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Notice period in Jordan

Employment termination in Jordan

Post-termination restraints in Jordan

Waivers in Jordan

Transfer of undertaking in Jordan

Operate in Jordan compliantly with CXC’s end-to-end solutions

End of employment in Jordan

Managing the end of employment in Jordan requires careful alignment with national labour laws, especially when dealing with notice periods, severance entitlements, or specific termination grounds. Jordanian law outlines clear expectations for both employers and employees, ensuring that termination procedures remain fair, transparent, and legally compliant.

In most cases, a written notice of 30 days is required from either party when ending a contract. This rule applies to open-ended agreements, while fixed-term contracts typically run their course unless early termination is mutually agreed upon. No notice is required during the probationary period, provided it does not exceed three months.

When terminating contracts outside the social security framework, employers must pay end-of-service compensation—one month’s wages per year of service. This applies to both Jordanian and foreign employees. Additionally, collective agreements and employment contracts may contain supplementary provisions governing notice, severance, or redundancy procedures.

Ending casual employment in Jordan follows similar rules, though clarity around contract terms is vital. Employers must define working hours, duration, and job scope to avoid disputes, especially when casual work extends over longer periods. Regardless of the contract type, Jordanian labour law aims to protect workers from arbitrary dismissal and ensure proper compensation upon exit.

Jordan also recognises post-termination restraints, such as non-compete and non-solicitation clauses, provided they are reasonable in scope and protect legitimate business interests. These must be carefully drafted to avoid invalidation.

For employers unfamiliar with local practices, partnering with a trusted Employer of Record like CXC can streamline the offboarding process and help ensure compliance with Jordanian labour law. From issuing compliant notice letters to managing final settlements, EoR partners reduce legal exposure while supporting a smooth transition for departing staff.

Notice period in Jordan

In Jordan, employers must adhere to statutory notice periods when ending an employment relationship. The notice period in Jordan is designed to ensure fairness and provide employees and employers alike with adequate time to prepare for changes in employment. Whether the separation is initiated by the employer or the employee, these rules promote transparency and accountability.

Current notice period in Jordan

According to Jordanian Labour Law, both employers and employees must provide at least one month of written notice to terminate an open-ended employment contract. This current notice period in Jordan applies equally in cases of dismissal or voluntary resignation, ensuring mutual responsibility.

During the probationary period, however, either party can end the contract without notice. Probation can last up to three months, and this flexibility allows both the employer and the employee to assess suitability without long-term obligations.

Limited-term contracts are a special case. If a fixed-term agreement is terminated before its agreed-upon end date without cause, the terminating party may be liable for compensation. Jordanian law generally discourages early termination of fixed-term contracts unless both parties consent and serious misconduct has occurred.

Resignation notice period in Jordan

Employees resigning from their roles must also respect the one-month notification requirement. This resignation notice period in Jordan is a standard condition and helps employers plan for transition and workforce adjustments. Failure to provide proper notice may result in financial penalties or loss of end-of-service entitlements.

Employers accepting a resignation should formally acknowledge the notice and begin any necessary offboarding or handover procedures. Clear communication and documentation are critical in this process.

Severance pay in Jordan

Severance pay is mandatory for employees who are not covered by the national Social Security system. In such cases, the law provides for an “end-of-service compensation” equal to one month of the employee’s last received wage for each year of completed service. For employees enrolled in the Social Security system, severance entitlements are typically covered through those contributions.

Employers are advised to confirm whether the departing employee is covered by Social Security, and to calculate any additional amounts accordingly. These measures help maintain compliance and avoid disputes.

Employment termination in Jordan

For employers operating in Jordan, it is important to be aware of the legal framework that governs termination in Jordan. Employment can be ended by either party, but the process and implications depend on the type of contract, the reason for termination, and whether the employee is still on probation. The rules are defined under the Labour Law and shaped further by any employment or collective bargaining agreements.

Grounds for termination in Jordan

According to Section 21 of the Labour Code, employment can end for a variety of reasons:

Mutual agreement between the employer and employee.
Expiry of the contract term or completion of the agreed work.
Death of the employee or their permanent disability, verified by a certified medical authority.
Dismissal for misconduct, absenteeism, or underperformance.
Voluntary resignation, with due notice.

In most cases, either party must provide written notice. The notice requirement, however, may vary depending on the circumstances, such as whether the termination was for cause or part of a fixed-term agreement.

Procedures for termination in Jordan

The termination process should begin with a formal written notice. Employers are generally required to provide at least one month’s notice unless the employee is under a probationary contract. Documentation is key reasons for dismissal should be recorded clearly to avoid disputes or legal complications.

In some cases, especially those involving misconduct or breach of contract, employers may terminate employment without notice. However, proper documentation and evidence are still necessary to protect the employer from claims of unfair dismissal.

Employers are also expected to settle any outstanding dues such as unused leave, unpaid wages, and severance, where applicable. If an employee is not covered by the Social Security system, they may be entitled to end-of-service compensation equal to one month’s wage for each year of service.

Termination of employment during probationary period in Jordan

The termination of employment during the probationary period in Jordan follows a more flexible process. During the trial period—usually not exceeding three months—either party can end the employment without notice or severance, provided the termination is not discriminatory or retaliatory. While no notice is required, best practice still involves written confirmation.

Employers should also ensure any termination, even during probation, is handled respectfully and professionally to maintain workplace morale and avoid reputational harm.

Post-termination restraints in Jordan

In Jordan, post-termination restraints are legally permissible but must meet specific conditions to be enforceable. These clauses—typically found in employment contracts—are designed to protect an employer’s legitimate business interests after an employee has left the organisation. The most common types are non-compete and non-solicitation agreements, and each must be carefully drafted to strike a balance between employer protection and employee freedom.

Non-compete restrictive covenant in Jordan

A restrictive covenant in Jordan that limits competition is only enforceable if it is considered necessary to protect the employer’s lawful business interests. These interests might include safeguarding trade secrets, confidential business information, or unique client relationships. However, Jordanian labour law requires that non-compete clauses adhere to reasonable limitations.

To be valid, a non-compete clause must:

Be limited in duration—typically no longer than two years post-employment.
Be restricted to a reasonable geographic area, often the specific region where the employer operates.
Define a specific type of work or industry the former employee is barred from joining, ensuring the clause is not overly broad.

These restrictions should not unduly prevent the employee from earning a livelihood. Courts in Jordan may refuse to enforce clauses that are excessively punitive or overly restrictive in scope.

Non-solicitation restrictive covenants in Jordan

Non-solicitation clauses are also recognised and enforceable in Jordan, provided they meet similar tests of reasonableness. These clauses generally prevent former employees from:

Contacting or attempting to hire the employer’s existing staff.
Soliciting existing clients or customers with whom the employee had direct dealings during their employment.

As with non-compete clauses, the enforceability of a non-solicitation clause depends on whether it is proportionate, time-bound, and clearly linked to the employer’s commercial interests.

Employers should review these clauses periodically to ensure compliance with the latest legal standards and adapt them to the nature of the business and employee role. Drafting such clauses with legal guidance is advised to avoid ambiguity or unenforceability under Jordanian law.

Waivers in Jordan

In Jordan, employment waivers, which refer to employees relinquishing specific legal rights, are largely prohibited under the country’s labour legislation. The legal system prioritises worker protection and aims to ensure that all employment rights, as enshrined in the Labour Law, remain inalienable. This means that any contractual clause, agreement, or verbal understanding that attempts to waive an employee’s statutory rights is considered invalid.

Employment waivers in Jordan

The Jordanian Labour Law explicitly safeguards employees from coercive or unfair employment agreements. According to Article 4 of the Labour Law, any waiver of rights granted by the law is null and void. This rule is in place to prevent employers from undermining the legal protections afforded to workers, particularly those related to wages, leave entitlements, working hours, and termination procedures.

For example, an employee cannot legally waive:

Paid sick leave: Employees are entitled to 14 days of fully paid sick leave annually, with the possibility of extending this to 28 days under specific medical conditions.
Maternity leave: Female employees are entitled to 10 weeks of paid maternity leave.
Pilgrimage leave: Employees who have completed five years of service are entitled to up to 14 days of paid leave for pilgrimage, once during their tenure.
Educational leave: Up to 14 days of paid leave may be granted for approved training, and up to four months of unpaid leave per year may be available for university study.
Termination notice: A minimum of 30 days’ notice is mandatory unless termination occurs during the probationary period.

Employers should note that even if an employee agrees to relinquish any of these rights, such waivers hold no legal weight in court. This framework reflects Jordan’s intent to create fair labour conditions and to protect employees from exploitation.

Jordan’s visa waiver

Beyond employment law, Jordan’s visa waiver programmes facilitate smoother entry for foreign nationals. One of the most notable options is the Jordan Pass, which not only covers entry fees to over 40 historical and cultural sites but also waives the 40 JOD visa fee—provided the visitor stays for at least three consecutive nights in Jordan.

The Jordan Pass must be purchased online before arrival and is available to citizens of countries that normally require a visa on arrival. It simplifies entry procedures while encouraging longer stays, benefiting both tourists and the local economy.

While employment waivers remain tightly regulated, Jordan’s approach to visa waivers shows its broader commitment to accessible travel and worker protection. Employers should ensure they remain compliant with national labour laws, particularly around non-waivable rights, while international visitors should explore the Jordan Pass for a more convenient entry experience.

Transfer of undertaking in Jordan

In Jordan, the transfer of undertaking is governed by a general legal framework that protects employee rights during business transitions such as mergers, acquisitions, or the sale of a company. Although the laws are not as granular as those in some other jurisdictions, the Labour Law ensures that workers are not left unprotected when the ownership or management of a business changes.

Rules for transfer of undertaking in Jordan

When a business changes hands, the employment contracts of its workers do not need to be renegotiated. Instead, they are automatically transferred to the new employer. This automatic transfer of employment ensures continuity for employees and avoids unnecessary disruptions. All the rights and obligations that existed between the previous employer and the employee carry over to the new employer.

This includes:

Salaries and benefits.
Length of service.
Leave entitlements.
Pension or end-of-service benefits.

Under Jordanian law, the new employer effectively steps into the shoes of the old one. Employees must be retained on the same terms and conditions unless changes are mutually agreed upon.

One significant legal safeguard is the provision of joint liability. For a period of six months following the transfer, both the original and the new employer are jointly responsible for fulfilling the contractual obligations owed to the employees. This provision helps to ensure that no accrued rights or entitlements are lost during the transition.

Employee transfer from Jordan

From a compliance perspective, employers involved in a transfer must pay special attention to employee communications and contractual documentation. It is recommended that any employee transfer letter in Jordan clearly outlines the reason for the transfer, reassures the employee of their continuous service, and affirms that all rights will remain intact.

For international or multi-branch businesses, an employee transfer form in Jordan may be used to formalise the move of an employee from one entity to another, either within the country or overseas. Such documents typically require employee consent, especially when transfers involve changes to work location, terms of employment, or employer entity.

Employees cannot be terminated solely because of the transfer. However, if the move results in fundamental changes to job responsibilities, location, or conditions that are deemed unreasonable, the employee may be entitled to terminate the contract and claim severance under the law.

Special rules also apply to migrant workers, who must be provided with contracts in a language they understand, and who must not be charged any fees related to their transfer.
Collective bargaining agreements, if in force, remain binding on the new employer. As such, any obligations under these agreements are carried over.

Operate in Jordan compliantly with CXC’s end-to-end solutions

Ending an employment relationship is more than just a formal conclusion; it is a moment that reflects your company’s values and commitment to fairness. Whether initiated by the employer or the employee, the process should be handled with transparency, professionalism, and respect for the individual’s contribution.

For businesses operating in unfamiliar legal or cultural environments, ensuring a smooth and compliant exit can be a challenge. Partnering with an Employer of Record like CXC can offer valuable support by managing the legal details, reducing risk, and allowing companies to focus on continuity and long-term workforce strategy.

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