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Sick leave in Jordan
Maternity, paternity, and parental leave in Jordan
Adoption leave in Jordan
Other leave in Jordan
Public holidays in Jordan
Protect your employees and your business
Leave and time off in Jordan
Managing employee time off requires more than just tracking dates on a calendar, especially when operating in a country with diverse cultural and religious observances. Employers must account for statutory entitlements, national holidays, and workplace policies that support employee wellbeing. One of the core entitlements is annual leave in Jordan, which is regulated by national labour law and serves as a cornerstone of any time-off strategy.
Under Jordan’s labour law annual leave provisions, full-time employees are entitled to at least 14 days of paid annual leave per year. This increases to 21 days after five continuous years with the same employer. The leave is in addition to official public holidays and cannot be substituted by financial compensation unless the employee is leaving the company. Employers must ensure leave balances are accurately recorded and that employees are encouraged to take their entitled days off to maintain work-life balance and avoid burnout.
Beyond annual leave, Jordan’s time-off framework includes a range of other leave types. These include 14 days of paid sick leave (extendable under specific conditions), 90 days of fully paid maternity leave, and three days of paternity leave. In some cases, employees may also be granted leave for pilgrimage, study, bereavement, or to accompany a spouse who has relocated for work.
Public holidays in Jordan, such as Eid al-Fitr, Eid al-Adha, and Independence Day, are also recognised as paid leave days. Given the variations in observance based on religion and personal circumstances, many employers offer optional or flexible leave arrangements to create a more inclusive environment.
Implementing a consistent and compliant leave policy not only ensures alignment with local laws but also demonstrates respect for employee wellbeing. Whether managing a local team or a regional workforce, integrating Jordan’s leave entitlements into your HR practices supports retention, productivity, and legal compliance.
Sick leave in Jordan
Employers in Jordan are legally required to grant employees time off when illness prevents them from working. Sick leave in Jordan is structured to balance the employee’s right to recover and the employer’s need for accountability. Medical documentation and approved healthcare providers play an important role in validating and extending sick leave under Jordanian labour law.
Sick leave law in Jordan
As outlined by sick leave law in Jordan, employees are entitled to 14 days of paid sick leave each year, provided they submit a valid medical report from a practitioner recognised by the employer or its designated medical authority. During this period, employees are entitled to receive their full salary.
Should the employee require additional time off due to continued illness, the law allows for an extension of another 14 days under specific conditions:
- If the employee is hospitalised, they are entitled to a further 14 days of sick leave, still at full pay. The hospital stay must be confirmed with proper documentation.
- If the employee is not hospitalised but provides a formal medical report from a recognised medical commission, they may still be granted an additional 14 days, though only at half pay.
Employers should ensure that their internal policies align with these national guidelines and that medical documentation submitted by the employee is reviewed by an authorised healthcare provider or internal health panel. Discrepancies in medical reports or misuse of sick leave can be addressed through disciplinary channels, but any denial of legitimate leave must be properly justified.
Additional time off for medical reasons in Jordan
Beyond the standard 14-day entitlement and its possible extensions, some employers in Jordan choose to provide more generous medical leave policies as part of a broader wellbeing strategy. While not mandated by law, these additional days can be particularly useful in roles involving high stress or physical demands.
Employers might also consider flexible arrangements for employees managing chronic conditions, such as adjusted working hours, remote work options, or wellness programmes. These accommodations support retention, productivity, and company morale.
Clear internal processes help manage sick leave efficiently. Employers should ensure:
- Medical certificates are submitted promptly.
- Sick leave is logged accurately in payroll and HR systems.
- All leave types are tracked separately from annual or unpaid leave.
Providing clarity around how sick leave in Jordan is administered not only protects the employer legally but also promotes transparency and fairness across the workforce. In cases of longer-term illness or disability, employers may also need to coordinate with the Social Security Corporation to determine eligibility for extended health or disability benefits.
Ultimately, adopting a structured and empathetic approach to medical leave ensures both compliance and employee trust—two factors that contribute to a healthy, stable workplace culture.
Maternity, paternity, and parental leave in Jordan
As labour policies in Jordan evolve to better support families, employers are expected to accommodate the needs of working parents through paid leave and flexible arrangements. The latest amendments to the Labour Law have enhanced maternity, paternity, and parental leave in Jordan, aligning the country more closely with international standards and improving the work-life balance for employees.
Maternity leave in Jordan
Female employees in Jordan are entitled to 90 consecutive days of fully paid maternity leave in Jordan. This leave covers both pre- and post-natal periods and is granted based on a certified medical report. A minimum of six weeks must be taken after childbirth, ensuring proper recovery time. The entitlement is distinct from annual leave and is funded through the Social Security Corporation (SSC), to which employers make monthly contributions.
Upon returning to work, mothers are also entitled to a one-hour nursing break per day for a duration of nine months. This break is granted during working hours and must not affect wages. For workplaces employing at least 20 married women, and where 10 or more children are under the age of four, employers are also required to provide a childcare facility staffed by a qualified nurse.
Paternity leave in Jordan
Paternity leave in Jordan was officially introduced through recent labour law amendments. New fathers are entitled to three working days of fully paid leave upon the birth of a child, supported by medical documentation. While this represents a progressive shift, various stakeholders, including local advocacy groups and experts from the International Labour Organization (ILO), have called for longer periods to promote shared caregiving responsibilities.
The brief duration of paternity leave may not be sufficient to offer meaningful support to mothers during the immediate postpartum period. However, its inclusion in the Labour Law signals growing institutional support for gender-balanced parenting roles.
Additional parental leave in Jordan
At present, parental leave in Jordan remains limited to separate maternity and paternity provisions, with no shared or gender-neutral parental leave formally enshrined in law. Nevertheless, employers can go beyond statutory requirements by offering extended leave, flexible return-to-work options, or part-time arrangements for new parents.
Some private-sector employers also offer paid family leave beyond the minimum requirements—such as additional time off for caregiving, adoption, or family-related travel. Though not widespread, such policies reflect a growing recognition of diverse family needs and contribute to long-term retention.
Employers are encouraged to keep up with emerging policy trends and consider how supportive parental leave practices can strengthen workplace culture. As national dialogue continues, future reforms may expand current leave frameworks to allow more inclusive and adaptable care arrangements.
Adoption leave in Jordan
In Jordan, the legal and cultural framework surrounding adoption is distinct from many other countries. Traditional adoption laws in Jordan reflect the country’s emphasis on preserving lineage and religious principles, which has implications for how adoptive leave is approached in employment settings.
Adoption laws in Jordan
Under Jordanian law, formal adoption in the Western sense is not permitted. Instead, the legal alternative is kafala, a form of guardianship where a child is placed in the care of a family without severing ties to their biological lineage. This system is rooted in Islamic law, which prioritises a child’s right to know their heritage.
Due to this, adoption leave in Jordan is not formally enshrined in labour legislation. However, some employers do provide contractual or discretionary parental leave to employees who become guardians or take on parental responsibilities through kafala. This type of leave can extend up to three months unpaid per child, with a cap of three children per employee. Either parent may take this leave, but not simultaneously, and eligibility generally requires at least one year of continuous service and 21 days’ advance notice.
Because such leave is not a statutory right, it is subject to the policies of individual employers or collective agreements. In practice, the availability and duration of leave may differ across industries and sectors.
Best practices when employing adoptive parents in Jordan
Even in the absence of specific legal mandates, many organisations are taking steps to support employees who welcome children through guardianship or informal adoption. Here are some best practices:
- Flexible work arrangements: Offer adaptable work hours, hybrid schedules, or compressed workweeks to help new parents manage caregiving responsibilities.
- Childcare support: Provide access to childcare services, financial allowances, or onsite facilities where possible.
- Contractual adoption leave: Align adoption-related leave policies with maternity or paternity entitlements, allowing guardians time to bond with their child.
- Parental support programmes: Consider offering support groups, mentorship, or access to professional counselling.
- Training and awareness: Equip managers with the knowledge to understand the emotional and logistical complexities adoptive parents may face.
- Encourage dialogue: Create a workplace culture that values openness, where employees feel comfortable discussing their needs and leave requests.
While adoption leave in Jordan is not yet a formal part of the labour law, employers can play a critical role in bridging the gap through inclusive workplace practices. Offering such support not only aids retention and morale but also promotes a more family-conscious and compassionate work environment.
Other leave in Jordan
Beyond annual, sick, and parental leave, employees in Jordan may be entitled to several additional types of leave depending on their circumstances. These leave types reflect Jordan’s cultural, religious, and social values, as well as its support for continued education and family commitments. Employers should familiarise themselves with the entitlements surrounding other leave in Jordan to ensure full compliance and foster a more supportive work environment.
Study leave in Jordan
Employers in Jordan may grant paid study leave of up to 14 days per year for employees to attend a training or educational course approved by the Ministry of Labour or the General Federation of Jordanian Trade Unions. This must typically be based on the employer’s recommendation and is intended for vocational development.
Additionally, employees enrolled in a recognised university, college, or institute are eligible for up to four months of unpaid leave each academic year to pursue their studies. This form of unpaid leave offers flexibility for workers seeking to balance professional responsibilities with long-term educational goals.
Pilgrimage leave in Jordan
Employees who have completed five consecutive years with the same employer are eligible for up to 14 days of paid pilgrimage leave in Jordan to perform Hajj. This religious leave is granted once during the employee’s tenure with an organisation and cannot be claimed more than once under the same employment contract.
This provision underscores the country’s recognition of religious observance and enables Muslim employees to fulfil a significant spiritual obligation without forfeiting pay.
Spouse leave in Jordan
Jordanian labour policy also provides for spouse leave, which allows an employee to take up to two years of unpaid leave to accompany their husband or wife who has been transferred to a different province or posted abroad for work. While this leave is not paid, it ensures that employees can prioritise family commitments during international or domestic relocations.
Employers are encouraged to handle such requests with flexibility and to communicate clearly about eligibility and reintegration upon the employee’s return.
More leave types in Jordan
In addition to the leave types above, there are other leave provisions being considered or practised in certain sectors:
- Bereavement leave: Jordan is reportedly moving toward introducing three days of paid leave in the event of the death of a first-degree relative. While not yet legally mandated, many employers already provide compassionate leave as a matter of policy.
- Special leave: In practice, some companies allow for additional unpaid leave under exceptional circumstances, such as caring for a sick family member or dealing with emergencies.
By proactively offering and managing other leave in Jordan, employers can foster loyalty, demonstrate cultural sensitivity, and ensure alignment with both national expectations and employee wellbeing. As labour regulations continue to evolve, reviewing leave policies regularly is key to staying compliant and competitive.
Public holidays in Jordan
To better cater to the Jordanian workforce, it is essential for employers to understand when, what, and how many public holidays apply in Jordan. Jordan observes a mix of fixed-date national holidays and Islamic holidays, which move each year based on the Hijri (lunar) calendar and are confirmed by official announcement. As a result, the total number of public holidays in 2026 typically falls around 10–14 days, depending on how the Islamic holidays land and how many days are granted.
Public holidays in Jordan
Fixed-date national holidays (generally observed nationwide):
1 January
New Year’s Day
1 May
Labour Day.
25 May
Independence Day
25 December
Christmas Day (commonly observed; practices can vary by employer/sector).
Islamic holidays (dates vary in 2026 and are subject to moon sighting / official announcement):
Typically 3–4 days
Eid al-Fitr
Typically 4 days
Eid al-Adha
1 day
Islamic New Year (Hijri New Year)
1 day
Prophet Muhammad’s Birthday (Mawlid)
Employer note
Public holidays in Jordan are generally treated as paid days off. If employees are required to work on an official public holiday, employers should apply the correct premium pay and/or compensatory rest rules in line with Jordanian labour regulations and the employee’s contract or internal policy. Because Islamic holiday dates can shift, employers should plan scheduling and payroll timelines around the government’s official holiday announcements.
Protect your employees and your business
As an employer in Jordan, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we will ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they are entitled to, and your business will be protected from risk.
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