Jordanian MPs reject "sexual assault" addition to Labor Law

During a legislative session on Wednesday, the Jordanian Parliament, by a majority vote, rejected the proposed addition of the phrase "sexual assault or sexual harassment" to paragraph (T) of Article 7 in the draft revised Labor Law.

The proposal, backed by the government, sought to include sexual assault or harassment as grounds for immediate dismissal of employees.

Several lawmakers argued that these offenses are already addressed and punished under the Penal Code, making their inclusion in the Labor Law unnecessary. The current version of Article 7 allows for dismissal without notice under the following circumstances:

• A: If the employee impersonates another person or provides forged documents to gain personal benefit or harm others.
• B: If the employee fails to fulfill obligations outlined in their employment contract.
• C: If the employee commits a mistake leading to significant material losses for the employer, provided the employer reports the incident to the relevant authorities within five days.
• D: If the employee violates the internal rules of the institution, including safety protocols, despite two written warnings.
• E: If the employee is absent without valid cause for more than 10 consecutive days or 14 days intermittently within one year.
• F: If the employee discloses confidential work-related information.
• G: If the employee is convicted of a crime affecting their honor or public morals.
• H: If the employee is found intoxicated or under the influence of drugs or performs an immoral act at the workplace.
• T: If the employee assaults the employer, manager, supervisor, any worker, or any other person at the workplace or in relation to work, including physical violence or humiliation.

During the debate on paragraph (T), some MPs proposed adding the phrase "any form of sexual assault or harassment punishable under relevant legislation" to the end of the paragraph.

However, the majority rejected the suggestion, saying that the Penal Code is sufficient to address such offenses, including sexual assault, molestation, and harassment, whether committed by the employee or the employer.