Employer of Record in Jordan

Jordan sits in the heart of the Middle East, bordered by Saudi Arabia, Iraq, Syria, Israel, and the West Bank, with most of its people living in and around Amman, Irbid, and Zarqa. It’s a stable constitutional monarchy with a young, educated population; Jordanians are known for being welcoming, community‑minded, and highly resilient.

Arabic is the official language, but English is widely used in business, universities, and government offices. The country has strong universities like the University of Jordan and Yarmouk University, producing graduates in engineering, IT, business, healthcare, and education.

Jordan’s workforce is a mix of local talent and foreign workers from Egypt, Syria, the Philippines, and South Asia, especially in construction, manufacturing, domestic work, and service roles. Infrastructure is modern in the major cities with reliable banking, telecom, transport, and a well‑developed services sector while the port city of Aqaba serves as Jordan’s main logistics gateway.

Employment is shaped by a large public sector, a growing tech and services industry, and high competition for skilled jobs, making Jordan a practical base for companies working across the Middle East.

How an Employer of Record (EOR) Works in Jordan

Using an EOR to hire in Jordan is a straightforward process. It saves you the time and expense of establishing a local company.

Here is how it typically works:

• You Find the Talent: You identify the candidate you want to hire in Jordan.
• The EOR Hires Them: The EOR legally hires the employee through their own local Jordanian entity.
• Compliant Contracts: The EOR drafts an employment contract that complies with Jordan's Labor Law.
• Onboarding: The EOR manages the onboarding process for your new team member.
• HR and Payroll Management: The EOR handles all payroll, taxes, benefits, and social security contributions.
• You Manage Your Team: Your employee works for your company, and you manage their daily tasks and responsibilities.

Why use an Employer of Record in Jordan

Using an EOR in Jordan simplifies your expansion into a new market. It allows you to focus on your business goals instead of getting caught up in local employment regulations. An EOR gives you a fast and low risk way to hire talent without the major investment of setting up a foreign entity.

Here are some key benefits:

• Speed: You can hire employees and start operating in Jordan much faster than if you were to establish your own legal entity.
• Compliance: An EOR has expert knowledge of Jordanian labor laws, which helps you avoid legal and financial penalties.
• Cost Savings: You avoid the significant costs associated with setting up and maintaining a local company.
• Risk Reduction: The EOR assumes the legal responsibility for employment, reducing your liability.
• Simplified HR: An EOR manages all the administrative HR tasks, including payroll and benefits administration.

Hiring in Jordan means working within a structured labour system that sets clear rules for employers. Jordan’s Labor Law covers everything from working hours and overtime to probation periods, notice requirements, and end‑of‑service benefits. Employers must register staff with the Social Security Corporation, contribute to social security each month, and follow strict rules around contract types, termination, and workplace safety. Foreign workers also need employer‑sponsored work permits before they can legally work in the country. Understanding these local requirements is essential for compliant hiring, because Jordan enforces its labour regulations closely and expects employers to provide fair treatment, proper documentation, and timely payments.

Employment contracts & must-have clauses

While verbal agreements can be valid, you should always use a written employment contract in Jordan. This protects both you and your employee by creating clarity. Contracts must be in Arabic to be enforceable in court, but you can provide a bilingual version for understanding.

There are two main types of employment contracts:

• Fixed-term: These contracts have a specific start and end date. If an employee continues working after the end date without a formal renewal, the contract may automatically become an indefinite-term contract.
• Indefinite-term: These contracts have no specified end date and continue until one party terminates them according to the law.

Your employment contracts in Jordan should include these key details:

Clause	Description
Job Details	The employee's title, duties, and responsibilities.
Compensation	The salary in Jordanian Dinars (JOD), plus any allowances for things like housing or transportation.
Working Hours	A clear statement of the expected working hours.
Contract Duration	The start date and, for fixed-term contracts, the end date.
Leave Policies	Details on annual leave and other types of leave.
Termination	The conditions under which the contract can be terminated.

Probation periods

You can include a probation period in your employment contract to assess a new employee's suitability for the role. Here are the key points to remember:

• The maximum length of a probation period is three months.
• The probation period must be agreed upon in writing within the employment contract.
• During this time, either you or the employee can terminate the contract without notice.
• You cannot extend a probation period or re-hire the same employee for another one.
• If the employee continues to work for you after the probation period ends, the time they served during probation counts towards their total service period.

Working hours & overtime

The standard workweek in Jordan is 48 hours, spread over a maximum of six days. This usually means an eight-hour workday.

• Standard Hours: Not to exceed 8 hours per day or 48 hours per week.
• Overtime: Any work done beyond these standard hours is considered overtime.
• Overtime Pay: For extra hours worked on a regular workday, you must pay the employee 125% of their normal wage. For work on their weekly rest day or a public holiday, the rate is 150% of their normal wage.

These regulations on working hours generally do not apply to employees in managerial or supervisory roles.

Public & regional holidays

Your employees in Jordan are entitled to paid leave on public holidays. The main holidays include:

• New Year’s Day – Thursday, 1 January 2026
• Labour Day – Friday, 1 May 2026
• Independence Day – Monday, 25 May 2026
• Eid al‑Fitr – expected Monday, 16 March 2026 (1st day)
• Eid al‑Adha – expected Friday, 26 June 2026 (1st day)
• Islamic New Year (Hijri 1448) – Wednesday, 18 February 2026
• The Prophet’s Birthday – Tuesday, 28 July 2026
• Christmas Day – Thursday, 25 December 2026

Islamic holidays are determined by the lunar calendar, so their dates on the Gregorian calendar change each year. It's also common for the government to move the observance of a holiday to a different day to create a longer weekend.

Hiring contractors in Jordan

Hiring independent contractors in Jordan can give you flexibility and access to specialiZed skills without the long‑term commitment of traditional employment. Contractors handle their own taxes and social security registration, and they aren’t entitled to employee benefits like paid leave, end‑of‑service compensation, or employer social security contributions. But correct classification is essential.

In Jordan, the actual working relationship determines whether someone is an employee and not the title on the contract. If a contractor works fixed hours, reports to a manager, or relies solely on your company for income, Jordanian authorities may treat them as an employee.

Misclassification can lead to fines, back social‑security payments, and legal penalties. An Employer of Record (EOR) helps reduce this risk by legally hiring workers on your behalf and ensuring they’re classified correctly under Jordanian labour law. You still manage the person’s daily work, while the EOR handles compliance, payroll, and social‑security obligations so you can operate in Jordan without setting up a local entity.

Paying your team in Jordan means following a structured set of payroll rules defined by the Jordanian Labour Law and the Social Security Corporation (SSC). Employers must register every employee with the SSC and make monthly social‑security contributions of 21.75% of the employee’s wage (14.25% paid by the employer and 7.5% deducted from the employee).

Payroll must also include mandatory items such as overtime pay (125%–150% depending on hours worked), public‑holiday pay, and end‑of‑service benefits for employees on indefinite contracts. Income tax is withheld at source according to Jordan’s progressive tax brackets, and employers must issue accurate payslips and pay salaries on time each month.

Staying compliant means following these rules closely, keeping proper records, and ensuring all payments of salary, tax, and social‑security contributions are submitted through Jordan’s official systems.

Payroll cycles & wage structure

In Jordan, you typically pay employees on a monthly basis. It's standard practice to transfer salaries directly to your employees' bank accounts.

When you hire, you should provide a written employment contract in Arabic. This contract needs to clearly state the employee's compensation in Jordanian Dinar.

Overtime & minimums

The standard work week in Jordan is 48 hours over six days. If your employees work beyond these hours, you must pay them overtime.

• Regular overtime: 125% of their normal wage.
• Weekly day off or public holidays: 150% of their regular pay.

As of January 1, 2025, the minimum wage in Jordan is 290 Jordanian Dinars (JOD) per month.

Employer taxes and contributions

As an employer in Jordan, you have several financial responsibilities for each employee. You are required to contribute to social security. These contributions cover things like unemployment, disability, and retirement benefits.

Contribution	Rate	Notes
Social Security	14.25% of employee's gross salary	This is the standard rate.
Hazardous Occupations	Additional 1%	For employees in designated hazardous jobs.

Employee taxes and deductions

Employees in Jordan also contribute to social security from their salaries. You, as the employer, must withhold these amounts from their paychecks. Personal income tax is also deducted based on a progressive system.

Deduction	Rate	Notes
Social Security	7.5% of gross salary	This is the employee's share.
Income Tax
First 5,000 JOD	5%	Tax rates are applied in brackets.
Next 5,000 JOD	10%
Next 5,000 JOD	15%
Over 200,000 JOD	Additional 1%	A national contribution tax.

In Jordan, your employee benefits package is a mix of required leave and social security, plus other perks you can offer to stand out. The country's labor laws set the minimums for time off and other entitlements. Many companies choose to offer more than the basics to attract and keep the best people.

Statutory leave

Jordan's labor law outlines several types of required paid leave.

• Annual leave You get 14 days of paid annual leave. This increases to 21 days after you have been with the same employer for five straight years. If you have been with a company for less than a year, your leave is calculated based on the time you have worked.
• Sick leave You are entitled to 14 days of paid sick leave per year at full pay, as long as you have a doctor's note. This can be extended for another 14 days at half pay.
• Maternity leave Female employees get 10 weeks of fully paid maternity leave. At least six of these weeks must be taken after the baby is born.
• Paternity leave New fathers receive three days of paid leave that must be taken right after the child's birth.
• Bereavement Leave In the event of the death of a close relative, you are typically entitled to three days of paid leave.

Public holidays & regional holidays

Jordan observes a number of public holidays each year. These are paid days off.

Date	Day	Holiday
January 1	Wednesday	New Year's Day
March 31	Monday	Eid al-Fitr
April 1	Tuesday	Eid al-Fitr holiday
April 2	Wednesday	Eid al-Fitr holiday
April 3	Thursday	Eid al-Fitr holiday
May 1	Thursday	Labour Day
May 25	Sunday	Independence Day
June 5	Thursday	Arafah
June 6	Friday	Eid al-Adha
June 7	Saturday	Eid al-Adha holiday
June 8	Sunday	Eid al-Adha holiday
June 9	Monday	Eid al-Adha holiday
June 26	Thursday	Muharram/Islamic New Year
September 4	Thursday	Prophet's Birthday
December 25	Thursday	Christmas Day

Note: Islamic holiday dates are based on the lunar calendar and may vary.

Typical supplemental benefits

Many employers in Jordan offer benefits beyond what the law requires.

Statutory Benefits	Non-Statutory (Supplemental) Benefits
Social Security Contributions	Private Health Insurance
Annual Leave	Transportation Allowance
Sick Leave	Housing Allowance
Maternity & Paternity Leave	Performance Bonuses
End-of-Service Indemnity	Additional Paid Leave
---	Life and Disability Insurance
---	Meal Vouchers or Subsidies
---	Education/Training Support

How an EOR can help with setting up benefits

Setting up employee benefits in a new country can be tricky. An Employer of Record (EOR) makes it simple.

An EOR helps you:

• Stay compliant We make sure your benefits package follows all of Jordan's labor laws.
• Save time We handle the details of benefits administration so you can focus on your business.
• Attract top talent We can help you create a competitive benefits package that attracts the best candidates in the Jordanian market.
• Simplify everything An EOR puts your payroll, benefits, and HR in one place, making it easy to manage your team.

Ending employment in Jordan requires careful attention to legal procedures. The process involves specific rules for both employers and employees to follow. This ensures fairness and transparency for everyone involved. Clear communication and proper documentation are essential to avoid future disputes.

Notice periods

In Jordan, both employers and employees must give at least one month of written notice to end an open-ended employment contract. This applies to both dismissals and resignations. During a probationary period, which can be up to three months, either party can end the contract without notice.

Fixed-term contracts have different rules. These contracts typically end on the agreed-upon date. If you terminate a fixed-term contract early without a valid reason, you may have to pay compensation.

Severance pay

Severance pay is required for employees who are not part of the national Social Security system. For employees with indefinite contracts, severance is often calculated as one month's salary for each year of service, with a proportional amount for any fraction of a year. No severance is due if an employee is terminated during their probationary period.

An employer can terminate a contract without notice or severance pay in cases of serious misconduct. These reasons include:

• Assuming a false identity or providing fake documents.
• Failing to meet the obligations of the employment contract.
• Violating the company's internal rules after receiving two written warnings.
• Being absent without a valid reason for more than ten consecutive days or twenty intermittent days in a year, after a written warning has been sent.
• Disclosing confidential company information.
• Being convicted of a crime or misdemeanor related to honor or morality.

How Rivermate handles compliant exits

When you partner with an Employer of Record like Rivermate, we manage the entire offboarding process for you. We make sure that every termination complies with Jordanian labor law. Our team handles the necessary paperwork, calculates final pay, and ensures you meet all legal requirements. This reduces your risk and helps you manage employee exits smoothly and professionally. We focus on clear communication to ensure a respectful process for your departing team members.

Getting the right visas and work permits in Jordan is fairly straightforward once you understand the order of steps. Jordan uses a sponsorship system, which means a local employer must sponsor the worker as you can’t apply on your own. In practice, this means the person needs a confirmed job offer before anything else can happen.

The employer first applies for a work permit through the Ministry of Labour, and this permit is what legally allows a foreign national to work in Jordan. Only after the work permit is approved can the worker apply for a work visa through Jordan’s immigration authority, which lets them enter and reside in the country. Jordan requires the work permit to be secured before the employee travels, so getting the sequence right is essential for smooth, compliant hiring.

Employment visas & sponsorship realities

An Employer of Record (EOR) can sponsor work permits for many professional roles. However, Jordan restricts foreign workers from certain jobs to protect the local workforce. An EOR cannot sponsor candidates for these positions.

Restricted Professions

Jordan's Ministry of Labour reserves several job categories for Jordanian nationals. This list can change, so it is always best to check the latest regulations. Some of the restricted areas include:

• Administrative and Clerical Jobs: Roles like typists, secretaries, and data entry clerks are generally for locals.
• Retail and Sales: Most sales positions, both wholesale and retail, are reserved for Jordanians.
• Trades and Crafts: This includes professions like carpentry, metalworking, and furniture repair.
• Food Production: Small-scale food businesses that sell directly to the public, like bakeries and ice cream shops, have restrictions.
• Service Industries: Jobs in laundry services, dry cleaning, and water bottling for direct sale are typically for locals.

For roles that are open to foreign nationals, your employer must prove that they could not find a qualified Jordanian candidate for the position.

Business travel compliance

For short‑term business trips to Jordan, you’ll usually need a Jordan Business Visa. This visa is designed for activities like attending meetings, conferences, workshops, site visits, or negotiating contracts with local partners.

It does not allow you to perform paid work or take part in any activity that counts as employment under Jordanian labour law. Business visas are typically sponsored by the inviting company or organisation in Jordan, and travellers must show proof of their visit’s purpose when applying through Jordanian embassies or consulates. It’s a straightforward option for companies that need to visit Jordan briefly without entering into the country’s work‑permit system.

Business Visa Requirements

When you apply for a business visa, you typically need to provide several documents to the Jordanian embassy or consulate in your country. These often include:

• A valid passport with at least six months of validity.
• A completed visa application form.
• A letter of invitation from the company you are visiting in Jordan.
• A cover letter from your own company explaining the purpose of your trip.
• Proof of accommodation, like a hotel reservation.
• A round-trip flight ticket.

Citizens of some countries, including the United States, can get a visa on arrival at Queen Alia International Airport. However, it is always a good idea to check the most current rules before you travel. If you plan to stay for more than a month, you must register with the local police.