Art. 3 LL: The Labour Law does not apply to:
"A. Public and municipalities employees.
B. Family members of the employer who work in his/ her business against no wage.
C. Domestic workers, cooks, and so forth.
D. Agricultural workers except those who are subjected to any of the provisions of this law, their categories shall be defined by virtue of a regulation that shall be issued to this effect."

The Labour Code was amended on July 2010.

No statutory limitation on the use of FTC in the LL.

No statutory limitation on the renewals of FTC in the LL.
However, the LL provides that: "If the work contract was for a limited period, then it shall be terminated by the expiry of its period, if the parties have continued to implement the work contract after its expiry, then this shall be considered as a renewal of the contract for unlimited period from the beginning of employment" (art. 15 C) LL).

No statutory limitation on the use of FTC in the LL.

Art. 35 LL.

The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).

The LL does not list Art. 34 LC: a contract of employment may be terminated at any time at the will of either party provided previous notice is given.
This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

The LC provides for specific regime for dismissal on the grounds of serious misconduct (art. 36 and 37 LC) and on economic grounds (art. 40 LC).

- The employer shall not terminate the services of an employee in any of the following cases:
* from the sixth month of the employee's pregnancy or during her maternity leave.
* the employee is performing military or reserve service.
* the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university (art. 27 LL).

- Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
(ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."

Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.

Art. 23 A) LL.

Art. 23 A) LL: If one of the parties intends to terminate the employment contract, he or she shall notify the other party of his or her intention in writing at least one month in advance.

Art. 23 C) LL: "If the notification was provided by the employer, then the employer may exempt the employee from working during the period of notification [...] the employee shall be entitled to his/her wage for the period of notification in all such cases."

See art. 31 A) LL.

Art. 31 B) LL provides that "The Minister shall form a committee of the three production parties [= tripartite committee] to verify the validity of the procedures taken by the employer and provide its recommendation in this regard to the Minister within a period not exceeding fifteen days from the date of providing the notification".

Art. 31 A) LL: The employer shall notify the Minister of Labour of any intended collective termination or suspension of employment contracts in writing and indicate the reasons justifying it.

Art. 31 B) LL provides that "The Minister shall form a committee of the three production parties [= tripartite committee] to verify the validity of the procedures taken by the employer and provide its recommendation in this regard to the Minister within a period not exceeding fifteen days from the date of providing the notification".

The Minister can approve or reject the procedure followed by the employer. See art. 31 C) LL:
"C. The Minister shall issue his decision in relation to the recommendation [of the so-called "committee of the three production parties" = tripartite committee established by him] during seven days from the date of submitting it whether by approving the procedures of the employer or reconsidering such procedures".

Not in the LL.

Art. 31 E) LL: "The employees whose services have been terminated in accordance with paragraph (A,B) of this article may return to their work during a year from the date of their leaving work if the work has returned to its previous state and their reemployment with the employer was permissible."

Art. 32, § 1 LL provides that "the employee working for unlimited period and not subject to the provisions of the Social Security Law, and whose service is terminated for any reason may acquire the end of service remuneration in a rate of a month wage for each year of his/her actual service, for the parts of year, he/she shall be given a proportional remuneration.
The remuneration shall be calculated on the basis of the last wage that he/she has received during the period of his/her employment, while if the complete wage or part of it was calculated on the basis of commission or taskwork, then the remuneration shall be calculated based on the average of the monthly wage received by the employee during the twelve months preceding the end of his/her service.
If the period of his/her service has not reached that extent, then the monthly average of the total of his/her service period shall be considered, the intermissions not exceeding 60 days (New in 2010: previously 1 month) between one work and another shall be considered as uninterrupted employment period when calculating the remuneration. See: art. 35 LL, as amended by sec. 11 of the Interim Act No. 26 of 2010.

No specific redundancy payment, but the "end of service remuneration" covers termination for any reason, therefore including economic reasons.
(see art. 32 LL: the end of service remuneration amount to 1 month per year of service)

Art. 25 LL sets out legal limits on the compensation to be paid to the employee in the event of arbitrary dismissal (see below).

Art. 25, as amended in 2010 LL.
New in 2010: prior to the 2010 amendment, compensation was set as follows: at least 3 months' wages but not more than 6 months' wages.

Art. 25 LL: remedy for arbitrary and unlawful dismissal shall be either reinstatement or compensation.

No statutory provision found in the legislation reviewed.
Preliminary conciliation is only foreseen in the settlement of collective labour disputes (see art. 120-123 LL)

Art. 137 A) LL: The Magistrate Court (ordinary civil court) exercises jurisdiction over individual labour disputes with the exception of disputes related to wages in the areas where there is no "Remuneration Authority".

Under the Jordanian labour disputes settlement system, the labour court is an ad hoc organ, constituted by three regular judges delegated by the judicial council for this purpose upon the requirement of the minister of labour. It is only competent to hear collective labour disputes, and will do so if the conciliation board has failed to settle the case (art. 124 LL).

No statutory provision found in the legislation reviewed.

Art. 137 A) LL: the settlement of the case shall be made within three months as from the day it has been referred to the Court.
Appeal shall be lodged within 10 days and decided by the Court of appeal within 30 days. (art. 137 B) LL)