Amman, April 19 (Petra) -- Around 145 private-sector companies have adopted the flexible work system introduced under Articles 2 and 140 of Labour Law No. (8) of 1996, integrating it into their internal policies during 2025 and 2026, including 45 companies in 2026 alone, the Ministry of Labour reported.
Secretary-General of the Ministry, Abdul Halim Dujan, told the Jordan News Agency (Petra) that the shift has been most noticeable in sectors like information technology, education, and trade, where flexible models are easier to implement and increasingly in demand.
He explained that the flexible work framework is designed to open more doors for Jordanians seeking private-sector jobs, particularly those balancing work with family or personal responsibilities. By offering alternatives such as remote work, adjustable hours, or part-time roles, the system aims to make employment more accessible, especially for women and people with disabilities, while also helping companies manage costs more efficiently.
Dujan highlighted that eligible groups for flexible work in private-sector establishments include full-time students, pregnant or breastfeeding women, employees responsible for childcare, those caring for elderly individuals or first-degree relatives, persons with disabilities, and any employee whose role is compatible with flexible work formats defined by the system.
The framework allows a wide range of workers to benefit, including students, parents, caregivers, pregnant or nursing women, and individuals with disabilities. Employees whose roles can be adapted to flexible formats are also eligible.
He noted that employers and workers can agree on different types of arrangements, from working remotely to compressing weekly hours or spreading work across a more flexible annual schedule. These agreements must be formalized in writing and remain subject to the employer’s supervision.
The ministry has also set clear rules for switching between traditional and flexible work setups, requiring a minimum three-month period before any change can be reversed.
Dujan affirmed that employees who move to flexible arrangements retain their full legal rights. Benefits such as annual and sick leave are calculated proportionally in part-time cases, while protections like maternity leave and nursing breaks remain unchanged.
Companies with 10 or more employees must update their internal policies to reflect the new system and obtain approval from the Ministry of Labour before implementation.
//Petra// WH
