Labor and Social Security Law
Labor and Social Security Law tests the employment relationship and social insurance. The Palestinian Labor Law No. 7 of 2000, as amended, sets minimum terms; the Social Security Law No. 19 of 2016 establishes branch-based contributions and benefits.
Core rules
- An employment contract may be fixed or indefinite; basic terms must be written and registered.
- Wages, hours, rest, leave and overtime are statutory minimums; waiver is void.
- Termination requires lawful cause or notice; unfair dismissal remedies include compensation or reinstatement.
- End-of-service benefits are separate from notice pay and accrued leave.
- Social security registration and contribution deductions are employer duties; work injuries trigger special benefits.
Worked example
An employer dismisses a worker after five years for joining a union. The dismissal is unlawful because union activity is protected and no valid cause exists. The worker may claim reinstatement or compensation, notice pay, accrued leave and end-of-service benefit calculated under the statutory formula. The employer cannot offset social security contributions against these sums. Reasoning: the law distinguishes contractual termination entitlements from social insurance.
Traps
Confusing notice with severance; missing labour court filing limits; treating probation as unlimited; ignoring that social security is separate from labour claims.