Labor Law
Legal Provisions of Flexible Work Contracts in Jordanian Law
A concise overview of the flexible work contract as defined in Jordan’s Flexible Work System No. 22/2017, explaining its scope, forms and procedural limits. The summary highlights practical effects on wages, leave entitlements, conversion procedures and emergency measures adopted during the COVID‑19 pandemic.
Updated: 28 January 2025
Prepared and reviewed by: Ashraf Al-Khawaja
Definition of Flexible Work Contract and Distinction from Other Regimes
The Flexible Work System characterises a flexible work contract as a written agreement whereby the worker performs work for the employer for remuneration; the contract may be fixed‑term, open‑ended or for specific work depending on the flexible forms. Unlike full‑time or standard part‑time regimes, remuneration and leave are commonly linked to the time or work performed in the month, and the regime contemplates several organisational forms allowing redistribution of hours or days by agreement.
Legal Basis and Scope of Application
The Flexible Work System was issued pursuant to Article 140 of the Labor Law and enacted as System No. 22 of 2017. It provides the regulatory framework for flexible contracts within the wider labour law regime. Practitioners should verify the current governing texts and subsequent amendments with official sources before application.
Eligible Categories and Procedural Limits on Conversion
The system identifies specific groups eligible to request conversion to a flexible contract: employees with three continuous years of service, workers with family caregiving responsibilities, full‑time university students, and workers with disabilities. Eligible workers may request conversion consistent with job nature; employers may not unilaterally impose conversion, and measures diminishing worker rights are void under the system. The rules also provide for returning to a permanent contract subject to the parties’ agreement and applicable waiting periods.
Forms of Flexible Work and Practical Effects on Wages and Leave
The system sets out several flexible modalities: reduced hours (part‑time), flexible daily hours, compressed workweek, flexible year, and remote work. Practically, remuneration is to be determined in the contract proportional to time or work performed each month, not falling below the statutory minimum wage, and leave entitlements (annual, sick and others) are calculated proportionally to the percentage of hours worked. This requires clear contractual calculation methods to safeguard both parties’ rights.
Emergency Measures during the COVID‑19 Pandemic and Temporary Adjustments
The pandemic led to broader practical use of flexible work: instructions permitted full or partial remote work by agreement without requiring Ministry of Labour approval in certain instances. Prime Ministerial Order No. 6/2020 introduced temporary measures—suspending selected provisions of the Flexible Work System to facilitate remote work and setting interim rules for wages during closures or partial operation (including entitlement to full pay in some remote‑work situations, pro‑rata pay for partial remote work and procedures for applying to pay reduced percentages). These measures were temporary and time‑bound; one must consult current implementing texts and instructions to determine the present legal position.
Legal notice
Disclaimer: This summary is for general educational purposes and does not substitute for consulting official texts or specialised legal advice. Please review the original source linked on the page and verify the operative text, amendments and dates with official authorities or a licensed lawyer before taking any action.
Sources and references
Verify the official text and latest amendments before relying on this material professionally.