Labour and Social Security Law
Labour and Social Security Law tests the employment relationship from recruitment to termination and the social insurance system. The Palestinian Labour Law No. 7 of 2000 governs most private-sector employment; the Social Security Law No. 19 of 2016 establishes insurance branches. The exam expects calculation and correct forum.
Core rules
- A written contract is not always required, but essential terms include wage, hours, leave and notice.
- Probation is limited; dismissal must have a lawful cause and procedure. Arbitrary dismissal triggers compensation.
- End-of-service gratuity, unpaid wages and notice are calculated separately.
- Social security covers old age, disability, death, work injury and maternity, with contributions shared by employer and worker.
Worked example
An employee earning 4,000 monthly is dismissed after five years without a stated cause. The adviser first checks whether the Labour Law applies and whether social security contributions were paid. If dismissal is arbitrary, the employee may claim compensation plus unpaid notice and accrued leave; if the termination is lawful, the end-of-service entitlement is calculated under the statutory formula. The claim goes to the labour court, not an ordinary civil court.
Traps
Applying old Jordanian labour rules; treating an independent contractor as an employee; forgetting that gratuity and arbitrary-dismissal compensation are different; missing the limitation period.