Employee benefitsin Jordan

Private medical insurance gives employees an additional route to treatment under an employer-arranged policy. ProgressSoft discloses health and dental insurance benefits whose installments can be subsidized up to 100%; Aspire also lists employee medical insurance. The actual policy determines treatment coverage, employee costs and dependant eligibility.

Dental cover helps employees pay for eligible dental treatment under an employer-arranged insurance policy. ProgressSoft includes dental care in its disclosed insurance benefits, whose installments can be subsidized up to 100%. This is an example of employer provision; the actual policy determines the covered treatment and employee costs.

Aspire offers an employee wellness programme. The employer defines the activities and access terms.

Registered employees receive statutory protection for occupational accidents and diseases, including medical treatment, rehabilitation and eligible disability or survivor payments. The employer finances work-injury insurance through a standard 2% contribution on insured wages; adjustments depend on statutory risk and compliance rules. Work injury protection is distinct from optional private medical cover.

Social insurance finances old-age pensions, disability and survivor benefits, with pension or lump-sum entitlement determined by age, contribution history and the relevant insured event. The standard contribution toward old-age, disability and death cover is 11% of insured wages from the employer and 6.5% from the employee. Hazardous occupations can attract an additional employer contribution.

Eligible insured employees can receive unemployment payments after leaving work. At least 36 contributions, including one unemployment contribution, are required, and the claimant must remain below age 60 for men or 55 for women. Payments last three months with fewer than 180 contributions or six months with at least 180. Replacement rates are 75%, 65%, 55% and then 45% of the last insured wage across successive months. The 2026 maximum net monthly allowance is JOD 623.

An employee not covered by the Social Security Law receives one month’s wages per year of actual service when employment ends, with proportional payment for part of a year. The last wage normally determines the amount; commission or task-based pay uses the average monthly wage over the preceding twelve months, or total service if shorter. Covered employees rely on the social insurance regime rather than automatically receiving this gratuity as well.

Aspire offers eligible employees internal salary advances. Repayment terms follow employer arrangements.

Employees receive 14 days of fully paid annual leave each service year, increasing to 21 days after five consecutive years with the same employer. Entitlement for an incomplete year is proportional. Official and religious holidays and weekly rest days do not reduce this allowance. Leave can be postponed by agreement to the following year; unused entitlement is paid when employment ends.

An employed spouse can take a one-time unpaid absence of up to two years to accompany a spouse moving to work outside their governorate or abroad. This is a relocation-related leave entitlement rather than an employer-paid relocation allowance.

An employee with five consecutive years at the same employer can take 14 days of paid leave to perform Hajj, the Islamic pilgrimage to Mecca. This entitlement is available once during service with that employer.

During the first year after childbirth, an employee returning from maternity leave can take one or more paid nursing breaks totaling up to one hour a day. These breaks provide time to breastfeed without reducing pay.

Employees receive three days of fully paid paternity leave. This is a separate entitlement from the mother’s maternity leave.

A woman employed in an establishment with at least ten workers can take up to one year of unpaid leave to raise her children and return to her job afterward. Working for another establishment during that period removes the statutory right to return.

An employer with workers at one location who together have at least 15 children aged five or younger must provide a suitable place and qualified care. Employers can cooperate on a shared facility; the Ministry can determine alternatives where a suitable local facility cannot be provided.

Aspire advertises childcare support for mothers. Eligibility and funding depend on employer terms.

Official and religious holidays are separate from annual leave. Jordan observes New Year’s Day, Labour Day, Independence Day and Christmas, as well as Islamic New Year, the Prophet’s Birthday and the Eid festivals. The religious dates follow the Islamic calendar and annual announcements. Work on these holidays is subject to statutory additional compensation.

An extra month’s salary is not a universal statutory payment. A bonus or additional-month payment can become due through an employment contract, binding employer rules or a collective agreement.

Technology employers offer achievement-based bonuses. Aspire names year-end and spot awards; ProgressSoft links bonuses to performance. Award amounts follow employer policy.

ProgressSoft awards company shares to high-performing employees, creating actual ownership. Grant size and vesting follow the employer’s terms.

An employer applying flexible work must provide the equipment, tools, systems, software and electronic means needed for the employee to perform the job. This practical work provision is separate from a discretionary cash furniture allowance.

The flexible work framework permits agreed remote work, part-time work, flexible hours, compressed weeks and flexible annual arrangements. The arrangement must be written and specify duties, hours, pay and rights. Employees in an employer’s flexible-work system can request a change, and the employer must respond within ten working days. A change cannot reduce acquired statutory rights.

Employees nominated for an approved labour education course can receive 14 days of fully paid leave a year. An employee enrolling at an officially recognized university, institute or college can take four months of unpaid study leave.

Aspire offers eligible employees help with home-working furniture. The employer sets the allocation and claim rules.

Aspire offers eligible employees home internet assistance. The employer sets payment and eligibility terms.

Aspire advertises a hybrid working model. The employee’s role and employer agreement determine where work is performed.

Technology employers support training and certifications. Aspire also offers mentorship; ProgressSoft provides courses and international project experience.

Aspire supports employees moving from abroad. The employer determines eligible moving costs and support.

An employment relationship involves paid work under an employer’s direction or supervision. The substance of the arrangement determines employee protection; describing someone as a contractor does not remove an employment relationship. A genuinely independent business agrees its own service fees and commercial terms rather than automatically receiving employee leave and termination rights.

Employment contracts are prepared in Arabic in at least two copies, with each party retaining one. A worker can establish rights through other evidence if no written contract exists. Terms should identify the role, pay, working arrangements, start date, duration and termination terms. Fixed-term and indefinite contracts are distinct; continuing a fixed-term relationship after expiry can make it indefinite.

Monthly payroll is an established salary-payment convention. Wages and overtime must be paid within seven days after falling due. Additional contractual pay is separate from the statutory minimum wage.

The minimum wage for workers covered by the Labour Law is JOD 290 a month from 1 January 2025 through 31 December 2027, regardless of the method used to pay wages. Sector-specific collective arrangements require their own check; the general rate is not a technology salary benchmark.

Ordinary work is limited to eight hours a day and 48 hours a week, excluding meal and rest breaks. Friday is normally the weekly rest day unless the work requires another arrangement. Consensual overtime attracts at least 125% of ordinary hourly pay. Work on a weekly rest day or official or religious holiday attracts the additional compensation specified by law, at least 150% of regular pay. General management and travelling roles have statutory exceptions.

An employer may use probation to assess suitability for up to three months. Probation is optional, and pay cannot fall below the minimum wage. The employer can terminate during probation without notice or end-of-service remuneration. Continued service after probation counts toward service and creates an indefinite relationship under the statutory rule.

A court can order reinstatement or compensation for arbitrary dismissal. The compensation formula is half a month’s wages for each year of service, subject to a minimum of two months’ wages, in addition to notice pay and other applicable entitlements. The employee must bring the statutory challenge within 60 days of dismissal.

Termination of an indefinite contract normally requires at least one month’s written notice. The contract and service continue during notice, and employer-issued notice remains paid even if work is waived. Serious statutory misconduct can justify dismissal without notice. An employer ending a fixed-term contract early without a lawful exception owes the contractual rights and wages for the remaining term.

The standard private-sector social insurance contribution is 21.75% of insured pay: 14.25% paid by the employer and 7.5% deducted from the employee. Employer funding comprises 11% old-age, disability and death cover, 2% work injury, 0.75% maternity and 0.5% unemployment; the employee pays 6.5% pension-related cover and 1% unemployment. Hazardous work and specific legal arrangements can alter costs. The ordinary 2026 insured wage ceiling is JOD 3,733 a month; protected legacy insured wages require separate treatment.

Non-Jordanian hires require the appropriate employment authorization and permission for the actual occupation. Some occupations are reserved for Jordanian nationals; hiring must follow the applicable profession, sector and nationality rules. A job title cannot be changed merely to avoid a restricted occupation.