Labor Law
Legal Protection of Women and Children under the Jordanian Labor Law
This summary outlines the legislative and procedural framework in Jordanian Labor Law that protects working women and young workers, including the minister’s authority to specify prohibited activities and hours. It covers working mothers’ rights (maternity leave, breastfeeding breaks, childcare leave) and child-labour safeguards such as age limits, medical fitness and documentation requirements.
Updated: 28 January 2025
Prepared and reviewed by: Ashraf Al-Khawaja
Legislative Framework and Ministerial Delegation
The Jordanian Labor Law establishes protective rules for women and young workers and grants the competent minister authority to issue decisions identifying industries and hours where women’s employment is restricted (Article 69 and implementing ministerial orders). In practice, this delegation produced binding ministerial regulations setting out prohibited activities and night-work limitations; practitioners should consult those specific orders and any amendments to determine current scope and applicability.
Prohibited Activities and Restricted Hours — Practical Rationale
Ministerial orders classify certain occupations as hazardous or harmful to women’s health (examples include mining/quarrying, metal-smelting, mercury-related processes, explosive materials, lead-related operations, and some cargo handling, asphalt and rubber industries). Night-time employment is generally restricted (the relevant order sets a night interval, e.g. 22:00–06:00), while specified exceptions apply under conditions and with consent in certain sectors. Practically, employers must ensure their activities comply with the ministerial lists and document any reliance on permitted exceptions.
Working-Mother Rights: Leave Entitlements and Dismissal Protections
The Law entitles a female worker to paid maternity leave totaling ten weeks, with at least six weeks following childbirth (Article 70), and prohibits her employment during that protected period. Following maternity leave, she is entitled to paid breastfeeding breaks totaling up to one hour per day for one year (Article 71). Article 27 prohibits dismissal from the sixth month of pregnancy and during maternity leave, while Article 67 provides for unpaid childcare leave up to one year in establishments employing ten or more workers, subject to conditions (including not working for another paid employer during that leave). Employers must therefore pay full remuneration for the maternity period and respect dismissal protections contained in the statute.
Child-Labour Safeguards: Age Limits, Health and Procedural Conditions, Time Restrictions
Article 2 defines a ‘minor’ as a person who has reached age seven but not yet eighteen. The law sets a general minimum working age of sixteen (Article 73) and requires age eighteen for hazardous, exhausting or health-damaging occupations (Article 74), with such occupations designated by ministerial decision. Prior to employment, the employer must obtain a certified birth certificate, a medical fitness certificate issued by a qualified physician and certified by the Ministry of Health, and written guardian consent, and must maintain a personnel file recording residence, work performed, wages and leave (Article 76). The law also forbids employing minors for more than six hours daily, between 20:00–06:00, and on religious/public holidays and weekly rest days (Article 75). These safeguards are designed to limit physical, health and social risks and require employers to follow documentary and working-time limits.
Legal notice
Notice: This content is for general educational purposes and is based on published texts and references; the original source is linked on the summary page. This summary does not replace consultation of official statutory texts or verification of subsequent amendments or application dates. For tailored legal advice, consult a licensed lawyer.
Sources and references
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