Références
Champ d'application
Taille des entreprises exclues (≤): aucune
Catégories de travailleurs exclues: membres de la famille de l'employeur, fonctionnaires, travailleurs agricoles, travailleurs domestiques
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."
CDD reglementés: Non
Motifs autorisés de recours au CDD: aucune limitation
No statutory limitation on the use of FTC in the LL.
Nombre maximum de CDD successifs: aucune limitation
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).
Durée cumulée maximum de CDD successifs: 5année(s)
No statutory limitation on the use of FTC in the LL.
However, Article 806 of the Jordanian Civil Code provides that:
"1. The contract of employment may be for a limited or unlimited period and for a specific work.
2. The duration of the contract may not exceed five years."
Durée maximale de la période d'essai (en mois): 3 mois
Art. 35 LL.
Obligation d'informer le travailleur des raisons du licenciement: Non
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).
Motifs autorisés (licenciement justifié):
Motifs prohibés: grossesse, congé de matérnité, avoir déposé une plainte contre l'employeur, race, religion, affiliation et activités syndicales, accomplissement du service militaire ou civil, langue, prendre légalement ses congés
- 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."
Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs, femmes enceintes ou en congé de maternité, travailleurs effectuant leur service militaire/service alternatif
Forme de la notification du licenciement au travailleur: écrite
Art. 23 A) LL.
Délai de préavis:
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.
Indemnité compensatrice de préavis: Oui
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."
Notification à l'administration publique: Non
Notification aux représentants des travailleurs: Non
Autorisation de l'administration publique ou d'un organe judiciaire: Non
Accord des représentants des travailleurs: Non
Définition du licenciement collectif (nombre d'employés concernés) The LL refers to : "economic or technical conditions of the employer that entail reducing the size of work force, replacing a production system with another, or stopping work completely which may result in <b>terminating unlimited period work contracts or suspend all of some of the contracts</b>".
See art. 31 A) LL.
Notification à l'administration publique Yes
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".
Notification aux syndicats (représentants des travailleurs) Yes
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.
Notification aux représentants des travailleurs: Yes
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".
Accord des syndicats (représentants des travailleurs) Yes
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".
Accord des représentants des travailleurs No
Règles de priorité pour l'ordre des des licenciements collectifs (situation sociale, âge, ancienneté) No
Obligation de l'employeur d'examiner des solutions alternatives au licenciement (transferts, formation...) Yes
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."
Règles de priorité de réembauche No
:
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 a month between one work and another shall be considered as uninterrupted employment period when calculating the remuneration."
: 0.5 mois
: 0.75 mois
: 1 mois
: 2 mois
: 4 mois
: 5 mois
: 10 mois
: 20 mois
:
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)
: 0.5 mois
: 0.75 mois
: 1 mois
: 2 mois
: 4 mois
: 5 mois
: 10 mois
: 20 mois
travailleurs miniers: Non
Art. 25 sets out legal limits on the compensation to be paid to the employee in the event of arbitrary dismissal (see below).
Compensation pour licenciement injustifié - limites légales (plafond en mois ou methode de calcul définie): Compensation following any dismissal which is arbitrary and violates the provisions of the LL shall be <b>at least 3 months' wages</b> but <b>not more than 6 months' wages</b>.
Art. 25 LL.
directeurs /cadres dirigeants: Oui
Art. 25 LL: remedy for arbitrary and unlawful dismissal shall be either reinstatement or compensation.
police: Non
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).
Règlement des litiges individuels par arbitrage: Non
No statutory provision found in the legislation reviewed.
Durée de la procédure: 3mois (statutory)
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)