Employee Rights in Israel
Every mandatory right of employees and employers · in one place, in plain language.
Read moreEqual Rights for Persons with Disabilities in IsraelEmployment · no discrimination, the duty to make adjustments, and state funding
The Equal Rights for Persons with Disabilities Law, 5758-1998, and the 2006 funding regulations govern equality at work · no discrimination, a duty to make reasonable adjustments, and the state's participation in funding them. We quote the statute alongside a plain-English explanation · and NETO supports employers in inclusive, lawful employment.
No discriminationIn employment · Section 8
Up to 19,000 ILSFunding of adjustments
AI check · faithful to the sourceEach statutory passage below is quoted verbatim in Hebrew from the official text on Nevo (Reshumot), with an unofficial English translation beside it. The binding version is the Hebrew original · the translation is for understanding only, not an authoritative text.
Faithful to source
The Law · Nevo
The Regulations · Nevo
AI summary · equal rights for persons with disabilities at workClick to read the page summary
The Equal Rights for Persons with Disabilities Law, 5758-1998 ("חוק שוויון זכויות לאנשים עם מוגבלות, התשנ״ח–1998") prohibits an employer from discriminating against an employee or a candidate on account of disability in hiring, terms, promotion, training and dismissal (Section 8), and provides that failing to make required adjustments is itself discrimination. An adjustment includes adapting the workplace, equipment, working hours and procedures · so long as it is not an undue burden. Section 9 requires the employer to act for adequate representation. The 2006 Regulations add that the state participates in funding adjustments · up to 19,000 ILS per employee, by the size of the employer. Below · the statute quoted in Hebrew alongside a plain-English explanation, two examples, a knowledge check and FAQs.
- No discrimination · in hiring, terms, promotion and dismissal (Section 8).
- Duty to make adjustments · workplace, equipment, hours and procedures · subject to undue burden.
- Adequate representation · employers over 15 must promote it (Section 9).
- State funding · up to 19,000 ILS per employee, by employer size (2006 Regulations).
- Manpower contractor · the Regulations apply · the actual employer is the "employer".
- The content is informational only · the binding version is the one published in Reshumot.
By the numbers
Equality at work · at a glance
No discrimination
Section 8 In employment · on account of disability
In hiring, terms, promotion, training, dismissal and retirement benefits.
Duty to adjust
Reasonable The limit · Section 8(e)
A duty to make adjustments so long as they are not an "undue burden".
State funding
Up to 19,000 ILS per employee · by employer size
17,000 ILS (26–200 employees) · 15,000 ILS (over 200), subject to self-participation.
Initial instruction
Up to 3,000 ILS · and up to 95% of cost
Participation in the employer's initial instruction · whichever is lower.
Renewing the right
5 years until participation renews
The right to participation renews five years after the first approved transfer.
Adequate representation
Over 15 employees · Section 9 applies
The employer must act to promote adequate representation, including adjustments.
What the Law and Regulations govern
The Equal Rights for Persons with Disabilities Law, 5758-1998 anchors the right of persons with disabilities to equal and active participation in every area of life. Chapter D of the Law · "Employment" · prohibits discrimination at work and imposes on the employer a duty to make adjustments and to promote adequate representation.
The Equal Rights for Persons with Disabilities (State Participation in Funding Adjustments) Regulations, 5766-2006 ("תקנות שוויון זכויות לאנשים עם מוגבלות ("השתתפות המדינה במימון התאמות"), תשס״ו–2006") were made under the Law and set out how the state participates in funding those adjustments · so that cost does not become a barrier to employment. A convenient overview appears in our guides to Israeli labor law and employee rights.
How NETO helps: as a licensed manpower contractor (license #1565), NETO supports employers in inclusive, lawful employment · registration with the authorities, payroll and rights · so that the employer's duties toward employees with disabilities are met correctly, whether you hire locally or as a foreign company through an Employer of Record in Israel.
Purpose and definition · Sections 2 and 5
Unofficial English translation · not binding
The purpose of this Law is to protect the dignity and liberty of a person with a disability, and to anchor their right to equal and active participation in society in all areas of life, as well as to provide an appropriate response to their special needs in a manner that will enable them to live their life with maximum independence, in privacy and dignity, while realizing their full potential.
Binding text · Hebrew original (Reshumot / Nevo) · Section 2
חוק זה מטרתו להגן על כבודו וחירותו של אדם עם מוגבלות, ולעגן את זכותו להשתתפות שוויונית ופעילה בחברה בכל תחומי החיים, וכן לתת מענה הולם לצרכיו המיוחדים באופן שיאפשר לו לחיות את חייו בעצמאות מרבית, בפרטיות ובכבוד, תוך מיצוי מלוא יכולתו.
Unofficial English translation · not binding
A person with a physical, mental or intellectual impairment, including a cognitive one, whether permanent or temporary, on account of which their functioning is substantially limited in one or more of the major areas of life.
Binding text · Hebrew original · Section 5 · definition of "person with a disability"
אדם עם לקות פיסית, נפשית או שכלית לרבות קוגניטיבית, קבועה או זמנית, אשר בשלה מוגבל תפקודו באופן מהותי בתחום אחד או יותר מתחומי החיים העיקריים.
Disclaimer: the content of this page is general information intended to make labor law accessible, and is not legal advice. The binding version is the Law and the Regulations as published in the official records (Reshumot). Before any decision or action, consult a qualified professional and review the up-to-date text.
No discrimination in employment · Section 8
The unofficial English translation first · then the statutory text, quoted verbatim in Hebrew from the official source · then a plain explanation and an example. The dashed blue block is our own explanation and is not part of the statute.
Section 8 · Prohibition of discrimination in employment
Unofficial English translation · not binding
(a) An employer shall not discriminate between their employees or between candidates for employment, on account of their disability, provided they are qualified for the position or role in question, in any of the following:
- hiring, including recruitment tests;
- terms of employment;
- promotion;
- vocational training or further training;
- dismissal or severance pay;
- benefits and payments granted to an employee in connection with retirement from work.
(b) For the purposes of subsection (a), setting conditions that are not relevant to the matter is also regarded as discrimination.
(c) An act or omission required by the essential requirements of the position or role is not regarded as discrimination under this section.
(d) The provisions of this section apply, with the necessary changes, also to a person who was in the past a person with a disability, to a person regarded as a person with a disability, and to the family members of a person with a disability who care for them.
Binding text · Hebrew original (Reshumot / Nevo)
(א) לא יפלה מעסיק בין עובדיו או בין דורשי עבודה, מחמת מוגבלותם, ובלבד שהם כשירים לתפקיד או למשרה הנדונים, בכל אחד מאלה:
- קבלה לעבודה לרבות מבדקי קבלה;
- תנאי עבודה;
- קידום בעבודה;
- הכשרה או השתלמות מקצועית;
- פיטורין או פיצויי פיטורין;
- הטבות ותשלומים הניתנים לעובד בקשר לפרישה מהעבודה.
(ב) לעניין סעיף קטן (א), רואים כהפליה גם קביעת תנאים שלא ממין העניין.
(ג) אין רואים כהפליה לפי סעיף זה, פעולה או הימנעות מפעולה, המתחייבת מהדרישות המהותיות של התפקיד או של המשרה.
(ד) הוראות סעיף זה יחולו, בשינויים המחויבים, גם על מי שהיה בעבר אדם עם מוגבלות, על מי שנחשב לאדם עם מוגבלות ועל בני משפחתו של אדם עם מוגבלות המטפלים בו.
Explanation · not part of the statuteAn employer may not discriminate against an employee or candidate because of a disability · as long as they are qualified for the role · at any stage of the employment relationship: hiring and tests, terms, promotion, training, dismissal and severance, and retirement benefits. "Conditions that are not relevant to the matter" also count as discrimination. The only exception · a requirement that flows from the essential nature of the role. The protection also covers a person who had a disability in the past and a family member caring for a person with a disability.
Example: a candidate qualified for a programming role who is rejected at interview only because they use a wheelchair · that is prohibited discrimination under Section 8. By contrast, requiring a valid driving licence for a driver's role is an "essential requirement" and is not discrimination.
The duty to make adjustments and "undue burden" · Section 8(e)
This is where "adjustment" and "undue burden" are defined · the definitions that set both the scope of the employer's duty and its limit.
Section 8(e) · definitions of "adjustment", "discrimination" and "undue burden"
Unofficial English translation · not binding
(e) For the purposes of this section –
"discrimination" – including failure to make adjustments required on account of the special needs of a person with a disability that would enable their employment;
"adjustment", "adjustments" – including adjustment of the workplace, its equipment, the requirements of the role, working hours, recruitment tests, training and instruction, and work procedures, all provided this does not impose an undue burden on the employer;
"undue burden" – an unreasonable burden in the circumstances, taking into account, among other things, the cost and nature of the adjustment, the size and structure of the business, the scope of its activity, the number of employees, the composition of the workforce, and the existence of external or state funding sources for making the adjustment.
Binding text · Hebrew original (Reshumot / Nevo)
(ה) לעניין סעיף זה –
”הפליה“ – לרבות אי-ביצוע התאמות הנדרשות מחמת צרכיו המיוחדים של אדם עם מוגבלות אשר יאפשרו את העסקתו;
”התאמה“, ”התאמות“ – לרבות התאמת מקום העבודה, הציוד שבו, דרישות התפקיד, שעות העבודה, מבדקי קבלה לעבודה, הכשרה והדרכה, נוהלי עבודה, והכול מבלי שהדבר יטיל על המעסיק נטל כבד מדי;
”נטל כבד מדי“ – נטל בלתי סביר בנסיבות העניין, בהתחשב, בין היתר, בעלות ההתאמה וטיבה, בגודל העסק ובמבנהו, בהיקף הפעילות, במספר העובדים, בהרכב כוח האדם, ובקיומם של מקורות מימון חיצוניים או ממלכתיים לביצוע ההתאמה.
Explanation · not part of the statuteFailing to make an adjustment that is needed to enable employment is itself discrimination. "Adjustment" is broad · a change to the workplace, equipment, the requirements of the role, hours, recruitment tests, training and procedures. The duty stops only where the adjustment becomes an "undue burden" · an unreasonable burden in the circumstances. Note that the Law expressly requires weighing the existence of external or state funding sources · so state funding (the Regulations below) can turn an adjustment from an "undue burden" into a "reasonable burden".
Example: an employee with hearing loss asks for transcription software and a visual-alert system. In a small business the cost may look heavy · but once the state participates in funding (up to 19,000 ILS), the actual burden is smaller and the duty to make the adjustment stands.
Adequate representation and affirmative action · Section 9
Beyond the "passive" ban on discrimination, the Law imposes an active duty to promote adequate representation of persons with disabilities.
Section 9 · adequate representation for persons with disabilities
Unofficial English translation · not binding
(a) Where an employer sees that among their employees there is no adequate expression, in the circumstances, of the representation of persons with disabilities (hereinafter – adequate representation), they shall act to promote adequate representation, including making adjustments.
(b) An employer's actions under this section may be taken through a program that includes provisions on preferring the employment, or the promotion, of persons with disabilities who are qualified for the position or role and who have similar qualifications to those of other candidates for the position or role.
(d) In this section – "employer" – an employer who employs more than 15 employees, other than a government ministry or an auxiliary unit thereof to which Section 15A of the State Service (Appointments) Law, 5719-1959 applies; "adjustments" – as defined in Section 8(e).
Binding text · Hebrew original (Reshumot / Nevo)
(א) ראה מעסיק כי בקרב עובדיו אין ביטוי הולם, בנסיבות העניין, לייצוגם של אנשים עם מוגבלות (להלן – ייצוג הולם), יפעל לקידום הייצוג ההולם, לרבות ביצוע התאמות.
(ב) פעולות מעסיק לפי סעיף זה, יכול שייעשו בתכנית אשר תכלול הוראות בדבר העדפת העסקתם, או קידומם, של אנשים עם מוגבלות שהם כשירים לתפקיד או למשרה ושהם בעלי כישורים דומים לכישוריהם של מועמדים אחרים לתפקיד או למשרה.
(ד) בסעיף זה – ”מעסיק“ – מעסיק המעסיק יותר מ-15 עובדים, למעט משרד ממשלתי או יחידת סמך שלו שהוראות סעיף 15א לחוק שירות המדינה ("מינויים"), התשי”ט–1959, חלות עליהם; ”התאמות“ – כהגדרתן בסעיף 8(ה).
Explanation · not part of the statuteIf persons with disabilities are not adequately represented among the employer's staff, the employer must act to promote it · including making adjustments. The actions may be taken through a program that prefers the employment or promotion of candidates with disabilities who have similar qualifications to others. The duty applies to an employer with more than 15 employees. This dovetails with the principle of affirmative action in Section 3 of the Law · action intended to correct or advance equality is not regarded as prohibited discrimination.
Example: a company of 60 employees that finds it has no employees with disabilities builds a program · approaching dedicated placement bodies and preferring a candidate with a disability who has similar qualifications · which is permitted, and even desirable, under the Law, not discrimination.
State participation in funding adjustments · the 2006 Regulations
The Regulations were made under the Law and set out who is eligible, what counts as an "adjustment" for funding, and how much the state participates by the size of the employer.
Regulation 1 · definitions
Unofficial English translation · not binding
"employee with a disability" – a person with a disability, as defined in Section 5 of the Law, who is an employee employed at a scope of at least one third of a position, other than such an employee employed for a fixed term set in advance of less than 12 months, but including an employee employed for consecutive fixed terms that together exceed 12 months.
"adjustment", "adjustments" – as defined in Section 8(e) of the Law, including physical adjustments to real estate and movable property, devices, aids, fittings and computing means of hardware and software, and any accessory or means required by an employee with a disability at their workplace on account of their special needs, as well as translation and transcription services for an employee with a hearing loss of 50 decibels or more in the better ear, and initial instruction for the employer of an employee with an intellectual, cognitive or mental disability.
"employer" – an employer or a person about to be an employer of an employee with a disability, other than a public body; and in the case of employment of an employee through a manpower contractor – the actual (de facto) employer. "employee" – including an employee of a manpower contractor who is actually employed by the employer.
Binding text · Hebrew original (Reshumot / Nevo)
”עובד עם מוגבלות“ – אדם עם מוגבלות, כהגדרתו בסעיף 5 לחוק, שהוא עובד המועסק בהיקף של שליש משרה לפחות, למעט עובד כאמור המועסק לתקופה קצובה מראש הפחותה מ-12 חודשים, אך לרבות עובד המועסק לתקופות קצובות רצופות שעולות יחד על 12 חודשים.
”התאמה“, ”התאמות“ – כהגדרתן בסעיף 8(ה) לחוק, לרבות התאמות פיזיות במקרקעין ובמיטלטלין, מכשירים, עזרים, התקנים ואמצעי מחשוב של חומרה ותוכנה, וכל אבזר או אמצעי הנדרש לעובד עם מוגבלות במקום עבודתו עקב צרכיו המיוחדים, וכן שירותי תרגום ותמלול לעובד עם ירידה בשמיעה של 50 דציבלים ויותר באוזן הטובה יותר, והדרכה ראשונית למעביד של עובד עם מוגבלות שכלית, קוגניטיבית או נפשית.
”מעביד“ – מעביד או מי שעומד להיות מעביד של עובד עם מוגבלות, למעט אם הוא גוף ציבורי; ובמקרה של העסקת עובד באמצעות קבלן כוח אדם – המעסיק בפועל. ”עובד“ – לרבות עובד של קבלן כוח אדם המועסק בפועל אצל המעביד.
Explanation · not part of the RegulationsEligibility for funding is for an employee with a disability employed at a scope of at least one third of a position · not for employment shorter than 12 months, unless it is a chain of consecutive contracts that together exceed a year. "Adjustment" here is broad and also covers aids, computing, translation and transcription for people with hearing loss, and instruction for the employer. Importantly · in employment through a manpower contractor, the "employer" for funding purposes is the actual employer.
Example: an employee working half-time through a manpower contractor at a manufacturing company · the actual employer (the company) is the "employer" entitled to apply for the state's participation in funding the adjustments for them.
Regulation 2 · rate of the state's participation
Unofficial English translation · not binding
(a) The maximum rate of the state's participation in funding adjustments for an employee with a disability shall be as set out below:
- an employer who employs up to 25 employees – 19,000 new shekels per employee with a disability, provided the employer bore a cost of at least 1,000 new shekels for those adjustments;
- an employer who employs more than 25 and no more than 200 employees – 17,000 new shekels per employee with a disability, provided the employer bore a cost of at least 3,000 new shekels for those adjustments;
- an employer who employs more than 200 employees – 15,000 new shekels per employee with a disability, provided the employer bore a cost of at least 5,000 new shekels for those adjustments.
(b) The state's participation in the cost of initial instruction for the employer shall not exceed 3,000 new shekels, and 95% of the cost of the adjustment, whichever is lower.
(c) An employer in whose adjustment costs the state participated shall have their right to participation renewed at the end of five years from the day the Director first approved the transfer of the state-participation amount to them.
Binding text · Hebrew original (Reshumot / Nevo)
(א) שיעור ההשתתפות המרבי של המדינה במימון התאמות לעובד עם מוגבלות יהיה כמפורט להלן:
- מעביד המעסיק עד 25 עובדים – 19,000 שקלים חדשים לעובד עם מוגבלות, ובלבד שהמעביד נשא בעלות של 1,000 שקלים חדשים לפחות בגין אותן התאמות;
- מעביד המעסיק יותר מ-25 עובדים ולא יותר מ-200 עובדים – 17,000 שקלים חדשים לעובד עם מוגבלות, ובלבד שהמעביד נשא בעלות של 3,000 שקלים חדשים לפחות בגין אותן התאמות;
- מעביד המעסיק יותר מ-200 עובדים – 15,000 שקלים חדשים לעובד עם מוגבלות, ובלבד שהמעביד נשא בעלות של 5,000 שקלים חדשים לפחות בגין אותן התאמות.
(ב) השתתפות המדינה בעלות הדרכה ראשונית למעביד, לא תעלה על 3,000 שקלים חדשים, ועל 95% מעלות ההתאמה, לפי הנמוך מביניהם.
(ג) מעביד שהמדינה השתתפה בעלות ההתאמות שנשא בהן, תתחדש זכותו להשתתפות בתום חמש שנים מיום שהמנהל אישר להעביר לו את סכום השתתפות המדינה לראשונה.
Explanation · not part of the RegulationsThe smaller the employer, the higher the state's participation and the lower the required self-participation · up to 19,000 ILS in a business of up to 25 employees (self-participation of only 1,000 ILS). Initial instruction has a separate cap · up to 3,000 ILS or 95% of the cost, whichever is lower. An employer who already received participation is entitled to renew it after five years.
Example: a business of 10 employees making adjustments costing 12,000 ILS · the employer bears at least 1,000 ILS, and the state participates in the balance up to the cap of 19,000 ILS per employee. See the worked figures below.
| Employer size | Maximum participation per employee | Employer self-participation |
|---|---|---|
| Up to 25 employees | Up to 19,000 ILS | At least 1,000 ILS |
| More than 25 and up to 200 employees | Up to 17,000 ILS | At least 3,000 ILS |
| More than 200 employees | Up to 15,000 ILS | At least 5,000 ILS |
The amounts are as stated in the 2006 Regulations. The request is submitted to the Ministry of Labor · see the official service page. For the binding, up-to-date text, consult Reshumot. This is general information, not legal advice.
Two examples · the duty to adjust and state funding
Two examples for illustration only · actual eligibility and calculation depend on the circumstances, the scope of the position and the wording of the Regulations. The request is reviewed by the Ministry of Labor.
Example 1 · small business · funding an accessibility adjustment
Employer size10 employees (up to 25)
Cost of the adjustment (ramp + adapted workstation)12,000 ILS
Minimum self-participation (Reg. 2(a)(1))At least 1,000 ILS
State participation cap per employeeUp to 19,000 ILS
State participation in this exampleUp to 11,000 ILS
Example 2 · the duty to adjust vs. "undue burden"
An employee with hearing loss asks forTranscription & visual alerts
The factor under Section 8(e)Cost vs. size of the business
Existence of a state funding sourceReduces the burden
ConclusionA reasonable burden
ResultThe duty to adjust stands
The examples are for general illustration only. The exact amount, self-participation and eligibility are set by the Regulations and the Ministry of Labor's approval · in the NETO system employment is documented and managed lawfully. In every specific case the precise figures should be checked.
Test your knowledge · equality in employment
Five short questions on the essentials of the Law and Regulations. Pick an answer for each · you get instant feedback and the relevant section.
1 At which stage of the employment relationship does the ban on disability discrimination under Section 8 apply?
Correct · Section 8(a) bans disability discrimination at every stage: hiring and tests, terms, promotion, training, dismissal and severance, and retirement benefits.
2 What is the limit on the employer's duty to make adjustments under Section 8(e)?
Correct · the duty to adjust stands so long as it is not an "undue burden" · an unreasonable burden in the circumstances, taking into account cost, the size of the business and the existence of funding sources.
3 Is failing to make an adjustment regarded as discrimination?
Correct · under the definition of "discrimination" in Section 8(e), failing to make the adjustments required on account of a person with a disability's special needs that would enable their employment is discrimination.
4 How much does the state contribute for an employer of up to 25 employees?
Correct · under Reg. 2(a)(1), up to 19,000 ILS per employee, subject to self-participation of at least 1,000 ILS. 17,000 ILS for 26–200 employees and 15,000 ILS for more than 200.
5 In employment through a manpower contractor · who is the "employer" for the funding?
Correct · under the definition of "employer" in the Regulations, in employment through a manpower contractor the employer is the actual employer, and "employee" includes a contractor's employee actually employed by that employer.
This quiz is for illustration and learning only and is not legal advice. In every specific case, check the text of the Law and Regulations and consult a professional.
Want to meet your employment obligations · including adjustments for employees with disabilities?
NETO is an automated employment system operating under manpower-contractor license #1565. We support employers in inclusive, lawful employment · registration with the authorities, payroll and rights · without cutting corners.
How NETO helps · inclusive, lawful employment
As a licensed manpower contractor, NETO makes labor law accessible and supports employers and workers through a lawful, orderly employment process · including the employment of workers with disabilities:
Recruitment & employment support
Helping the employer recruit and employ workers, including workers with disabilities, in a lawful, orderly process · while meeting the duties in Chapter D of the Law.
Registration, payroll & rights
Registration with the authorities, payroll management, pension contributions and social rights by law · so that every entitlement is kept and reported correctly.
Accessibility & transparency
Making the site and labor law accessible, and pointing to the state funding sources for adjustments · so cost is not a barrier to inclusive employment.
NETO operates through Bareket I.T Ltd (company ID 515486058), a licensed manpower contractor · license #1565 supervised by the Ministry of Labor. Our service is charged as a commission on the client company's invoice · the worker never pays it. The Regulations also apply to employment through a manpower contractor, where the actual employer is the "employer" for this purpose.
Q&A
Frequently asked questions · equal rights for persons with disabilities
What does the Law prohibit in employment?
Under Section 8, an employer must not discriminate against an employee or a candidate on account of disability · as long as they are qualified for the role · in hiring and recruitment tests, terms of employment, promotion, training, dismissal and severance, and retirement benefits. Failing to make required adjustments is also treated as discrimination.
What is an "adjustment" and an "undue burden"?
An "adjustment" (Section 8(e)) includes adapting the workplace, equipment, the requirements of the role, working hours, recruitment tests, training and procedures. An "undue burden" is an unreasonable burden in the circumstances · taking into account the cost of the adjustment, the size of the business, the number of employees and the existence of external or state funding sources.
How much does the state contribute to funding adjustments?
Under the Regulations: up to 25 employees · up to 19,000 ILS per employee (self-participation 1,000 ILS). More than 25 and up to 200 · up to 17,000 ILS (self-participation 3,000 ILS). More than 200 · up to 15,000 ILS (self-participation 5,000 ILS). For initial instruction · up to 3,000 ILS and up to 95% of the cost, whichever is lower.
Who is an "employee with a disability" for the funding?
A person with a disability as defined in Section 5 of the Law, employed at a scope of at least one third of a position · other than employment for a fixed term shorter than 12 months set in advance, and including consecutive fixed contracts that together exceed 12 months.
What is adequate representation?
Under Section 9, an employer who sees that persons with disabilities are not adequately represented among their staff must act to promote representation · including adjustments and a program that prefers candidates with disabilities who have similar qualifications. The duty applies to an employer with more than 15 employees.
Do the Regulations apply to a manpower contractor?
Yes. In employment through a manpower contractor, the "employer" is the actual employer and "employee" includes a contractor's employee actually employed by them. NETO is a licensed manpower contractor, license #1565.
The Regulations text · NevoSummary · equal rights for persons with disabilities in employment
The Equal Rights for Persons with Disabilities Law, 5758-1998, and the 2006 funding regulations together create a complete framework for equal employment: no discrimination, a duty to make adjustments, adequate representation · and public funding that removes the cost barrier. The essentials:
- Section 8 · no discrimination on account of disability at any stage of employment.
- Section 8(e) · a broad duty to make adjustments · up to the limit of "undue burden".
- Section 9 · an active duty to promote adequate representation (over 15 employees).
- 2006 Regulations · state funding of up to 19,000 ILS per employee, by employer size.
Want to recruit and employ workers · including workers with disabilities · lawfully and in an orderly way? Talk to NETO. Further reading: employee rights · Israeli labor law.
Full text of the Law · Equal Rights for Persons with Disabilities (Nevo) →
Full text of the Regulations · State Participation in Funding Adjustments (Nevo) →
Related guides on the topic
Recruiting & Employing Workers
The simple way to recruit and employ workers lawfully and in an orderly way.
Read moreIsraeli Labor Law
The main labor laws, regulations and orders · a convenient overview for employers and workers.
Read moreManpower Contractor License
What a manpower-contractor license means · and NETO's license #1565.
Read moreEmploy via a Manpower Agency
How employing workers through a licensed manpower agency works in Israel.
Read moreOutsourcing to Israel
Managing and employing workers via outsourcing · under a manpower license.
Read moreExtension Order · Manpower Services
The rights secured by the manpower-services extension order in Israel.
Read more
