- 02.04.2020: We have added information regarding leniencies in charges for car use for employees sent on unpaid leave.
- 29.03.2020: We have added information regarding leniencies in conditions of eligibility for unemployment benefits.
- 29.03.2020: We have added information about coping with financial difficulties.
- 25.03.2020: The new restrictions regarding gatherings and business operations have been updated according to the new emergency regulations
- 22.03.2020: We have added information about the new emergency regulations limiting the number of employees allowed in the workplace at one time
- 22.03.2020:We have added information about the emergency regulations limiting places of work and leaving the house
- 17.03.2020: Ministry of Labor updates regarding places of work
- 16.03.2020: Tax coordination extensions for the 2019 tax year
- 15.03.2020: Ministry of Health guidelines for workplace conduct
- 15.03.2020: Reduction of job hours or salary
Prohibitions of Gathering, Working and Leaving the House
- Each day the government publicizes guidelines or regulations regarding the restrictions people have from leaving their homes as well as the number of people permitted to gather together.
- The regulations also define which types of work places are allowed to operate and what restrictions they have such as the maximum number of workers in a workplace and other rules of conduct they must uphold.
- The guidelines and regulations are updated daily.
- For detailed information regarding the updated guidelines and regulations see Prohibitions of Gathering, Working and Leaving the House.
Tax Coordination Extensions for the 2019 Tax Year
- The Tax Authority notified that all 2019 tax extensions will be valid through May 2020 salaries.
Employing Workers for Overtime Hours
- Due to the coronavirus crisis, the Minister of Labor has granted permission for workers to be employed for overtime hours beyond the permitted number of overtime hours in a regular day.
- According to the Ministry of Labor guidelines, beginning 17.03.2020 through 17.05.2020, a worker can be employed for overtime hours if the all of following conditions are met:
- An employee may work 14 hours at a time, including overtime hours, up to 8 times a month. For the remaining days he may work up to 12 hours a day (including overtime hours).
- A worker may not be employed for more than 67 hours (including overtime) a week.
- A worker may not be employed more for more than 90 hours of overtime per month.
- For additional information see Employing Workers for Overtime Hours during the Coronavirus Crisis.
Employees (or their children) in Quarantine
- An employee who is required to be in quarantine because of suspected coronavirus will be treated as someone absent from work because of an illness and is entitled to Sick Pay based on his accrued Sick Days.
- An employee that needs to stay home because his child is in quarantine is permitted to receive sick pay according to the number of days he is entitled to by law for Sick Days Due to an Ill Child.
- If the employee does not have enough sick days then the days will be deducted from his salary (meaning he will not receive payment for sick days beyond the number he has accrued).
- Instead of contacting your family doctor for a sick note, the employee should obtain a certificate of widespread illness from the Ministry of Health, sign a declaration of absence and attach proof of the day he left a country that requires quarantine upon return to Israel.
- It is forbidden to fire an employee that misses work because he is in quarantine (even if he does not have enough sick days).
- It is forbidden to ask or require a quarantined employee to come to work.
- It is forbidden to allow a quarantined employee to come to work even if he wants to.
- For additional information:
- An employee who becomes infected with coronavirus because of exposure to someone who is infected in his workplace may be recognized as a work injury and may be entitled to an injury allowance from the National Insurance Institute.
- For additional information on submitting a work injury claim see submitting an allowance claim for work injury victims.
- New work injury claims will automatically be approved by the National Insurance Institute for a period of 30 days (even if the initial medical certification is for a shorter period of time), unless an earlier date to return to work is known.
- Other employees that miss work because they are sick with coronavirus are entitled to Sick Pay according to their accrued sick days as long as they have a medical certification.
Forced Vacation Days at the Expense of Annual Vacation
- An employer is permitted to decide when an employee must go on vacation and utilize his accrued vacation days.
- Likewise, the employer is permitted to determine ahead of time, certain days that employee has to take concentrated leave (forced).
- The employer is therefore allowed to require the employee to use his vacation days during this period, provided that the employee has enough accrued vacation days.
- The employer may not force the employee to take vacation at the expense of unpaid vacation days.
- The employer must give advance notice of the planned leave, and if it is for a period of one week or more, the employee must be notified two weeks in advance.
- For additional information see annual vacation.
Reduction of Work Hours or Salary
- An employer may, with the consent of the employee, reduce the employee's salary or the scope of his job, in order to save on employment costs.
- However, reducing the scope of a job without the employee's prior consent may be considered a tangible deterioration in the working conditions for which the employee may resign and be entitled to the same rights as someone who was fired, such as: severance pay (even though he was not fired), continued full-time employment or pay during the notification period and other payments made at the end of a job, such as: cashing in for unused convalescence days and vacation days.
- Salary reductions can have implications for the employee's pension rights and National Insurance Institute rights.
- For additional information see Reduction of Wages or Job Scope because of the Coronavirus Outbreak.
Sending Employees on Unpaid Leave
- An employer is permitted to send employees on unpaid leave (CHALAT).
- If the employer forces the employee to take unpaid leave for an undefined amount of time, it is as if the employer is firing the employee and legally he must conduct a pre-dismissal hearing and pay the employer severance pay.
- In every case of forced unpaid leave it is considered to be a worsening of work conditions and the employee is entitled to severance pay because of worsening of work conditions. In this case the employer must give the employee advanced notice of his intention to quit because of deterioration of work conditions.
- It is important to note that in cases where an employer sends his employees on unpaid leave because he is legally required to reduce the work force or close the work place this may be considered special circumstances and the labor courts may not consider this to be grounds for quitting because of deterioration of work conditions. There has not yet been a ruling on this issue.
- In cases of a pregnant employee, a parent on or returning from maternity leave, an employee who is undergoing fertility treatments, an intended parent, or an employee about to foster a child, the employee must obtain permission from the Woman's Employment Law commissioner (there is a special form for these requests: Special request in accordance with the Woman's Employment Law to permit reduction in salary and position (unpaid leave) because of the coronavirus outbreak).
- Employees between ages 18 and 67 that are sent on unpaid leave of 30 days or more beginning 01.03.2020 due to companies downsizing because of the coronavirus outbreaks are eligible for unemployment pay even-though they were not fired.
- Employees who are employed by multiple employers are entitled to unemployment pay if they are on unpaid leave for at least 30 days from one their jobs an continue to work in the others.
- See additional information regarding unemployment payments below.
- Employees over age 67 can check if they are entitled to a special grant and to other benefits detailed on the guide for employees over age 60 who were fired or sent on unpaid leave because of the coronavirus crisis page.
National Insurance payments for employees on unpaid leave
- The employer is obligated to make National Insurance payments for the employee for 2 full calendar months during which the employee is on vacation (if the employee receives unemployment benefits during these months, the National Insurance contributions will be deducted from the unemployment benefit, and the employer does not have to pay them himself). Someone who is employs a domestic worker is not obligated to make these payments for an employee that is on unpaid leave.
- The employer may deduct the amounts he has paid from future payments due to the employee.
- The payment that the employer must make in each of the first two months is NIS 348 (6.57% of the minimum wage, as of today).
- The payment is only for 2 full calendar months during which the employee was on leave. If they worked during a certain month, National Insurance contributions are deducted from their salary.
- An employer sends his employees on unpaid leave on 12.03.2020. The employer is required to pay National Insurance contributions for April and May (because they were still employed in March, eventhough it was only for part of the month). Additionally, the regular deductions will made from the employees' March salary.
- If the employees return to work on 30.4.2020, the employer is not obligated to make National Insurance payments for the leave period because the employees are considered to have worked during the two months (March and April) and therefore the National Insurance contributions are deducted from their salaries.
Pension plans and continued education funds
- The employer is not required to an employees pension plan or continued education fund during the time the employee is on unpaid leave.
- It is important to make clear to employees that a stop in pension or managers' insurance contributions may have a negative impact on the employees pension rights and particularly on their insurance coverage. This is something that can leave the employee without coverage and can potentially make it hard for or prevent him from purchasing insurance like this in the future.
Unpaid leave and sick leave
- If an employee was absent from work because of an illness before he began his unpaid leave:
- If the unpaid leave is done with the employee's consent then the sick leave ends and the employer can put the employee on unpaid leave.
- In a case where the unpaid leave is forced and doesn't have an end time, the employer can'y put the employee on unpaid leave if the employee still has unused accrued sick days. In this case the employer must continue paying the employee Sick Pay. Putting an employee on unpaid leave for an undetermined amount of time is considered to be like firing them and according to section 4 of the Sick Pay law an employer can't fire an employee while he is sick if he still has accrued sick days.
- An employee who is sick during his unpaid leave:
- An employee who gets sick during his unpaid leave is not entitled to the payment of sick pay for the period of his illness, because the employment relationship is frozen during the unpaid leave period.
- For additional information see:
- Information for an Employee Sent on Unpaid Leave because of the Coronavirus Outbreak
- Unemployment Payment for Employees Sent on Unpaid Leave because of the Coronavirus Outbreak
- Unpaid Leave (CHALAT)
- National Insurance Payments for an Employee on Unpaid Leave
- Maintaining Financial Rights During an Absence from Work
Not Scheduling Shift Workers
- In certain places of work where employees are assigned to shifts (and are paid accordingly), instead of firing their employees or sending them on unpaid leave, employers prefer to simply not assign them to shifts, without indicating a date on which they will be assigned again.
- An employer who decides not to place an employee for an extended or unlimited period of time can be considered to be violating the employment contract or causing tangible deterioration of the employee's working conditions, and thus the employee may resign from work and be considered as if he was fire.
- This would entitle the employee to severance pay even though he was not fired, and the right to collect unemployment payment from the Employment Office without a 3 month waiting period, on condition that he can prove the circumstances of his resignation and meets the rest of the unemployment pay conditions of eligibility.
- The employee must alert the employer and allow him to change his behavior, and if this does not help, he may resign by giving advance notice (unless it is clear that the employer does not intend to give him any shifts and then can resign without notice), and receive all the rights of a fired employee such as: redemption of unused vacation days, redemption of convalescence pay (if he has at least one year of seniority), payment for the advance notice period etc.
- For additional information, see:
- An employer who chooses to fire employees is obligated to first give them a hearing and only afterwards make a final decision.
- If the decision after the hearing is to fire the employee:
- The employer has to give advanced notice to the employee before the dismissal can take effect and is required to continue employing him until the notification period is over. The length of the advanced notification period is determined by the employee's seniority.
- The employer can immediately dismiss the employer and compensate him for the amount he would have been paid if he had continued working during the advanced notification period.
- Upon termination of employment, the employer must make the following payments:
- The employee's final salary.
- The value of the employee's unused vacation days.
- Convalescence pay for employee's with seniority of over a year, for the period for which they have not yet been paid convalescence pay.
- Severance Pay or completion of severance pay. The amount of severance pay you are entitled to can be calculated on the Severance Pay Calculation Portal.
- It is forbidden to:
- It is forbidden to fire an employee during a period of time for which he is getting Sick Pay, including an employee who is in quarantine for suspected coronavirus.
- It is forbidden to fire an employee that is on maternity leave and there is no way to obtain a special permit for this from the Ministry of Labor.
- It is forbidden to fire an employee that is doing mandatory reserve duty and in certain cases after he returns.
- When firing employees the employer may not discriminate against someone based on sex, sexual orientation, personal status, pregnancy, IVF, fertility, race, age, parenthood, religion, nationality, country of origin, outlook, political views, or reserve service, and they cannot be fired only because one of the above reasons.
- In cases of pregnancy, fertility treatments, surrogacy and adoption:
- It is forbidden to fire a pregnant woman who has worked for the employer for at least 6 months and it is forbidden to worsen her work conditions during her pregnancy and for 60 days after she returns from maternity leave unless a permit to do so is obtained.
- Similarly it is forbidden to fire employees who are undergoing fertility treatments or are in the process of adoption or surrogacy.
- There is an option to request a special permit from the Ministry of Labor in order to allow these dismissals.
- For additional information, see:
Receiving Unemployment Pay
- Employees that are fired are entitled to unemployment pay as long as they meet the other conditions of eligibility such as: [[:he:תושב ישראל
|being an Israel resident]] )foreign workers and Palestinians are not entitled to unemployment pay), the qualification period, and being between ages 18 and 67.
- Beginning 01.03.2020, anyone who is on unpaid leave for at least 30 days is also entitled to unemployment pay even though he was not fired (in accordance with the conditions of eligibility). For additional information see Unemployment pay for employees forced to take unpaid leave because of the coronavirus crisis.
- Employees that were fired or sent on unpaid leave for at least 30 days between 01.03.2020 and 19.04.2020, and don't meet the qualification period condition are able to collect unemployment pay as long as they have worked (ie have a qualification period) of 6 of the previous 18 months.
- Additional measures of relief include:
- An advance payment of up to 2,000 NIS for the month of March.
- Eligibility is extended for for those who received all the unemployment days they were eligible for the period between 01.03.2020 and 30.04.2020.
- For additional information see Leniencies in Eligibility for Unemployment Pay during the Coronavirus Crisis
Special National Insurance Institute Grant for Employees above age 67
- Employees above age 67 that are fired or put on unpaid leave because of the coronavirus crisis may be entitled to a special grant from the National Insurance Institute.
- The amount of the grant varies between 1,000-4,000 NIS per month and is based on person's income from his pension.
- For additional information see Special grant for employees over age 67 that were fired or put on unpaid leave because of the coronavirus crisis.
Parents of Children with Disabilities and Employees with Disabilities
- A parent of a child with disabilities who is not currently in an educational setting and is in need of care, and assistance because of his disability will be entitled to 18 days off from work (if he is not put on unpaid leave) to assist his child at the expense of his accrued sick days or vacation days. in addition they are entitled to be absent from work for 52 hours per year without a salary deduction.
- In some cases, the employee may be absent for 36 days a year at the expense of sick leave or accrued vacation days, plus 104 hours without deduction from pay.
- A parent of a child with disabilities who is absent from work to assist his child at the expense of his accrued sick days is entitled to the payment of sick pay at the rate of 100% of his salary from the first day of his absence.
- This right is given to a parent of a child with disabilities who has worked for at least one year in the same workplace if (in addition to the other criteria) all of the following conditions are met:
- The child is not in any framework during this time period (educational or other).
- The child requires supervision, treatments or assistance because of the disability.
- The parent is not on unpaid leave.
- The parent is not a public employee who is required to take forced paid vacation because of the coronavirus outbreak.
- People with disabilities or parents of children with disabilities may not be fired or sent on unpaid leave, if the reason for firing or placing on leave is because the employee is a disabled or is a parent of a child with disabilities.
- For additional information:
- Sick Days for a Parent to Care for Offspring with Disabilities
- Prohibition of Firing an Employee because he has Disabilities
- Accessible information regarding coronavirus: information for employers and employees on the Commission for Equal Rights of Persons with Disabilities website.
Discrimination is prohibited when determining the future of employees
- When deciding to fire, send employees on unpaid leave, or reduce their salaries/job scope, the employer may not discriminate against someone based on sex, sexual orientation, personal status, pregnancy, IVF, fertility, race, age, parenthood, religion, nationality, country of origin, outlook, political views, or reserve service, and these things cannot be part of the consideration of the decision.
- For additional information see Discrimination is Prohibited in the Workplace
Coping with Financial Difficulties
- Someone who finds themselves with financial difficulties because of the coronavirus crisis may be eligible for benefits from the government or other bodies (such as banks, insurance companies, pension funds and others).
- For additional information see Important Information for Someone that Falls into Financial Difficulties because of the Coronavirus crisis.
|Government Agencies||Call Center||Expedited Services|
|The Ministry of Health||Kol HaBriut hotline [tel:*5400 *5400 ]|
|Municipal Hotline (in most cases)||106|
|Home Front Command||Call Center for Civil (non-medical) Emergencies 104|
|Employment Services||||Initial online report to the employment office|
|The National Insurance Institute||*[tel:*6050 *6050 ]||Unemployment pay claim online claim form|
|The Agency for Small and Mid-size Businesses||Maof businesses hotline [tel:*8794 *8794 ]|
|SHAYAL (Guidance for Citizens)||118 (Unemployment, unpaid leave, consumerism etc.)||Contact through Facebook|
|The Ministry of Labor, Social Affairs and Social Services||Social Services hotline 118|
|The Israel Tax Authority||
|The Population and Immigration Authority||National Information and Service hotline [tel:*3450 *3450 ]||Online contact form on corona related topics for foreign workers/Palestinians|
|The Ministry of Education||*Hotline for Parents and Students|
|The Office for Social Equality||Senior Citizens center hotline [tel:*8840 *8840 ]||Online contact for for the senior citizens center|
|The Authority for the Rights of Holocaust Survivors||Holocaust Survivors Services Center hotline [tel:*5105 *5105 ]|
Information, Guidance and Support
Assistance for those in home quarantine
|Organization||Center details and website link||Hotline number|
|Appleseeds Academy in conjunction with the Ministry of Social Equality and other organizations||Assistance for people people who need help with technology (Using Zoom, filling out online forms, etc)|| -2750238 for Hebrew (call the number or text the word "help")
-2750239 for Arabic (call the number or text the word "help")
|United Hatzalah, Israel Association of Community Centers, and Lev Echad||Emergency Hotline for Humanitarian Assistance During the Corona Crisis||1221 (no star)|
|Yad Sarah||Delivery of medical equipment to the house|||
|Lev Echad||Assistance with shopping, gathering medications etc.|||
|Friends for Health||Medications for Home-bound Individuals|||
|Dor L'dor||Personal assistance for senior citizens who are worried about leaving the house|||
- Additional Help Centers for Senior Citizens
- Additional Help Centers for People with Disabilities
- Social Services to Assist with the Coronavirus Crisis on the Guidestar website
English translation and maintenance by The Shira Pransky Project.