Labor Law
Worker's Abandonment of Work Due to Employer's Assault: Rules and Consequences
This summary explains the worker's right to leave employment without notice where the employer or its representative assaults the worker, under Article 29 of the Jordanian Labor Law. It also outlines the practical consequences for entitlements and the administrative and judicial remedies available to the worker.
Updated: 26 March 2026
Prepared and reviewed by: Ashraf Al-Khawaja
Legal basis for leaving work
Article 29 of the Jordanian Labor Law entitles a worker to leave without notice where the employer or its legal representative assaults the worker by beating, humiliation, sexual assault, or sexual harassment, provided the act occurs during work or because of work. The assault must be committed by the employer or someone who legitimately represents the employer; an assault by a client or unrelated third party will not normally justify unilateral departure unless that person is a representative. A judicial conviction is not a prerequisite for leaving; the statutory ground itself permits the worker to terminate and later pursue legal rights.
Practical consequences of the worker's departure
Termination for a lawful cause entitles the worker to all end-of-service benefits due on termination. These include end-of-service pay (subject to its statutory conditions), payment for unused annual leave, an employer‑issued and ministry‑authenticated service certificate, and recovery of wages remaining under a fixed‑term contract. Leaving for a statutory reason is treated as equivalent to unfair dismissal by the employer, enabling the worker to claim compensation for loss and other employment rights tied to unfair dismissal.
Procedures and time limits
The law requires the worker to notify the Ministry of Labor within two weeks of leaving, by the methods the Ministry prescribes, while preserving statutory rights. The worker may also file a lawsuit within sixty days to claim unfair dismissal; if the court finds dismissal was unfair, it may order reinstatement or award compensation under Article 25. Additionally, the employer faces administrative fines (JD 2,000–5,000, doubled on repeat) and potential criminal liability under the Penal Code for humiliation or sexual assault as referenced in the statutory framework.
Judicial practice and practical limits
Jordanian courts have repeatedly held that departure under Article 29 is justified and may give rise to recovery of remaining contract wages and compensation where assault is proven, with the Court of Cassation upholding the treatment as unfair dismissal in comparable cases. Courts have also limited application to assaults committed by the employer or a legitimate representative and tied to the employment relationship; assaults outside work or by non‑representative third parties may fall outside Article 29. Reported judgments are fact‑sensitive and should be read in light of each case’s particulars.
Legal notice
Disclaimer: This content is provided for general educational and informational purposes based on a publicly available source linked on the publication page. It does not replace the operative legal texts or specialized legal advice; laws, amendments and deadlines must be verified in the Official Gazette and you should consult a licensed Jordanian lawyer before taking any action.
Sources and references
Verify the official text and latest amendments before relying on this material professionally.
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