Conflict in the Middle East: What employment protections and compensation apply during security situations or reserve duty in Israel?

This article outlines the legal employment protections and salary compensation that apply to EOR employees in Israel during times of armed conflict or military reserve duty.

Please note: This is an evolving situation. While we can’t predict how things will develop, we are sharing what’s currently understood based on Israeli labor law and past practice.

Under Israeli law, employers are prohibited from dismissing employees who are unable to come to work due to Home Front Command guidelines. This includes:

• Security-imposed restrictions
• Evacuation orders
• Travel limitations that prevent physical attendance

These employees are protected from termination during the period that the guidelines are in effect.

Employees called to serve in the military reserves are protected from dismissal:

• During the period of their reserve service
• And for 60 days following their return, if they served for at least 60 days between October 7, 2023, and December 31, 2024

Employers must continue paying the employee’s salary during this time. Remote will process salary payments as usual, and request reimbursement from the National Insurance Institute (NII) afterward.

See also: What happens to the salaries of employees called for Military Service?

Employees on reserve duty will:

• Receive their full salary from Remote as usual
• Have their salary reimbursed retroactively by the National Insurance Institute
• Be entitled to a government-paid bonus, which will be passed on to the employee

Remote handles this reimbursement process automatically, no action is needed from the employee.

See also: link to article

In past security situations, the Israeli government has issued retroactive compensation to employers who:

• Paid employees for absence days due to Home Front Command instructions
• Paid salaries either in advance or after the fact for these periods

Remote will monitor for any formal compensation schemes and follow up with employers as more information becomes available.

Employees may also be eligible for compensation if they:

• Were required to stay home to care for children under 14
• Could not work due to the suspension of educational activities

Compensation for this type of absence is subject to government-set conditions, which are typically announced retroactively.

No. The law does not require employers to offer remote work during a crisis.

However, Remote will continue to offer remote work where feasible and safe, depending on the role and work location. If an employee chooses not to attend work without a valid reason (such as Home Front orders), salary continuation is not guaranteed and is subject to client discretion.