Labour Law
Wrongful Dismissal under Jordanian Labour Law
This summary outlines when termination of employment is considered wrongful under Jordanian Labour Law and the formal and substantive limits that condition that right. It also covers evidentiary implications, remedies available to workers and employers, and practical effects of notice rules, limitation periods and collective procedures.
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Labour Law
Updated: 26 March 2026
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This summary outlines when termination of employment is considered wrongful under Jordanian Labour Law and the formal and substantive limits that condition that right. It also covers evidentiary implications, remedies available to workers and employers, and practical effects of notice rules, limitation periods and collective procedures.
Key points
- Definition of Wrongful Dismissal
- Typical Cases and Protected Situations
- Evidentiary Burden and Procedural Rules
Useful for: Useful for initial reading and identifying questions that may need legal review.
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Definition of Wrongful Dismissal
Wrongful dismissal denotes unilateral termination of an employment contract without complying with required formal or substantive safeguards, whether the contract is fixed‑term or open‑ended. This covers failures to respect required notice, absence of a lawful ground for dismissal, or abusive exercise of the employer’s right in a manner considered an improper use of rights under civil and labour jurisprudence.
Typical Cases and Protected Situations
Common wrongful‑dismissal scenarios include terminating fixed‑term contracts before expiry, employee departures not justified by statutory grounds, and ending open‑ended contracts without the statutory notice. The law also bars dismissal in retaliation for complaints and protects specific periods (e.g. pregnancy, military service, authorised leaves); collective or redundancy dismissals require prior notification to competent authorities.
Evidentiary Burden and Procedural Rules
Contrary to ordinary civil practice, Jordanian appellate jurisprudence often places the evidentiary burden on the employer to justify dismissal, given the employer’s better access to evidence. Procedurally, statutory notice obligations (e.g. the minimum notice for open‑ended contracts) must be observed, leaving early cessation without notice may have legal consequences, and limitation periods and procedural time limits for claims must be respected.
Remedies and Forms of Compensation
The law provides two principal remedies for the affected worker: reinstatement or monetary compensation. For open‑ended contracts compensation is typically calculated by reference to a fraction of monthly wages per service year with a statutory minimum; for fixed‑term contracts the worker may be entitled to wages and contract benefits for the remaining term unless lawful grounds for termination exist. Statutory time limits apply for bringing claims seeking reinstatement or compensation.
Practical Effects and Procedural Advice
In practice, workers should file claims within the statutory limitation periods and preserve records of notices and supporting documents; employers are advised to document dismissal reasons and maintain employment records and correspondence. Collective redundancy cases require complying with prior notification obligations, and both parties should verify the operative text and recent amendments before taking steps or initiating litigation.
Legal notice
Disclaimer: This is a general educational summary based on the cited article and does not replace consulting the operative statutory text or the original source linked on this page. Laws and amendments — including limitation periods — may change; verify the current legal provisions and consult a licensed lawyer before taking any action.
Frequently asked questions
Definition of Wrongful Dismissal?
Wrongful dismissal denotes unilateral termination of an employment contract without complying with required formal or substantive safeguards, whether the contract is fixed‑term or open‑ended. This covers failures to respect required notice, absence of a lawful ground for dismissal, or abusive exercise of the employer’s right in a manner considered an improper use of rights under civil and labour jurisprudence.
Typical Cases and Protected Situations?
Common wrongful‑dismissal scenarios include terminating fixed‑term contracts before expiry, employee departures not justified by statutory grounds, and ending open‑ended contracts without the statutory notice. The law also bars dismissal in retaliation for complaints and protects specific periods (e.g. pregnancy, military service, authorised leaves); collective or redundancy dismissals require prior notification to competent authorities.
Evidentiary Burden and Procedural Rules?
Contrary to ordinary civil practice, Jordanian appellate jurisprudence often places the evidentiary burden on the employer to justify dismissal, given the employer’s better access to evidence. Procedurally, statutory notice obligations (e.g. the minimum notice for open‑ended contracts) must be observed, leaving early cessation without notice may have legal consequences, and limitation periods and procedural time limits for claims must be respected.
Sources and references
Verify the official text and latest amendments before relying on this material professionally.
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