Employee benefitsin Palestine

Employers must insure all workers against work injury with a licensed Palestinian insurer. The employer provides treatment, transport and rehabilitation until recovery. Temporary incapacity attracts 75% of daily wage for up to 180 days; the statutory wage-calculation provisions also address the preceding wage average. Death and permanent-disability awards require their separate statutory calculation.

A fatal or serious work injury must be reported to the police immediately. The employer must also notify the Labour Ministry and insurer in writing within 48 hours and give the injured worker a copy. The legal claims process and medical assessment are distinct from whether treatment can currently be accessed at a particular location.

For one year from birth, an employee who is breastfeeding receives at least one hour each day for that purpose, counted as working time. Pregnant employees and employees in the six months after birth cannot be assigned overtime.

An-Najah National University’s human-resources office administers staff medical insurance in Nablus, West Bank. Eligibility, covered treatment and claims follow the applicable insurance terms.

An-Najah National University provides a private lactation room with refrigeration and a sink for covered employees in Nablus, West Bank. Its policy allows two breastfeeding breaks totaling one hour a day until the child is at least one year old.

The private-sector social-security law enacted in 2016 remains suspended under Decree-Law 4/2019. A February 2026 Labour Ministry statement describes work toward adopting and applying a social-security law. Employers must still budget for direct statutory leave, end-of-service and work-injury obligations. Public-sector pension arrangements are separate; dormant private-scheme rates should not be applied as current payroll deductions.

After at least one year’s service, the worker’s end-of-service entitlement is one month’s full wage for each year, including proportional parts of a year. The calculation uses the last wage excluding overtime. Resignation and justified departure have separate statutory treatment; the full amount should not be assumed for every voluntary departure.

Employees receive two weeks of paid annual leave each year. The entitlement rises to three weeks for hazardous or unhealthy work and for workers who have completed five years’ service. Leave cannot be waived, can be split by agreement and cannot be accumulated for more than two years. The statutory durations are weeks; employers should specify the actual roster dates.

A report from the medical committee entitles a worker to 14 days of sick leave on full wage and a further 14 days on half wage in a year. Full wage includes the basic wage and wage allowances under the Labour Law definition.

A death in the legally defined close-family group, up to the second degree of kinship, gives three days of paid bereavement leave, additional to annual leave. The statutory kinship limit determines whether the particular family relationship qualifies. Proven emergencies can justify up to ten days’ absence a year deducted from annual leave, with no more than three consecutive days for an event.

After five years’ service, an employee is entitled to at least two weeks of paid leave for Hajj, the Muslim pilgrimage to Mecca. This entitlement is available once during service.

After 180 days at work, an employee receives ten weeks of paid maternity leave, including at least six weeks after birth. An employer cannot dismiss her because of this leave, except where she works elsewhere during it. The leave is an employer wage obligation rather than a payment under an active private-sector social-insurance fund.

An employee may take unpaid leave to care for a child or accompany her spouse, subject to the interests of the work. The law does not prescribe a universal paid childcare allowance in this provision.

An-Najah National University offers eligible full-time employees 90 calendar days of maternity leave on full base salary, with proportional terms for part-time staff. The policy requires six months’ continuous service. Leave may start up to four weeks before the expected birth. Up to 30 additional days can use annual leave or unpaid leave for specified medical circumstances.

An-Najah National University gives eligible staff ten working days of fully paid leave after a birth or adoption, for fathers and other parents who did not give birth. Staff must have six months’ continuous service and take the leave within two months of the birth or adoption. Leave may be consecutive or split into two parts and is separate from annual leave. Up to five additional working days are unpaid and require approval; notice and supporting documents apply.

Religious and official holidays are paid and additional to annual leave. Dated administrative calendars distinguish general, Eastern Christian, Western Christian and Samaritan observances. A civil-service closure schedule does not by itself establish identical leave dates for every private-sector employee; employers should identify the applicable notification and worker category.

A worker is entitled to one week of paid worker-culture education leave each year under the applicable ministerial arrangements. This is distinct from an employer’s optional professional-development budget.

An-Najah National University allows requests for temporary adjusted hours, duties or remote work during the first month after birth or adoption, where the role permits. Its maternity-return policy also allows requests for flexible arrangements for up to six months after return. Written approval and operational suitability govern the arrangement.

An-Najah National University’s employees’ union identifies housing projects at Al-Amiriya and Al-Maajin serving around 500 employees and their families. This is an existing union-linked housing example in Nablus, rather than a standard cash housing allowance or a national employee benefit.

Employee rights attach to paid work under an employer’s management or supervision. Genuine independent service providers negotiate commercial terms; employee leave and severance do not automatically follow a contractor label. This guide covers the Labour Law baseline for both the West Bank and Gaza. Public employment and other excluded categories require separate rules.

An employment contract can be written, oral, express or implied. Written contracts use Arabic and identify work, place, pay and duration, with a signed copy for the worker. A fixed-term contract, including renewals, cannot exceed two consecutive years; continuing work after expiry becomes indefinite employment. Fixed-term, casual and seasonal workers retain the applicable protections.

Palestine has no national currency. The Israeli new shekel (ILS), Jordanian dinar (JOD) and US dollar (USD) circulate. Employers should specify the agreed payment currency and any conversion terms. Wages must be paid in legally circulating money; a monthly salary is due by month end, while piece, hourly, daily and weekly pay is due by week end, with no more than five days’ delay after the due date.

The national wage floor is ILS 1,880 a month. Irregular daily and seasonal workers have a separate ILS 85 daily floor and ILS 10.50 hourly floor. These are minimum amounts for the stated pay categories, rather than a salary benchmark for technology roles.

Agreed overtime cannot exceed 12 hours a week. Each overtime hour is paid at one and a half times the ordinary hourly wage.

Workers receive at least 24 consecutive hours of weekly paid rest, normally Friday unless the business regularly requires another day. Rest periods may be combined within a month by agreement. Weekly rest pay depends on six consecutive working days, with proportional adjustment for absence.

Ordinary work is limited to 45 actual hours a week. Hazardous, unhealthy and night work have a daily reduction of at least one hour under the applicable ministerial rules. Rest breaks total no more than one hour, and work must not continue for more than five consecutive hours without a break.

A probationary period may last up to three months. Employers should state its terms in the employment agreement and assess the applicable termination and benefit rights during the trial.

Technical or economic workforce reduction requires notice to the Labour Ministry and preserves notice and end-of-service rights. Summary dismissal grounds have specific conditions: unexplained absence must exceed seven consecutive days or fifteen intermittent days in a year, following written warning after three or ten days respectively. Abusive dismissal attracts two months’ wage per service year, capped at two years’ wage, in addition to other legal rights.

Termination of an indefinite contract normally requires one month’s written notice. During employer notice, the worker may be absent for its second half, which counts as actual service. A worker’s resignation notice depends on pay frequency: one month for monthly pay and one week for daily or weekly pay.

A non-Palestinian employee needs a Labour Ministry work licence before employment. Employers must separately assess lawful entry, residence and location-specific access; a work licence does not establish that travel or on-site work is currently available in either the West Bank or Gaza.