An employer of record in Jordan is a local entity that employs a worker on your behalf under the Jordanian Labour Law, runs payroll in dinars, registers the employee with the Social Security Corporation and carries the employer's compliance obligations. The buyer keeps day-to-day direction of the work. Jordan is a common EOR market for companies hiring Arabic- and English-speaking talent in the region without opening an Amman entity, and the mechanics below are what the fee actually covers.
What an EOR does in Jordan
The EOR issues an employment contract that complies with the Labour Law, enrols the worker with the Social Security Corporation, withholds the employee's share of contributions and income tax, remits its own employer share monthly, and administers leave and termination under Jordanian rules. Jordanian law is protective of employees: statutory rights, including notice and termination protections, cannot be waived by contract, so an EOR template that quietly trims entitlements is not just bad practice, it is unenforceable. A buyer should ask to see the contract template and check it against the entitlements described on the provider's own country page.
Notice and ending employment
For open-ended contracts, either party must give one month of written notice to terminate; the same requirement applies to employer dismissals and employee resignations. During a probationary period, which can run up to three months, either party can end the contract without notice. The Labour Law lists the lawful termination grounds, including mutual agreement, contract expiry, dismissal for cause and resignation, and its framework is explicitly aimed at protecting workers from arbitrary dismissal. An EOR carries the burden of doing this correctly; the buyer's role is to give the EOR enough lead time that one month of notice never becomes a surprise cost.
Social security and end of service pay
Social security contributions in Jordan total 14.25% of salary from the employer and 7.5% from the employee, remitted to the Social Security Corporation, which administers old-age pensions, disability, work injury, maternity and unemployment insurance. End of service compensation of one month's wages per year of service applies to employees who are not covered by the social security system; workers enrolled in social security generally have that exposure covered through contributions instead. When you compare EOR quotes for Jordan, check that the employer contribution is itemised on top of gross salary and ask how the provider treats end of service liability for the specific worker.
What to check in a Jordan EOR quote
Three questions separate a clean quote from a vague one. First, is the 14.25% employer social security contribution shown as a separate line on top of gross salary, or buried in a bundled rate you cannot audit? Second, what does the provider's contract say about probation and the one-month notice, and does the offboarding fee assume notice is worked or paid in lieu? Third, who holds the end of service liability if the worker is outside social security coverage? Policy and contract documents control; nothing here is legal or tax advice, and the statutory figures above come from the sources listed below.
Questions people ask about employer of record jordan
What notice period applies in Jordan?
One month of written notice for open-ended contracts, for both employer terminations and employee resignations. During probation, which can last up to three months, either party may end the contract without notice.
What do social security contributions cost in Jordan?
The employer pays 14.25% of salary and the employee pays 7.5%, remitted monthly to the Social Security Corporation, which covers pensions, disability, work injury, maternity and unemployment insurance.
Is there end of service pay in Jordan?
Employees not covered by social security are entitled to one month's wages per year of service on exit. For workers enrolled in social security, that exposure is generally handled through the contribution system instead.
Can a Jordanian employment contract waive statutory rights?
No. Under the Labour Law, employees cannot legally waive statutory rights, including notice periods and termination protections, so contract terms below the statutory floor are unenforceable.