Cheryl Burnat (talk | contribs)
Cheryl Burnat (talk | contribs)
(Illness related absence and accruing seniority for severance pay)
 
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* The entire working public.
 
* The entire working public.
 
{{טיפ|Different sectors, such as public servants, have additional rights beyond the basic entitlement detailed on this page.  For example some have more monthly sick days and a higher limit on the amount of annual sick days.  For additional examples, see below.}}
 
{{טיפ|Different sectors, such as public servants, have additional rights beyond the basic entitlement detailed on this page.  For example some have more monthly sick days and a higher limit on the amount of annual sick days.  For additional examples, see below.}}
==  Accumulation of Sick Days ==
+
==  Accruing of Sick Days ==
 
* Employees may accumulate eligibility for payment of '''1.5 sick days for each month of full-time work''' at '''the same employer or workplace''' (meaning 18 days per year); however, they may not accumulate more than 90 days over time.  
 
* Employees may accumulate eligibility for payment of '''1.5 sick days for each month of full-time work''' at '''the same employer or workplace''' (meaning 18 days per year); however, they may not accumulate more than 90 days over time.  
 
* Certain contracts and agreements allow for the accumulation of additional sick days.  For example, in several occupations it is possible to accumulate 2 days of sick leave for each month of work. For further details, see the [[#Extensions|extensions section]].
 
* Certain contracts and agreements allow for the accumulation of additional sick days.  For example, in several occupations it is possible to accumulate 2 days of sick leave for each month of work. For further details, see the [[#Extensions|extensions section]].
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** In a workplace where the work week is 6 days long:  
 
** In a workplace where the work week is 6 days long:  
 
[[קובץ:צבירת_ימי_מחלה_לעובד_שעתי_העובד_6_ימים_בשבוע.png ‏|Number of actual workdays in that month/21.66 X {{כ}}1.5]]
 
[[קובץ:צבירת_ימי_מחלה_לעובד_שעתי_העובד_6_ימים_בשבוע.png ‏|Number of actual workdays in that month/21.66 X {{כ}}1.5]]
 
 
 
{{דוגמה|1= '''Employee at a workplace where a 5-day work week is the norm'''
 
{{דוגמה|1= '''Employee at a workplace where a 5-day work week is the norm'''
 
* In the month of August the employee worked for the employer 10 days.
 
* In the month of August the employee worked for the employer 10 days.
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* In the month of August the employee worked for the employer 10 days.
 
* In the month of August the employee worked for the employer 10 days.
 
* The employee accumulated that month 0.6 sick days, according to the calculation: 1.5 x 10/25=0.6.}}
 
* The employee accumulated that month 0.6 sick days, according to the calculation: 1.5 x 10/25=0.6.}}
 
 
* If these workers are employed in a place that entitles them to 2 days of sick leave per month (see details in the [[#Expansions|Expansions section]] below), their sick days will be calculated similarly, but the number of working days in that month should be multiplied by 2, not 1.5.
 
* If these workers are employed in a place that entitles them to 2 days of sick leave per month (see details in the [[#Expansions|Expansions section]] below), their sick days will be calculated similarly, but the number of working days in that month should be multiplied by 2, not 1.5.
 
{{דוגמה|1= '''Employee at a workplace where a 5-day work week is the norm'''
 
{{דוגמה|1= '''Employee at a workplace where a 5-day work week is the norm'''
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* In the month of August the employee worked for the employer 10 days.
 
* In the month of August the employee worked for the employer 10 days.
 
* The employee accumulated that month 0.8 sick days, according to the calculation: 2 x 10/25=0.8.}}
 
* The employee accumulated that month 0.8 sick days, according to the calculation: 2 x 10/25=0.8.}}
 
+
===Accruing  sick days while absent===
===Accumulation of sick days while absent===
+
*The [https://www.nevo.co.il/law_html/Law01/074_002.htm Sick Pay Law (Sick Pay Payment Procedures) -1976], established that the following breaks during the work period will be taken into account when calculating the right to sick pay:
 
+
**Weekly day of rest or holiday that one does not work due to law, agreement or common practice.
It is possible to accumulate sick days from year to year up to a maximum of 90 days. In certain circumstances if there are special agreements or arrangements one may be able to accumulate even more sick days.
+
**[[Maternity Leave]]
 +
**Family [[Mourning Period]] during which the employee doesn't work because of religion or custom.
 +
**Labor service training days according to [https://www.nevo.co.il/law_html/Law01/P221K6_001.htm Emergency Labor Service Law 1967].
 +
*[https://www.nevo.co.il/law_html/law01/074_001.htm#Seif4 Section 4(d) of the Sick Pay Law] established that the Labor Minister can establish regulations regarding which periods of work and breaks from work will be taken into account when calculating sick days, provided that they also consider any break in work in which the employee is entitled to wages or other payment that he is legally entitled to.
 +
**Based on section 4(d) of the law, there have been several court decisions, ruling that paid days that an employee is absent should also be taken into account when calculating sick days, but a binding ruling on the matter has not yet been handed down by the National Labor Court.
 +
{{דוגמה| *An employee continues to accrue sick days during the period that he is sick and entitled to [[Sick Pay]], as if he was actually working.
 +
*An employee who is on vacation and entitled to [[:he:תשלום דמי חופשה|vacation pay]] continues to accrue sick days as if he was actually working.}}
 +
*For court rulings on the topic:
 +
**[https://www.nevo.co.il/psika_html/avoda/A-09-68-11.htm National Labor Court ruling 68/09] - Section 5 of the court ruling cites section 4(d) of the Sick Pay law and notes that "the Sick Pay law says clearly that days for which an employee is absent from work - but is paid his wages, are included in the work period for the purpose of calculating accrued sick pay."
 +
**[https://www.nevo.co.il/psika_html/avoda/A-12-12-61571-970.htm Haifa Labor Court ruling 61571-12-12] - in section 46 the court ruled that the employee would accrue sick days for the period she missed work and received sick pay, as if she was actually working.
 +
**[https://www.nevo.co.il/psika_html/avoda/A-11-04-6860-198.htm Tel-Aviv - Jaffa Labor Court ruling 6860-04-11] - in section 21, the court writes "during the period of absence that employee is paid for, such as sick pay, the employee continues to a sick accrue days as if he actually worked, so that even in the months when the plaintiff was on sick leave, he continued to accrue sick days. "
  
 
==Utilizing accumulated sick days==
 
==Utilizing accumulated sick days==
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* Employees are entitled to use sick days to care for a child, spouse, or parent.
 
* Employees are entitled to use sick days to care for a child, spouse, or parent.
 
* For more information, see: [[Sick Days to Care for a Family Member]].
 
* For more information, see: [[Sick Days to Care for a Family Member]].
 +
== Redeeming sick days ==
 +
* An employee can not redeem unused sick days for money, unless the employment agreement or the collective agreement stipulates that he is entitled to do so.
 
== How to claim it? == <!--תהליך מימוש הזכות-->
 
== How to claim it? == <!--תהליך מימוש הזכות-->
* The right is given automatically by the employer.  
+
* Legally accrued sick days should be given automatically by the employer.  
 
* In order for an employee to be eligible for [[Sick Pay]], he must present to his employer a [[:he:הוצאת תעודת מחלה|Certification of Illness]], signed by a doctor, that indicates the time during which the employee was unable to work because of his illness (if he is still unable to work, the certificate should also include the approximate time period he won't be able to work).
 
* In order for an employee to be eligible for [[Sick Pay]], he must present to his employer a [[:he:הוצאת תעודת מחלה|Certification of Illness]], signed by a doctor, that indicates the time during which the employee was unable to work because of his illness (if he is still unable to work, the certificate should also include the approximate time period he won't be able to work).
 +
{{שימו לב|An employee who misses work because he is in quarantine because of the coronavirus, does not need to contact a 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 for someone returning from abroad).  For additional information see [[Sick Days for Employees in Quarantine due to Coronavirus]].}}
 
* Employees absent from work because they are caring for a child, spouse or parent, should submit the relevant certifications as explained on the [[Sick Days to Care for a Family Member|relevant pages]]  
 
* Employees absent from work because they are caring for a child, spouse or parent, should submit the relevant certifications as explained on the [[Sick Days to Care for a Family Member|relevant pages]]  
 
* An employee whose employer denied him this right may sue for compensation according to the [[:he:חוק דמי מחלה|Sick Pay Law]].
 
* An employee whose employer denied him this right may sue for compensation according to the [[:he:חוק דמי מחלה|Sick Pay Law]].
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** The employee may request that the absence be deducted from the [[:he:חופשה שנתית|annual vacation days]] he accumulated.
 
** The employee may request that the absence be deducted from the [[:he:חופשה שנתית|annual vacation days]] he accumulated.
 
** The worker may ask the employer to leave for [[:he:חופשה ללא תשלום|unpaid leave]].
 
** The worker may ask the employer to leave for [[:he:חופשה ללא תשלום|unpaid leave]].
 
+
==Illness related absence and accruing seniority for severance pay==
== Redeeming sick days ==
+
*[https://www.nevo.co.il/law_html/law01/p189_001.htm#Seif1 Section 2 of the Severance Pay law] established that the period of absence due to illness does not interrupt the continuity of work required for the purpose of entitlement to severance pay (at least one year at the same workplace or with the same employer).
* An employee can not redeem unused sick days for money, unless the employment agreement or the collective agreement stipulates that he is entitled to do so.
+
*This means that if an employee was employed for a year by the same employer or workplace, but was absent from work during the year due to illness, and therefore actually worked for less than a year, the employee will be considered (for his right to severance pay) as working full year.
 +
{{דוגמה|
 +
*An employee began a new job in the beginning of January 2017.
 +
*In November the employee got sick and missed 2 months of work.
 +
*After the employee came back to work (in the middle of January) he was fired because of cut-backs.
 +
*The employee is considered to have worked for a year in the workplace (even though in actuality he only worked 10 months because he was absent for 2 months) and is therefore entitled to severance pay.}}
 +
*According to [https://www.nevo.co.il/law_html/law01/p189_004.htm#Seif6 section 10 of the Severance Pay regulations (calculating severance pay and quitting that is treated as being fired)] when calculating the amount of time that an employee is entitled to severance pay for, only the '''paid''' sick days should be counted (for example sick days for which the employee is entitled [[Sick Pay]] for, or sick days for which the employee is entitled to insurance payments on account of a plan that the employer set up for the employee), up to a maximum of 30 sick days per year of employment.
 +
{{דוגמה|
 +
*An employee worked 2 years for the same employer.
 +
*Approximately 3 months before the end of the second year, the employee was absent for 3 months (90 days) because of an illness.
 +
*The employee accrued 30 sick days and was given sick pay for them by his employer.
 +
*The employee was fired when he returned to work.
 +
*Because he worked 2 years for the employer, a maximum of 60 days of his absence can be counted towards calculation of his severance pay period (30 days for each year).
 +
*In this case because only 30 of the sick days were paid sicks days, only those 30 will be taken into account when calculating severance pay.  The remaining 60 days are not taken into account.
 +
*Based on on the above, the employee is entitled to severance pay for a period based on 1 year and 10 months of work.}}
  
 
== Please note == <!--חשוב לדעת-->
 
== Please note == <!--חשוב לדעת-->
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* [[:he:עובד זכאי לדמי מחלה מלאים ביום הרביעי למחלתו גם אם זה היום הראשון להיעדרותו ממקום העבודה|An employee is entitled to full sick pay on the fourth day of his illness, even if it is the first day of his absence from the workplace]]
 
* [[:he:עובד זכאי לדמי מחלה מלאים ביום הרביעי למחלתו גם אם זה היום הראשון להיעדרותו ממקום העבודה|An employee is entitled to full sick pay on the fourth day of his illness, even if it is the first day of his absence from the workplace]]
 
* [[:he:עובד שהתפטר עקב מחלה נפשית זכאי לפיצויי פיטורים|An employee who resigned due to mental illness is entitled to severance pay]]
 
* [[:he:עובד שהתפטר עקב מחלה נפשית זכאי לפיצויי פיטורים|An employee who resigned due to mental illness is entitled to severance pay]]
 
+
*[[:he:עובד השוהה בימי מחלה, שבגינם משולמים לו דמי מחלה, צובר בתקופה זו זכאות לימי חופשה כאילו עבד בפועל|An employee that is taking paid sick days, accrues sick days for this period as if he actually worked]]
 
== Aid organizations == <!--ארגוני סיוע-->
 
== Aid organizations == <!--ארגוני סיוע-->
 
* [[:he:תעסוקה וזכויות עובדים/ארגוני סיוע|Click here]] for detailed information about employment assistance organizations.  
 
* [[:he:תעסוקה וזכויות עובדים/ארגוני סיוע|Click here]] for detailed information about employment assistance organizations.  
 
* [[Health and Illness/Aid Organizations|Click here]] for a listing of aid organizations in the area of health.
 
* [[Health and Illness/Aid Organizations|Click here]] for a listing of aid organizations in the area of health.
 
 
 
== Government agencies == <!--גורמי ממשל-->
 
== Government agencies == <!--גורמי ממשל-->
 
{{הטמעת כותרת|Sick Pay#Government agencies}}
 
{{הטמעת כותרת|Sick Pay#Government agencies}}
 
 
== Laws & Regulations == <!--חקיקה ונהלים-->
 
== Laws & Regulations == <!--חקיקה ונהלים-->
 
* [[:he:חוק דמי מחלה|Sick Pay Law]]
 
* [[:he:חוק דמי מחלה|Sick Pay Law]]

Latest revision as of 07:41, 27 July 2020

Introduction:

An employee who works full-time for one employer, is entitled to be absent from work 1.5 days per month due to illness (18 days per year)
An employee who is absent from work due to illness is entitled to payment from his/her employer beginning from the second day of absence. For more information regarding payment, see Sick Pay
An employee may use his/her Sick Days to Care for a Family Member
An employee can not redeem unused sick days for money, unless the employment agreement or the collective agreement stipulates that he is entitled to do so
For more information, see section 4 of the sick pay law


Attention
This page deals with the number of sick days and employee can accrue during his employment period and the deduction of those days. For information on sick day payments when an employee is absent due to illness and using up sick days, see Sick Pay.

Sick days are a right given to employees who are absent from work due to illness. Illness is defined by law as a temporary or permanent incapacity of an employee to work caused by a medical abnormality, according to medical findings.

  • The right to sick leave is guaranteed by the Sick Pay Law.
  • An employee who is absent from work due to illness is entitled to sick pay from his/her employer beginning from the second day of absence:
    • For more information regarding payment, see Sick Pay.
  • For information on calculating sick days and sick pay for employees with a monthly salary and daily/hourly employees see:
Tip
The right to be absent from work due to illness (of the employee or of his/her family member is not contingent on permission from the employer. This is in contrast to vacation days which the the employer needs to approve ahead of time and can even object to.

Who is eligible?

  • The entire working public.
Tip
Different sectors, such as public servants, have additional rights beyond the basic entitlement detailed on this page. For example some have more monthly sick days and a higher limit on the amount of annual sick days. For additional examples, see below.

Accruing of Sick Days

  • Employees may accumulate eligibility for payment of 1.5 sick days for each month of full-time work at the same employer or workplace (meaning 18 days per year); however, they may not accumulate more than 90 days over time.
  • Certain contracts and agreements allow for the accumulation of additional sick days. For example, in several occupations it is possible to accumulate 2 days of sick leave for each month of work. For further details, see the extensions section.
  • For employees who have not worked for the same employer or at the same workplace every workday that month (such as part-time employees, employees who began working in the middle of the month, and hourly/daily workers), the accumulation of sick days for each workplace will be calculated as follows:
    • In a workplace where the work week is 5 days long: (Number of actual workdays in that month/21.66) x 1.5

Number of actual workdays in that month/5 X ‏ 1.5

    • In a workplace where the work week is 6 days long:

Number of actual workdays in that month/21.66 X ‏1.5

Example
Employee at a workplace where a 5-day work week is the norm
  • In the month of August the employee worked for the employer 10 days.
  • The employee accumulated that month 0.69 sick days, according to the calculation: 1.5 x 10/21.66=0.69.
Example
Employee at a workplace where a 6-day work week is the norm
  • In the month of August the employee worked for the employer 10 days.
  • The employee accumulated that month 0.6 sick days, according to the calculation: 1.5 x 10/25=0.6.
  • If these workers are employed in a place that entitles them to 2 days of sick leave per month (see details in the Expansions section below), their sick days will be calculated similarly, but the number of working days in that month should be multiplied by 2, not 1.5.
  • Example
    Employee at a workplace where a 5-day work week is the norm
    • In the month of August the employee worked for the employer 10 days.
    • The employee accumulated that month 0.92 sick days, according to the calculation: 2 x 10/21.66=0.92.
    Example
    Employee at a workplace where a 6-day work week is the norm
    • In the month of August the employee worked for the employer 10 days.
    • The employee accumulated that month 0.8 sick days, according to the calculation: 2 x 10/25=0.8.

    Accruing sick days while absent

    • The Sick Pay Law (Sick Pay Payment Procedures) -1976, established that the following breaks during the work period will be taken into account when calculating the right to sick pay:
    • Section 4(d) of the Sick Pay Law established that the Labor Minister can establish regulations regarding which periods of work and breaks from work will be taken into account when calculating sick days, provided that they also consider any break in work in which the employee is entitled to wages or other payment that he is legally entitled to.
      • Based on section 4(d) of the law, there have been several court decisions, ruling that paid days that an employee is absent should also be taken into account when calculating sick days, but a binding ruling on the matter has not yet been handed down by the National Labor Court.
    Example
    • An employee continues to accrue sick days during the period that he is sick and entitled to Sick Pay, as if he was actually working.
    • An employee who is on vacation and entitled to vacation pay continues to accrue sick days as if he was actually working.
  • For court rulings on the topic:
    • National Labor Court ruling 68/09 - Section 5 of the court ruling cites section 4(d) of the Sick Pay law and notes that "the Sick Pay law says clearly that days for which an employee is absent from work - but is paid his wages, are included in the work period for the purpose of calculating accrued sick pay."
    • Haifa Labor Court ruling 61571-12-12 - in section 46 the court ruled that the employee would accrue sick days for the period she missed work and received sick pay, as if she was actually working.
    • Tel-Aviv - Jaffa Labor Court ruling 6860-04-11 - in section 21, the court writes "during the period of absence that employee is paid for, such as sick pay, the employee continues to a sick accrue days as if he actually worked, so that even in the months when the plaintiff was on sick leave, he continued to accrue sick days. "
  • Utilizing accumulated sick days

    • An employee who is absent from work due to illness will be able to take advantage of the sick days he has accumulated, and during his absence he will be able to receive Sick Pay.
    • During this absence using accumulated sick days, the employee can not be fired.
    • Sick days that were not utilized during the term of employment with a certain employer may not be carried over to a different employer. Additionally if an employee stops working at a place and then begins again at a different point, his accumulated sick days are not saved.

    Deducting the first day of illness from the accumulated sick days

    • The language of the law implies that days which an employee does not receive Sick Pay should not be deducted from the employee's accumulated sick days (for example a single sick day or the first of several sick days).
    • In practice many work places do deduct these days from the accumulated sick days and proposals to change the law have not passed.

    Sick Leave to Care for a Family Member

    Redeeming sick days

    • An employee can not redeem unused sick days for money, unless the employment agreement or the collective agreement stipulates that he is entitled to do so.

    How to claim it?

    • Legally accrued sick days should be given automatically by the employer.
    • In order for an employee to be eligible for Sick Pay, he must present to his employer a Certification of Illness, signed by a doctor, that indicates the time during which the employee was unable to work because of his illness (if he is still unable to work, the certificate should also include the approximate time period he won't be able to work).
    Attention
    An employee who misses work because he is in quarantine because of the coronavirus, does not need to contact a 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 for someone returning from abroad). For additional information see Sick Days for Employees in Quarantine due to Coronavirus.
    • Employees absent from work because they are caring for a child, spouse or parent, should submit the relevant certifications as explained on the relevant pages
    • An employee whose employer denied him this right may sue for compensation according to the Sick Pay Law.
    • The employer is not entitled to deduct employee vacation days instead of sick days available to him (unless the employee requested it).
    • If an employee is absent from work due to illness after having already used all the sick days he accumulated, there are several possibilities:
      • The employer is entitled (but not obligated) to pay Sick Pay on account of the sick days that the employee will accumulate in the future if the employee is interested.
      • The employee may request that the absence be deducted from the annual vacation days he accumulated.
      • The worker may ask the employer to leave for unpaid leave.

    Illness related absence and accruing seniority for severance pay

    • Section 2 of the Severance Pay law established that the period of absence due to illness does not interrupt the continuity of work required for the purpose of entitlement to severance pay (at least one year at the same workplace or with the same employer).
    • This means that if an employee was employed for a year by the same employer or workplace, but was absent from work during the year due to illness, and therefore actually worked for less than a year, the employee will be considered (for his right to severance pay) as working full year.
    Example
    • An employee began a new job in the beginning of January 2017.
    • In November the employee got sick and missed 2 months of work.
    • After the employee came back to work (in the middle of January) he was fired because of cut-backs.
    • The employee is considered to have worked for a year in the workplace (even though in actuality he only worked 10 months because he was absent for 2 months) and is therefore entitled to severance pay.
  • According to section 10 of the Severance Pay regulations (calculating severance pay and quitting that is treated as being fired) when calculating the amount of time that an employee is entitled to severance pay for, only the paid sick days should be counted (for example sick days for which the employee is entitled Sick Pay for, or sick days for which the employee is entitled to insurance payments on account of a plan that the employer set up for the employee), up to a maximum of 30 sick days per year of employment.
  • Example
    • An employee worked 2 years for the same employer.
    • Approximately 3 months before the end of the second year, the employee was absent for 3 months (90 days) because of an illness.
    • The employee accrued 30 sick days and was given sick pay for them by his employer.
    • The employee was fired when he returned to work.
    • Because he worked 2 years for the employer, a maximum of 60 days of his absence can be counted towards calculation of his severance pay period (30 days for each year).
    • In this case because only 30 of the sick days were paid sicks days, only those 30 will be taken into account when calculating severance pay. The remaining 60 days are not taken into account.
    • Based on on the above, the employee is entitled to severance pay for a period based on 1 year and 10 months of work.

    Please note

    • An employer may not dismiss an employee who is absent due to illness (his illness or a relative's, in cases where the law or labor agreement allows utilizing sick leave) during the period in which the employee is entitled to receive sick pay. For more information, see Prohibition of Firing an Employee Who Was Absent from Work Due to Illness.
    • The employee may not give up the right for sick pay or consent to such an agreement based on a misunderstanding or pressure from the employer. This agreement would have no binding force.
    • The employer is forbidden to remove sick days accumulated by the employee, except for sick days actually utilized by the employee.
    • If an employee is sick and uses accrued sick days and then returns to work and is sick and absent again a few days later the count of sick days begins again.
    • In the following cases, the employee may choose whether to record the days of absence at the expense of the sick days accrued to his credit or at the expense of the vacation days due to him:
    • A partial sick day, during which the employee worked a few hours and was absent the rest of the day due to illness, will be calculated as the first day of being sick assuming he has a sick note for that day. The employee is entitled to pay for the hours he worked on that day, but is not entitled to sick pay for the balance of the hours in which he was absent.

    Extensions

    • These are a number of examples of industries that have a different sick day arrangement then what is listed above:
    Occupation Extension Specific Entry
    Contract workers
    • Contract workers in the private sector accrue 2 sick days for every month of work, meaning 24 sick days per year (this is 6 days more than what is guaranteed by the Sick Pay Law). Contract workers are entitled to accumulate up to 130 sick days with the same contractor (40 days more than what is guaranteed by the Sick Pay Law).
    • Contract workers in the public sector will accumulate the number of sick days prescribed by law or by a collective agreement that applies (if applicable) to the workplace where they are actually employed - whichever is higher.
    Sick days for contract workers (employment agencies)
    Security guards and workers According to Section 11 Expansion Order in the Security Branch 2009 and Section 14 Expansion Order in the Security Branch 2014, security guards and workers accrue 2 sick days for every month of work, meaning 24 sick days per year; they are entitled to accumulate up to 130 sick days. Sick days for security guards and workers
    Halls and Event Gardens Hall and event workers with seniority (vetek) of over two years will accumulate 2 sick days per work month, i.e. 24 sick days a year. Employees with a lower seniority will accumulate 1.5 sick days per work month. All workers may accumulate up to 90 days of sick leave. Sick days for hall and event garden workers
    Employees in the hotel industry According to section 33 of the extension order in the hotel industry industry employees who began work before 01/07/2004 are entitled to sick pay from the old insurance fund. Employees hired after that date accumulate sick leave as follows: From 1 to 12 months of work - two sick days per month of work (up to a maximum of 24 sick days per year), 13 to 36 months of work - 66 days of sick leave, from 37 to 84 months of work - 110 days of sick leave, 85 months of work or more - 220 sick days.
    Government Employees Government employees are entitled to accrue sick days according to section 33.2 of the Government Service Regulations
    Workers in the Metal, Electricity and Electronics Industry Chapter 6 section a of the Metal, Electricity and Electronics Industry Extension Order, requires the employer to pay into a sick pay fund for illness insurance. If the insurance in the sick pay fund does not cover the employer's legal liability - the employer has to pay the difference. An employer who does not insure his employees in the fund will be obligated to grant them all the rights stipulated in the sick pay fund regulations.

    Court Rulings

    Aid organizations

    • Click here for detailed information about employment assistance organizations.
    • Click here for a listing of aid organizations in the area of health.

    Government agencies

    Government Agency Areas of Responsibility Topics
    Ministry of Economy The Ministry of Economy is responsible for all areas related to employment. All workers' rights relevant to the Ministry of Economy.
    Administration of the Regulation and Enforcement of Labor Laws Regulating the labor market and enforcing labor laws to actualize workers' rights, identifying violations and reducing the harm to salaried employees at low wage levels. Labor laws that protect workers' rights.
    Equal Employment Opportunity Ombudsman The ombudsman is responsible for enforcing all regulations related to equality at work and treatment of cases where forbidden discrimination occurred. Equal employment opportunities, Working women
    The Employment of Women Law Ombudsman Enforcing The Employment of Women Law. Equal employment opportunities, Working women
    Equal Rights for Persons with Disabilities Ombudsman The ombudsman operates under the Ministry of Justice to assist People with Disabilities. All rights relating to people with disabilities, particularly with regard to employment.
    The Center for the Integration of People with Disabilities into the Labor Market The center operates within the framework of the Ministry of Economy for the full integration of persons with disabilities into the labor market, both as employees and as self-employed. Employment of People with Disabilities
    Commissioner of Foreign Workers Rights at work Protection of employment rights of foreign workers in Israel Rights of Foreign Workers
    Legal Aid Division - Ministry of Justice Providing advice and legal assistance at no cost for people with low income. Workers' rights, Discrimination at work, Sexual harassment at work, Rights of Foreign Workers
    Employment Service The Employment Service is a governmental body in the Ministry of Industry, Trade and Labor responsible for the regulation of the labor market in Israel, in areas such as: job placement services, job market research in Israel and working with the National Insurance Institute in identifying eligibility for various benefits. Finding employment offices, Stabilization of employment , Committee to examine working capability
    The National Insurance Institute The institution responsible for the payment of pensions and benefits to which the working public are entitled. Health-Related Employee Rights, Working women, Termination of Employment
    Authority for the Advancement of the Status of Women Proper representation of women in public bodies, senior positions and positions of influence. Equal employment opportunities, Working women
    Income Tax Responsible for collecting taxable income from workers. Workers' wages and components
    Israel Institute for Occupational Safety and Hygiene Advises and assists in the promotion of occupational safety and hygiene. Safe working environment, Working conditions

    Laws & Regulations


    Credits