[Conflict in the Middle East] Employment Protections and Compensation During Security Situations and Reserve Duty

As this is an evolving and unprecedented situation, we can’t determine how things will develop. However, we can lean on experience to offer some insights on what to expect. 

Prohibition on Dismissal During Security Situations

According to Israeli law, it is forbidden to dismiss employees who are prohibited by security guidelines from coming to work. This includes employees unable to attend work due to Home front guidelines.

Prohibition on Dismissal During Reserve Duty

It is also forbidden to dismiss reserve workers during their reserve period or within 60 days after the end of their reserve service. Employers must continue to pay the full salary during this period, and the National Insurance Institute will retroactively compensate employers for these payments.

Salary Compensation for Reserve Duty

The payment of salaries for employees on reserve duty is compensated retroactively through the National Insurance Institute, following the standard procedures.

Learn more: [Conflict in the Middle East] What happens to the salaries of employees called for Military Service?

Compensation for Absence Due to Home front Guidelines

Based on experience, employees who were unable to work due to Home front guidelines were compensated retroactively by the government. The scope of this compensation is examined and decided retroactively. This compensation generally covers employers who paid salaries to employees for absence days due to Home front guidelines, whether these payments were made in advance or retroactively.

Compensation for Childcare Absences

Employees who had to remain absent from work to care for children under the age of 14 due to the absence of educational activities are also eligible for compensation, subject to certain conditions.

Discretion on Remote Work

The law does not require employers to pay employees who choose not to come to work without any objective justification related to the situation. The decision to implement remote work is at the discretion of the employer.