Q1: Can workers form trade unions in Jordan?
Yes, the Jordanian Constitution and Labour Code allow workers to form trade unions. At least 50 workers in the same trade are needed to form a union. The union must register with the Ministry of Labour. Workers also have the right to join existing unions.
Q2: Can employers interfere with union membership?
No, employers are prohibited from preventing workers from joining unions or forcing them to resign from one. Any discrimination based on union membership is illegal. Workers cannot be penalized for participating in union activities outside work hours. This ensures freedom of association.
Q3: Are there national unions in Jordan?
Yes, trade unions are part of the General Federation of Jordanian Trade Unions. This national body includes 17 sector-specific unions. It coordinates union activities and represents Jordan at international labor forums. It is the largest civil society organization in the country.
Q4: How are collective agreements formed?
Collective agreements are signed between employers (or their representatives) and trade unions. They can be for a fixed term (up to two years) or indefinite. If indefinite, either party can terminate after two years with one month’s notice. The Ministry must be informed of such agreements.
Q5: Are collective agreements binding?
Yes, collective agreements are legally binding on all parties, including future employers and workers. Even non-union workers in the covered establishment are included. The employer cannot reduce acquired rights after the agreement ends. This ensures lasting benefits for workers.
Q6: Can collective agreements be extended to a whole sector?
Yes, if a collective agreement has been in force for at least two months, the Ministry of Labour can extend its terms to all employers and workers in a specific region or sector. This is done to standardize fair practices. A formal request must be submitted.
Q7: Are strikes allowed in Jordan?
Yes, strikes are allowed but must follow strict procedures. Workers must give the employer 14 days’ notice (28 days for public services). Strikes are not permitted during ongoing legal dispute resolution. Unauthorized strikes can result in fines and loss of wages.
Q8: Can employers declare lock-outs?
Yes, employers may initiate a lock-out with 14 days’ notice (28 days for public services). Like strikes, lock-outs are illegal during pending dispute proceedings. Employers who violate this may face heavy fines and be required to pay workers during the lock-out period.
Q9: How are disputes resolved if talks fail?
Disputes are first referred to a conciliation officer appointed by the Minister. If not resolved, a conciliation board is formed. If that fails, the matter goes to an industrial tribunal. Tribunal decisions are final and binding. The process is designed to prevent prolonged conflicts.
Q10: How are individual labour disputes resolved?
Individual labour disputes are resolved by the Conciliation Court. Wage-related cases are handled by the Remuneration Authority for faster resolution. Workers have 10 days to appeal court decisions. All cases must be settled within three months, ensuring timely justice.
