Understanding employee leave entitlements is a fundamental aspect of managing a workforce in Jordan and ensuring compliance with local labor laws. The Kingdom of Jordan provides various statutory leave types designed to protect employee well-being and support personal circumstances.
Employers operating in Jordan must navigate regulations covering annual vacation, public holidays, sick leave, parental leave, and other specific types of absence. Adhering to these requirements is essential for smooth operations and maintaining positive employee relations.
Annual Vacation Leave
Employees in Jordan are entitled to paid annual leave based on their length of service.
- Employees with less than five years of service are entitled to a minimum of 14 days of paid annual leave per year.
- Employees with five years or more of continuous service with the same employer are entitled to a minimum of 21 days of paid annual leave per year.
Leave accrues throughout the year. Employees are generally required to take their annual leave within the year it is accrued, though limited carry-over may be permitted by agreement or company policy, provided it does not violate the law. The timing of annual leave is typically determined by the employer based on business needs, in consultation with the employee.
Public Holidays
Jordan observes several public holidays throughout the year. Employees are generally entitled to paid leave on these days. If an employee is required to work on a public holiday, they are typically entitled to receive their regular wage plus an additional amount, or receive compensatory time off.
Public holidays include both fixed-date and lunar-calendar-dependent observances. The exact dates for religious holidays vary each year.
| Holiday | Type | Typical Timing (Approximate) |
|---|---|---|
| New Year's Day | Fixed | January 1 |
| Labour Day | Fixed | May 1 |
| Independence Day | Fixed | May 25 |
| Eid al-Fitr | Lunar/Religious | End of Ramadan |
| Eid al-Adha | Lunar/Religious | Dhu al-Hijjah |
| Islamic New Year | Lunar/Religious | Muharram 1 |
| Prophet's Birthday | Lunar/Religious | Rabi' al-Awwal 12 |
| Christmas Day | Fixed | December 25 |
Note: The exact dates for Islamic holidays in 2025 will depend on the sighting of the moon.
Sick Leave
Employees in Jordan are entitled to paid sick leave, provided they present a medical certificate from an approved physician.
- Employees are entitled to 14 days of sick leave per year with full pay.
- An additional 14 days of sick leave may be granted per year at half pay, provided a medical certificate is presented.
- Sick leave beyond these 28 days may be granted without pay, subject to company policy or collective agreements.
The medical certificate must specify the duration of the illness and the necessity for the employee to be absent from work.
Parental Leave
Jordanian law provides specific entitlements for maternity leave. Paternity and adoption leave are not explicitly mandated by the primary labor law but may be covered by company policy or collective agreements.
- Maternity Leave: Female employees are entitled to 10 weeks (70 days) of paid maternity leave. This leave can be taken before and after childbirth, provided that the period taken after childbirth is not less than six weeks. The employee is entitled to full pay during this period.
- Nursing Breaks: After returning from maternity leave, a female employee is entitled to a paid break of one hour per day for nursing her infant for a period of one year, in addition to her regular rest period.
Paternity and adoption leave entitlements are typically at the discretion of the employer unless specified in an employment contract or collective bargaining agreement.
Other Types of Leave
In addition to the primary leave types, Jordanian labor law and common practice recognize other forms of leave:
- Bereavement Leave: Employees are typically entitled to three days of paid leave in the event of the death of a close relative (e.g., spouse, child, parent, sibling).
- Hajj/Umrah Leave: Muslim employees may be granted unpaid leave to perform the Hajj or Umrah pilgrimage, subject to company policy and length of service. This is not a statutory entitlement but is common practice.
- Study Leave: Leave for educational purposes is not a statutory right but may be granted by employers, often without pay, depending on company policy and the relevance of the study to the employee's role.
- Marriage Leave: Some companies may offer a short period of paid leave for an employee's marriage, though this is not legally mandated.
Understanding and correctly applying these various leave policies is vital for employers operating in Jordan to ensure legal compliance and support their employees effectively.
