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Flyer: Jordan Labor Law & Recommendations for Protecting the Rights of Workers

September 28, 2006  |  Share

This flyer was translated into Chinese and Bengali and handed out to workers in Jordan's free trade zones during a visit by a delegation from the National Labor Committee and the United Steelworkers of America.

Click here to read the flyer in Bengali

Click here to read the flyer in Chinese

Jordan's Labor Law 

  • Regular workweek: Eight hours a day, six days a week, for a 48 hour regular workweek

  • Legal minimum wage monthly wage (for regular shift, not counting overtime hours) 

95 Jordianian Dinar per month which equals 9,113.83 Bangladeshi taka

  • Legal overtime: All overtime work must be voluntary and cannot exceed 60 overtime hours a month or 14 hours per week. 

This limits the legal workweek to 62 hours. 

All weekday overtime work must be compensated at a 25 percent premium.

Overtime work on the weekly day off or on national holidays must be paid at a 50 percent premium.

  • Paid annual leave:  Each worker must be provided a paid annual leave of 14 days per year, which is in addition to national holiday and religious festivals. 

  • National holidays: There are eight national holidays: 
    January 1-New Year's Day
    January 30-King Abdullah's Birthday
    May 1-Labor Day
    May 25-Independence Day
    June 9-King Abdullah's Accession Day
    June 10-Army Day
    November 14-the late King's Birthday
    December 25-Christmas Day

  • Islamic Holidays
    Eid ul-Fitr-end of Ramadan (3 day feast)
    Eid ul-Adha-feast of sacrifice

  • Sick Days: workers are entitled to 14 paid sick days a year

  • Maternity leave: Women are due, at a minimum, 10 weeks paid maternity leave




Bangladeshi Workers
-You Have Rights-

The United States National Labor Committee and the 850,000-member United Steelworkers Union have provided the following recommendations to the Governments of Jordan and the United States.  Both the Jordanian and U.S. Governments are responding positively.

Recommendations for Protecting the rights of the Bangladeshi workers:
  1. A temporary freeze should be placed on the entry of new guest workers into Jordan until the export factories have been brought into full compliance with Jordanian law and International Labor Organization (ILO) worker rights standards.   

  2.  All punitive, forcible deportations of guest workers must cease.  In many countries around the world, when factories face serious investigation and pressure to comply with labor laws, management often responds by arbitrarily targeting the most outspoken workers for retaliation, firing or deportation in the hope of instilling fear in the remaining workers. 

  3. The local factory managements' practice of confiscating the guest workers' passports must cease.  Stripping foreign workers of their passports is one of the major elements defining human trafficking.  Guest workers should also receive their identification cards or residency permits in a timely manner.

  4. All export factories should quickly be brought into full compliance with all Jordanian labor laws and internationally recognized worker rights standards, including wage, hour and health and safety standards.  Especially critical is affording guest workers the legal right to freedom of association, the right to organize and bargain collectively.  The law should be amended to allow the Jordanian garment workers union the right to organize and affiliate foreign guest workers.  Banning guest workers' right to organize is a violation of core ILO standards.

  5. In those cases where allegations of significant violations are deemed accurate, it is critical that criminal and civil investigations and prosecutions be launched against the offending factory owners and managers.  Nothing undermines reform and remediation programs more surely than if those responsible for serious past violations are able to walk away scott free, which only reinforces a sense of impunity when it comes to violating Jordan's labor laws.

  6. For the guest workers, the most serious and immediate issue is the payment and recovery of back wages legally due them.  These guest workers come to Jordan in good faith, working very hard and long hours, only to be routinely shortchanged of one third to over one half of the wages legally owed them.  These workers need to be made whole again. At  the initiative of the Jordanian Government, a special fund should be created containing a sufficient pool of money to reimburse guest workers for all back wages owed them in accordance with Jordanian law, and in cases of extraordinary abuses-such as sexual assault, beatings or being forced to work months without wages-for hardship. 

  7. Guest workers' contracts must be translated and provided to them in their national language, so they can clearly understand their legal rights.  This contract should be agreed upon, signed by the workers and a copy should be provided them.  The guest workers should also receive some form of regular monthly pay receipt clearly documenting the number of regular and overtime hours they worked each week and their hourly and total pay.

  8. International representatives of the International Labor Organization (ILO), International Confederation of Free Trade Unions (ICFTU) and any others involved in this investigation must have the right to go wherever they want, to speak with whomever they want and to ask any questions they deem relevant.

  9. It would also be extremely critical that independent worker rights organizations from the guest workers' home countries be invited to participate.  For example, with regard to the Bangladeshi guest workers, the presence of representatives from the Bangladesh Center for Workers Solidarity (BCWS) and the National Garment Workers Federation (NGWF) would go a long way to establishing an immediate trust among the workers.

If You Need Help You Can Call
Bangladesh Center for Workers Solidarity:  88-0-2-728-2025
National Garment Workers Federation, Bangladesh: 88-02-7160110
Fax : 88 02 7171711


bengali flyer page 1

Jordan labor law flyer in bengali page 2


Click here for a printable version of this document


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