You’ve hired someone new for your Jordan business. Their CV impressed you, the interview went well, and they start next week. But a month later, you’re wondering if you made the right choice.

Maybe they’re struggling with local business practices. They may not work well with your existing team. Or they’re already hinting about leaving for better opportunities. Jordan’s probation period laws are in place for this reason. 

They give you a legitimate way to evaluate new hires without the usual employment complications. No lengthy termination procedures, no expensive severance requirements,  just a clear assessment period where both sides can decide if it’s working.

Here’s what you need to know about probation periods in Jordan to protect your business interests while staying completely legal.

Definition of Probation Period in Jordan

A probation period is a trial phase at the beginning of a new employment relationship, during which the employer evaluates the new employee’s performance, behavior, and suitability for the role and company culture. This period allows both parties to assess if the job is a good fit before confirming permanent employment.

Even during probation, your new hire is a full employee under Jordanian labor law. This means you can’t skip the paperwork or treat them as a temporary worker. According to Jordan’s Labor Law No. 8 of 1996, you must have a written employment contract that clearly outlines the probation terms from the first day. 

However, many employers still get this wrong. They exceed the legal limit for probation periods or wrongly believe they can re-employ terminated probationary employees for another probation period, which is prohibited under Jordanian law and leads to costly wrongful termination claims.

Lengths of Probationary Periods in Jordan

Probation periods in Jordan last up to three months maximum. This applies to all contract types.

Permanent or Indefinite Contracts

Probation begins on the first day and cannot exceed three months. Either party can terminate without notice or severance during this period. After probation ends, the contract becomes indefinite, and probation time counts toward total service.

The trial period must be written into the employment contract (required in Arabic and English). Without a specified timeframe, standard labor protections apply immediately.

Fixed-Term or Definite Contracts

Probation periods apply but cannot exceed the duration of the contract. The same termination rules apply.

Additional Notes

  • After probation, employees receive full labor rights, including dismissal protection, paid leave, and social security.
  • Post-probation termination requires just cause and 30 days’ written notice.
  • Probation wages cannot be paid below the minimum wage.
  • Employers cannot extend probation beyond three months or re-hire terminated probationary employees for another probation period.

Legal Considerations of Probation Periods in Jordan

Jordan’s Labor Law No. 8 of 1996 regulates employment relationships within the country, overseen and enforced by the Ministry of Labor. This law applies to all employees working in Jordan, including both Jordanian nationals and foreign workers employed by Jordanian companies, regardless of whether they work on-site or remotely within Jordan’s borders. 

Employers are legally required to register their employees with the Ministry annually, providing detailed information such as job titles, wages, and employment start dates, and to maintain accurate employment records on-site for inspection purposes. Labor inspectors, empowered with judicial police authority, regularly monitor compliance and can impose penalties or order the closure of establishments that violate labor regulations. 

Primary enforcement areas include:

Pay and Working Conditions

Jordan’s minimum wage is 290 JOD per month, while the average monthly salary is approximately 710 JOD. However, most workers earn between 350 and 1000 JOD, depending on the industry and experience. Garment workers operate under separate agreements, with their minimum wage at 230 JOD.

The standard workweek is 48 hours across six days, with mandatory overtime pay (premium compensation at 125% of regular wages) required for hours worked beyond the standard limit. All employers must provide written contracts and comply with Social Security Corporation (SSC) contributions covering pensions, healthcare, and injury compensation.

Termination and Notice

Jordan requires employers to provide written notice for termination, with periods ranging from one week (for less than one year of service) to one month (for three years or more). 

Employees with at least one year of service are eligible for end-of-service benefits, which include 15 days’ wages for each of the first five years, followed by one month’s wages per year thereafter. Termination must be for just cause, including misconduct, poor performance, or economic reasons. Employees can challenge unfair dismissals through legal channels.

Vacation / Holidays

Jordan grants employees 14 days of paid annual leave after one year of service, increasing to 21 days after five years. Employees receive full pay for official public holidays, including New Year’s Day, Labor Day, Independence Day, and Islamic holidays like Eid al-Fitr and Eid al-Adha. 

Women get 10 weeks of paid maternity leave with at least six weeks post-childbirth. Sick leave is provided with medical certification, and Muslim employees can take unpaid Hajj leave. 

Employers must clearly specify leave entitlements in contracts and balance operational needs with employee welfare requirements.

Benefits of Probation Periods in Jordan

Probation periods offer mutual advantages for both employers and employees during the initial employment phase.

  • For Employees

Employees get a real sense of whether the job and company culture fit their expectations without long-term commitment pressure. They can observe management styles, team dynamics, and career development opportunities as they unfold.

This trial period also allows new hires to learn skills, understand procedures, and adapt to their role naturally. If things don’t work out, they can leave without complex notice requirements or legal complications.

  • For Employers

Employers benefit from reduced hiring risks through real-world performance evaluation. Interviews only tell part of the story. They can assess actual work quality and cultural fit before committing permanently. Reliability becomes clear quickly.

Probation periods also allow easier termination without severance obligations. This protects against expensive hiring mistakes and cuts recruitment costs. Teams can be adjusted based on operational needs without the usual complications.

Frequently Asked Questions

Jordanian employers are not legally required to include a probation period in employment contracts, but it is a very common and widely practiced provision. According to Jordanian Labor Law No. 8 of 1996, an employer may employ a worker on probation to verify their qualifications and capabilities, with the probation period not exceeding three months. 

In Jordan, employers cannot terminate workers at will without cause. Termination of employment requires employers to have justifiable reasons for dismissal and to follow prescribed procedures.

In Jordan, the typical probationary period is 3 months maximum. Both parties must agree to it in writing, and either can terminate without notice or compensation during this period.