Employer of Record in Jordan: 13 Providers Compared (2026)

Employing someone in Jordan: key facts

Jordan’s private-sector rules come from Labour Law No. 8 of 1996; we read the consolidated Arabic text on moin.gov.jo (file dated April 2025), and the social security figures rest on secondary sources where noted.

Minimum wage

• The Tripartite Labour Committee sets the private-sector minimum under Labour Law Art. 52; probation pay may not fall below it (Art. 35).
• Garment-sector workers are outside it (collective agreement), as are non-Jordanian domestic workers. The amount comes from Jordan Times reporting read only as a search excerpt; the Official Gazette entry was not found (Labour Law, Jordan Times, checked 2026-10-29).

Employer contributions

• At the ceiling the employer pays at most JOD 6,383.43 a year. No other employer payroll tax applies (Deloitte).
• The ceiling follows the prior year’s inflation: JOD 3,612 in 2024, JOD 3,668 in 2025, JOD 3,733 in 2026. The branch split and the 2026 ceiling come from an accounting-software guide citing the Social Security Corporation; we could not confirm them on ssc.gov.jo.

Working hours and overtime

• Standard hours: 8 a day and 48 a week; the daily total including rest and meal breaks may not exceed 11 hours. Friday is the weekly rest day on full pay. Managers and travelling staff are outside the hours rules (Arts. 55, 56, 58, 60).
• Overtime: not less than 125% of the hourly wage; on the weekly rest day or holidays, not less than 150% (Arts. 57, 59).
• The employer may require overtime only in listed cases such as stock-taking, up to 30 days a year and 10 hours a day. Vendors report a shorter Ramadan day; we found no such rule in the statute text (Labour Law, checked 2026-10-29).

Annual leave and public holidays

• Annual leave: 14 days’ paid leave per year of service; 21 days after 5 continuous years with the same employer. Rest days and holidays are not counted; unused leave is paid on termination (Arts. 61-64; Labour Law, checked 2026-10-29).
• Public holidays are not listed in the Labour Law text; the Prime Minister announces them each year. Confirmed for 2026: Hijri New Year on 2026-06-16 (Jordan Securities Commission, checked 2026-10-29). The usual set is New Year, Eid al-Fitr, Labour Day, Independence Day (25 May), Eid al-Adha, Hijri New Year and Christmas (ZenHR, a payroll vendor; lunar dates tentative). The number of days and the 2026 Eid dates are not confirmed.

Probation

• Up to 3 months in any case; pay may not be below the minimum wage.
• The employer may end employment during probation with no notice and no gratuity. If the worker stays, the contract is indefinite and probation counts as service (Art. 35; Labour Law, checked 2026-10-29).

Notice and severance

• Indefinite contract: written notice of at least 1 month from either side, whatever the length of service; wages are paid for the whole notice period, and notice cannot be withdrawn without both parties’ consent (Arts. 23, 26, 27).
• Fixed-term contract: if the employer ends it early, the worker is owed wages for the rest of the term, unless dismissal is for cause (Art. 28, which also lists the only grounds for dismissal without notice).
• Economic dismissal of indefinite-contract workers (Art. 31): written notice to the Minister of Labour with reasons first, then a tripartite review.
• End-of-service gratuity (Art. 32, one month’s last wage per year of service) is owed only to workers not covered by the Social Security Law; workers enrolled in social security get no Art. 32 gratuity.
• Unfair dismissal (Art. 25): the worker can sue within 60 days; the court may order reinstatement or compensation of half a month’s wage per year of service, minimum 2 months’ wage, on top of notice pay. Source: Labour Law, checked 2026-10-29.

13th salary and bonuses

• Not mandatory: no 13th-salary or mandatory-bonus provision appears in the Labour Law text. Pay components agreed in the contract or established by practice count as wage for leave, notice and compensation (Art. 2; Labour Law, checked 2026-10-29).

Mandatory benefits

• Social security enrolment is the statutory package (see Employer contributions).
• Sick leave: 14 days a year on full pay on an approved doctor’s report (Art. 65). Maternity: 10 weeks on full pay, at least 6 of them after birth (Art. 70). Paternity: 3 paid days (Art. 66(c)).
• No statutory private health-insurance requirement was found in the Labour Law text; the Ministerial decision on medical care under Art. 78 was not located. The contract must be in Arabic in at least two copies (Art. 15(a); Labour Law, checked 2026-10-29).

Work permits

• Employing a non-Jordanian needs Ministry of Labour approval (the role must need skills not available among Jordanians, or not enough Jordanians available) and a permit issued before hiring; valid 1 year, or 2 years for sectors the Minister designates; fees apply. Workers who are Jordanian residents need no permit (Art. 12).
• A residence permit is separate. Whether an EOR can sponsor a permit on behalf of a foreign client is not confirmed, and the Ministry’s quota instructions and permit fees were not read (Labour Law, checked 2026-10-29).

Currency and payroll

• Jordanian dinar (JOD), held at about 0.709 per US dollar in practice (Wikipedia, checked 2026-10-29; not confirmed on cbj.gov.jo).
• Wages and overtime must be paid within 7 days of falling due; deductions only where the law allows (advances up to 10% of wage per instalment, social security, tax). Monthly pay is the market norm, not a statutory rule (Arts. 46-47; Labour Law, checked 2026-10-29).

Is Employer of Record legal in Jordan?

Unclear. We found no Jordanian statute or regulator guidance that names an employer of record. A foreign client with no Jordanian entity cannot itself register as an employer with the Social Security Corporation and the tax authority, according to vendor guides (no primary source read), so the EOR’s own registered Jordanian entity would have to be the employer. Whether an EOR counts as a licensed labour-supply company, and whether it needs a licence, is not answered by any source we found; get a Jordanian law firm’s or the Ministry’s written position (Labour Law, checked 2026-10-29).

Rules that apply:

• Art. 2 defines the employer as any natural or legal person who employs one or more persons for wages; there is no separate EOR or PEO category.
• Art. 10(a)(1) lets the Ministry of Labour license specialised companies that employ Jordanian workers and contract with employers to supply them; the licence terms are set by a separate regulation we did not locate.
• Art. 11(a): other than the Ministry’s employment directorates and the offices and companies licensed under Art. 10, no one may employ, facilitate or mediate the employment of workers inside or outside the Kingdom. Art. 11(b) penalty: a fine of JOD 3,000-5,000 or 30 days to 6 months in prison, or both.
• Art. 15(e): workers of a contractor or sub-contractor can sue the main contractor and the project owner directly, within the amount the owner still owes the contractor. It applies to contracting and is not stated to apply to EOR arrangements.
• A Jordanian company is registered with the Companies Control Department, the tax authority and the Social Security Corporation; vendor guides say a foreign company with no entity cannot register as an employer or run payroll (Playroll, checked 2026-10-29).

Articles above: Labour Law, checked 2026-10-29.

Client risks:

• If an EOR needs a labour-supply licence and lacks one, the Art. 11 prohibition and penalties are aimed at the one who employs or mediates; no source we found says how far they reach the client. Treat the licensing question as open.
• Hiring a non-Jordanian without a Ministry of Labour permit breaches Art. 12 (see Work permits). Art. 15(e) shows the statute can reach a client for unpaid wages in contracting chains.
• Draft amendments to the Social Security Law raise penalties for not registering employees or reporting wrongly to 100% (from 30%), with a grace period to the end of 2026; not enacted as of March 2026. Under-registration by a provider would hit the employer of record first (jordan-lawyer.com, checked 2026-10-29).

See the Employer of Record entry for the model.

Who actually employs your hire in Jordan

We could not query the Companies Control Department registry (no name search without a key), so this table rests on what each vendor’s own Jordan page says.

Twelve of the 13 don’t say who employs your hire, and none states its own Jordanian entity; Rivermate refers to partners without naming one. That matters here because the licensing question under Art. 10 is open and the employer is the party that carries any licence. Before signing, ask: “Which Jordanian company will be my hire’s legal employer, and does it hold any licence under Art. 10 of the Labour Law?”

Ten other providers in our list (Remote, Oyster, Justworks, Papaya Global, Rippling, Native Teams, RemotePass, Rise, Kleos, Remozo) are not ranked: no confirmed Jordan EOR offering on their sites.

How to choose an EOR in Jordan

Is the hire a foreign national? A non-Jordanian needs a Ministry of Labour permit before starting. Rivermate says its local partner gets verbal approval from the Ministry of Labor before the process begins and that quotas apply; Remote People puts international hires at 2-3 weeks against 10-12 days for Jordanian nationals. No provider confirms that it sponsors permits for a client’s hire, so ask.

Does the licensing answer matter to you? If your counsel wants an answer on Art. 10, prefer a provider willing to name its Jordanian employer and any licence in writing. Rivermate is the only one that points to a local partner; Skuad’s page says generally that an EOR registered with the Ministry of Labour holds the Employer Licence, without saying it applies to Skuad.

Weighing price against detail? Remote People’s $75-$150 a month is the lowest figure in the table and its global price is higher, so confirm what it covers. Skuad ($299-$349) and Multiplier (from $459) come next; Borderless AI’s $579 is from its own blog article. Atlas HXM’s range is a market estimate, and eight providers publish no Jordan price of their own.

How fast do you need to start? Vendor claims: Borderless AI 1-2 days, Playroll 1-5 days, Deel as little as 7 days, G-P “in days”, Remote People 10-12 days for Jordanians, Safeguard Global one to two weeks. Only Remote People separates out international hires.

What it costs to employ someone in Jordan through an EOR

The employer is the EOR; no small-employer relief was found. Gross pay is JOD 3,000 and JOD 6,000 a month in 12 payments with no 13th salary: JOD 36,000 and JOD 72,000 a year, about USD 50,775 and USD 101,551 at 0.709 JOD per USD (Wikipedia, checked 2026-10-29). The employer’s statutory cost is Social Security Corporation contributions of 14.25% on monthly wage up to JOD 3,733 (2026), so the second salary hits the ceiling and the contribution is capped. No other employer payroll tax, mandatory end-of-service accrual for enrolled staff or statutory health-insurance premium was found, so none is included.

The employer rate was 14.25% in every year from 2019 to 2026, so on the same salary below the ceiling the cost did not change; only the ceiling moved, from JOD 3,612 in 2024 to JOD 3,733 in 2026 (TopSource, Deloitte, Qoyod, checked 2026-10-29). Not included: health cover, annual-leave accrual and permit fees.

The EOR’s own fee is on top, quoted per month. Five providers show a Jordan figure: Remote People $75-$150 plus social security contributions, Skuad $349 on a 12-month commitment or $299 pay-monthly (its page header shows $399 to $349, with the discount depending on hiring volume), Multiplier from $459 (Core) and $519 (Growth) on annual billing, Borderless AI $579 from its own blog article, and Deel a management fee from $599. Atlas HXM states USD 300-600 as the typical market range, not its own price. Eight providers publish no Jordan price of their own.

Hidden costs, where published: Skuad’s 12-month commitment applies to its discounted pay-monthly rate, though the wording is ambiguous. No provider publishes a setup fee, deposit or termination fee for Jordan.

When you don’t need an EOR

• A contractor. For work that is truly independent, a freelancer is registered with the Income and Sales Tax Department and pays tax on the same 5%-30% brackets after documented expenses and the JOD 9,000 personal exemption; we found no simplified regime. Invoices to a foreign client carry no Jordanian withholding (PwC, checked 2026-10-29). See the hiring guide and contractor payouts in Jordan, and the misclassification entry before relabelling an employee.
• Your own entity. A company registered with the Companies Control Department, the tax authority and the Social Security Corporation can employ directly. Atlas HXM’s page estimates USD 5,000-15,000 (JOD 3,550-10,650) to set one up (Atlas HXM, checked 2026-10-29).
• A PEO. Deel’s Jordan page offers PEO services to companies that already have a Jordanian entity, to run payroll and compliance for direct employees (Deel, checked 2026-10-29). See the PEO entry and EOR vs PEO.
• Direct hire with no Jordanian presence. We found no such route: vendor guides say a foreign company without an entity cannot register as an employer or run payroll.

What changed in 2026

• 2026-01-01: the maximum insurable monthly wage for social security rises to JOD 3,733 from JOD 3,668; rates stay at 14.25% employer and 7.5% employee. Secondary source citing the Social Security Corporation (Qoyod, checked 2026-10-29).
• 2026-02-17: the Cabinet approves the justifications for draft amendments to the Social Security Law, including a penalty for non-registration or wrong wage reporting of up to 100% (from 30%) with a grace period to end-2026. Still a draft in March 2026; no enacted text found (jordan-lawyer.com, checked 2026-10-29).
• April 2026: the Ministry of Labour reports 145 private-sector firms on the flexible-work system (45 of them in 2026); firms with 10 or more employees need Ministry approval. Context for remote and part-time contracts, not a new statute (Petra, checked 2026-10-29).
• 2026-07-05: PwC reports no significant developments in individual taxation: the 5%-30% brackets and the JOD 9,000 personal exemption remain (PwC, checked 2026-10-29).
• Not a 2026 change: the JOD 290 minimum wage, in force since 2025-01-01 and said to run to 2027-12-31, so no minimum-wage increase is scheduled for 2026 (Jordan Times, checked 2026-10-29).

Numbers vendors haven’t updated

• RemoFirst’s Jordan page lists a minimum wage of JOD 260 a month; the level since 2025-01-01 is JOD 290 (Jordan Times, checked 2026-10-29).
• Deel’s Jordan page estimates employer cost at 14.85% of salary; the social security rate in Deloitte and in Playroll’s calculation is 14.25%. We did not resolve the gap (Deloitte, checked 2026-10-29).
• Other vendor guides we read give notice by length of service, probation of up to six months for senior roles, or a different contribution ceiling; the statute text reads a flat 1 month of notice and 3 months of probation, and the ceiling is JOD 3,733 in 2026 (Labour Law, checked 2026-10-29).
• Onboarding times differ widely: from 1-2 days (Borderless AI) to 2-3 weeks (Remote People, international hires).

How we built this page

Facts were collected and checked on 2026-10-29. The Labour Law was read in Arabic from the consolidated text on moin.gov.jo (file dated April 2025), so later amendments may not be reflected; the Social Security Law text could not be opened, so contribution rules rest on Deloitte and PwC, and the 2026 ceiling and the branch split on an accounting-software guide. No Jordanian registry name search was available, so vendor entity statements come from each vendor’s own Jordan page, and every provider is recorded as “not disclosed” except one that refers to in-country partners. The ranking puts the provider that refers to partners first, then those with a published price from lowest, then those with only timing or no figures. Nobody pays for placement on this page.