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RELIGION AND LANGUAGE:

The official religion practiced in Jordan is Islam, although Christianity, Baha’ism and Druzism is also allowed and practiced freely.

With the exception of some ethnic groups, both Muslim and Christians identify themselves as Jordanian Arabs and speak the standard and the colloquial Arabic.

DRESSING:

Jordan is a liberal country and there is no official dress code, however it is advised that women should be mindful of their dressing so as not to create an uncomfortable scenario since the majority of the population in Jordan is Islamic.

Although head covers such as hijab are not necessary, it is advisable to wear well-fitting clothes that don’t reveal the chest or back. Daily or occasionally, Jordanian men and women still wear traditional customs.

The traditional outfit typically worn by men is made of a one-piece full-body covering dress, called a “Dishdashah” or “Thoub”, and a head cover including a white cup called “Thagiyah” and a scarf-like head cover. The women’s national custom is a handmade full-body covering dress usually black with embroiled red patterns

CURRENCY:

The dinar (JD) is the currency of Jordan and the West Bank, where it circulates along with the Israeli new shekel. Coins in current circulation are of 1, 2.5, 5 and 10 piastres, and 0.25, 0.5 and 1 dinar.

The current exchange rate for 1 JD is about Kshs 154. The exchange rate between the US dollar and the dinar is fixed at 1 JD= 1.41 dollars

LEGAL SYSTEM:

The sources of the legal system in Jordan are the Constitution, the law, Islamic law (Sharia) and custom. Sharia Courts have jurisdiction over personal status matters relating to Muslims, as well as cases involving blood money where parties are Muslim or where one party is Muslim and the other agrees to the jurisdiction of the Shari’a Court. Jordanian legislation and the legal system are also influenced by French legal systems (Commercial law and civil and criminal procedures) as well as by Egyptian and Syrian developments and reforms, particularly in personal status matters.

LABOUR LAWS IN JORDAN

A committee within the Ministry of Labour specializes in approving or rejecting the work permit  applications  of  non-Jordanian  workers.The  requirements  vary  depending  on  whether  the  worker  will  be  employed  in  a  Qualified  Industrial  Zone  (QIZ)  or  not.In  all  cases, a fee must be paid, and workers must be subscribed to Social Security.

Employers  seeking  to  employ  non-Jordanian  workers  in  the  QIZs  must  take  steps  to  ensure that the workers they recruit understand the terms and conditions of employment, that  they  are  recruited  through  a  licensed  agency,  and  that  they  have  not  paid  any  unauthorized fees.  Along with their work permit application, employers in the QIZs must submit a certificate authenticated by the worker’s embassy stating that the worker has been  recruited  through  a  licensed  recruitment  agency  and  that  he or she  has  not  paid  any  fees along with a certified copy of the job announcement published in a newspaper in the worker’s home country outlining the terms and conditions of employment.

The employer also must include the following documents with the application:

• the company’s registration certificate
• the company’s valid vocational license
• a certificate with the names of the authorized signatories issued by the Ministry of Industry and Trade, and
• duly notarized lease contract or proof of ownership of the company.

When  renewing  work  permits  or  recruiting  additional  non-Jordanian  workers,  the  employer  must  submit  a  report  from  the  Employment  Directorate  at  the  Ministry  outlining  the  steps  taken  to  gradually  replace  their  foreign  workforce  with  Jordanian workers.

The legal working time is forty-eight during a six-day week (excluding meal breaks and rest periods) with the exception being hotel, restaurant and cinema workers whom are limited to 54 hours per week.

The seventh day is a paid weekly holiday. A worker may be employed, with his consent, in excess of normal working hours, provided that he is paid overtime at a minimum rate of 125% of his regular remuneration. If a worker works on his weekly rest day or on religious or official holidays, he shall be paid overtime at a minimum rate of 150% of his regular remuneration.

Most private businesses observe Friday as the weekend holiday, while banks and government offices close on Fridays and Saturdays.

TRANSPORTATION:

With the exception of a railway system, Jordan has a developed public and private transportation system. There are three international airports in Jordan. The Hedjaz Jordan Railway runs one passenger train a day each way.

The most common way of getting around Jordan is by bus, most of which are fifteen- or eighteen-seater minibuses. Some larger buses and air-conditioned coaches also serve as public transport. All buses and minibuses have their point of origin and destination painted in Arabic script just above either brake light on the rear of the vehicle.

PROBATION AND RECRUITMENT FEES:

An employer may employ any worker on a trial basis to verify his competence and capacities for the work that is required of him, provided that the trial period shall not, in any case, exceed three months. This worker shall not be paid less than the fixed minimum remuneration. The employer has the right to terminate the employment of a worker under probation without notice or indemnity during the trial period.

If a worker continues work after the end of his trial period, his contract of employment shall be considered of indefinite duration and the trial period shall be considered as part of the service period of the worker with the employer.

INSURANCE AND AIR TICKET:

A migrant worker cannot enter the country without being sponsored by an employer and cannot change employment nor leave the country without first obtaining explicit written permission from the employer.  However, the worker can leave the country (except for Egyptians) unless his employer issued a felony complaint.  The worker then will not be able to claim for his/her rights such as social security and his/her return ticket. The sponsor must report to the immigration authorities if the migrant worker leaves

PASSPORT:

A foreigner is permitted to enter or leave the kingdom provided either that he holds a valid  passport  or  travel  document  issued  by his  own  country  which  is recognized  by the  Jordanian  Government  and  bearing an  entrance  or  exit  visa,  or  that  he  holds  a travel  document  issued by  the  Government  of  the  kingdom  on the  basis  of  his residence  in  Jordan,  without  having a  passport  or  a  travel  document  issued  by a specific Government.

ANNUAL LEAVE:

Every worker is entitled to annual leave with full pay for a period of fourteen days for every year of employment. This leave is extended to twenty-one days where the worker has been in the employment of the same employer for five consecutive years. Official and religious holidays and weekly rest days shall not be counted as part of a worker’s annual leave unless they fall in its course.

If a worker’s employment is terminated for any reason before he uses up his annual leave, he shall be entitled to receive his remuneration for all remaining leave days. Any agreement by which a worker relinquishes his right to annual leave in full or in part shall be null and void.

EMPLOYMENT CONTRACT:

It should be drawn in Arabic and in two copies at least. If no such contract is made, the worker may establish his rights by all legal means of evidence. The duration of the employment contract is set by agreement of the parties. If the worker is employed for an indefinite duration, he shall be considered in service until his employment is terminated in accordance with the provisions of the Code. If he is employed for a specified period, he shall be considered in service throughout that period. In this case, the contract is automatically terminated at the end of that period.

If both parties to the contract continue implementing it after that period has expired, the contract shall be considered to have been renewed as a contract for an indefinite duration, and shall be deemed as such from its commencement. When a worker who is regularly employed for piece-work in the workplace, or performs a series of tasks by piece-work, he shall be considered as a worker employed for an indefinite duration.

When labour relation at stake is subcontracting, workers employed by a contractor for the execution of a project may take direct legal action against the project owner, to claim the entitlements due to them from the contractor. Such claims shall not exceed the amount of payments due to the contractor from the owner at the time when action is taken. Workers employed by a subcontractor may take direct legal action against the principal contractor and the project owner.

The amounts claimed in such action may not exceed payments that are due, at the time when action is taken, to the principal contractor from the owner and to the subcontractor from the principal contractor.

A contract of employment remains in force notwithstanding a change of employer, whether such a change is due to the sale of the undertaking or its transfer by inheritance, the merger of the establishment or any other reason. The original employer and the new employer shall, for a period of six months, be jointly liable in the discharge of any obligations arising out of the contract of employment and maturing before the date of change. After the expiry of that period the new employer has sole liability.

DUTIES OF THE WORKER:

One should ensure they adhere to the Kenyan Immigration laws and the Jordan laws and also make sure they are aware of their rights as migrant workers.

One should ensure that they are sensitive to their environment so as not to offend the culture and customs of the kingdom of Jordan.

If you are traveling to Jordan:

1. You must take a COVID‑19 PCR test before departure, fill in the health declaration form andsubmit complete requirements.
2. All passengers must present a negative result certificate for a COVID‑19 PCR test conducted within 120 hours prior to the scheduled time of arrival in Jordan. A certificate from any government approved lab will be acceptable.
3. Passengers must install ‘AMAN Application’ on their personal device.
4. Passengers will undergo a second COVID‑19 PCR test upon arrival. The cost of the test (JOD 28) must be paid online. After registration and successful payment, you will receive a QR code that must be presented at check‑in to be accepted for your flight. The QR code must also be presented to the authorities upon arrival for verification. Passengers who do not hold proof of EMD payment will be charged on arrival.

DOCUMENT AND REGISTRATION

All foreign employees will need a residence permit which are valid for a year and can be renewed annually. All expatriates/migrant workers must secure a job before they can obtain a work visa and permit in Jordan. However, the employer will need to get approval from the Ministry of Labor to hire the employee by proving that he or she can’t find a worker with similar experience and qualifications in Jordan, or that the number of available workers does not fit his or her needs. Demonstrating the need to hire abroad may prove difficult, as Jordan has high unemployment numbers and the government prioritizes hiring local individuals.

You must provide a copy of the employment application along with numerous other documents to receive a work permit for employees:

• Company’s name, your name, address, work nature, and available branches
• Worker’s name, nationality, and profession
• Two copies of the employee’s work contract
• Your company’s valid vocational license
• Copy of the worker’s passport
• List issued by the Social Security Corporation
• Valid medical checkup certificate
• Photo of the worker

Prohibited Items in Jordan

Alcohol is a controlled substance in Jordan, but fines for public intoxication or drinking outside a bar are far less serious than those for possession, use, or trafficking in harder drugs.

Drugs such as marijuana, cocaine, heroin and any other recreational drugs are banned.

A core aspect of Jordanian culture is hospitality. The social rule of taking care of the guest originates in Bedouin tradition and is deeply embedded in the Jordanian society and customs. Every Jordanian has a natural predisposition to being kind and hospitable toward the visitor, earning Jordan a special recognition in the hospitality sector.

BASIC LANGUAGE PHRASES IN JORDAN

Below are the most common basic Arabic phrases used in Jordan.

English Arabic

Hello Salam – Marhaba

What is your name? Sho Ismak? (male) Sho Ismek? (female)

My name is … Ismi …

I don’t speak Arabic Ana ma ba’aref ahkee Arabee

How are you? Keef halak? (male) Keef halek? (female)

Excuse me? (as question) Laww Smaht (male) Laww Smahti (female)

Excuse me! (as sorry) Afwan

Sorry Aasif

Do you want? Beddak (male) Beddek (female)

How much is this? Bekam Hada? – Addesh Hada?

Toilet / W.C. Hammam

Restaurant Mat’am

Hotel Fondoq

Yes Na’am – Aaywa

No La’a

Thank you Shukran

Good Bye Ma’assalama – Bye