Jordan strengthens penalties for sexual harassment
A set of amendments to the Labor Law for 2024 has been proposed to align with developments in the labor market, enhance economic participation, and address current challenges.
The amendments aim to harmonize the Labor Law with existing legislation, including social security regulations, and to better balance the interests of workers and employers.
These changes seek to improve women's participation in the workforce by increasing maternity leave and prohibiting the dismissal of pregnant employees. Additionally, the amendments strengthen regulations around non-Jordanian labor, with measures aimed at better organizing the workforce.
Consultations regarding these amendments were held with key stakeholders, including the Jordan Chamber of Industry, the Jordan Chamber of Commerce, the General Federation of Jordanian Trade Unions, the National Committee for Women’s Affairs, representatives from the Business and Professional Women’s Forum, and civil society organizations.
Key changes include increasing maternity leave for private-sector employees from 10 weeks to 90 days and prohibiting the termination of employment for pregnant women, regardless of the stage of pregnancy. Workers in the private sector are also granted three days of paid leave in the event of the death of a first-degree relative.
Additionally, the amendments address childcare provisions, requiring employers who hire a certain number of workers with at least 15 children to provide free childcare. The covered age for children in these provisions has been adjusted to include those up to four years and eight months old.
Another significant amendment includes defining what constitutes wrongful termination and the entitlements of workers in such cases. For fixed-term contracts, the amendments clarify that the contract automatically expires upon completion unless both parties agree to renew it.
The amendments also tackle workplace misconduct, adding provisions related to sexual harassment. Employers are now permitted to dismiss employees without notice if they are found guilty of assault, insult, or sexual harassment in the workplace.
Moreover, the amendments redefine the term "medical reference" to align with the Social Security Law, ensuring that workers receive consistent medical evaluations for retirement benefits.
The proposed amendments also aim to better regulate non-Jordanian labor by requiring all non-Jordanian workers to obtain work permits, regardless of other legal provisions. Employers who hire unauthorized non-Jordanian workers face increased penalties, with no possibility of reducing the fines.
Furthermore, the amendments allow employers facing economic or technical difficulties to terminate up to 15 percent of their workforce once a year, provided they notify the relevant authorities. In cases where more significant layoffs are necessary, employers must seek approval from a committee that includes representatives from different sectors.
Employers are also required to ensure that any layoffs do not discriminate based on gender, religion, nationality, race, or language, as stipulated by the amended provisions.
