Jordan Employment Guide

Navigating Employment Termination in Jordan: A Professional Guide

Terminating employment relationships in Jordan requires careful adherence to legal frameworks. Unlike jurisdictions with at-will employment, Jordanian law mandates that terminations beyond probation periods must be supported by valid justification. Employers must navigate this process with precision to maintain compliance.

Legitimate Grounds for Termination

Jordanian labor law recognizes several compliant termination pathways:

• Voluntary resignation initiated by the employee
• Mutual agreement between both parties
• Employer-initiated termination based on:
  • Probationary period assessment
  • Objective business reasons
  • Disciplinary dismissals for policy violations
  • Performance-related issues demonstrating work incompatibility
• Natural expiration of fixed-term contracts

Notice Period Requirements

The standard notice period spans 30 calendar days, though specific circumstances may alter this requirement. For instance, SailGlobal's HR management platform automatically calculates notice periods based on termination type and employee tenure, ensuring regulatory alignment.

Severance Compensation Framework

Jordan's severance structure depends on contract type, termination rationale, and employment duration. Indefinite-term contract employees typically receive one month's salary per year of service, prorated for partial years. Consider a case where an employee with three years of service receives three months' salary as severance, while another with eighteen months receives 1.5 months' compensation.

Notably, probationary employees are ineligible for severance benefits. SailGlobal's compensation calculators help multinational companies accurately project these obligations during workforce planning.