[Conflict in the Middle East] How to treat employees absent from work due to the conflict?

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Lifecycle team at Remote
  • Updated

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

Based on experience, employees and employers who were damaged because of the Homefront guidelines and who could not attend work were compensated retroactively by the government for their losses. The scope of compensation is examined and decided retroactively.

In general, the compensation was provided after a certain procedure to employers for paying the salary to the employees for absence days due to the HomeFront guidelines, either for paying in advanced or with retroactive payment.

The compensation will also include employees who had to be absent from work in order to remain with children under the age of 14 because of the absence of educational activities with certain conditions.

It is forbidden to dismiss employees who are prohibited by security guidelines from coming to work.

It is forbidden to dismiss reserve workers neither during the reserve period nor 30 days after the end of the reserves. The payment of salary for employees in reserve duty is being compensated retroactively through the national security institute in the regular procedures.

The law does not require employers to pay employees who choose not to come to work because of the situation, without any objective justification.

Deciding on remote work is subject to the discretion of the employer.

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