If the employer waives the notice period, they’re still required to pay the employee their full salary for that duration. If the employee resigns and leaves before the notice period ends, they forfeit salary for the period not worked, and may owe compensation to the employee.

• Unused annual leave must be paid in cash at the rate in effect at termination, regardless of contract type or reason for termination.
• Additional benefits such as return airfare for expatriates, allowances, or accrued sick leave, must be provided if specified in the contract or mandated by law (e.g., social security or maternity leave benefits)

• Upon ending service, the employer must provide a service certificate that includes the employee's name, job title, date of joining, date of leaving, and return any original documents submitted by the employee.
• Employers must maintain written notice records, details of final settlement, and justification if termination was for a cause (e.g., misconduct).

• In Jordan, especially under the kafala system, the employer sponsors the employee’s work/residence permit. Termination or resignation necessitates cancellation or transfer of the visa to maintain legal status.
• Employers must comply with immigration regulations and initiate visa cancellation immediately after an employee’s termination or final working day. Failure to do so can result in legal issues for both parties.

Written notice is required for ordinary termination (without cause) under indefinite-term contracts. In cases of actual misconduct, no notice is required.

• Employees must receive payment for unused annual leave on termination, regardless of cause.
• Any contractual benefits (e.g., end-of-service ticket, allowances) must be honored if stipulated in the contract.

Employers should maintain a written notice, documentation of the cause, and details of all final payments.

• Upon termination, including termination with cause, the employer must cancel or transfer the employee’s work/residence visa, per Jordan’s sponsorship (kafala) system.
• This must be addressed promptly post-termination to ensure legal immigration status and avoid penalties.

If the employer waives the notice period, they must pay the employee the full salary for that period.

• Payment for unused annual leave is mandatory, regardless of reason for termination.
• Other contractual entitlements, like return airfare or allowances, must be honored if specified.

• A written notice with an effective date of termination is required.
• Documentation of final settlement (salary, leave payout, severance, etc.).
• A service certificate must be issued, indicating job title, dates of service, and other formalities; any original documents submitted by the employee must be returned.

Employers sponsoring expats must promptly cancel or transfer the employee’s work or residence visa after termination. Failing to do so can result in legal penalties.

If both parties agree, notice can be waived in full or in part, provided the agreement is clearly documented and the employee is compensated appropriately or has agreed otherwise.

Other accrued entitlements such as unused annual leave, contractual benefits, or return airfare (for expat employees), should be included in the mutual agreement.

A mutual termination must be formalized through the following steps:

• A written mutual termination agreement stating termination date, notice arrangements, and benefits settlement.
• A service certificate summarizing the employee’s name, job title, dates of service, especially if requested by the employee for future employment documentation.

For expats under Jordan’s sponsorship (kafala) system, the employer must arrange the cancellation or transfer of the work/residence permit promptly after effective termination. This is crucial to maintain legal immigration status and avoid violations.

• Any unused annual leave must be paid out in cash at the time of contract termination.
• Any contractual entitlements such as return tickets or other specified benefits must also be honored.
• Employers must provide a certificate of service/experience indicating the employee’s name, job title, start date, and end date.

• Unused annual leave must be paid out.
• Any other contractual benefits such as return air tickets, allowances, etc., must also be paid as per agreement.

The employer must settle all outstanding payments (including wages and overtime) within seven days of the worker’s last day of service.