In Jordan, there's currently no specific legislation governing remote work, also known as telework. However, existing regulations such as Labour Law No. 12 of year 2016 and Civil Service Bylaw (2020) provide a foundation for responsible remote work practices.

Clear Contracts

In the absence of specific regulations for remote work, well-defined employment contracts for remote workers are crucial. These contracts should clearly define the work arrangement as remote, outline working hours and expectations for remote work schedules, and detail employee responsibilities for data security.

Technological Infrastructure

A robust internet connection is essential for successful remote work in Jordan. Jordan has made strides in developing its national internet infrastructure, but there are disparities in connectivity quality across different regions. Secure video conferencing platforms, instant messaging applications, and project management software are vital for effective communication and collaboration among remote teams. Employers might consider providing laptops or offering stipends for essential equipment based on negotiations within the employment contract.

Employer Considerations

Employers should ensure company data and systems are adequately protected through measures like access controls and encryption, even when accessed by remote workers. Encouraging reliable data backup solutions for remote workers can help mitigate potential data loss due to internet connectivity issues.

Employer Responsibilities

While there are no formal regulations mandating specific employer actions for remote work in Jordan, responsible employers should consider developing a formal remote work policy, providing training on remote work tools, establishing clear performance expectations, and fostering a sense of inclusion and connection despite physical distance.

Additional Considerations

Employers should be mindful of potential challenges employees might face regarding work-life balance in a remote work environment. Remote work can lead to feelings of isolation, so employers can offer resources and support programs to promote employee well-being.

Part-time work is recognized under the Labour Law No. 12 of year 2016 (Article 63). This law outlines minimum wage requirements for all employees, including part-time workers (Article 72). However, there are no specific regulations regarding benefits or entitlements for part-time workers compared to full-time employees. The law doesn't mandate specific reimbursements for part-time workers. However, employment contracts can specify if employers will provide essential equipment or offer stipends for internet access based on job requirements. Employers and employees can also negotiate reimbursements for specific expenses like internet access depending on job requirements and the nature of the part-time role.

Flexitime

There are no legal regulations explicitly addressing flexitime arrangements in Jordan. However, the Labour Law (2016) outlines standard working hours (Article 63). With employer approval, some flexibility in scheduling working hours might be possible under these regulations. Similar to part-time work, reimbursements for equipment or internet access in a flexitime arrangement would be determined by the employer based on the specific role and responsibilities outlined in the employment contract.

Job Sharing

Jordanian labor law doesn't explicitly address job sharing. However, employers can establish such arrangements through contracts with two or more employees. This would involve splitting a full-time position's responsibilities and workload. Reimbursement policies for equipment or internet access would likely be similar to part-time roles, potentially with some adjustments depending on the job sharing agreement and responsibilities assigned to each employee.

Data protection and privacy are critical considerations in the context of remote and flexible work. In Jordan, the Data Protection Law No. 35 of 2017 establishes core principles for data protection, emphasizing transparency, accountability, lawful basis for processing, and the implementation of security measures. The Labour Law No. 12 of 2016, while not directly addressing data privacy, underscores the importance of fair treatment, which can be extended to responsible data handling practices.

Clear Contracts and Data Protection

Employment contracts for remote workers should explicitly address data protection and privacy. This includes outlining employee responsibilities for data security, specifying limitations on the collection and storage of employee data, and establishing procedures for reporting data breaches.

Employer Obligations in the Remote Workspace

Employers have a duty to implement appropriate technical and organizational measures to protect data. This includes restricting access to data and systems, encrypting sensitive data, and encouraging reliable data backup solutions. Employers should also provide training on data security best practices.

Employee Rights and Data Privacy

Remote employees in Jordan have rights regarding their personal data. They have the right to access their personal data held by the employer and, under certain circumstances, may object to the processing of their personal data. Employees also have a responsibility to follow established security protocols and report any suspicious activity.

Best Practices for Secure Remote Work

Encouraging employees to maintain separate work and personal devices and accounts can minimize the risk of data breaches. Utilizing secure communication channels for work-related communication can help protect sensitive information. Clear procedures for reporting data breaches or suspected privacy violations should be established for prompt investigation and remediation.