The Hashemite Kingdom of Jordan is a country in Southwestern Asia among the rocky desert of the northern Arabian Peninsula. It extends an area of 89,318 square kilometers, and is bounded to the north by Syria, to the east by Iraq, to the southeast and south by Saudi Arabia, and to the west by Israel. Jordan’s economy is relatively diversified, with trade and finance accounting for nearly 1/3rd of the total GDP.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Jordan.
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Fast-track your talent onboarding while ensuring 100% compliance with local regulations. using an Employer of Record in Jordan
Calculate net salary post deductions and compare it with the salary in other countries instantly.
Receive process support by an experienced team of experts & pay your talent on time and in their local currency, ideal for companies looking to hire employees or contractors in Jordan
Easily onboard your remote talent in Jordan through our Employer of Record (EOR) solution. Our subsidiaries and network partners make this process fast and 100% compliant.
The Hashemite Kingdom of Jordan is a country in Southwestern Asia among the rocky desert of the northern Arabian Peninsula. It extends an area of 89,318 square kilometers, and is bounded to the north by Syria, to the east by Iraq, to the southeast and south by Saudi Arabia, and to the west by Israel. Jordan’s economy is relatively diversified, with trade and finance accounting for nearly 1/3rd of the total GDP.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Jordan.
The national holidays mentioned below are valid for the year 2026 and are critical for hiring in Jordan planning:
The holidays mentioned below are valid for the year 2026.
| January 1 | New Year's Day | |
| March 20 - 23 | Eid al-Fitr Holiday | Movable |
| April 5 | Easter Sunday | Movable |
| April 6 | Easter Monday | Movable |
| May 1 | Labour Day | |
| May 25 | Independence Day | |
| May 26 - 30 | Eid al-Adha Holiday | Movable |
| June 16 | Islamic New Year | Movable |
| August 25 | Prophet Muhammad's Birthday | Movable |
| December 25 | Christmas Day |
The approximate time for sharing the contract with an employee in Jordan is 14 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
The Jordanian social security insurances include the following:
Employers contribute 14.25% to social security, while employees contribute 7.5%. The detailed breakdown is as follows:
| Types of Insurances | Employer Contributions |
| Work injury insurance | 2% |
| Maternity insurance | 0.75% |
| Unemployment insurance | 0.5% |
| Old-age, disability, and death insurances* | 11% |
| Total | 14.25% |
The worker should not work for more than eight hours per day or 48 hours per week. The maximum weekly working hours and rest periods may be distributed so that their total does not exceed 11 hours per day. Friday of every week should be the weekly holiday for the worker, unless the nature of the work requires otherwise.
The employer may employ the worker for more than the daily or weekly working hours in any of the following cases, provided that the worker receives additional wages:
For each additional working hour, the employee is paid no less than 125% of their normal wage.
The employer may employ any worker under probation in order to verify their efficiency and capabilities to carry out the required work, provided that the probationary period, in any case, does not exceed three months.
If the work contract is for a limited period, it ends on its own with the expiry of its term. A fixed-term contract cannot be terminated by either party before its expiration except for cases of gross misconduct.
For indefinite contracts, if one of the parties wishes to terminate the employment contract for an indefinite period, they must notify the other party in writing of their desire to terminate at least one month in advance.
Both parties can terminate the contract without notice due to the other’s gross misconduct.
The worker should not work for more than eight hours per day or 48 hours per week. The maximum weekly working hours and rest periods may be distributed so that their total does not exceed 11 hours per day. Friday of every week should be the weekly holiday for the worker, unless the nature of the work requires otherwise.
The employer may employ the worker for more than the daily or weekly working hours in any of the following cases, provided that the worker receives additional wages:
For each additional working hour, the employee is paid no less than 125% of their normal wage.
The employer may employ any worker under probation in order to verify their efficiency and capabilities to carry out the required work, provided that the probationary period, in any case, does not exceed three months.
If the work contract is for a limited period, it ends on its own with the expiry of its term. A fixed-term contract cannot be terminated by either party before its expiration except for cases of gross misconduct.
For indefinite contracts, if one of the parties wishes to terminate the employment contract for an indefinite period, they must notify the other party in writing of their desire to terminate at least one month in advance.
Both parties can terminate the contract without notice due to the other’s gross misconduct.
The Jordanian social security insurances include the following:
Employers contribute 14.25% to social security, while employees contribute 7.5%. The detailed breakdown is as follows:
| Types of Insurances | Employer Contributions |
| Work injury insurance | 2% |
| Maternity insurance | 0.75% |
| Unemployment insurance | 0.5% |
| Old-age, disability, and death insurances* | 11% |
| Total | 14.25% |
WorkMotion provides Employer of Record (EOR) services in Jordan through its partner network, giving companies a compliant path to hire in the country without setting up a local entity.
Jordanian law requires contracts to be drafted in Arabic, and WorkMotion handles this, producing an Arabic-language agreement aligned with Jordan’s Labor Law No. 8 of 1996 and its subsequent amendments, covering the required terms:
Where the employee does not speak Arabic, an additional copy in a language they understand is provided.
The contract reflects the correct employment type, fixed-term or indefinite, and is structured to avoid the automatic conversion risk that applies when fixed-term contracts continue past their end date without formal renewal.
Before the employee’s first day, WorkMotion handles registration with the relevant Jordanian authorities.
All private-sector employees must be enrolled with the Social Security Corporation (SSC) from the start of employment.
WorkMotion manages this registration and ensures the employee’s social security record is established correctly. Jordanian authorities actively enforce this, with penalties for unregistered employees.
Any salary changes during the year are also reported to the SSC in line with the 2024 amendment requiring real-time updates to the social security salary base.
WorkMotion configures payroll in Jordanian Dinar (JOD), the currency of remuneration for employees hired through the platform in Jordan.
Payroll runs monthly, with salaries paid no later than the final working day of each month.
WorkMotion calculates and withholds personal income tax at the applicable progressive rates, ranging from 5% to 30% on annual taxable income, and remits withheld amounts to the Income and Sales Tax Department (ISTD) on a monthly basis.
The annual salary and wage tax return, due by March 31 of the following year, is also managed as part of the service.
WorkMotion calculates and remits both the employer and employee shares of Social Security Corporation contributions each month.
The employer contributes 14.25% of gross salary; the employee contributes 7.5%. These contributions fund:
WorkMotion applies the correct SSC salary ceiling, which is updated annually, and adjusts contributions whenever the employee’s salary changes, in line with the 2024 SSC amendment.
Statutory leave entitlements, including annual leave, sick leave (14 days per year under the 2024 Labor Law amendments), and maternity leave, are tracked and administered through the platform.
Beyond statutory contributions, WorkMotion advises on market-standard allowances common in Jordan, including housing, transport, and education allowances, which are typically structured as separate components from basic salary.
These allowances are generally excluded from the social security contribution base, but their tax treatment depends on how they are structured.
WorkMotion’s team ensures benefits packages are set up correctly from the start, avoiding the payroll errors that arise when allowance structures are mishandled.
Each month, WorkMotion processes payroll, remits SSC contributions and income tax withholdings by the 15th of the following month (the statutory deadline), and issues compliant payslips.
The platform tracks changes to Jordanian labor law and updates employment terms accordingly. This includes the 2024 amendments that introduced stronger protections for pregnant employees, updated sick leave entitlements, and new overtime regulations.
Clients are notified of any changes that affect their employees’ contracts or cost structures.
For most companies hiring one to a handful of employees in Jordan, the choice between EOR and entity setup comes down to speed, cost, and ongoing administrative commitment.
| Factor | WorkMotion EOR | Jordan Entity Setup |
| Setup cost | WorkMotion service fee per employee, per month — no capital deposit required | Capital deposit required at incorporation: this can be around JOD 50,000 (~$70,000) for non-resident investors. |
| Time to first hire | Days from signed contract to payroll enrollment | Weeks to months — foreign company registrations requiring special approvals can take 7–14 business days for registration alone, with additional time for tax registration, SSC enrollment, and operational setup. |
| Ongoing legal exposure | WorkMotion’s partner network carries the employer-of-record liability and monitors compliance with Jordanian labor law changes | Your entity is directly liable for all employment law compliance, payroll accuracy, SSC contributions, and tax filings |
| Ongoing admin burden | WorkMotion handles payroll, SSC filings, tax withholding, contract changes, and leave management | Internal or outsourced HR, payroll, and legal functions required — plus annual financial statements and General Assembly meeting minutes deposited with the Companies Control Department |
| Exit flexibility | Wind down employment without dissolving a legal entity | Closing a Jordanian entity involves formal deregistration procedures and ongoing obligations until completion |
EOR through WorkMotion fits companies that need to hire in Jordan quickly, test the market, or maintain a small team without the overhead of a registered entity.
Entity setup becomes worth evaluating when a company is committing to a significant long-term presence in Jordan and needs full operational control, including the ability to hire across all sectors without the constraints of an EOR arrangement.
Jordan’s labor law framework has been actively amended, most recently in 2024, and several requirements catch foreign employers off guard. These are the compliance gaps that create the most friction.
Jordanian law requires employment contracts to be drafted in Arabic. While English versions are commonly used alongside for clarity in multinational operations, the Arabic contract is the legally enforceable document in Jordanian courts.
Foreign employers who issue English-only contracts, or rely on informal arrangements, leave themselves exposed in any dispute.
WorkMotion generates Arabic-language contracts as standard, with bilingual versions where needed.
Under a 2024 amendment to the Social Security Corporation’s rules, employers must now report any salary change to the SSC immediately, not just in January as was previously the practice.
Foreign employers accustomed to annual social security reconciliations can inadvertently fall out of compliance every time they process a raise, promotion, or bonus adjustment.
WorkMotion tracks salary changes and updates SSC records in real time.
Jordan’s Parliament ratified significant amendments to the Labor Law in 2024, covering:
Companies that haven’t reviewed their employment contracts and HR policies against these changes are operating on outdated terms.
WorkMotion monitors legislative updates and flags contract changes required by new law.
If you’re hiring a non-Jordanian national, the work permit process requires Ministry of Labor approval before employment begins, and employers must demonstrate that the role cannot be filled by a Jordanian national.
Work permits are employer-specific and role-specific: if employment ends, the permit must be cancelled. Processing typically takes several weeks.
WorkMotion’s partner network manages work permit applications and ensures the employer sponsorship obligations are met correctly from the start.
Jordanian compensation packages commonly include housing, transport, and education allowances alongside basic salary.
These components are generally excluded from the SSC contribution base, but their income tax treatment depends on how they are structured and documented.
Employers who lump allowances into basic salary, or who fail to document them correctly, end up over-contributing to social security or creating tax exposure for employees.
WorkMotion structures compensation packages correctly from onboarding, not as a correction after the fact.
A fixed-term employment contract in Jordan that continues past its end date without formal renewal can be treated as having converted to an indefinite-term contract.
For foreign employers accustomed to rolling over fixed-term contracts informally, this creates unintended permanent employment relationships, with the full notice period and termination obligations that come with them.
WorkMotion tracks contract end dates and prompts renewal or conversion decisions before they become compliance issues.
A B2B SaaS company headquartered in Germany, the Netherlands, or the UK that wants to build a presence in the Middle East often needs its first regional hire in Jordan: a sales manager, solutions engineer, or customer success lead who can cover the Levant and Gulf markets.
Setting up a Jordanian entity for one or two hires is not a realistic option.
WorkMotion’s EOR service through its partner network lets these companies hire compliantly in Jordan in days, with a locally compliant Arabic contract, JOD payroll, and full SSC enrollment, without a subsidiary.
Jordan has a growing technology sector, with Amman increasingly recognized as a regional hub for software development and digital services.
SMEs in the 50–300 employee range, particularly those in fintech, healthtech, and e-commerce, that cannot fill specialized engineering or product roles domestically are hiring in Jordan to access this talent pool.
WorkMotion handles the employment infrastructure so the hiring manager can focus on onboarding the engineer, not on navigating Jordanian labor law.
Jordan hosts a significant international development and humanitarian sector, and NGOs — a growing segment of WorkMotion’s customer base — frequently need to hire local program managers, field coordinators, or communications leads without establishing a permanent legal entity.
WorkMotion’s EOR model provides a compliant employment structure for these hires, covering contracts, payroll, and statutory benefits, while the organization retains full day-to-day management of the employee’s work.
You’ve found the right person in Jordan. The question is whether you can get them on payroll, compliantly, quickly, and without a six-month entity setup.
WorkMotion’s Employer of Record service, available in Jordan through our partner network, handles the employment infrastructure: Arabic-language contracts aligned with Jordanian labor law, monthly JOD payroll, SSC contributions, income tax withholding, and ongoing compliance monitoring as the law evolves.
Your team manages the work; WorkMotion carries the legal employment responsibility.
To estimate the full cost of your Jordan hire, including employer SSC contributions and applicable fees, use the Employment Cost Calculator before you commit.
When you’re ready to move forward, book a call with our team.
WorkMotion provides EOR services in Jordan through its established partner network rather than a wholly owned entity. This means your employee is legally employed by WorkMotion’s in-country partner, which holds the necessary registrations and employer obligations under Jordanian law, covering Arabic-language contracts, Social Security Corporation enrollment, payroll in Jordanian Dinar, and income tax withholding. The compliance accountability sits with the local partner, and WorkMotion coordinates the full employment lifecycle on your behalf.
Employers in Jordan are required to contribute 14.25% of an employee’s gross salary to the Social Security Corporation (SSC), with employees contributing a further 7.5%. Under a 2024 amendment, any salary change, including a mid-year raise or bonus adjustment, must be reported to the SSC immediately, not held until the annual reconciliation. WorkMotion’s partner network manages monthly SSC remittances and real-time salary updates, so your company stays compliant even when compensation changes occur outside of a standard annual cycle.
Jordan’s Labor Law requires employers to provide written notice before terminating an indefinite-term employment contract, with the notice period varying based on the employee’s length of service. Employees are also entitled to an end-of-service gratuity calculated on years of service, and termination of pregnant employees is now explicitly prohibited at any stage of pregnancy under the 2024 Labor Law amendments. These protections make it important to structure employment terms correctly from the start, since retroactive corrections at the point of termination are both costly and legally complex.
Hiring a foreign national in Jordan requires a work permit issued by the Ministry of Labor before employment begins. The employer must demonstrate that the role cannot be filled by a Jordanian national, and the permit is both employer-specific and role-specific, meaning it must be cancelled if employment ends. Processing typically takes several weeks, and the sponsorship obligations sit with the employing entity. WorkMotion’s partner network manages work permit applications and ensures the Ministry of Labor requirements are met before the employee’s start date.
Compensation packages in Jordan commonly include housing, transport, and education allowances structured separately from basic salary. These allowances are generally excluded from the SSC contribution base, which means structuring them correctly can affect both the employer’s social security costs and the employee’s net pay. However, their income tax treatment depends on how they are documented and whether they meet the conditions for exclusion under Jordanian tax rules. WorkMotion structures compensation packages correctly at onboarding, not as a correction after a payroll audit.
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