Remote Work and Labour Laws in Israel

Remote work has become a prevalent practice in Israel, but the country does not have specific legislation regarding work from home conditions. However, several Israeli labor laws touch upon important aspects of employment for remote workers, such as time tracking, employment terms, and reimbursement of expenses.

Employment Contracts and Work Conditions

In Israel, while there is no legal requirement for a signed employment contract, the Notice to Employee Law mandates that employers provide written notice of specific employment terms within 30 days of an employee starting work. This applies equally to remote and in-office employees and must include details about salary, work hours, and benefits.

Changing Employment Terms

Employers in Israel have the right to modify the terms of employment. However, these changes must not result in a deterioration of the employee’s conditions unless mutually agreed upon. If the employee finds the cancellation of remoted work arrangements to harm to tangibly affect the conditions of their work, and the employer does not change said conditions despite being notified by the employee, the employee may resign and be compensated as though they were fired.

Additionally, employees are still entitled to fundamental rights such as sick leave, vacation days, and pension contributions, regardless of work location.

Time Tracking and Monitoring

Remote workers are required to report their working hours, and employers can introduce time-tracking tools, such as apps or manual reporting systems. Employees in “positions of trust”, such as senior roles or high-paying jobs, are typically exempt from standard time-tracking rules, as they are given flexibility in managing their hours.

Flexibility and Work-Life Balance

Remote employees may request flexible working hours which the employer is obligated to allow within reason. This discussion should be open to including factors such as home-life leisure activities or family commitments, all contributing to a healthy and balanced work environment. With regard to a request for concentrated workdays, employers are not obligated to accept such requests, especially if they result in the need to pay the employee overtime. That being said, employers must collaborate with employees to establish a balanced workload and agreeable working hours.

Overtime and Holiday Work

Even when working from home, employees are entitled to compensation for overtime, and employers must accurately track work hours. In cases of holiday or weekend/Shabbat work, employees are entitled to appropriate compensation under Israeli law.

Expense Reimbursement

Employers are not obligated to cover travel expenses for remote workers, but for partial office work, they must pay a relative portion. Additionally, agreements regarding the reimbursement of home office expenses, such as internet and electricity, should be negotiated between employer and employee.

Workplace Accidents and Safety

When it comes to workplace safety, employers still bear responsibility for workplace accidents, even when the employee is working from home. Such accidents are covered by the National Insurance, provided the incident is proven to be work-related. With regard to health and safety regulations, the employer must ensure that the work environment is safe, whether at the workplace or at the employee’s home. 

Recommendations for Employers

• Implement time-tracking apps for transparent monitoring.
• Ensure clear employment agreements for all employees.
• Properly define “positions of trust” to avoid disputes over overtime and holiday compensation.
• Consider third-party insurance for remote workers to protect against potential claims involving clients or suppliers.

Employers and employees must remain aware of their rights and obligations as remote work becomes more commonplace. Clear communication and detailed employment agreements can help prevent future disputes and ensure compliance with labor laws.

If you have questions about your rights and responsibilities, feel free to contact us at Decker, Pex, Levi law offices for further information.

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