Jordan
Min. wage
(x12 payments)
JOD 290 /mo
About the minimum wage
Employer tax
14.25%
Understand employer tax
Annual leave
14 days
Learn about annual leave
Notice period
30 days min
Termination and notice info
Updated
Sep 2026
The default and most common contract type in Jordan; continues until terminated by either party with proper notice and (for the employer) valid grounds. A fixed-term contract that continues to be performed after expiry without a written renewal is automatically deemed converted into an indefinite contract.
Ends automatically on the expiry date without notice obligations. If an employer does not wish to renew, 30 days' written notice is best practice; if the employee keeps working past expiry without a new agreement, the contract converts to indefinite. Early termination by the employer without lawful cause entitles the employee to compensation equal to the remaining wages for the balance of the term.
Standard maximum is 8 hours/day and 48 hours/week. Overtime is capped at 30 days per year and must be paid at 125% of the regular wage for weekday overtime and 150% for work on the weekly rest day, public holidays, or at night. Certain sectors/roles may have modified schedules under Ministry of Labour regulations.
Employers may set a single probationary period of up to 3 months (must be agreed in writing); it is generally not extendable for the same role. Either party may terminate the employment relationship during probation without notice or end-of-service compensation.
Jordanian Labour Law does not require a statutory 13th or 14th month salary. Any additional bonus or 13th-month-style payment is discretionary and governed solely by the employment contract, company policy, or collective agreement.
Jordan operates a 'Jordanization' / closed-professions policy: the Ministry of Labour publishes and periodically expands a list of professions and job titles reserved exclusively for Jordanian nationals (covering many clerical, sales, secretarial, and increasingly technical/administrative roles). Non-Jordanian employees may only be hired into open (non-restricted) job titles and require an employer-sponsored work permit tied to that specific job title and employer; misclassifying a foreign hire's job title to bypass restricted-profession rules is not permitted.
Total employer Social Security Corporation (SSC) contribution of 14.25% of gross monthly salary, comprising: 11% old-age/disability/death (pension) insurance (employers in hazardous occupations pay an additional 1%), 2% work-injury insurance (may rise up to 4% depending on sector risk classification), 0.75% maternity insurance, and 0.5% unemployment insurance. Contributions apply between the minimum wage and a maximum monthly salary ceiling (approx. JOD 3,000, adjusted periodically).
Total employee SSC contribution of 7.5% of gross monthly salary, comprising 6.5% old-age/disability/death (pension) insurance and 1% unemployment insurance. Employees do not contribute to work-injury or maternity insurance (fully employer-funded). Progressive personal income tax (5%-30% bands, plus a national contribution surtax on higher incomes) is withheld separately by the employer via payroll.
In addition to statutory leave, employees are entitled to the following statutory benefits:
Jordan's Social Security Corporation (SSC) scheme is mandatory for the vast majority of private-sector employees, including most foreign workers holding a valid work permit. Combined employer and employee contributions total 21.75% of gross salary (between the minimum wage and a periodically-adjusted salary ceiling of roughly JOD 3,000/month), split as follows:
Employees may also be subject to progressive personal income tax (approximately 5%-30%), withheld separately by the employer.
Work-injury (occupational accident and disease) cover in Jordan is provided through the Social Security Corporation as part of the mandatory employer contribution, rather than through a separate private workers' compensation policy. Employers pay a base rate of 2% of gross payroll, which can rise to as much as 4% depending on the sector's risk classification.
The scheme covers medical treatment, temporary and permanent disability benefits, and death/survivor benefits arising from work-related accidents or occupational diseases, provided the employee is duly registered with the SSC.
Jordan's Labour Law provides for a statutory end-of-service indemnity of one month's salary per year of service (pro-rated for partial years), but this obligation applies primarily to employees who are NOT covered by SSC old-age insurance. Because SSC coverage is mandatory for essentially all private-sector employees (Jordanian and most work-permit-holding foreign nationals), the SSC old-age pension/lump-sum benefit largely substitutes for this Labour Law severance in practice for covered employees.
Separately, an employee terminated without proper notice is entitled to compensation in lieu of notice, and an employee found to have been arbitrarily/unfairly dismissed may be awarded additional compensation by the courts (commonly calculated as half a month's wage per year of service, with a minimum of two months' wage) on top of any accrued leave payout and SSC entitlements.
There is no statutory requirement in Jordan for a 13th or 14th month salary payment. Any extra month's pay, holiday bonus, or profit share is entirely discretionary and depends on the individual employment contract, internal company policy, or an applicable collective bargaining agreement.
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Your employee's hours, time off, holidays, bonuses, and commissions are automatically calculated into payroll. RemoFirst will invoice you in either US Dollars (USD), Euros (EUR), British Pounds (GBP), Canadian Dollars (CAD), Australian Dollars (AUD), or Singapore Dollars (SGD) around the 15th of each month to make sure your employees are paid on time. To make it even easier, you can summarize your entire global team's salaries to aggregate them into one payment (instead of many individual payments).
Unlike full-time employees, contractors work on projects with multiple companies at a given time and are technically self-employed. Full-time employees are solely focused on their employer and usually receive benefits (such as health insurance, equity or stock options, and time off) as an additional form of compensation. While it can be cheaper to work with international contractors instead of paying benefits to a full-time employee, you run the risk of misclassification. It's recommended to work with an EOR for contractor onboarding and payments, so you can know that your international contractors are paid compliantly and on time.
Whenever the employee or employer has a question about, or anything else related to international employment, they can speak with our customer support team to get answers from our team of experts.
