Rivermate | Israel landscape
Rivermate | Israel

Israel

499 EURper employee/month

Discover everything you need to know about Israel

Hire in Israel at a glance

Here ares some key facts regarding hiring in Israel

Capital
Jerusalem
Currency
Israeli New Shekel
Language
Hebrew
Population
8,655,535
GDP growth
3.33%
GDP world share
0.44%
Payroll frequency
Monthly
Working hours
43 hours/week

Overview in Israel

Israel's recruitment landscape in 2025 is driven by a highly educated, STEM-focused workforce and a thriving tech sector, including cybersecurity, AI, biotech, and software development. Key industries show strong growth, with salary ranges for roles such as cybersecurity analysts ($90,000–$200,000+) and AI engineers ($100,000–$250,000+). The talent pool includes university graduates, experienced professionals, and returning Israelis, but high demand for cybersecurity experts, data scientists, and AI engineers creates shortages.

Effective recruitment channels include online job boards, social media, recruitment agencies, university fairs, employee referrals, and networking events. The typical hiring process takes 6-12 weeks, involving job posting, screening, interviews, and onboarding. Challenges such as high competition, salary expectations, language barriers, bureaucracy, and regional preferences can be mitigated through competitive offers, legal support, language training, and remote work options. Understanding these dynamics enables companies to attract top talent efficiently.

Key Data Points Details
Salary Range (USD) Cybersecurity: $90K–$200K+; AI: $100K–$250K+; Biotech: $75K–$180K+; Software Dev: $80K–$220K+
Recruitment Timeline 6–12 weeks
Top Talent Shortages Cybersecurity experts, Data scientists, Full-stack developers, AI/ML engineers
Effective Channels Job boards, Social media, Agencies, University fairs, Referrals, Networking
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Get a payroll calculation for Israel

Understand what the employment costs are that you have to consider when hiring Israel

Rivermate | background

Employer of Record Guide for Israel

Your step-by-step guide to hiring, compliance, and payroll management in Israel with EOR solutions.

Responsibilities of an Employer of Record

As an Employer of Record in Israel, Rivermate is responsible for:

  • Creating and managing the employment contracts
  • Running the monthly payroll
  • Providing local and global benefits
  • Ensuring 100% local compliance
  • Providing local HR support

Responsibilities of the company that hires the employee

As the company that hires the employee through the Employer of Record, you are responsible for:

  • Day-to-day management of the employee
  • Work assignments
  • Performance management
  • Training and development

Taxes in Israel

Employers in Israel must contribute to social security via the National Insurance Institute (Bituah Leumi) and pay payroll tax ("parallel tax"). Approximate rates for 2025 are 7.60% for National Insurance and 0.5% for parallel tax, based on gross salaries. They are also responsible for withholding income tax from employees’ salaries according to a progressive tax system with brackets ranging from 10% to 47%.

Contribution Type Rate (Employer)
National Insurance 7.60%
Parallel Tax 0.5%

Employers must file monthly payroll reports (Form 102) within 15 days of each month and an annual tax return (Form 126) by the end of April. Income tax withholding depends on income brackets, with rates from 10% up to 47%, and employees can claim deductions such as pension contributions, life insurance, donations, and tax credits for children or disabilities.

Income Range (NIS/month) Tax Rate
0 - 7,080 10%
7,081 - 12,080 14%
12,081 - 19,020 20%
19,021 - 26,530 31%
26,531 - 55,230 35%
55,231 and above 47%

Foreign workers and companies face additional considerations, including residency rules, tax treaties, and potential exemptions. Consulting with a tax professional is recommended to navigate specific obligations and benefits.

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Leave in Israel

Israeli labor law mandates minimum paid annual vacation, increasing with seniority and days worked per week. Employees working 5 days are entitled to at least 14 days, while those working 6 days get 16 days. Additional days accrue after five years of service, up to 20 or 22 days depending on weekly schedule. Vacation days must be used consecutively initially, and unused days can be carried over or paid out upon termination. Employers are required to maintain a leave register and cannot allow employees to waive their rights.

Public holidays in Israel include Rosh Hashanah, Yom Kippur, Sukkot, Passover, and others, with employees generally entitled to paid time off. Employees may work on holidays at 150% pay, and non-Jewish employees can observe their own religious holidays if notified. Sick leave entitles employees to 1.5 days per month, capped at 90 days, with partial pay from the second day onward. Parental leave includes 26 weeks of maternity leave for women, with benefits paid by the National Insurance Institute, and 5 days of paternity leave for fathers. Additional leave types include bereavement, study, marriage, reserve duty, and sometimes sabbaticals, often unpaid but protected by law.

Leave Type Key Data Points
Annual Vacation 14 days (5 days/week), 16 days (6 days/week), +1 day after 5 years
Public Holidays Rosh Hashanah (2 days), Yom Kippur (1), Sukkot (1+), Passover (1+), others
Sick Leave 1.5 days/month, max 90 days, partial pay from 2nd day onward
Maternity Leave 26 weeks (12 months employment), 14 weeks if less than 12 months
Paternity Leave 5 days, unpaid, within first month of birth
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Benefits in Israel

Israel's employee benefits comprise mandatory legal provisions and optional perks aimed at attracting and retaining talent. Legally required benefits include pension insurance (employers contribute ~6.5%, employees ~6%), national insurance (~3.55% employer, ~0.4% employee), severance pay, paid time off, sick pay, maternity/paternity leave, and work accident insurance. Employers must comply with these, forming a social safety net for workers.

Beyond legal mandates, many employers offer supplemental benefits such as private health insurance (covering private care, dental, vision, and prescriptions), advanced training, company cars, meal vouchers, stock options, life and disability insurance, and wellness programs. The healthcare system is universal, but supplemental insurance enhances coverage and employee satisfaction. Benefit packages vary by company size and industry, with startups emphasizing stock options and flexibility, large firms providing comprehensive coverage, and SMEs focusing on core mandated benefits.

Benefit Employer Contribution Employee Contribution
Pension Insurance ~6.5% ~6%
National Insurance ~3.55% ~0.4%
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Workers Rights in Israel

Israeli labor laws prioritize employee protection, covering termination, anti-discrimination, working conditions, health and safety, and dispute resolution. Employers must have valid reasons for dismissal, provide appropriate notice based on tenure, and pay severance—typically one month’s salary per year of employment. Termination requires a hearing opportunity, and employees are protected against unfair dismissal.

Key employment standards include a 43-hour workweek, overtime pay (125% for initial hours, 150% afterward), and minimum rest of 36 hours weekly. Vacation days increase with tenure, from 14 days (1-4 years) up to 28 days (8+ years). Employees are entitled to sick leave and workplace safety measures, with rights to refuse unsafe work and report violations.

Dispute resolution is facilitated through internal procedures, mediation, arbitration, and labor courts. Employers must maintain safe working environments, adhering to industry-specific safety regulations. The following table summarizes key employment rights:

Employment Aspect Details
Notice Period (by tenure) Up to 6 months: 1 day/month; 6m-1y: 6 days + 2.5/day/month; 1-2y: 14 days; 2-3y: 21 days; 3+ y: 1 month
Severance Pay 1 month’s salary per year of employment
Vacation Days (per year) 1-4 years: 14; 5 years: 16; 6 years: 18; 7 years: 20; 8+ years: 21-28
Working Hours 43 hours/week
Overtime Pay 125% first two hours, 150% afterward
Rest Days 36 hours weekly (e.g., Saturday or Friday/Sunday)
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Agreements in Israel

Employment agreements in Israel are essential legal documents that define the employer-employee relationship, ensuring clarity on rights and obligations. They must include key clauses such as identity, job description, start date, compensation, working hours, benefits, confidentiality, and termination conditions. Israeli law recognizes various contract types: indefinite-term (long-term security), fixed-term (project-based), part-time, and temporary contracts, each with specific features.

Probation periods typically last 1-6 months, allowing employers to evaluate employees with shorter notice rights during this phase. Confidentiality and non-compete clauses are enforceable if reasonable, protecting trade secrets and business interests. Contract modifications require mutual written consent, and termination procedures depend on notice periods, severance pay (for over one year of service), and the opportunity for employee hearings. Just cause terminations are permitted without severance but require significant grounds.

Contract Type Duration Key Features
Indefinite-Term No end date Long-term security, subject to proper termination procedures
Fixed-Term Set start and end dates Suitable for temporary or project-based work; renewal may convert to indefinite
Part-Time Fewer hours than full-time Pro-rata benefits and protections
Temporary Short-term, via agencies Limited duration, specific renewal conditions
Key Employment Law Aspects Details
Probation Duration 1-6 months, with shorter notice rights during probation
Confidentiality & Non-Compete Enforceable if reasonable in scope and duration
Termination Notice Based on length of service, with legal protections in place
Severance Pay Due after 1 year of employment, unless just cause applies
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Remote Work in Israel

Remote work in Israel is gaining traction, driven by technological advances and changing employee expectations. While there is no comprehensive law dedicated solely to remote work, existing labor laws support work-from-home arrangements, emphasizing employer obligations for health, safety, and clear contractual terms. Employers must ensure compliance with labor standards such as minimum wage, working hours, and leave policies for remote employees.

Flexible work options are expanding, including fully remote and hybrid models. Key considerations for employers include defining remote work terms in employment contracts, maintaining legal compliance, and ensuring data security and technological infrastructure. The evolving legal landscape and best practices highlight the importance of clear policies to attract and retain talent while managing legal and operational risks.

Aspect Key Points
Legal Support No dedicated remote work law; existing labor laws apply
Employer Responsibilities Ensure health and safety, provide equipment, conduct risk assessments
Contract Requirements Clear definitions of scope, hours, expectations, and conditions
Compliance Adherence to minimum wage, working hours, overtime, leave policies
Flexible Arrangements Fully remote, hybrid models; increasing adoption
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Working Hours in Israel

Israeli labor law mandates a standard workweek of 43 hours, typically spread over five or six days, with many companies opting for a five-day schedule. Overtime is strictly regulated, with the first two hours beyond the limit compensated at 125%, and subsequent hours at 150%. Employees can work up to 12 overtime hours weekly, subject to consent and industry-specific rules.

Rest periods include a minimum of 12 hours daily and at least 36 hours weekly, with Jewish employees usually resting on Saturday. Breaks of at least 45 minutes are required for shifts of six hours or more. Night work (10 PM–6 AM) and weekend work require permits and often entail additional pay, usually at least 150%. Employers must accurately record working hours using approved methods and retain records for at least three years.

Key Data Point Details
Standard workweek 43 hours (5 or 6 days)
Overtime compensation rates 125% (first 2 hours), 150% (additional hours)
Max overtime per week 12 hours
Daily rest period 12 hours between workdays
Weekly rest period 36 hours (e.g., Saturday for Jewish employees)
Break during workday 45 minutes (including 30-minute continuous break)
Night work hours 10 PM–6 AM
Weekend work permit requirement Yes, for rest day work
Premium for weekend work At least 150% of regular wage
Record-keeping duration Minimum 3 years
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Salary in Israel

Israel's salary landscape in 2025 is characterized by high variability influenced by industry, experience, and location. The tech sector, especially roles like software developers and data scientists, commands the highest salaries, with senior-level positions exceeding ILS 50,000 monthly. Other sectors such as finance, healthcare, and engineering also offer competitive pay. The following table summarizes typical salary ranges:

Role Entry-Level (ILS/month) Mid-Level (ILS/month) Senior-Level (ILS/month)
Software Developer 20,000 - 28,000 30,000 - 45,000 50,000+
Data Scientist 22,000 - 30,000 35,000 - 50,000 55,000+

Minimum wage laws stipulate a baseline of approximately ILS 5,880 per month in 2025, with strict compliance required for all employees. Compensation packages often include bonuses such as performance-based, annual, or a "thirteenth salary," alongside allowances for travel, meals, education, and relocation. Salaries are typically paid monthly via direct deposit, with deductions for taxes, social security, and health insurance remitted to government agencies.

Emerging trends indicate rising salaries driven by high demand for tech talent, increased living costs, and a focus on skills and work-life balance. Employers must adapt their compensation strategies to remain competitive in this evolving market.

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Termination in Israel

In Israel, employee termination is governed by strict legal procedures, emphasizing documentation, notice periods, and justification to ensure compliance and reduce legal risks. Employers must differentiate between resignation and termination, with severance pay generally mandatory for dismissals but not resignations unless specific conditions apply.

Notice periods vary based on employment type and tenure. For monthly-paid employees, the minimum notice ranges from 1 day per month for up to 6 months of employment to 1 month for over 3 years. Hourly/daily employees have similar tiered notice requirements. Employers can opt for payment in lieu of notice. Severance pay, calculated as one month's salary per year of employment, is obligatory upon termination unless justified as "with cause," which requires meeting strict criteria and legal approval.

Procedural compliance involves written notices, hearings ("Shimu'a"), final termination letters, and proper settlement of wages and severance. Employees are protected against wrongful dismissal, discrimination, and retaliation, with remedies including reinstatement or compensation. Employers should seek legal advice to navigate these requirements effectively.

Key Data Points Details
Notice Periods (Monthly-paid) Up to 6 months: 1 day/month; 6 months–1 year: 6 days + 2.5 days/month; 1–2 years: 2 weeks; 2–3 years: 3 weeks; 3+ years: 1 month
Notice Periods (Hourly/Daily-paid) Up to 1 year: 1 day/month; 1–2 years: 14 days + 1 day/2 months; 2–3 years: 21 days + 1 day/2 months; 3+ years: 1 month
Severance Pay Calculation Last monthly salary x years of employment (pro-rated for partial years)
Grounds for Termination With cause (serious misconduct) or without cause (business reasons); severance mandatory unless justified as "with cause"
Employee Protections Against unfair dismissal, discrimination, retaliation, pregnancy-related termination; remedies include reinstatement and damages
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Freelancing in Israel

Israel's freelance market is expanding, offering opportunities across industries such as technology, media, consulting, healthcare, and construction. Employers engaging independent contractors must understand legal distinctions to avoid misclassification, which can lead to legal and financial penalties. Key criteria differentiating employees from contractors include control, integration, exclusivity, tools, payment, social benefits, and relationship duration.

Contracts should clearly specify scope, payment, IP rights, confidentiality, and legal jurisdiction to prevent disputes. Under Israeli law, the default IP ownership belongs to the hiring company unless explicitly assigned. Contractors are responsible for their taxes and social contributions, with rates as follows:

Tax Type Rate
Income Tax 10%-50% (progressive)
VAT 17%
National Insurance ~17.83%
Health Insurance Included in National Insurance

Employers do not withhold taxes but must ensure contractors meet their tax obligations. The flexible and growing freelance sector in Israel presents significant opportunities for companies seeking specialized skills across multiple sectors.

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Health & Safety in Israel

Israeli workplace safety laws prioritize employee health, requiring employers to maintain a safe environment and comply with regulations such as the Safety at Work Ordinance (2018) and related regulations on safety supervision, medical exams, work at heights, and hazardous materials. The Ministry of Labor enforces these laws through inspections, which can include hazard assessments, documentation reviews, and interviews, with non-compliance potentially resulting in fines.

Employers must implement comprehensive safety management systems, including risk assessments, preventive measures, training, PPE, and emergency plans. Specific industry standards apply, especially in construction and manufacturing. Workplace accident reporting is mandatory for fatalities, serious injuries, or incapacitation over three days, with investigations conducted to prevent recurrence.

Key Data Point Details
Primary Legislation Safety at Work Ordinance (2018)
Main Regulations General safety, safety supervisors, medical exams, work at heights, hazardous materials
Enforcement Agency Ministry of Labor, Social Affairs and Social Services
Inspection Focus Hazards, documentation, employee interviews, violations
Accident Reporting Death, serious injury, incapacity >3 days
Reporting Procedure Immediate reporting, investigation, corrective actions
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Dispute Resolution in Israel

Israel's labor dispute resolution primarily occurs through the labor court system, comprising Regional Labor Courts and the National Labor Court. Regional Courts handle most individual and collective disputes, typically with a single judge, while the National Court hears appeals and certain national disputes. Alternatively, parties can opt for arbitration, which offers a faster, cost-effective, and binding resolution process.

Court Type Jurisdiction Typical Proceedings Number of Judges
Regional Labor Courts Most individual and collective disputes Original jurisdiction Usually 1, sometimes 3
National Labor Court Appeals from Regional Courts; certain national disputes Appellate and original jurisdiction Multiple judges
Arbitration Dispute resolution outside courts Binding, enforceable decisions Arbitrator(s)

For employers, understanding these mechanisms and ensuring compliance with Israeli labor law are vital to minimizing disputes, protecting reputation, and fostering a productive workplace. Arbitration is increasingly favored for its efficiency, but court litigation remains the primary legal avenue for employment disputes.

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Cultural Considerations in Israel

Israel's business culture blends tradition with innovation, influenced by its position as a bridge between East and West. Key aspects include direct, informal communication characterized by openness, frequent eye contact, and physical touch, with interruptions seen as engagement rather than rudeness. Negotiations emphasize relationship-building, trust, and flexibility, with a readiness for bargaining and unconventional solutions.

Workplace dynamics are relatively informal despite hierarchical structures, encouraging employees to express opinions and challenge authority. Managers are approachable, and teamwork is valued, especially under pressure. Respect for experience remains important. Understanding Israeli holidays, such as Passover and Yom Kippur, is crucial, as they impact business operations with reduced hours or closures.

Aspect Key Points
Communication Style Direct, informal, passionate, frequent interruptions, direct eye contact, physical touch
Negotiation Approach Relationship-focused, flexible, patient, prepared, direct about expectations
Workplace Dynamics Informal hierarchy, open communication, collaborative, respect for experience
Holidays & Observances Major holidays like Passover and Yom Kippur affect business hours; planning accordingly
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Frequently Asked Questions in Israel

What is the timeline for setting up a company in Israel?

Setting up a company in Israel involves several steps and can take a varying amount of time depending on the efficiency of the processes and the preparedness of the business owner. Here is a detailed timeline for setting up a company in Israel:

  1. Choosing a Company Name and Structure (1-2 days):

    • Decide on the type of company (e.g., private limited company, public company, etc.).
    • Choose a unique company name and check its availability with the Registrar of Companies.
  2. Preparation of Incorporation Documents (3-5 days):

    • Draft the Articles of Association.
    • Prepare other necessary documents such as the declaration of the initial shareholders and directors.
  3. Submission to the Registrar of Companies (1-2 days):

    • Submit the incorporation documents to the Registrar of Companies.
    • Pay the registration fee.
  4. Approval and Issuance of Certificate of Incorporation (7-14 days):

    • The Registrar reviews the documents.
    • Upon approval, the Certificate of Incorporation is issued.
  5. Registering for Tax Purposes (7-14 days):

    • Register with the Israel Tax Authority for corporate tax, VAT, and social security.
    • Obtain a company tax number.
  6. Opening a Bank Account (7-10 days):

    • Open a corporate bank account in Israel.
    • Deposit the initial share capital as required.
  7. Registering for Social Security and Health Insurance (7-14 days):

    • Register with the National Insurance Institute for social security and health insurance purposes.
  8. Additional Licenses and Permits (Varies):

    • Depending on the nature of the business, additional licenses or permits may be required, which can take additional time.

Total Estimated Time: The entire process of setting up a company in Israel can take approximately 4 to 8 weeks, assuming there are no significant delays or complications.

Using an Employer of Record (EOR) like Rivermate can significantly streamline this process. An EOR can handle many of these administrative tasks, ensuring compliance with local laws and regulations, and allowing the business to focus on its core activities. This can be particularly beneficial for companies looking to establish a presence in Israel without the need to navigate the complexities of local bureaucracy themselves.

Who handles the filing and payment of employees' taxes and social insurance contributions when using an Employer of Record in Israel?

When using an Employer of Record (EOR) in Israel, the EOR handles the filing and payment of employees' taxes and social insurance contributions. This includes the calculation, withholding, and remittance of income tax, National Insurance Institute (NII) contributions, and health insurance premiums on behalf of the employees. The EOR ensures compliance with Israeli tax laws and regulations, thereby relieving the client company of the administrative burden and complexities associated with payroll and tax compliance in Israel. This allows the client company to focus on its core business activities while ensuring that all legal and regulatory requirements are met.

What options are available for hiring a worker in Israel?

In Israel, employers have several options for hiring workers, each with its own set of legal, administrative, and financial considerations. Here are the primary options available:

  1. Direct Employment:

    • Local Entity: To hire employees directly, a company must establish a legal entity in Israel. This involves registering with the Israeli Registrar of Companies, obtaining a business license, and complying with local tax and labor laws.
    • Compliance: Employers must adhere to Israeli labor laws, which include regulations on minimum wage, working hours, social benefits, and termination procedures. They must also handle payroll, tax withholdings, and social security contributions.
  2. Independent Contractors:

    • Freelancers: Companies can hire independent contractors or freelancers. This option provides flexibility and can be cost-effective, but it comes with risks. Misclassification of employees as contractors can lead to legal and financial penalties.
    • Contracts: It's crucial to have clear, written contracts outlining the scope of work, payment terms, and other conditions to avoid disputes and ensure compliance with Israeli laws.
  3. Temporary Staffing Agencies:

    • Staffing Firms: Employers can use local staffing agencies to hire temporary or contract workers. These agencies handle the administrative and legal aspects of employment, including payroll and compliance with labor laws.
    • Flexibility: This option provides flexibility for short-term projects or fluctuating workloads without the long-term commitment of direct employment.
  4. Employer of Record (EOR) Services:

    • Rivermate and Similar Providers: An EOR like Rivermate can simplify the process of hiring in Israel. The EOR acts as the legal employer, handling all employment-related responsibilities, including payroll, tax compliance, benefits administration, and adherence to local labor laws.
    • Benefits:
      • Compliance: Ensures full compliance with Israeli employment laws, reducing the risk of legal issues.
      • Speed: Enables faster hiring without the need to establish a local entity.
      • Cost-Effective: Reduces administrative overhead and costs associated with setting up and maintaining a local entity.
      • Focus: Allows companies to focus on their core business activities while the EOR manages HR and administrative tasks.
  5. Professional Employer Organization (PEO):

    • Co-Employment: A PEO provides HR services and shares employment responsibilities with the client company. This includes payroll, benefits, compliance, and risk management.
    • Local Expertise: PEOs offer local expertise and can help navigate the complexities of Israeli labor laws and regulations.

Each of these options has its advantages and potential drawbacks, depending on the specific needs and circumstances of the employer. For companies looking to expand into Israel without the complexities of establishing a local entity, using an Employer of Record like Rivermate can be a particularly attractive solution. It provides a compliant, efficient, and cost-effective way to hire and manage employees in Israel.

What are the costs associated with employing someone in Israel?

Employing someone in Israel involves several costs that employers need to consider. These costs can be broadly categorized into direct salary expenses, mandatory benefits, and additional employment-related costs. Here’s a detailed breakdown:

  1. Gross Salary: This is the base salary agreed upon between the employer and the employee. It is subject to negotiation and varies depending on the industry, role, and experience of the employee.

  2. Social Security Contributions (Bituach Leumi): Employers in Israel are required to contribute to the National Insurance Institute (Bituach Leumi) on behalf of their employees. The rates are approximately 3.55% for the first part of the salary (up to 60% of the average wage) and 7.6% for the remaining part of the salary.

  3. Health Insurance: Employers must also contribute to health insurance, which is part of the social security system. The rates are included in the social security contributions mentioned above.

  4. Pension Contributions: Employers are required to contribute to an employee’s pension fund. The mandatory contribution rates are typically around 6.5% of the employee’s salary for the employer’s part, and an additional 6% for severance pay (totaling 12.5%).

  5. Severance Pay (Pitzuim): In Israel, employees are entitled to severance pay upon termination, which is calculated as one month’s salary for each year of employment. This is often pre-funded through the pension contributions mentioned above.

  6. Vacation Pay: Employees are entitled to paid vacation days, which vary based on the length of employment. The minimum is typically around 12 days per year, increasing with tenure.

  7. Sick Leave: Employers must provide paid sick leave, with the first day unpaid, the second and third days at 50% of the salary, and subsequent days at 100% of the salary, up to a certain limit.

  8. Holidays: Employees are entitled to paid leave on public holidays, which include several religious and national holidays.

  9. Other Benefits: Depending on the industry and specific employment agreements, there may be additional benefits such as transportation allowances, meal vouchers, and other perks.

  10. Recruitment and Onboarding Costs: These include expenses related to hiring processes, such as advertising, recruitment agency fees, and onboarding training.

  11. Administrative Costs: Managing payroll, compliance with local labor laws, and other HR administrative tasks can incur additional costs, especially if the company does not have a local HR team.

Using an Employer of Record (EOR) like Rivermate can help manage these costs effectively. An EOR handles all the administrative and compliance aspects of employment, ensuring that all statutory contributions and benefits are correctly managed. This can save time and reduce the risk of non-compliance, which can be costly in terms of fines and legal issues. Additionally, an EOR can provide insights into local market salary benchmarks, helping employers offer competitive compensation packages.

What is HR compliance in Israel, and why is it important?

HR compliance in Israel refers to the adherence to the country's labor laws, regulations, and standards that govern the employer-employee relationship. This includes a wide range of legal requirements such as employment contracts, wages, working hours, employee benefits, termination procedures, health and safety standards, and anti-discrimination laws.

Key Aspects of HR Compliance in Israel:

  1. Employment Contracts: Israeli law mandates that employers provide written employment contracts to employees, detailing the terms and conditions of employment, including job description, salary, working hours, and other benefits.

  2. Wages and Working Hours: Employers must comply with the minimum wage laws and regulations regarding working hours, overtime pay, and rest periods. The standard workweek in Israel is 43 hours, and any work beyond this is considered overtime, which must be compensated at a higher rate.

  3. Employee Benefits: Employers are required to provide various benefits, including social security, health insurance, pension contributions, and paid leave (annual leave, sick leave, maternity/paternity leave).

  4. Termination Procedures: There are specific legal procedures for terminating employment, including notice periods, severance pay, and the requirement to provide a valid reason for termination. Unlawful termination can lead to legal disputes and financial penalties.

  5. Health and Safety: Employers must ensure a safe working environment and comply with occupational health and safety regulations to prevent workplace accidents and illnesses.

  6. Anti-Discrimination Laws: Israeli law prohibits discrimination based on race, religion, gender, age, disability, and other protected characteristics. Employers must ensure equal treatment and opportunities for all employees.

Importance of HR Compliance in Israel:

  1. Legal Protection: Compliance with HR laws protects the company from legal disputes, fines, and penalties. Non-compliance can result in costly litigation and damage to the company's reputation.

  2. Employee Satisfaction and Retention: Adhering to labor laws and providing fair treatment and benefits to employees can lead to higher job satisfaction, improved morale, and better employee retention rates.

  3. Operational Efficiency: Understanding and implementing HR compliance ensures smooth and efficient business operations. It helps in avoiding disruptions caused by legal issues or employee dissatisfaction.

  4. Reputation Management: Companies that comply with HR regulations are viewed more favorably by employees, customers, and investors. This can enhance the company's reputation and attract top talent and business opportunities.

  5. Risk Management: Proactively managing HR compliance helps in identifying and mitigating potential risks related to employment practices. This can prevent costly legal battles and ensure long-term business sustainability.

Using an Employer of Record (EOR) like Rivermate in Israel:

An Employer of Record (EOR) service like Rivermate can be highly beneficial for companies operating in Israel, especially those without a local presence or expertise in Israeli labor laws. Here’s how:

  1. Expertise in Local Laws: Rivermate has in-depth knowledge of Israeli labor laws and regulations, ensuring full compliance with all legal requirements.

  2. Administrative Efficiency: Rivermate handles all administrative tasks related to HR compliance, including payroll, tax filings, benefits administration, and employment contracts, allowing companies to focus on their core business activities.

  3. Risk Mitigation: By ensuring compliance with local laws, Rivermate helps mitigate the risk of legal disputes, fines, and penalties associated with non-compliance.

  4. Cost-Effective: Using an EOR can be more cost-effective than setting up a local entity and managing HR compliance internally, especially for small and medium-sized enterprises or companies testing the market.

  5. Scalability: Rivermate provides the flexibility to scale operations up or down quickly, without the complexities of hiring and terminating employees directly.

In summary, HR compliance in Israel is crucial for legal protection, employee satisfaction, operational efficiency, reputation management, and risk mitigation. Utilizing an Employer of Record like Rivermate can simplify compliance, reduce administrative burdens, and ensure that companies meet all legal requirements while focusing on their strategic goals.

Is it possible to hire independent contractors in Israel?

Yes, it is possible to hire independent contractors in Israel. However, there are several important considerations to keep in mind to ensure compliance with Israeli labor laws and regulations.

  1. Classification: One of the primary concerns when hiring independent contractors in Israel is the correct classification of the worker. Misclassification can lead to significant legal and financial repercussions. Israeli labor courts may reclassify an independent contractor as an employee if the nature of the work relationship resembles that of an employer-employee relationship. Factors considered include the degree of control over the worker, the integration of the worker into the company, and the level of independence in performing tasks.

  2. Contracts: It is crucial to have a well-drafted contract that clearly outlines the terms of the engagement, including the scope of work, payment terms, duration, and the nature of the relationship. This contract should emphasize the contractor's independence and lack of entitlement to employee benefits.

  3. Taxation: Independent contractors in Israel are responsible for their own tax filings, including income tax, National Insurance Institute (Bituach Leumi) contributions, and VAT if applicable. Employers must ensure that contractors are aware of their tax obligations and that payments are made in compliance with Israeli tax laws.

  4. Benefits and Protections: Unlike employees, independent contractors are not entitled to statutory benefits such as paid leave, severance pay, or social security contributions. This distinction must be clear to avoid any potential claims for employee benefits.

  5. Intellectual Property: When engaging independent contractors, it is important to address intellectual property rights in the contract. Typically, the contractor should agree to assign any intellectual property created during the engagement to the hiring company.

  6. Dispute Resolution: Including a dispute resolution clause in the contract can help manage any potential conflicts that may arise. This can specify the preferred method of resolution, such as arbitration or mediation, and the applicable jurisdiction.

Using an Employer of Record (EOR) service like Rivermate can simplify the process of hiring independent contractors in Israel. An EOR can help ensure compliance with local laws, manage payroll and tax obligations, and provide guidance on best practices for engaging contractors. This can mitigate risks associated with misclassification and other legal issues, allowing companies to focus on their core business activities.

How does Rivermate, as an Employer of Record in Israel, ensure HR compliance?

Rivermate, as an Employer of Record (EOR) in Israel, ensures HR compliance through a comprehensive understanding and application of local labor laws and regulations. Here are several ways Rivermate achieves this:

  1. Local Expertise: Rivermate employs local HR professionals who are well-versed in Israeli labor laws, including the Employment Law, Wage Protection Law, and the Annual Leave Law. This local expertise ensures that all employment practices are compliant with national regulations.

  2. Employment Contracts: Rivermate prepares and manages employment contracts that adhere to Israeli legal requirements. These contracts include necessary details such as job descriptions, salary, benefits, working hours, and termination conditions, ensuring they meet the standards set by Israeli law.

  3. Payroll Management: Rivermate handles payroll processing in compliance with Israeli regulations, including accurate calculation of wages, taxes, and social security contributions. They ensure timely and correct payments to employees, avoiding legal penalties and ensuring employee satisfaction.

  4. Tax Compliance: Rivermate ensures that all tax obligations are met, including income tax, National Insurance Institute (Bituach Leumi) contributions, and health insurance payments. They stay updated on any changes in tax laws to ensure ongoing compliance.

  5. Employee Benefits: Rivermate manages statutory benefits such as pension contributions, severance pay, and annual leave entitlements. They ensure that these benefits are provided in accordance with Israeli laws, which helps in maintaining compliance and employee morale.

  6. Labor Relations: Rivermate assists in managing labor relations, including handling disputes and ensuring compliance with collective bargaining agreements if applicable. They provide guidance on fair treatment and non-discrimination policies, which are crucial for legal compliance.

  7. Health and Safety Regulations: Rivermate ensures that workplace health and safety standards are met according to Israeli regulations. They provide guidance on maintaining a safe work environment and managing occupational health requirements.

  8. Termination Procedures: Rivermate manages employee terminations in compliance with Israeli laws, ensuring that proper notice periods are given and severance payments are made as required. They handle the legal aspects of termination to minimize the risk of disputes and legal action.

  9. Continuous Monitoring and Updates: Rivermate continuously monitors changes in Israeli labor laws and regulations. They update their practices and policies accordingly to ensure ongoing compliance, reducing the risk of legal issues for their clients.

By leveraging Rivermate's services, companies can confidently expand their operations in Israel, knowing that their HR practices are fully compliant with local laws and regulations. This allows businesses to focus on their core activities while minimizing the risks associated with non-compliance.

Do employees receive all their rights and benefits when employed through an Employer of Record in Israel?

Yes, employees in Israel receive all their rights and benefits when employed through an Employer of Record (EOR) like Rivermate. An EOR ensures compliance with local labor laws and regulations, which is crucial in a country like Israel where employment laws are comprehensive and employee rights are strongly protected.

Here are some key aspects of how an EOR like Rivermate ensures that employees receive their rights and benefits in Israel:

  1. Compliance with Labor Laws: Israel has stringent labor laws that cover various aspects of employment, including minimum wage, working hours, overtime, and termination procedures. An EOR ensures that all these legal requirements are met, thereby protecting the rights of the employees.

  2. Social Security and Health Insurance: In Israel, employers are required to contribute to the National Insurance Institute (Bituach Leumi), which provides social security benefits such as unemployment insurance, maternity leave, and pensions. An EOR handles these contributions, ensuring that employees receive their entitled benefits.

  3. Paid Leave: Israeli law mandates paid leave, including annual leave, sick leave, and public holidays. An EOR ensures that employees receive the correct amount of paid leave as per the legal requirements.

  4. Severance Pay: Employees in Israel are entitled to severance pay if they are terminated after one year of employment. An EOR manages these payments in compliance with local laws, ensuring that employees receive their due compensation.

  5. Employment Contracts: An EOR provides legally compliant employment contracts that outline the terms and conditions of employment, including salary, benefits, and job responsibilities. This transparency helps in safeguarding employee rights.

  6. Tax Compliance: An EOR manages payroll and ensures that all taxes are correctly withheld and reported to the Israeli tax authorities. This includes income tax, social security contributions, and health insurance premiums.

  7. Workplace Safety and Anti-Discrimination: Israeli labor laws include provisions for workplace safety and anti-discrimination. An EOR ensures that these regulations are adhered to, providing a safe and equitable working environment for employees.

By using an EOR like Rivermate, companies can ensure that their employees in Israel receive all their legal rights and benefits, while also simplifying the complexities of local compliance and administrative tasks. This not only protects the employees but also mitigates the risk of legal issues for the employer.

What legal responsibilities does a company have when using an Employer of Record service like Rivermate in Israel?

When a company uses an Employer of Record (EOR) service like Rivermate in Israel, the EOR assumes many of the legal responsibilities associated with employment. However, the company still has certain obligations and should be aware of the following key points:

  1. Compliance with Local Labor Laws: The EOR ensures that all employment practices comply with Israeli labor laws, including minimum wage, working hours, overtime, and statutory benefits. This includes adherence to the Annual Leave Law, the Hours of Work and Rest Law, and the Employment of Women Law, among others.

  2. Employment Contracts: The EOR is responsible for drafting and maintaining employment contracts that comply with Israeli regulations. These contracts must include specific terms such as job description, salary, working hours, and termination conditions.

  3. Payroll and Taxation: The EOR handles payroll processing, ensuring that employees are paid accurately and on time. They also manage the withholding and remittance of income tax, National Insurance Institute (Bituach Leumi) contributions, and health insurance premiums, which are mandatory in Israel.

  4. Employee Benefits: The EOR administers statutory benefits such as pension contributions, severance pay, and vacation entitlements. In Israel, employers are required to contribute to a pension fund for their employees, and the EOR ensures compliance with these regulations.

  5. Work Permits and Visas: If the company employs foreign nationals, the EOR assists with obtaining the necessary work permits and visas, ensuring compliance with Israeli immigration laws.

  6. Termination and Severance: The EOR manages the termination process in accordance with Israeli labor laws, which include specific procedures and notice periods. They also handle the calculation and payment of severance pay, which is mandatory under certain conditions.

  7. Health and Safety: The EOR ensures that workplace health and safety standards are met, in compliance with the Safety at Work Ordinance and other relevant regulations.

  8. Employee Relations: The EOR manages employee relations, including handling grievances, disputes, and disciplinary actions in accordance with Israeli labor laws.

  9. Data Protection: The EOR ensures compliance with data protection regulations, including the Protection of Privacy Law, which governs the handling of personal data in Israel.

While the EOR takes on these responsibilities, the company must still:

  • Maintain Oversight: The company should maintain oversight of the EOR’s activities to ensure that they are meeting all legal and contractual obligations.
  • Strategic Decisions: The company retains control over strategic decisions related to the employee’s role, performance, and career development.
  • Communication: The company should maintain clear communication with the EOR to ensure that all employment practices align with the company’s policies and culture.

By using an EOR like Rivermate in Israel, companies can mitigate the risks associated with non-compliance and focus on their core business activities, while ensuring that their employment practices adhere to local laws and regulations.