Existing user? Sign in
Share your needs with us, get contacted by law firms.
Free. Takes 2 min.
This guide explains the practical and legal landscape for employers in Aqaba, a port city and special economic zone in the Hashemite Kingdom of Jordan. Employment relationships in Aqaba are governed primarily by Jordanian national labor law, supplemented by regulations that apply within the Aqaba Special Economic Zone. Employers operating in Aqaba must understand rules on employment contracts, working hours, wages, social security contributions, health and safety, and procedures for hiring and terminating employees. Local institutions such as the Ministry of Labor, the Social Security Corporation, and the Aqaba Special Economic Zone Authority play important roles in implementation and enforcement.
Employers may need legal help for many reasons. A lawyer experienced in employment law can help prevent disputes, ensure compliance with local and national rules, and represent the employer in negotiations or litigation. Common legal matters where counsel is useful include drafting or reviewing employment contracts, dealing with termination and redundancy, handling disciplinary procedures, managing disputes over wages or benefits, navigating the hire and permits process for foreign workers, responding to inspections or enforcement actions by authorities, and advising on collective bargaining or union matters. Early legal advice often reduces the risk of costly fines, delays, and reputational damage.
Below are key aspects of the legal framework that employers in Aqaba should know. This is a high-level overview and not a substitute for tailored legal advice.
1. Governing law - The principal legal source is the Jordanian Labor Law and its amendments. Employers in the Aqaba Special Economic Zone should also check regulations issued by the Aqaba Special Economic Zone Authority, which may affect licensing, employment conditions, and administrative procedures.
2. Employment contracts - Written contracts are recommended. Contracts should set out the position, duties, working hours, salary, probation period if any, duration for fixed-term contracts, termination notice, and other essential terms. Certain terms may be mandatory under law.
3. Working hours and overtime - The law sets maximum ordinary working hours and rules on overtime pay. Employers must monitor hours worked and compensate overtime according to statutory rates unless a valid exception applies.
4. Minimum wage and salary payments - Employers must pay at least the statutory minimum wage where applicable, and pay salaries on time. Payroll records should be kept to document payments, deductions, and contributions.
5. Social security and insurance - Employers are required to register employees with the Social Security Corporation and make employer and employee contributions for social security, disability, work injury, and other covered benefits.
6. Leave and benefits - Statutory entitlements include annual leave, public holidays, sick leave, and maternity leave. Collective agreements or company policies may provide enhanced benefits.
7. Termination, notice and severance - Termination rules differ by reason - resignation, dismissal for cause, redundancy, or contract expiration for fixed-term workers. Proper notice and severance pay rules apply, and unjustified dismissal may expose the employer to claims.
8. Foreign workers and work permits - Hiring expatriate workers requires compliance with work-permit and residency rules administered by the Ministry of Labor and Ministry of Interior. Quotas, approvals and specific conditions may apply, and ASEZ may have additional requirements.
9. Occupational health and safety - Employers must provide a safe workplace and comply with health and safety obligations. Failure to maintain safety standards can lead to administrative fines and civil liability.
10. Dispute resolution - Employment disputes may be dealt with through administrative complaint procedures, mediation, or litigation before labor courts. Timelines and formalities apply to raising and defending claims.
Use a clear written contract that sets out the job title, duties, start date, salary and payment schedule, working hours, probation period if any, duration for fixed-term contracts, termination notice, and any confidentiality or non-compete clauses that are permitted by local law. For workers in the Aqaba Special Economic Zone, check whether ASEZA requires additional terms or a specific language version. Written contracts reduce ambiguity and help if a dispute arises.
Probation periods are common but must comply with legal limits and be expressly stated in the contract. Probation permits employers to assess suitability and may entitle either party to a shortened notice period during the probation. Make sure the probation length and conditions follow the law and are applied consistently to avoid claims of unfair treatment.
Ordinary working hours and maximum weekly hours are set by law. Work beyond ordinary hours is generally treated as overtime and must be remunerated at higher rates or compensated as allowed by law or agreement. Keep accurate time records and obtain prior approvals where required. Failure to compensate overtime correctly can lead to claims and administrative fines.
Employers must provide statutory annual leave, sick leave, and maternity leave. Public holidays are also protected and may entitle employees to paid absence or higher pay if they must work. Maintain clear leave policies, document approvals, and ensure payroll accurately reflects leave taken and paid entitlements.
Hiring a non-Jordanian typically requires securing a work permit and residency visa through the Ministry of Labor and Ministry of Interior, paying required fees, and complying with any quota or sector-specific rules. The Aqaba Special Economic Zone may have streamlined processes or additional requirements. Employers must also register foreign workers with social security where applicable. Legal advice is recommended to manage timing and compliance.
Termination must follow legal procedures and the terms of the contract. Reasons for dismissal must be documented if the dismissal is for cause. For redundancy or restructures, employers should follow consultation and notice requirements and calculate severance correctly. Unlawful or unfair dismissals can lead to reinstatement orders or compensation awards, so follow due process and obtain legal advice when planning terminations.
Employers must register eligible employees with the Social Security Corporation and withhold the correct employee contributions from wages while making the employer share. Contributions fund pensions, unemployment, sickness and work-injury benefits. Maintain detailed payroll records and submit contributions on time to avoid penalties.
Act promptly. Preserve relevant documents and records, follow internal investigation and grievance procedures, and consider using mediation if available. Notify legal counsel early to prepare a response, represent you in administrative or court proceedings, and help negotiate settlements if appropriate. Do not take retaliatory steps against the employee.
Employees generally have rights related to forming or joining trade unions subject to local law. If a recognized union represents staff, employers may be required to negotiate in good faith over collective agreements covering wages and working conditions. Consult legal counsel to understand obligations and to develop lawful collective bargaining and industrial relations strategies.
Yes. The Aqaba Special Economic Zone Authority administers a range of economic, fiscal and administrative rules that can affect employment practices. Some procedures for licensing, hiring and customs may be different from the rest of Jordan. Employers in the zone should review ASEZA regulations and seek local legal advice to ensure compliance with both national and zone-specific requirements.
The following government bodies and organizations are useful starting points for employers seeking authoritative information and assistance:
- Ministry of Labor - for information on labor regulations, work permits and dispute procedures.
- Social Security Corporation - for employer and employee social security registration and contribution rules.
- Aqaba Special Economic Zone Authority - for zone-specific regulations, licensing and administrative requirements.
- Ministry of Interior - for residency, visas and related immigration matters for foreign employees.
- Jordanian courts and labor tribunals - for information on dispute resolution and litigation procedures.
- Employers associations and chambers of commerce - for practical guidance, sample contracts and networking with other employers.
- Local law firms and employment law specialists - for tailored legal advice, drafting and representation.
If you need legal assistance as an employer in Aqaba, consider the following practical steps:
1. Gather documentation - Collect employment contracts, payroll records, staff manuals, time sheets, social security records and any correspondence related to the issue.
2. Identify the immediate risk - Determine if there are urgent deadlines, pending inspections, or litigation timetables that require immediate action.
3. Seek initial legal advice - Contact a lawyer who specializes in Jordanian employment law and has experience with Aqaba or ASEZA matters. Ask about their experience, fees, likely timelines and approach.
4. Use internal procedures - Follow internal grievance, disciplinary or redundancy procedures where applicable, while taking legal guidance to ensure compliance.
5. Consider alternative dispute resolution - Mediation or negotiated settlements can resolve disputes faster and with lower cost than litigation.
6. Develop or update policies - After resolving immediate matters, review employment contracts, workplace policies and compliance systems to reduce future risk.
7. Keep communication clear - Maintain professional and documented communication with employees, authorities and your legal counsel to preserve evidence and manage expectations.
If you are unsure where to start, an initial consultation with a qualified employment lawyer will help you understand your rights and obligations and design a plan tailored to your business in Aqaba. Legal advice early in the process frequently avoids escalation and reduces overall cost.
