The SpartanSC Guide to Offshoring to Jordan (EOR): Key Labor Laws and Employer Best Practices
- Laith Khoury
- Oct 10, 2024
- 4 min read
Updated: Aug 17
Have you ever considered offshoring your finance or HR operations to a stable, culturally aligned hub like Jordan—where you could slash costs by 40-60% compared to GCC hires while accessing a pool of highly educated, bilingual talent? If not, you're not alone.
Many GCC businesses overlook Jordan as a nearshore powerhouse, but with its strategic location, young workforce, and robust legal framework, it's emerging as a game-changer for compliant, cost-effective expansion.
At SpartanSC, part of the trusted GMK Group with roots dating back to 1952, we've helped companies just like yours navigate this seamlessly through Employer of Record (EOR) services. In this updated guide, we'll dive into the latest labor laws (as of 2025), highlight real savings opportunities, and show why partnering with a reliable EOR like us can make Jordan your secret weapon—without the headaches of entity setup.
Why Offshore to Jordan in 2025?
Jordan, the Hashemite Kingdom of Jordan, stands as a beacon of stability in Western Asia with a population of approximately 11.5 million. As an upper-middle-income economy with a GDP of around $50 billion, it's experiencing steady growth of 2-3% annually, driven by sectors like finance, IT, and tourism. Amman, the vibrant capital, is the epicenter of this progress, blending modern infrastructure with a rich cultural heritage.
But here's what gets decision-makers thinking: Jordan's workforce is young (median age ~25), educated (literacy rate 98%), and bilingual in Arabic and English—perfect for GCC firms needing compliant talent without the high costs of local hires. Imagine accessing accountants or analysts at JOD 500-1,500/month versus AED 10,000-22,000 in the UAE. That's 40-60% savings on loaded costs, plus no entity setup fees (which can hit $50K-100K in the GCC). And with similar time zones (GMT+3) and cultural ties, integration is effortless.
Key advantages for your business:
Currency: Jordanian Dinar (JOD) – stable and pegged to the USD.
Capital: Amman – a hub for regional operations.
Time Zone: GMT+3 – aligns perfectly with GCC.
Strategic Location: At the crossroads of Asia, Africa, and Europe, with free trade agreements easing cross-border ops.
Talent Edge: Over 60% of the population under 30, with strong STEM education—ideal for finance, CPA, and tech roles.
Did you know? Offshoring to Jordan via EOR lets you onboard in 2-4 weeks, bypassing localization quotas like Saudization. Curious about your potential savings? Schedule a free consultation to discuss how we can save you big bucks!
Understanding Jordanian Employment Laws in 2025
Compliance is non-negotiable, especially with recent amendments to Labor Law No. 8 of 1996 (updated through 2023-2025 for better worker protections like unfair dismissal rules). These laws ensure fair treatment while giving employers flexibility—perfect for EOR setups where we handle the details.
Employment Contracts
All contracts must be written, primarily in Arabic (with English translations optional for clarity). They outline terms like salary, duties, and duration (definite or indefinite). Fixed-term contracts auto-convert to indefinite if not renewed. Key inclusions:
Job responsibilities and duties.
Salary, benefits, and payment terms.
Contract duration.
Working hours and location.
Probation period (if any).
Pro Tip: Without a written contract, employees can use any evidence to claim rights—avoid risks by letting an EOR like SpartanSC draft compliant ones. We've seen clients save thousands in disputes this way.
Probation Periods
Max 90 days (3 months). Either party can terminate without notice or compensation. Post-probation, it's indefinite, counting toward service tenure.
Ideal for testing offshore talent without long-term commitment.
Working Hours and Overtime
Standard: 48 hours/week (typically 8 hours/day over 6 days). Friday is the weekly off for private sectors; government/banks add Saturday. Overtime (beyond 48 hours) pays 1.25-1.5x regular rate, based on agreements. Rest days/holidays earn premium pay.
In a GCC context, this mirrors your norms but at lower costs—think seamless remote teams without timezone headaches.
Termination and Severance
One month's (30 days) written notice required. Employees get full salary during notice. For redundancy or non-fault dismissal, severance is one month's salary per year of service (minimum often applies based on circumstances). Unjust termination? Employees can seek reinstatement or compensation via labor courts. Protections apply during leaves or military service.
At SpartanSC, our 99% compliance rate means zero surprises—backed by GMK's 70+ years of regional expertise.
Leave Entitlements in Jordan
Balanced policies support work-life harmony, making Jordanian talent loyal and productive.
Annual Leave: 14 days paid, rising to 21 after 5 years. Carryover up to 2 years' worth.
Sick Leave: 14 days full pay; extendable 14 days at half pay if hospitalized.
Maternity Leave: 10 weeks (70 days) paid, with at least 6 post-birth. Plus, paid breastfeeding breaks for 1 year.
Paternity Leave: 3 days paid.
Other: Hajj pilgrimage, study, or spouse relocation (with approval).
EOR Bonus: We manage all leaves compliantly, so you focus on growth.
Social Security Contributions and Taxation
Both parties contribute to the Social Security Corporation (SSC) for pensions, maternity, injuries, etc.:
Employer: 14.25% of gross salary.
Employee: 7.5% (deducted by employer).
Cap: Monthly earnings up to JOD 3,349 (adjusted annually).
Income Tax: Progressive, 5-30% on Jordan-sourced income:
5% on first JOD 5,000.
Up to 30% over JOD 1 million.
Plus 1% national contribution over JOD 200,000.
Deductions include family exemptions (JOD 9,000 personal + family), medical/education up to JOD 3,000, and more. EOR handles withholding and filings.
Hiring Foreign Workers in Jordan
Need expats? Employers secure 1-year renewable work permits from the Ministry of Labor, proving no local fits.
Certain roles (e.g., medical, engineering) reserved for Jordanians.
EOR simplifies this— we act as the local employer.
Why Choose SpartanSC for Offshoring to Jordan?
What if you could tap Jordan's talent pool, achieve 40-60% savings, and stay 100% compliant—without setting up an entity or hiring full-time? That's the power of EOR with SpartanSC.
As part of the GMK Group (established 1952), we're not just compliant; we're trusted partners for GCC firms expanding remotely.
Our clients say: "SpartanSC turned Jordan offshoring from a 'maybe' to a 'must'—seamless compliance and real savings." (Anonymous UAE fintech CEO)
Services Tailored for You:
Employer of Record (EOR): We hire, pay, and manage— you control the work.
Job Post Administration: Transparent, at-cost with invoices.
Retained Search Consultancy: Exclusive rates for EOR roles; variable for non-Jordan hires.
Compliance & HR Support: From contracts to quota alerts.
Visa Assistance: For foreign talent.
Ready to rethink offshoring?
Schedule a free consultation today for GCC HR insights. Hire a Spartan—build a powerhouse team in Jordan! Contact us at Admin@SpartanSC.co or visit www.spartansc.co. Written by Leo Khoury, Founder & Principal Advisor Updated: 8/17/2025
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