Israeli labour law, in language you can actually use

You must keep reliable time records for every worker, preserve an uninterrupted weekly rest and pay the overtime premium. Exceeding the caps requires a valid permit.

Wages are payable by the 9th of the following month; later payment exposes you to delayed-wage compensation. A detailed payslip is mandatory and only statutory deductions are permitted.

Paying below the minimum wage is a criminal and administrative offence. Refresh payroll controls whenever the amount is updated.

You must keep a leave register, allow leave to actually be taken, and redeem the balance on termination. Missing records weaken your defence in a claim.

Day one unpaid, days 2 to 3 at 50% and 100% from day four, unless a more favourable arrangement applies. A medical certificate is required.

An employee dismissed after one year of service is entitled to severance. Check separately whether Section 14 applies and what has accrued in the pension fund.

Applying Section 14 requires a suitable agreement or general approval and clear documentation. Partial or careless application leaves exposure to a severance top-up.

Dismissal without notice requires payment in lieu. The notice is given in writing and states the termination date.

Failure to deliver the notice exposes you to compensation even without proof of damage. An oral briefing does not replace the written duty.

Engaging through a manpower contractor requires a contractor holding a valid licence. Beyond 9 consecutive months with the same actual employer the worker is deemed your employee · this is not a fine, it is a change of status.

A service recipient in cleaning, security or catering may bear civil and even criminal liability for the contractor's breaches. Documented periodic monitoring is required.

Dismissing an employee during pregnancy or the protected post-birth period requires a permit from the Ministry of Labour. Reducing scope or income is also restricted.

A job ad, an interview or a promotion decision may constitute unlawful discrimination. Document objective and consistent criteria.

Pay gaps between employees in equivalent roles require a documented objective justification. Large employers are also subject to a reporting duty.

You must publish a policy, appoint a responsible officer and handle complaints effectively. Failure to act may impose liability on the employer itself.

Employing minors requires a medical certificate, hour limits and a night-work ban. Breach is an offence.

Employing a foreign worker without a permit is an offence. A contract in a language the worker understands, medical insurance and compliant accommodation are required.

Reasonable accommodations are required in the work environment and in hiring. Refusing to accommodate may amount to discrimination.

You must report the employee and withhold contributions lawfully. Failure to report harms the employee's rights and exposes the employer to debt and sanctions.

Dismissal because of reserve service is prohibited, and in certain circumstances a permit is required. The position must be preserved as the law provides.

A reserve-duty period does not break continuity of employment. Employee rights must be preserved throughout the service.

Harming an employee following a complaint may lead to substantial compensation and reinstatement. Document objective considerations separately from the complaint.

Absence due to a recognised emergency is not grounds for dismissal. Check the definitions and their application to the relevant period.

Check whether a sectoral extension order or collective agreement applies to your business, as it overrides lesser terms in an individual contract.

Declaring a dispute requires notice and a cooling-off period before industrial action may be taken.

A safety management programme is required according to the type and size of the business, and an inspector may enter, demand documents and issue orders.

Monitoring employees requires a transparent policy, a legitimate purpose and proportionality. Access to a personal mailbox is heavily restricted.

Pension contributions are mandatory from the date the order sets. A sectoral or more favourable arrangement may override the default.

Payment is usually made once a year, by seniority and at the rate in force. Update the rate whenever it changes.

Reimbursement is paid according to public transport cost or a monthly pass, up to the defined cap.

A written invitation in advance, the specific allegations, reasonable preparation time, an open-minded hearing and documentation are required. A sham hearing is a breach.

Reliable, retained attendance records are your main defence. Their absence is not an automatic penalty, but it shifts the burden to you once the employee establishes that overtime was worked.

A hearing is not a ceremony. A reasoned, balanced decision taken after genuinely listening is required, otherwise the dismissal may be unlawful.

Invoice-based engagement is not immune. If employment is later established, the exposure includes a non-pecuniary component, and the burden of proving the alternative salary is yours.

During an initial unionisation drive you must refrain from speaking against it, including in internal communications to staff. Crossing that line may be unlawful interference.

Tips are not outside the payroll system. Include them in the base for social rights and report them lawfully.

There is no blanket permission to access mailboxes. An explicit policy, informed consent matching the mailbox type, and proportionality are required.

In the care sector the arrangement differs from other sectors, and the ordinary overtime rules should not be applied automatically. A case-specific review is required.

Parenthood benefits are not confined in advance to one gender. Assess the benefit by its purpose rather than by historic wording.

Not every benefit given to a working mother is a parenthood right that must be extended to all. Distinguish a parenthood right from a permitted affirmative benefit.

The label on the payslip does not decide. A component not conditioned on a genuine condition may count as wages and enter the base for severance and pension.

Screening and hiring processes are exposed to discrimination claims. Documenting objective, consistent criteria is the main defence.

A privacy breach does not necessarily exclude evidence, but it remains a breach that may create separate liability.

An early-retirement arrangement for women only is exposed to a discrimination claim. Review retirement arrangements against current law.

Employee benefit policies must be uniform and must not distinguish on the basis of sexual orientation or family structure.

A pay gap between a female and a male employee in equivalent roles requires a documented objective explanation, not a retrospective one.