You’ve just found the perfect addition to your team—only problem is, they live in Jordan and you’re based in the U.K. You have spent months searching and you don’t want to let this rockstar go; so what do you do to secure your talent?
Hiring employees in Jordan comes with legal and operational complexities that global employers can’t afford to overlook. Whether you’re building a team in Amman or expanding into the broader Middle East region, this guide walks you through the critical steps to hiring and paying employees in Jordan, legally and efficiently.
What are the requirements for hiring in Jordan?
Employers must follow Jordanian labor laws and ensure employees are legally authorized to work in the country. For foreign employees working in Jordan, this usually requires documentation like work permits and visas.
Work permits and employment of foreign nationals
Jordan maintains specific rules for employing foreign nationals. Employers must first prove that no qualified Jordanian candidate is available for the role before hiring a foreigner. This often includes getting approval from the Ministry of Labor.
Types of work permits include:
- General work permits for skilled labor
- Special work permits for designated professions
- Temporary permits for short-term projects
Work permits are usually valid for one year and must be renewed annually. Employers are responsible for initiating the application and covering related fees. Foreign workers must also pass a health exam and submit notarized copies of their passports, qualifications, and employment contracts.
Required documents
- Valid business registration (for the employer)
- Signed employment contract
- Copy of employee’s passport or national ID
- Academic/professional certificates (for foreign hires)
- Health clearance certificate (for foreign hires)
- Work permit (if applicable)
Employment contracts
Employment contracts must be written in Arabic, or bilingual with Arabic as the controlling language. Each contract should specify:
- Job title and responsibilities
- Contract duration (fixed or indefinite)
- Working hours and rest days
- Salary details, including allowances and bonuses
- Social security and tax contributions
- Termination terms and notice periods
Jordanian labor law limits probationary periods to three months and mandates overtime pay for work beyond 48 hours per week.
Avoiding compliance risks
Employers that fail to register employees or secure work permits can face fines or legal challenges. The Ministry of Labor actively audits companies and requires regular reporting.
Setting competitive and legal compensation in Jordan
Getting pay right in Jordan requires balancing legal requirements with local market expectations.
Minimum wage and market benchmarks
As of January 1, 2025, Jordan’s minimum wage rose to JOD 290 per month for Jordanian employees, helping workers deal with rising living costs.
Average gross monthly salaries across industries typically fall into these ranges:
- Administrative assistant: JOD 400–600
- Accountant: JOD 600–1,000
- Software developer: JOD 800–1,500+
- Marketing specialist: JOD 500–900
- Civil engineer: JOD 700–1,200
Salary components
Gross salaries in Jordan typically include:
- Base salary
- Transportation allowance
- Housing stipend (in some sectors)
- End-of-service benefits
The employer is responsible for making sure mandatory deductions like social security and income tax are remitted properly.
Payment methods and compliance
Common payment methods
Most employees in Jordan are paid via direct deposit through local banks. While cash payments are legal, they’re discouraged due to traceability issues. Digital payroll solutions such as Western Union Business Solutions, Payoneer, or local providers like Dinarak are often used for cross-border transfers.
Payroll taxes and employer obligations
Employers must submit monthly payroll reports to the authorities and also consider broader payroll challenges many companies face when scaling. Employers must submit monthly payroll reports to:
- Income and Sales Tax Department
- Social Security Corporation
Annual statements (such as the W1 form) must be submitted for each employee by end-of-year.
For more advice on avoiding common issues, see our guide on 8 Global Payroll Challenges & How to Solve Them.
Navigating onboarding and ongoing obligations
Hiring doesn’t end with a signed contract. Staying compliant is an ongoing task for employers.
Onboarding checklist for Jordanian employees
- Register employee with Social Security Corporation
- Conduct mandatory health screenings (for some roles)
- Submit signed contract to Ministry of Labor
- Schedule employee orientation and role-specific training.
Renewals, records, and termination procedures
Recordkeeping is required for five years minimum. Employers must retain:
- Copies of contracts and amendments
- Timesheets and salary slips
- Social security and tax receipts
Termination must follow due process. Jordanian law requires notice periods (usually 30 days) and severance pay if termination is without cause.
Failure to follow procedure can lead to disputes or penalties.
Utilizing support from Employer of Record providers
An EOR acts as the legal employer in a foreign market. They manage contracts, payroll, benefits, local compliance, and termination on your behalf so you never have to set up a local entity in the country.
How an EOR helps in Jordan
- Ensures proper work permits, visas, and contract compliance
- Handles salary, benefits, taxes, and social security remittances
- Manages hiring, onboarding, and terminations
- Minimizes legal risk and administrative burden with country-specific expertise
Employer of record providers like Pebl are ideal for quick-market entry, reduced liability, and efficient HR management in new locations.
Get Jordan hiring and payroll right with Pebl
Every country has its own set of (sometimes peculiar) requirements, and Jordan is no different. But the search for talent knows no borders and you don’t want to deny yourself a chance at their skilled workforce.
If you want to do it the right way the first time, do it with Pebl.
Our employer of record service handles onboarding, visa sponsorship, payroll, taxes, and compliance so you can focus on building your team in Jordan.
Whether you’re making your first hire in Jordan or expanding a distributed team across the globe, Pebl ensures you’re on the right side of local labor laws in 185+ countries worldwide.
Let us take the stress out of international hiring—contact us today.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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