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> GOUVERNANCE - page d'accueil > EPLex: une base de données sur les législations de protection de l'emploi > Jordanie

Jordanie - Conditions de fond du licenciement


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Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list Art. 34 LC: a contract of employment may be terminated at any time at the will of either party provided previous notice is given.
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal on the grounds of serious misconduct (art. 36 and 37 LC) and on economic grounds (art. 40 LC).


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • Art. 27 LL: The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university. (...)
    Art. 24 LL: The employee shall not be dismissed from work, and no disciplinary procedure shall be taken against him/her for reasons related to the complaints and claims provided by the employee to the competent authorities in relation to the execution of the provisions of law.
    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.
    Art. 97 (B) LL: "The employer shall not make the recruiting of the employee subject to the condition of his/her not joining the trade union, or waiving his/her membership in it, and the employer may not ask the employee to be disengaged from any association, the employer may not prejudice any of the employee's rights because of his/her membership in any association or contributing in its activities beyond the working hours."

    The ILO 2018 Guide to Jordanian Labour Law for Garment Industry adds in this respect that: "Employers are prohibited from employing any worker on condition that he is not part of a trade union, relinquishing membership in it, work to dismiss him from any trade union, undermine any of his rights because of trade union membership or contributing to its activities outside working hours. Employers are prohibited from taking any action against the trade union representative because of practicing union activities, including dismissal from work. If the employer takes such action, the labour inspector shall issue a warning on the need to correct the violation within a period not to exceed seven days from the warning. If the violation persists, the labour inspector shall write a report and refer the matter to the competent court. The worker may also claim damages caused because of the action taken against him. If he is dismissed from work, the court may issue a decision to reinstate him along with the payment of full remuneration for the period he was dismissed from work. If the worker is unable to return to work for reasons related to the employer, he may claim additional compensation ranging between 6 and 12 months of remuneration, in addition to compensation for arbitrary dismissal and any other rights due."


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list Art. 34 LC: a contract of employment may be terminated at any time at the will of either party provided previous notice is given.
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal on the grounds of serious misconduct (art. 36 and 37 LC) and on economic grounds (art. 40 LC).


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • Art. 27 LL: The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university. (...)
    Art. 24 LL: The employee shall not be dismissed from work, and no disciplinary procedure shall be taken against him/her for reasons related to the complaints and claims provided by the employee to the competent authorities in relation to the execution of the provisions of law.
    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.
    Art. 97 (B) LL: "The employer shall not make the recruiting of the employee subject to the condition of his/her not joining the trade union, or waiving his/her membership in it, and the employer may not ask the employee to be disengaged from any association, the employer may not prejudice any of the employee's rights because of his/her membership in any association or contributing in its activities beyond the working hours."

    The ILO 2018 Guide to Jordanian Labour Law for Garment Industry adds in this respect that: "Employers are prohibited from employing any worker on condition that he is not part of a trade union, relinquishing membership in it, work to dismiss him from any trade union, undermine any of his rights because of trade union membership or contributing to its activities outside working hours. Employers are prohibited from taking any action against the trade union representative because of practicing union activities, including dismissal from work. If the employer takes such action, the labour inspector shall issue a warning on the need to correct the violation within a period not to exceed seven days from the warning. If the violation persists, the labour inspector shall write a report and refer the matter to the competent court. The worker may also claim damages caused because of the action taken against him. If he is dismissed from work, the court may issue a decision to reinstate him along with the payment of full remuneration for the period he was dismissed from work. If the worker is unable to return to work for reasons related to the employer, he may claim additional compensation ranging between 6 and 12 months of remuneration, in addition to compensation for arbitrary dismissal and any other rights due."


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list Art. 34 LC: a contract of employment may be terminated at any time at the will of either party provided previous notice is given.
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal on the grounds of serious misconduct (art. 36 and 37 LC) and on economic grounds (art. 40 LC).


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • Art. 27 LL: The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university. (...)
    Art. 24 LL: The employee shall not be dismissed from work, and no disciplinary procedure shall be taken against him/her for reasons related to the complaints and claims provided by the employee to the competent authorities in relation to the execution of the provisions of law.
    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.

    Art. 97 (B) LL: "The employer shall not make the recruiting of the employee subject to the condition of his/her not joining the trade union, or waiving his/her membership in it, and the employer may not ask the employee to be disengaged from any association, the employer may not prejudice any of the employee's rights because of his/her membership in any association or contributing in its activities beyond the working hours."


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list valid grounds for dismissal: a contract of employment may be terminated at any time at the will of either party provided previous notice is given (Art. 23 LL).
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal without notification in certain specific cases listed under Article 28 LL (see below) and on economic grounds (art. 31 LL).

    Article 28 LL:
    "The employer may dismiss the employee without a notification in any of the following cases:
    A. If the employee has assumed the identity of others or provided forged certificates or documents for the purpose of gaining benefit or harming others.
    B. If the employee has not met the obligations that have been arisen from the work contract.
    C. If the employee has committed a mistake that resulted in a serious financial loss for the employer provided that the employer shall notify the competent authority/ authorities of the accident during five days from the date in which the employer comes to know about it.
    D. If the employee has violated the bylaw of the establishment including the conditions of the occupational and employees safety in spite of notifying him/her twice in writing.
    E. If the employee was absent with no justified reason for more than intermittent twenty days during one year or more than successive ten days provided that the dismissal shall be preceded by a written notification that shall be sent in the registered mail to the employee address and published in one of the local daily newspapers once.
    F. If the employee has disclosed the secrets related to work.
    G. If the employee was convicted in accordance with a judicial verdict that has gained the final degree in a delict or felony violating honor and morals.
    H. If he was found in drunkenness condition, affected by narcotics, or committed an act violating public morals in the place of work.
    I. If the employee has assaulted the employer, in charge director, any employee, or any other person during work or because of work by beating or degradation.


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • Art. 27 LL: The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university. (...)
    Art. 24 LL: The employee shall not be dismissed from work, and no disciplinary procedure shall be taken against him/her for reasons related to the complaints and claims provided by the employee to the competent authorities in relation to the execution of the provisions of law.
    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.

    Art. 97 (B) LL: "The employer shall not make the recruiting of the employee subject to the condition of his/her not joining the trade union, or waiving his/her membership in it, and the employer may not ask the employee to be disengaged from any association, the employer may not prejudice any of the employee's rights because of his/her membership in any association or contributing in its activities beyond the working hours."


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list valid grounds for dismissal: a contract of employment may be terminated at any time at the will of either party provided previous notice is given (Art. 23 LL).
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal without notification in certain specific cases listed under Article 28 LL (see below) and on economic grounds (art. 31 LL).

    Article 28 LL:
    "The employer may dismiss the employee without a notification in any of the following cases:
    A. If the employee has assumed the identity of others or provided forged certificates or documents for the purpose of gaining benefit or harming others.
    B. If the employee has not met the obligations that have been arisen from the work contract.
    C. If the employee has committed a mistake that resulted in a serious financial loss for the employer provided that the employer shall notify the competent authority/ authorities of the accident during five days from the date in which the employer comes to know about it.
    D. If the employee has violated the bylaw of the establishment including the conditions of the occupational and employees safety in spite of notifying him/her twice in writing.
    E. If the employee was absent with no justified reason for more than intermittent twenty days during one year or more than successive ten days provided that the dismissal shall be preceded by a written notification that shall be sent in the registered mail to the employee address and published in one of the local daily newspapers once.
    F. If the employee has disclosed the secrets related to work.
    G. If the employee was convicted in accordance with a judicial verdict that has gained the final degree in a delict or felony violating honor and morals.
    H. If he was found in drunkenness condition, affected by narcotics, or committed an act violating public morals in the place of work.
    I. If the employee has assaulted the employer, in charge director, any employee, or any other person during work or because of work by beating or degradation.


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • Art. 27 LL: The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university. (...)
    Art. 24 LL: The employee shall not be dismissed from work, and no disciplinary procedure shall be taken against him/her for reasons related to the complaints and claims provided by the employee to the competent authorities in relation to the execution of the provisions of law.
    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.

    Art. 97 (B) LL: "The employer shall not make the recruiting of the employee subject to the condition of his/her not joining the trade union, or waiving his/her membership in it, and the employer may not ask the employee to be disengaged from any association, the employer may not prejudice any of the employee's rights because of his/her membership in any association or contributing in its activities beyond the working hours."


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list valid grounds for dismissal: a contract of employment may be terminated at any time at the will of either party provided previous notice is given (Art. 23 LL).
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal without notification in certain specific cases listed under Article 28 LL (see below) and on economic grounds (art. 31 LL).

    Article 28 LL:
    "The employer may dismiss the employee without a notification in any of the following cases:
    A. If the employee has assumed the identity of others or provided forged certificates or documents for the purpose of gaining benefit or harming others.
    B. If the employee has not met the obligations that have been arisen from the work contract.
    C. If the employee has committed a mistake that resulted in a serious financial loss for the employer provided that the employer shall notify the competent authority/ authorities of the accident during five days from the date in which the employer comes to know about it.
    D. If the employee has violated the bylaw of the establishment including the conditions of the occupational and employees safety in spite of notifying him/her twice in writing.
    E. If the employee was absent with no justified reason for more than intermittent twenty days during one year or more than successive ten days provided that the dismissal shall be preceded by a written notification that shall be sent in the registered mail to the employee address and published in one of the local daily newspapers once.
    F. If the employee has disclosed the secrets related to work.
    G. If the employee was convicted in accordance with a judicial verdict that has gained the final degree in a delict or felony violating honor and morals.
    H. If he was found in drunkenness condition, affected by narcotics, or committed an act violating public morals in the place of work.
    I. If the employee has assaulted the employer, in charge director, any employee, or any other person during work or because of work by beating or degradation.


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • Art. 27 LL: The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university. (...)
    Art. 24 LL: The employee shall not be dismissed from work, and no disciplinary procedure shall be taken against him/her for reasons related to the complaints and claims provided by the employee to the competent authorities in relation to the execution of the provisions of law.
    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.

    Art. 97 (B) LL: "The employer shall not make the recruiting of the employee subject to the condition of his/her not joining the trade union, or waiving his/her membership in it, and the employer may not ask the employee to be disengaged from any association, the employer may not prejudice any of the employee's rights because of his/her membership in any association or contributing in its activities beyond the working hours."


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list valid grounds for dismissal: a contract of employment may be terminated at any time at the will of either party provided previous notice is given (Art. 23 LL).
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal without notification in certain specific cases listed under Article 28 LL (see below) and on economic grounds (art. 31 LL).

    Article 28 LL:
    "The employer may dismiss the employee without a notification in any of the following cases:
    A. If the employee has assumed the identity of others or provided forged certificates or documents for the purpose of gaining benefit or harming others.
    B. If the employee has not met the obligations that have been arisen from the work contract.
    C. If the employee has committed a mistake that resulted in a serious financial loss for the employer provided that the employer shall notify the competent authority/ authorities of the accident during five days from the date in which the employer comes to know about it.
    D. If the employee has violated the bylaw of the establishment including the conditions of the occupational and employees safety in spite of notifying him/her twice in writing.
    E. If the employee was absent with no justified reason for more than intermittent twenty days during one year or more than successive ten days provided that the dismissal shall be preceded by a written notification that shall be sent in the registered mail to the employee address and published in one of the local daily newspapers once.
    F. If the employee has disclosed the secrets related to work.
    G. If the employee was convicted in accordance with a judicial verdict that has gained the final degree in a delict or felony violating honor and morals.
    H. If he was found in drunkenness condition, affected by narcotics, or committed an act violating public morals in the place of work.
    I. If the employee has assaulted the employer, in charge director, any employee, or any other person during work or because of work by beating or degradation.


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • Art. 27 LL: The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university. (...)
    Art. 24 LL: The employee shall not be dismissed from work, and no disciplinary procedure shall be taken against him/her for reasons related to the complaints and claims provided by the employee to the competent authorities in relation to the execution of the provisions of law.
    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.

    Art. 97 (B) LL: "The employer shall not make the recruiting of the employee subject to the condition of his/her not joining the trade union, or waiving his/her membership in it, and the employer may not ask the employee to be disengaged from any association, the employer may not prejudice any of the employee's rights because of his/her membership in any association or contributing in its activities beyond the working hours."


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list Art. 34 LC: a contract of employment may be terminated at any time at the will of either party provided previous notice is given.
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal on the grounds of serious misconduct (art. 36 and 37 LC) and on economic grounds (art. 40 LC).


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • - The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university (art. 27 LL).

    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list Art. 34 LC: a contract of employment may be terminated at any time at the will of either party provided previous notice is given.
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal on the grounds of serious misconduct (art. 36 and 37 LC) and on economic grounds (art. 40 LC).


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • - The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university (art. 27 LL).

    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • The LL does not list Art. 34 LC: a contract of employment may be terminated at any time at the will of either party provided previous notice is given.
    This does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds.

    The LC provides for specific regime for dismissal on the grounds of serious misconduct (art. 36 and 37 LC) and on economic grounds (art. 40 LC).


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • - The employer shall not terminate the services of an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university (art. 27 LL).

    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif
Remarks:
  • Art. 27 LL: The LL prohibits the employer from terminating the employment of a pregnant woman from the sixth month of the employee's pregnancy or during her maternity leave and of an employee who is performing military or reserve service.


+ show references

Obligation d'informer le travailleur des raisons du licenciement: Non
Remarks:
  • The LL does not require the employer to provide the reasons for termination. The party who intends to terminate the contract is only requested to notify the other party in writing of his or her intention to terminate the contract (art. 23 LL).


Motifs autorisés (licenciement justifié): aucun
Remarks:
  • Under the LL, indefinite contracts can be terminated unilaterally by either party provided that a notice is given in advance: art. 23 A) LL. No specific grounds are specified for such termination.

    However, this does not result in a total freedom of the employer to terminate the contract: it must be understood in light of the existence of prohibited grounds. In addition, any dismissal which is declared "arbitrary and in violation of the law" by the court will entail compensation or reinstatement (art. 25 LL).

    The LL contains specific regime for summary dismissal allowed in certain limited cases listed in art. 28 LL and for dismissal on economic grounds (art. 31 LL).


Motifs prohibés: grossesse; congé de matérnité; avoir déposé une plainte contre l'employeur; race; religion; affiliation et activités syndicales; accomplissement du service militaire ou civil; langue; prendre légalement ses congés
Remarks:
  • - The employer shall not terminate the services of
    an employee in any of the following cases:
    * from the sixth month of the employee's pregnancy or during her maternity leave.
    * the employee is performing military or reserve service.
    * the employee is on annual, sick leave or on leave granted for the worker's education, purposes of learning, pilgrimage, or on leave agreed by both parties to take up trade union office or studies in a recognized institute, college or university (art. 27 LL).

    - Race, language and religion are listed in the Constitution as prohibited grounds for discrimination. They are however not mentioned in the LL as prohibited grounds for dismissal.
    Art. 6 of the Constitution reads as follows: "(i) Jordanians shall be equal before the law. There shall be no discrimination between them as regards to their rights and duties on grounds of race, language or religion.
    (ii) The Government shall ensure work and education within the limits of its possibilities, and it shall ensure a state of tranquility and equal opportunities to all Jordanians."



Travailleurs bénéficiant d'une protection particulière: représentants des travailleurs; femmes enceintes ou en congé de maternité; travailleurs effectuant leur service militaire/service alternatif