Hiring in Jordan

A foreign company can hire in Jordan through its own Jordanian legal employer, an applicable employer of record arrangement, or a genuinely independent contractor engagement. The label alone does not settle the route: paid work under an employer's direction and supervision can be employment even when the engagement is described as contracting. For independent-contractor engagements in Jordan, 4dev.com lists the country as available through its Contractor Platform, which organizes information and work around contractor engagements.

Three ways to hire in Jordan

Supervised wage work needs a legal employer. An employer of record arrangement must fit its actual structure; a contractor agreement fits genuinely independent work.

Route	Legal employer	What you pay on top of salary	How you end it
Your own entity	Your Jordanian legal employer	14.25% ordinary employer SSC on insured wages, capped at JOD 3,733 for 2026	1 month notice for an indefinite-term contract
Employer of record	In the regulated Jordanian worker-supply model, the licensed supply company contracts with the worker	Statutory employer costs plus a provider quote	The supply contract sets the period; examine the provider's employment and supply contracts
Contractor	The contractor under a service contract, only where the work is genuinely independent	Contract consideration; do not assume employee SSC costs attach to the client from the label alone	Completion of the agreed work, or rescission by agreement or court order

A genuine muqawala service contract identifies the work, method, completion period and consideration. The contractor normally supplies additional tools unless agreement or custom says otherwise and may subcontract unless the contract or personal nature of the work prevents it. The contract ends on completion or by agreed or court-ordered rescission, rather than under employment notice.

Regulation No. 112 of 2024 governs the supply of Jordanian workers to a client; it does not decide every cross-border EOR structure. In that regulated model, the supply company needs a Ministry licence, a JOD 10,000 bank guarantee renewed annually, worker employment contracts and SSC-coverage records. It cannot contract with non-Jordanian workers for that service, and the client supply contract sets the period. Check the Ministry directory of Jordanian worker-supply companies and the Jordan EOR guide for the licence checks.

The Minister decides a complete licence application within 14 days; the first licence costs JOD 200 and renewal JOD 100. An uncured violation can lead to a one-to-six-month suspension and ultimately cancellation and forfeiture of the guarantee. These are provider-regime obligations, not employee costs or a quoted EOR service charge. If you lack a Jordanian registered employer, confirm whether direct payroll and SSC registration are available for your structure before planning a start date.

The labour market in Jordan

Use JOD 551 / month as the broadest wage reference, then match the budget to the population and year behind the figure rather than treating it as a current city or role rate. The Department of Statistics measures paid employees across public and private establishments in 2023, while the Social Security Corporation figure is a separate 2025 measure for Jordanian subscribers. For an Amman hire, use these national figures only as reference points; agree pay for the actual role.

Salary reference points

All paid employees across public and private establishments	JOD 551 / month — 2023	Jordan Department of Statistics yearbook
Private establishments	JOD 499 / month — 2023	Jordan Department of Statistics yearbook
Professionals	JOD 700 / month — 2023	Jordan Department of Statistics yearbook
Legislators, senior officials and managers	JOD 1,465 / month — 2023	Jordan Department of Statistics yearbook
Jordanian SSC subscribers	JOD 656 / month — 2025	Petra on SSC wage cap and average wage

JOD 499 / month narrows the 2023 comparison to private establishments; the professional and manager figures describe broad occupations, not specific job titles. The 2025 JOD 656 / month measure covers Jordanian SSC subscribers, a different population from the Department of Statistics survey. None of these figures establishes a city-specific or software-engineer wage.

Registering as an employer, step by step

Use a registered-employer route that fits the activity: form a Jordanian LLC, or register an active foreign company where it will conduct commercial work in Jordan, then complete the tax and SSC establishment steps that apply. Each published clock below covers one decision or transaction, not the full route to a worker's start date.

Step	What happens	Takes
Choose the legal-structure route	An LLC application goes to the Companies Controller with the memorandum and articles on approved forms, signed before an authorised official, notary or licensed lawyer. The Companies Law recognises temporary and permanent active foreign companies; where such a company conducts commercial work in Jordan, registration follows required work permission. Its application includes Arabic translations certified by a Jordanian notary, official permissions, authorised-signatory details, a power of attorney for a resident agent and the latest audited home-country financial statements.	LLC: Controller decision within 15 days after the signed application. Active foreign company: no verified decision time.
Complete registration	After LLC approval, certificate issuance follows the required capital-deposit proof and fees. For an approved active foreign company, registration in the foreign-company register and Gazette publication follow statutory fees.	No separate end-to-end clock verified.
Obtain an ISTD tax number	A resident person with income taxable under Article 3 registers with the Income and Sales Tax Department before starting work or business activity. The in-person service card lists identification or authorisation, commercial registration certificate, lease and profession licence among the documents; the electronic guide has a first-tax-number flow.	In-person service: 15 minutes with required documents. Online service: immediate.
Request SSC establishment inclusion	The Social Security Corporation service is for an operating establishment with at least one employee and a profession licence or other licence to work. Its online application records liaison-officer details before the request is saved.	3 days for the establishment-inclusion application.
Total	No verified end-to-end total. Preparation, licences, foreign-company registration, certificate issuance and individual worker enrolment do not have a combined published duration here.	No verified end-to-end total.

Start each clock only after its stated prerequisites are ready. The LLC decision deadline excludes certificate delivery; the ISTD times cover tax-number transactions, and the SSC service time covers an establishment application rather than individual enrolment. Do not add them into an end-to-end hiring estimate.

Once employment begins, SSC coverage applies from age 16 to Labour Law workers regardless of nationality, subject to the stated dual-coverage agreements and wage condition. The firm is responsible for both social-insurance shares from the employment start date, and part of a month counts as a full month. It reports January workforce data by the end of March, and each joiner or leaver by the end of the following month; the ISTD schedule of names, wages and tax withheld is due during the following month.

An employer with 10 or more workers must have Ministry-ratified internal work regulations. An unregistered foreign employer should confirm its direct payroll and SSC registration position for the proposed structure.

Hiring and onboarding

Start by documenting whether the role is supervised wage work, then set the wage, SSC and permit checks around that relationship before the worker begins. An employment contract may be express or implicit, verbal or written, but it is defined by work for a wage under the employer's supervision and management; calling the arrangement contracting does not remove SSC coverage where those conditions apply.

Legal limits on the first contract

Probation is optional, not automatic. If used, both sides must agree it when signing; it can last up to 3 months and the same employer cannot impose it more than once. A probationary worker's pay cannot fall below the applicable minimum wage.

At 10 or more workers, the establishment needs internal work regulations that comply with Labour Law and are ratified by the Ministry. Check any contract-language requirement for the proposed route. For a grant-funded fixed-term project, a practitioner advises written renewal before expiry; that advice does not establish a universal term limit or conversion outcome.

Onboarding checklist

• Record the employing entity, role, wage and supervision arrangement before work starts. Where the work is paid and directed by the employer, treat it as the employment/SSC question it is, irrespective of a contractor label.
• Check the applicable wage floor: the general Labour Law minimum is JOD 290 a month from 1 January 2025 through 31 December 2027; the garment, spinning and textile agreement has JOD 230 from 1 January 2025. The general decision excludes that garment track and non-Jordanian domestic workers.
• Enrol eligible Labour Law workers in SSC from age 16, regardless of nationality, subject to the stated minimum-wage and dual-coverage conditions. The firm pays both insurance shares from the employment start date, with a fraction of a month treated as a full month; report a new joiner by the end of the following month.
• Agree any probation in the signed contract and keep it within the 3-month, non-repeatable limit.
• Prepare Ministry-ratified internal work regulations if the establishment has 10 or more workers.
• For a non-Jordanian hire, confirm a Ministry work permit for the named employer and occupation. The permit runs for no more than one year and may be renewed.

Work permits for non-Jordanian hires

A non-Jordanian worker needs a Ministry work permit tied to the named employer and occupation. A permit runs for no more than one year and may be renewed. Obtain the fee and processing estimate for the named employer and occupation before setting a start date.

A separate temporary 2026 regularisation route is limited to foreign workers who entered Jordan for a non-work purpose and have never previously obtained a work permit. It ends on 1 December 2026 and requires the full work-permit fee plus JOD 500 covering all prior years, whatever their number. Its eligibility does not extend to all non-Jordanian hires or determine a foreign employer's direct-registration position.

Minimum wage in Jordan

JOD 290 / month is the general minimum wage for workers under the Labour Law from 1 January 2025 through 31 December 2027. Check the sector and worker category before applying it, because the decision has separate exclusions.

General Labour Law floor	JOD 290 / month — 1 January 2025 to 31 December 2027	Jordan Ministry of Labour minimum-wage decision
Garment, spinning and textile collective-agreement track	JOD 230 / month — reported from 1 January 2025	Jordan Ministry of Labour garment agreement
Non-Jordanian domestic workers	Excluded from the general 2025–2027 decision	Jordan Ministry of Labour minimum-wage decision
Previous general floor	JOD 260 / month — effective 1 January 2021	Jordan Ministry of Labour 2021 minimum-wage decision

The garment agreement reports JOD 230 from 1 January 2025 without giving the general decision's 2027 end date. Apply the general and garment tracks to their respective workers.

For daily, weekly, hourly or other pay periods, the decision starts with the applicable monthly minimum and divides it by 30 days. That conversion basis does not create a universal hourly minimum without the relevant work pattern. Paying below the applicable minimum exposes the employer to a JOD 500–1,000 fine per case, the wage shortfall, and a doubled penalty for a repeat violation. For budgeting, use the wage-floor and SSC-ceiling decision steps before the ordinary cost scenarios.

Taxes and contributions

For an ordinary insured employee, budget the gross wage, the employer's capped SSC contribution and the employee's own tax and SSC position separately. Resident individuals face marginal income-tax rates of 5–30%; the personal exemption is JOD 9,000, with another JOD 9,000 for dependants where eligible, and a 1% national solidarity contribution applies to taxable income above JOD 200,000.

The ordinary employer SSC rate is 14.25% of insured wages: 11% for old-age, disability and death insurance, 2% for work injury, 0.75% for maternity and 0.5% for unemployment. The employee shares stated for these components are 6.5% for old-age, disability and death insurance and 1% for unemployment; they are not part of the employer-cost examples below.

Old-age, disability and death	Employer 11%; employee 6.5%	Jordan Social Security Law
Work injury	Employer 2% ordinarily	Jordan Social Security Law
Maternity	Employer 0.75%	Jordan Social Security Law
Unemployment	Employer 0.5%; employee 1%	Jordan Social Security Law
Ordinary employer total	Employer 14.25%	Jordan Social Security Law

The ordinary 2026 SSC contributory-wage ceiling is JOD 3,733 per month. A JOD 5,000 ceiling applies to workers insured before 15 October 2009, subject to the separate grandfathering rule for higher pre-existing wages; it is not used in the ordinary examples. The SSC Board can raise the work-injury contribution to 4% under its health-and-safety and sector-injury criteria, while eligible private employers may receive a bylaw-based reduction of the 11% old-age contribution for first-time Jordanian insured workers under 30.

Which wage floor and SSC ceiling apply to this hire?

1. Choose the wage floor. The general decision sets JOD 290 / month from 1 January 2025 through 31 December 2027 for Labour Law workers. The garment, spinning and textile agreement reports JOD 230 / month from 1 January 2025; its source does not give the general decision’s 2027 end date. Non-Jordanian domestic workers are excluded from the general decision, so confirm the applicable floor for that category separately.
2. Identify the insured worker’s ceiling. For an ordinary insured employee in 2026, SSC contributions use wages up to JOD 3,733 a month. Workers insured before 15 October 2009 have a JOD 5,000 ceiling, subject to a separate grandfathering rule for higher pre-existing wages.
3. Check conditional rates before using the examples. The ordinary employer rate is 14.25%, including 2% for work injury. The SSC Board may raise the work-injury rate to 4% under its health-and-safety and sector-injury criteria. Eligible private employers may reduce the 11% old-age contribution for first-time Jordanian insured workers under 30 under implementing bylaws. The cost scenarios below use the ordinary rate and JOD 3,733 cap; they exclude those exceptions, sector benefits and any EOR fee. The JOD 7,466 scenario is hypothetical at twice the ordinary cap, not a market wage.

What an employee actually costs you

The following is an ordinary private-sector insured-employee model: gross cash salary is the contribution base up to the JOD 3,733 cap, with the four employer components rounded individually to two decimals for budgeting. It excludes the legacy ceiling, any conditional work-injury surcharge, sector benefits and any EOR fee; the rounding is not a statutory remittance rule.

JOD 290.00 gross — general minimum wage	JOD 41.33 employer SSC	JOD 331.33 total monthly cost; JOD 3,975.96 annual
JOD 551.00 gross — DoS all-paid-employee average, 2023	JOD 78.52 employer SSC	JOD 629.52 total monthly cost; JOD 7,554.24 annual
JOD 700.00 gross — professionals, 2023	JOD 99.75 employer SSC	JOD 799.75 total monthly cost; JOD 9,597.00 annual
JOD 1,465.00 gross — managers, 2023	JOD 208.77 employer SSC	JOD 1,673.77 total monthly cost; JOD 20,085.24 annual
JOD 3,733.00 gross — ordinary 2026 SSC ceiling	JOD 531.96 employer SSC	JOD 4,264.96 total monthly cost; JOD 51,179.52 annual
JOD 7,466.00 gross — hypothetical salary at twice the cap	JOD 531.96 employer SSC (7.13% of gross)	JOD 7,997.96 total monthly cost; JOD 95,975.52 annual

Above the ordinary JOD 3,733 cap, gross pay rises while the model's employer SSC stays at JOD 531.96. The JOD 7,466 row illustrates that effect at 2 × the cap; it is not an observed market wage.

Working time and overtime

Ordinary working time is limited to 8 hours a day and 48 hours a week; premium pay depends on whether the additional work falls in ordinary time or on a weekly rest day or religious or official holiday. Classify the shift before calculating its remuneration.

Ordinary limit	Up to 8 hours a day and 48 hours a week	Ministry of Labour guide
Ordinary overtime	At least 125% of regular hourly remuneration	Ministry of Labour guide
Weekly rest day, religious holiday or official holiday work	At least 150% of usual remuneration	Ministry of Labour guide

Record the shift date and reason for the premium. The 125% and 150% calculations use the worker's actual remuneration; the wage decision's separate 30-day conversion basis does not establish a universal hourly minimum.

Leave, sick pay and parental leave

Workers receive 14 days of paid annual leave each year, rising to 21 days after five years with the same employer. Sick-pay, maternity and child-raising leave each have their own conditions, so they should be recorded separately from annual leave.

Annual leave	14 days paid each year; 21 days after five years with the same employer	Ministry of Labour guide
Sick leave	14 days at full pay each year; a further 14 days at full pay if hospitalised, or half pay with an approved medical-committee report where there is no hospitalisation	Ministry of Labour guide
Maternity leave	10 paid weeks / 70 days, with at least six weeks after childbirth	Ministry of Labour guide
Child-raising leave	Up to one year unpaid for a woman at a workplace with 10 or more workers, if she does not work elsewhere for pay	Ministry of Labour guide

The sick-leave entitlement begins with a medical report. For establishments with fewer than 20 workers, the report is from a physician approved by the establishment; establishments with more than 20 workers establish their own medical committee for approving medical reports. The extra 14 days do not carry one uniform rate: hospitalisation leads to full pay, while the approved committee-report route without hospitalisation leads to half pay.

A proposal would extend private-sector maternity leave to 90 days. Until enacted, the current 10 paid weeks / 70 days, including at least six weeks after childbirth, remains the entitlement.

Public holidays and additional pay

Varies by calendar: paid official holidays are published by the Council of Ministers, so a hiring budget should use the applicable calendar rather than a fixed annual working-day total. The Ministry guide lists the main religious and national holidays, with separate Christian days.

Eid al-Fitr	4 days in the Ministry guide	Ministry of Labour guide
Eid al-Adha	5 days in the Ministry guide	Ministry of Labour guide
Work on a weekly rest day, religious holiday or official holiday	At least 150% of usual remuneration	Ministry of Labour guide

Published holiday dates can move and may overlap a weekly rest day. Use the applicable year's calendar to calculate paid working days and apply the separate 150% rule when someone works on a weekly rest day or religious or official holiday.

Termination: notice and payments

The amount due when employment ends depends on the contract type, SSC coverage and, for an arbitrary dismissal claim, a court finding. 1 month is the notice rule for an indefinite-term contract; it is not a universal severance formula.

Indefinite-term contract	Either party gives at least 1 full month of notice. If the employer releases the worker during that period, notice-period pay remains due.	Ministry of Labour guide
Worker outside the Social Security Law	End-of-service award of one month's remuneration for each year of actual service, proportionate for part-years	Ministry of Labour guide
Arbitrary dismissal found by the competent court	Reinstatement within 60 days from dismissal, or half a month's remuneration for each year of service, with a minimum of two months, plus notice cost and other dues	Ministry of Labour guide
Employer ends a fixed-term contract before expiry	Full remuneration and privileges due through the remaining term may be owed	Ministry of Labour guide

Either party may withdraw notice by mutual consent. Releasing the worker from duties during employer-given notice does not remove the pay obligation. The one-month-per-year award applies only outside SSC coverage; arbitrary dismissal requires a court finding, while an early fixed-term ending can leave the remaining pay due. Review the effect of any fixed-term renewal separately rather than assuming an Article 15(c) conversion outcome.

Recent changes to check before hiring

The wage decision, the Social Security Corporation (SSC) ceiling and the temporary permit route affect current hiring plans. The maternity and SSC enforcement changes remain proposals.

• 1 January 2025 — minimum-wage tracks. The general monthly minimum became JOD 290 and is set through 31 December 2027. The decision excludes the garment sector, which follows its collective agreement, and non-Jordanian domestic workers. The garment, spinning and textile agreement raised its own floor from JOD 220 to JOD 230 on the same date.
• 2026 — ordinary SSC wage ceiling. SSC announced JOD 3,733 as the ordinary maximum monthly contributory wage for 2026. The announcement gives the annual ceiling without a separate effective day.
• 3 November 2026 reminder; 1 December 2026 deadline — permit regularisation. The temporary route is confined to foreign workers who entered Jordan for a non-work purpose and have never previously held a work permit. It requires the full permit fee plus JOD 500 for all prior years, and it is not a general route for every non-Jordanian hire.

Proposals, not current law

The Labour Law amendment discussed by the Ministry would extend private-sector maternity leave from the current 10 paid weeks (70 days) to 90 days. Until enacted, the 70-day entitlement remains the operative rule.

The Cabinet also approved reasons for a proposed Social Security Law amendment that would raise the fine for under-registration or reporting false wages from 30% to 100%. That proposal does not establish the fine currently in force.

What a mistake costs and who pays

The cost depends on the step that went wrong and the worker’s coverage or contract type. The employer carries the exposures below; they are not a single misclassification penalty or an automatic charge under every hiring route.

Party	Risk	Amount
Employer	Paying below the applicable minimum wage	JOD 500–1,000 for each case, plus the unpaid wage difference; the fine doubles for a repeat violation.
Employer	Ending an indefinite-term contract without the required notice, or releasing the worker from duties during employer-given notice	At least one full month’s notice is required. Where the employer releases the worker during that period, the notice-period remuneration remains due.
Employer of a worker outside SSC coverage	End-of-service entitlement	One month of remuneration for every year of actual service, proportionate for a partial year. This is not a universal severance formula for SSC-covered workers.
Employer	A court finds arbitrary dismissal	The court may reinstate the worker or award half a month’s remuneration per year of service, with a minimum of two months, in addition to notification costs and other statutory dues.
Employer	Ending a fixed-term contract before it expires	Full remuneration and benefits due for the remaining term.

These exposures follow different triggers. A contractor label alone does not establish a flat fine, and the provider contract must be checked for any EOR indemnity; obtain the applicable permit penalty separately where relevant.

Questions people actually ask

What is the minimum wage in Jordan?

For workers covered by the general Labour Law decision, the minimum is JOD 290 a month from 1 January 2025 through 31 December 2027. The garment sector follows its collective agreement, which set JOD 230 from 1 January 2025, and non-Jordanian domestic workers are excluded from the general decision.

Is there a minimum hourly wage in Jordan?

Jordan's minimum-wage decision does not state one universal hourly figure. The minimum-wage decision converts the monthly minimum for daily, weekly, hourly and other pay periods by dividing the monthly amount by 30 days.

What is the average salary in Jordan?

The broadest reference is JOD 551 a month for all paid employees in public and private establishments in 2023. The same survey reports JOD 499 for private establishments, JOD 700 for professionals and JOD 1,465 for managers; a separate 2025 SSC measure puts the average for Jordanian subscribers at JOD 656. Those populations and years differ, so none is a current city- or role-specific hiring rate.

How much does an employee earning JOD 551 cost?

In the ordinary insured-employee model, a JOD 551 gross monthly wage produces JOD 78.52 in employer SSC and a total monthly cost of JOD 629.52, or JOD 7,554.24 annually. This is a budgeting illustration using the ordinary 14.25% employer SSC profile, with the component figures rounded; it excludes EOR fees, exceptional injury rates and any legacy ceiling.

How long does a Jordan work permit take?

A non-Jordanian work permit is tied to a named employer and occupation, runs for no more than one year and may be renewed. Obtain the processing estimate for that permit before fixing an onboarding date.

What is the rule for termination pay?

For an indefinite-term contract, either party must give at least one full month’s notice; when the employer releases the worker during its notice, notice-period pay is still due. End-of-service pay of one month per year applies to workers outside SSC coverage, while arbitrary-dismissal and early fixed-term endings have separate, conditional court or remaining-term consequences.

Can a foreign company hire directly without a Jordanian entity?

The three routes are a Jordanian legal employer, an applicable EOR arrangement and a genuinely independent contractor relationship. If your company is not registered as a Jordanian employer, confirm whether it can run payroll and obtain SSC registration under its proposed structure; the route cannot be settled by a universal yes-or-no answer.

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