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(Sending Employees on Unpaid Leave)
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| חשוב= The information on this page is being constantly updated so we recommend checking it daily
 
| חשוב= The information on this page is being constantly updated so we recommend checking it daily
 
| 2מידע  = If you are [[:he:עובדים עצמאים|self-employed]] or freelancers and you do not have any employees see the [[:he:מידע חשוב לעצמאים או פרילנסרים עקב התפשטות נגיף קורונה|special guide for self-employed and freelance workers]]
 
| 2מידע  = If you are [[:he:עובדים עצמאים|self-employed]] or freelancers and you do not have any employees see the [[:he:מידע חשוב לעצמאים או פרילנסרים עקב התפשטות נגיף קורונה|special guide for self-employed and freelance workers]]
 +
| חשוב= If you are above age 60 and are facing dismissal or unpaid leave it is recommended to check the [[:he:מידע חשוב לעובד מעל גיל 60 העומד בפני פיטורים או חופשה ללא תשלום (חל"ת) בתקופת משבר הקורונה|special guide for employees over age 60]]
 
| שאלה  = See also the [https://www.gov.il/he/Departments/faq/corona-faq?utm_source=go.gov.il&utm_medium=referral coronavirus outbreak FAQs page] on the Ministry of Labor, Social Affairs and Social Services website  }}
 
| שאלה  = See also the [https://www.gov.il/he/Departments/faq/corona-faq?utm_source=go.gov.il&utm_medium=referral coronavirus outbreak FAQs page] on the Ministry of Labor, Social Affairs and Social Services website  }}
 
}}
 
}}
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==Updates==
 
==Updates==
 
{{סרטון יוטיוב | 1gxYRfZ8wj0| תיאור = Receiving Unemployment Pay for Employees on Unpaid Leave | כיוון = שמאל | מסגרת=כן}}
 
{{סרטון יוטיוב | 1gxYRfZ8wj0| תיאור = Receiving Unemployment Pay for Employees on Unpaid Leave | כיוון = שמאל | מסגרת=כן}}
 +
*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 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
 
*22.03.2020:We have added information about the emergency regulations limiting places of work and leaving the house
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*In the meantime, workplaces are allowed to operate as long as there is no gathering of more than 10 people and there a distance of at least 2 meters between each employee in all places and areas where the workers are located.  For additional information see the Ministry of Health's [https://govextra.gov.il/ministry-of-health/corona/corona-virus-en/ designated coronavirus webpage].-->
 
*In the meantime, workplaces are allowed to operate as long as there is no gathering of more than 10 people and there a distance of at least 2 meters between each employee in all places and areas where the workers are located.  For additional information see the Ministry of Health's [https://govextra.gov.il/ministry-of-health/corona/corona-virus-en/ designated coronavirus webpage].-->
 
==Prohibitions of Gathering, Working and Leaving the House==
 
==Prohibitions of Gathering, Working and Leaving the House==
*According to emergency regulations, from 22.03.2020 at 08:00 through 29.03.2020, it is forbidden to leave the home except for going to your workplace, receiving medical services, donating blood, demonstrations, legal proceedings, going to the Knesset, social services, sports activity ( Up to 2 people together - preferably people who regularly are together or who live together), religious ceremonies, helping another person, a short local visit for people living together or for any other '''essential''' need.
+
*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 [[:he:איסור התקהלות, הפעלת מקומות עבודה ויציאה מהבית|Prohibitions of Gathering, Working and Leaving the House]].
 +
<!--*According to emergency regulations, from 22.03.2020 at 08:00 through 29.03.2020, it is forbidden to leave the home except for going to your workplace, receiving medical services, donating blood, demonstrations, legal proceedings, going to the Knesset, social services, sports activity ( Up to 2 people together - preferably people who regularly are together or who live together), religious ceremonies, helping another person, a short local visit for people living together or for any other '''essential''' need.
 
*A maximum of 2 people are allowed to travel together in a car car, except in the case of travel to an "essential workplace" (jobs pre-approved by the Minister of Defense or the Minister of Labor) and in any other case where there is a vital need for a larger number of passengers in the same vehicle.
 
*A maximum of 2 people are allowed to travel together in a car car, except in the case of travel to an "essential workplace" (jobs pre-approved by the Minister of Defense or the Minister of Labor) and in any other case where there is a vital need for a larger number of passengers in the same vehicle.
 
{{דוגמה|When transporting a person for medical treatment, there may be another person accompanying the patient in addition to the driver.}}
 
{{דוגמה|When transporting a person for medical treatment, there may be another person accompanying the patient in addition to the driver.}}
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*For now, workplaces are allowed to operate as long as there is no gathering of more than 10 people and there is a minimum of 2 meters between employees in all places and sites where employees are located. For more information, see the [https://govextra.gov.il/ministry-of-health/corona/corona-virus designated coronavirus page] on the Ministry of Health website.
 
*For now, workplaces are allowed to operate as long as there is no gathering of more than 10 people and there is a minimum of 2 meters between employees in all places and sites where employees are located. For more information, see the [https://govextra.gov.il/ministry-of-health/corona/corona-virus designated coronavirus page] on the Ministry of Health website.
 
{{שימו לב| The Ministry of Health is updating its guidelines on leaving the home, asking the public to leave home only for essential needs, such as a wedding, medical care for the elderly, demonstrations, legal proceedings, etc. In all cases the regulations must be kept including ensuring a minimum distance of 2 meters between people and the prevention of more than 10 people in a room.  For additional information see [https://www.facebook.com/Health.gov.il/photos/a.543605322418050/2654978811280680/?type=3&theater the Ministry of Health's Facebook page]}}
 
{{שימו לב| The Ministry of Health is updating its guidelines on leaving the home, asking the public to leave home only for essential needs, such as a wedding, medical care for the elderly, demonstrations, legal proceedings, etc. In all cases the regulations must be kept including ensuring a minimum distance of 2 meters between people and the prevention of more than 10 people in a room.  For additional information see [https://www.facebook.com/Health.gov.il/photos/a.543605322418050/2654978811280680/?type=3&theater the Ministry of Health's Facebook page]}}
*For a list of guidelines for the new routine see [https://govextra.gov.il/ministry-of-health/corona/corona-virus/guidelines/ new routine guidelines] on the designated Ministry of Health website.
+
*For a list of guidelines for the new routine see [https://govextra.gov.il/ministry-of-health/corona/corona-virus/guidelines/ new routine guidelines] on the designated Ministry of Health website.-->
  
 
==Tax Coordination Extensions for the 2019 Tax Year==
 
==Tax Coordination Extensions for the 2019 Tax Year==
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==Employing Workers for Overtime Hours==
 
==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 [[:he:מגבלות על העסקה בשעות נוספות|permitted number of overtime hours]] in a regular day.
 
*Due to the coronavirus crisis, the Minister of Labor has granted permission for workers to be employed for overtime hours beyond the [[:he:מגבלות על העסקה בשעות נוספות|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 '''following conditions are met:'''
+
*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).
 
**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 for more than 67 hours (including overtime) a week.
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==Sending Employees on Unpaid Leave==
 
==Sending Employees on Unpaid Leave==
 
*An employer is permitted to send employees on [[:he:חופשה ללא תשלום|unpaid leave]] (CHALAT).
 
*An employer is permitted to send employees on [[:he:חופשה ללא תשלום|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 [[:he:שימוע לפני פיטורים|pre-dismissal hearing]] and pay the employer [[:he:פיצויי פיטורים לעובד שפוטר|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 [[:he:פיצויי פיטורים לעובד שהתפטר עקב הרעה מוחשית בתנאי העבודה|severance pay because of worsening of work conditions]].
 
*In cases of [[Prohibition of Changing the Position or Salary of a Pregnant Employee|a pregnant employee]], [[Prohibition of Changing the Position or Salary of an Employee During and After Maternity Leave|a parent on or returning from maternity leave]], an employee who is undergoing fertility treatments, [[:he:איסור פגיעה בהיקף משרה או בהכנסה של הורה מיועד לפי חוק הסכמים לנשיאת עוברים במהלך ההריון|an intended parent]], or [[:he:איסור פגיעה בהיקף משרה או בהכנסה של עובד העומד לקבל ילד לאומנה|an employee about to foster a child]], the employee must obtain permission from the Woman's Employment Law commissioner (there is a [https://www.gov.il/BlobFolder/generalpage/no-fee-vacation-corona-form/he/no-fee-vacation.pdf 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]).
 
*In cases of [[Prohibition of Changing the Position or Salary of a Pregnant Employee|a pregnant employee]], [[Prohibition of Changing the Position or Salary of an Employee During and After Maternity Leave|a parent on or returning from maternity leave]], an employee who is undergoing fertility treatments, [[:he:איסור פגיעה בהיקף משרה או בהכנסה של הורה מיועד לפי חוק הסכמים לנשיאת עוברים במהלך ההריון|an intended parent]], or [[:he:איסור פגיעה בהיקף משרה או בהכנסה של עובד העומד לקבל ילד לאומנה|an employee about to foster a child]], the employee must obtain permission from the Woman's Employment Law commissioner (there is a [https://www.gov.il/BlobFolder/generalpage/no-fee-vacation-corona-form/he/no-fee-vacation.pdf 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 below age 67 that are sent on [[:he:חופשה ללא תשלום|unpaid leave]] of 30 days or more beginning 01.03.2020 due to companies downsizing because of the coronavirus outbreaks are eligible for [[:he:דמי אבטלה|unemployment pay]] eventhough they were not fired.
 
*Employees below age 67 that are sent on [[:he:חופשה ללא תשלום|unpaid leave]] of 30 days or more beginning 01.03.2020 due to companies downsizing because of the coronavirus outbreaks are eligible for [[:he:דמי אבטלה|unemployment pay]] eventhough they were not fired.
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**If you register by 31.03.2020 it will considered as if you registered by 15.03.2020.
 
**If you register by 31.03.2020 it will considered as if you registered by 15.03.2020.
 
**Continue to check the updated guidelines regarding registration and the need to go to the employment office on [https://www.taasuka.gov.il/he/Applicants/Pages/coronavirusIES.aspx Employment services website].
 
**Continue to check the updated guidelines regarding registration and the need to go to the employment office on [https://www.taasuka.gov.il/he/Applicants/Pages/coronavirusIES.aspx Employment services website].
{{שימו לב|*Employees will be entitled to unemployment pay as long as they meet the other [[:he:זכאות לדמי אבטלה|conditions of eligibility]] such as: the [[:he:תקופת אכשרה לדמי אבטלה|qualification period]], and being under age 67 (older employees can check their eligibility for a [[:he:תוספת השלמת הכנסה לקצבת זיקנה|supplemental income to their senior citizen's pension]]).}}
+
{{שימו לב|*Employees will be entitled to unemployment pay as long as they meet the other [[:he:זכאות לדמי אבטלה|conditions of eligibility]] such as: the [[:he:תקופת אכשרה לדמי אבטלה|qualification period]], and being under age 67 (older employees can check their eligibility for a additional benefits that are detailed in the [[:he:מידע חשוב לעובד מעל גיל 60 העומד בפני פיטורים או חופשה ללא תשלום (חל"ת) בתקופת משבר הקורונה|special guide for employees over age 60]].}}
 
*If someone who works for 2 employers and submits an employment claim after one of the employers sends him on unpaid leave, his income from the job he continues to work at will be deducted from his unemployment pay.
 
*If someone who works for 2 employers and submits an employment claim after one of the employers sends him on unpaid leave, his income from the job he continues to work at will be deducted from his unemployment pay.
 
*During the unpaid leave period, employees are not paid a salary and vacation days are not deducted from their accrued [[:he:חופשה שנתית|annual vacation days]].
 
*During the unpaid leave period, employees are not paid a salary and vacation days are not deducted from their accrued [[:he:חופשה שנתית|annual vacation days]].
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**The employer is not required to an employees pension plan or continued education fund during the time the employee is on unpaid leave.
 
**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 [[:he:קרן פנסיה|pension]] or [[:he:ביטוח מנהלים|managers' insurance]] contributions may have a negative impact on the employees pension rights and particularly on their [[:he:כיסוי ביטוחי במסגרת הביטוח הפנסיוני|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.
 
**It is important to make clear to employees that a stop in [[:he:קרן פנסיה|pension]] or [[:he:ביטוח מנהלים|managers' insurance]] contributions may have a negative impact on the employees pension rights and particularly on their [[:he:כיסוי ביטוחי במסגרת הביטוח הפנסיוני|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.
{{טיפ|During a period of unemployment during which contributions to his pension plan arent being made, an employee can preserve his accrued rights through a [[:he:הסדר ריסק בביטוח פנסיוני|risk settlement]] or by making his [[:he:הפקדות עצמאיות לביטוח פנסיוני|own contributions to the pension insurance fund]].}}
+
{{טיפ|During a period of unemployment during which contributions to his pension plan aren't being made, an employee can preserve his accrued rights through a [[:he:הסדר ריסק בביטוח פנסיוני|risk settlement]] or by making his [[:he:הפקדות עצמאיות לביטוח פנסיוני|own contributions to the pension insurance fund]].}}
 
*'''Unpaid leave and sick leave:'''
 
*'''Unpaid leave and sick leave:'''
 
*If an employee was absent from work because of an [[Sick Days|illness]] before he began his unpaid leave:
 
*If an employee was absent from work because of an [[Sick Days|illness]] before he began his unpaid leave:
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**It is forbidden to fire an employee that is on [[Prohibition of Firing an Employee on Maternity Leave|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 on [[Prohibition of Firing an Employee on Maternity Leave|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 [[:he:איסור פיטורי עובד במהלך או בתום שירות מילואים|mandatory reserve duty]] and in certain cases after he returns.
 
**It is forbidden to fire an employee that is doing [[:he:איסור פיטורי עובד במהלך או בתום שירות מילואים|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:
 
*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 condiions during her pregnancy and for 60 days after she returns from [[Prohibition of Changing the Position or Salary of an Employee During and After Maternity Leave|maternity leave]] unless a permit to do so is obtained.
+
**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 [[Prohibition of Changing the Position or Salary of an Employee During and After Maternity Leave|maternity leave]] unless a permit to do so is obtained.
 
**Similarly it is forbidden to fire employees who are undergoing [[Prohibition of Firing an Employee Undergoing Fertility Treatment|fertility treatments]] or are in the process of [[:he:איסור פיטורי הורה מאמץ לפני קבלת הילד לביתו|adoption]] or [[:he:איסור פיטורי הורה מיועד לפי חוק הסכמים לנשיאת עוברים במהלך ההריון|surrogacy]].
 
**Similarly it is forbidden to fire employees who are undergoing [[Prohibition of Firing an Employee Undergoing Fertility Treatment|fertility treatments]] or are in the process of [[:he:איסור פיטורי הורה מאמץ לפני קבלת הילד לביתו|adoption]] or [[:he:איסור פיטורי הורה מיועד לפי חוק הסכמים לנשיאת עוברים במהלך ההריון|surrogacy]].
 
**There is an option to request a [[:he:בקשה להיתר לפיטורים או פגיעה בהיקף משרה לפי חוק עבודת נשים|special permit from the Ministry of Labor]] in order to allow these dismissals.
 
**There is an option to request a [[:he:בקשה להיתר לפיטורים או פגיעה בהיקף משרה לפי חוק עבודת נשים|special permit from the Ministry of Labor]] in order to allow these dismissals.
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**[[:he:מדריך בנושא פיטורים|Guide for Dismissal Related Issues]]
 
**[[:he:מדריך בנושא פיטורים|Guide for Dismissal Related Issues]]
 
**[[:he:סיום יחסי עבודה|Work Termination Portal]]
 
**[[:he:סיום יחסי עבודה|Work Termination Portal]]
 +
 
==Parents of Children with Disabilities and Employees with Disabilities==
 
==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.
 
*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.
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== Government Agencies == <!--גורמי ממשל-->
 
== Government Agencies == <!--גורמי ממשל-->
 
{{הטמעת כותרת|Coronavirus/Government Agencies#List of Government Agencies and Designated Centers}}
 
{{הטמעת כותרת|Coronavirus/Government Agencies#List of Government Agencies and Designated Centers}}
 +
==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 [[:he:אפליה אסורה בעבודה|Discrimination is Prohibited in the Workplace]]
 +
 
== Aid Organizations == <!--ארגוני סיוע-->
 
== Aid Organizations == <!--ארגוני סיוע-->
 
{{הטמעת כותרת|Coronavirus/Aid Organizations#List of Organizations and Designated Centers}}
 
{{הטמעת כותרת|Coronavirus/Aid Organizations#List of Organizations and Designated Centers}}

Revision as of 14:38, 26 March 2020

Introduction:

This guide focuses on the main issues related to the rights of employees during the coronavirus outbreak
If you are above age 60 and are facing dismissal or unpaid leave it is recommended to check the special guide for employees over age 60
If you are self-employed or freelancers and you do not have any employees see the special guide for self-employed and freelance workers
See also the coronavirus outbreak FAQs page on the Ministry of Labor, Social Affairs and Social Services website


Updates

Receiving Unemployment Pay for Employees on Unpaid Leave
  • 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

Attention
Family members of someone in quarantine are not able to use Sick Days to care for their family members because we are not talking about an illness of the other person. This applies specifically to someone whose spouse or children are in quarantine. They are only allowed to use sick days if their parents or spouse are completely dependent on them for everyday activities because of their illness.

Forced Vacation Days

  • 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.
Attention
Forced vacation for government service and public sector employees. According the emergency regulations, certain employees in the public sector were sent on vacation from 19.03.2020 through 16.04.2020 at the expense of their annual vacation days.

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 (eventhough 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 convalescense days andvacation 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

Attention
  • If someone who works for 2 employers and submits an employment claim after one of the employers sends him on unpaid leave, his income from the job he continues to work at will be deducted from his unemployment pay.
  • During the unpaid leave period, employees are not paid a salary and vacation days are not deducted from their accrued annual vacation days.
  • 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).
    • 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.
  • Example
    • 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.
  • Tip
    During a period of unemployment during which contributions to his pension plan aren't being made, an employee can preserve his accrued rights through a risk settlement or by making his own contributions to the pension insurance fund.

    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.
    Example
    Waiters who don't have regularly scheduled work days.

    Firing Employees

    • 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:
    • 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:

    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.
      • This right is given to a parent of a child with disabilities who has worked for at least one year in the same workplace.
      • 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.
    • 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:


    Government Agencies

    Government Agencies Call Center Expedited Services
    The Ministry of Health Kol HaBriut hotline *5400
    Municipal Hotline (in most cases) 106
    Home Front Command Call Center for Civil (non-medical) Emergencies 104
    Employment Services ‎9687* Initial online report to the employment office
    The National Insurance Institute **6050 Unemployment pay claim online claim form
    The Agency for Small and Mid-size Businesses Maof businesses hotline *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
    • Tax authority call center (general) *9848
    • Property tax call center *4954
    The Population and Immigration Authority National Information and Service hotline *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 *8840 Online contact for for the senior citizens center
    The Authority for the Rights of Holocaust Survivors Holocaust Survivors Services Center hotline *5105

    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

    Aid Organizations

    Information, Guidance and Support

    Organization Center details and website link Hotline number
    United Hatzalah, Israel Association of Community Centers, and Lev Echad Emergency Hotline for Humanitarian Assistance During the Corona Crisis 1221 (no star)
    The New Workers Union (Histadrut) Information hotline regarding rights in the workplace during the coronavirus crisis 2383*
    "Be-Atzmi" On My Own Emergency hotline for coping and support in the area of employment 2119*
    The Israel Bar Association Initial legal assistance in issues related to family, labor, National Insurance and execution laws 050-5588072 (whatsapp)
    Chasdei Lev Hotline for Tools and Tips for Good Financial Family Conduct 077-3377930 ext. 3
    Israel Consumers Council Consumer Services Hotline 1-700-727-888
    HMOs Emotional Support Hotline for "Clalit"

    Emotional Support Hotline for "Maccabi" "Meuechet" "Leumit"

    * *2700 extension 8, 3
    • *3555 extension 1
    • *3833 extension 8
    • *507 extension 9
    Tene Briut Amaharit Hotline for Coronavirus Related Questions (prevention, protection and Ministry of Health guidelines). Sun-Thurs 8:00-21:00 04-6323544
    Eran and the Israel Trauma Coalition Help hotline for those suffering from corona related anxiety 1201 ext. 6
    Tamar - Eran and the Israel Trauma Coalition Arabic help hotline for those suffering from corona related anxiety 1201 ext. 2
    The Disabled IDF Veterans Organization Mental health and support hotline for Disabled IDF Veterans 1-800-363-363
    ENOSH Hotline for parents and adolescents age 12-25 suffering from emotional crisis 054-9299723

    Assistance for those in home quarantine

    Organization Center details and website link Hotline number
    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 02-6444639
    Lev Echad Assistance with shopping, gathering medications etc. 02-6762044
    Friends for Health Medications for Home-bound Individuals 054-7123930
    Dor L'dor Personal assistance for senior citizens who are worried about leaving the house *3284

    Additional Information


    Credits

    English translation and maintenance by The Shira Pransky Project.