All jobsJordanAmman

74 Jobs in Amman

Friday-Saturday weekends break the working week; the Social Security Corporation deduction shapes every payslip.

Jobs by occupation in Amman

• Food & Beverage Service jobs in Amman6

Jobs by city in Jordan

• Aqaba15

Questions

• Who is eligible to work in Jordan?

  Jordanian nationals have unrestricted work rights, while foreign nationals require employer-sponsored work permits approved by the Ministry of Labour. Permits are typically granted for specific positions and employers, renewable annually. Educational qualifications and security clearance checks are standard requirements across most sectors.

• What type of employment contracts are common?

  Fixed-term contracts of one to three years dominate formal employment, specifying salary, benefits, and termination conditions. Indefinite contracts exist but are less common in private sectors. Probation periods of one to six months are standard before permanent status confirmation.

• What are standard working hours?

  The legal maximum is 48 hours weekly, typically distributed Sunday through Thursday with Friday-Saturday off. Daily hours usually total eight to ten depending on sector and employer policy. Overtime beyond 48 hours is compensated at rates set by contract or law.

• How is overtime handled and paid?

  Work beyond 48 weekly hours or agreed daily limits qualifies as overtime, compensated at premium rates defined in employment contracts or by Labour Law minimums. Overtime is optional in most cases, though some roles make it mandatory during peak periods. Compensation is added to the following month's salary.

• What deductions appear on paychecks?

  The Social Security Corporation contribution is the primary statutory deduction, calculated as a percentage of gross salary for both employee and employer. Income tax applies to earnings above certain thresholds. Health insurance and pension contributions may be deducted depending on employer benefits packages.

• How frequently are workers paid?

  Monthly salary payment is the standard across formal employment sectors. Payment dates are specified in contracts, typically mid or end of month. Daily-wage workers in informal sectors may receive payment weekly or upon task completion.

• What do employers typically require at hire?

  A valid national ID or passport, educational diplomas or certificates, and often a police conduct clearance are standard requests. Medical fitness certificates are required for certain roles. References from previous employers and security vetting for sensitive positions are common.

• How is the working year structured?

  The calendar year runs January to December with no universal shutdown periods, though many firms close for Islamic holidays. Annual leave entitlements accumulate, typically 15 working days yearly for permanent staff. Religious holidays and national celebrations are observed as paid public holidays.

• What happens if someone wants to leave a job?

  Employment contracts specify notice periods, usually 30 to 60 days, which employees must provide in writing. Early departure without notice may result in salary deductions or legal claims. End-of-service gratuity calculations depend on contract type and tenure length.

• Are there differences between permanent and temporary workers?

  Permanent staff receive full benefits including Social Security coverage and annual leave accrual. Temporary and daily-wage workers often lack these protections, receiving only base compensation. Contract terms define benefit eligibility and job security levels explicitly.