Ramadan, Muslim employees are entitled to reduced working hours. Typically, the daily schedule is shortened by one or two hours, depending on internal company policy and sector-specific norms. While the law does not enforce a fixed reduction for non-Muslim employees, many companies choose to apply the shorter hours universally to maintain consistency.
In practice, this means that Ramadan working hours in Jordan often shift to a 6-hour workday for practising Muslims, particularly in government roles and service-based industries. Employers should be proactive in adjusting rosters, especially for roles requiring shift work or customer-facing hours.
While productivity patterns may vary during Ramadan, aligning business operations with local customs builds trust and fosters better employee relations. Offering flexibility—whether through staggered start times or hybrid models—can also help support employee wellbeing during this period.
To summarise what the average working hours per week in Jordan are, for full-time employees, it is generally 48 hours spread over five days. However, this may vary depending on contract type, role, and religious observances. Employers should regularly review their scheduling practices to ensure alignment with Jordanian labour law and cultural expectations.
By clearly defining and communicating Jordan’s working hours, including any seasonal adjustments, employers can create a predictable and respectful workplace environment for both local and expatriate staff.
Remote and hybrid work models have grown steadily in Jordan, especially after the government introduced emergency labour measures during the pandemic. Since then, many businesses have explored long-term flexible working arrangements. Whether you are managing a distributed team or hiring staff based in Jordan, it is important to be aware of the official stance on remote work in Jordan.
In response to the challenges of 2020, the Ministry of Labour issued formal instructions for regulating remote work through Defence Order No. 6. These regulations continue to guide employers and employees navigating non-traditional work settings. Under these directives, employers have the authority to assign remote work—either full-time or part-time—based on business needs.
Employers must submit a monthly statement to the Ministry that lists all employees working remotely. This report should include the nature of the remote work, total hours, contract duration, and wages. The government mandates that full-time remote employees receive their full agreed-upon salaries. For part-time remote workers, compensation is calculated according to actual hours worked, with pay rates still subject to minimum wage laws.
Remote work must be treated with the same professionalism as office-based roles. This includes clear communication around performance expectations, working hours, data security, and compliance with company policies.
To maintain structure and fairness, employers are encouraged to establish written remote work policies. These should define eligibility, expectations, and the tools required to do the job effectively. Key policy components may include:
Having well-defined policies helps employers demonstrate compliance with labour regulations while supporting employee engagement and accountability. This is especially important for businesses seeking to scale remote operations or manage teams across different time zones.
Employers should also revisit health and safety considerations. Even when working from home, employees are still entitled to a safe and suitable work environment. Where possible, provide training or resources to help remote staff set up their workspace appropriately.
There has been a noticeable uptick in remote jobs in Jordan, particularly in technology, digital marketing, design, education, and customer service. The country’s growing pool of bilingual and tech-savvy talent makes it an appealing destination for global companies looking to hire remotely.
Remote work arrangements can also support workforce inclusion, allowing greater participation from women, caregivers, and individuals living in remote or underserved regions. As remote roles continue to grow in popularity, having a structured approach will give employers a competitive edge.
In summary, remote work in Jordan is not only legally viable but also increasingly common across a range of industries. With the right policies and a proactive approach to compliance, businesses can tap into Jordan’s diverse talent base while offering the flexibility today’s workforce increasingly expects.
Like all countries, Jordan has its own set of laws and regulations regarding employment contracts — and non-compliance could land your company in hot water.
With CXC as your trusted partner, you can have a tailored, compliant contract in Jordan (and in more than 100 countries worldwide). That means you will not need to worry about whether you have got it right. Instead, you can focus on what matters: growing your business, while our team of experts handles time-consuming HR and administrative tasks on your behalf.
Get in touch with us today and we will guide you every step of the way.
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