Navigating Between Emergency and Routine

As emergency measures and evolving security developments continue to influence workplaces, this update provides an overview of the key legislative processes and regulatory guidelines arising from the current emergency framework, together with ongoing updates on matters that affect employers and workplaces.

As of the date of this update, the state of emergency declared in Israel has been extended until 14 April 2026. During this period, legislative initiatives and the formulation of new regulatory arrangements continue to advance, each of which will have implications for workplaces, and for the rights and obligations of employers and employees.

 

Updates Relating to the Emergency Situation

Unpaid Leave Framework

In light of the security situation and the restrictions imposed on the economy since 28 February 2026, the government published the Economic Assistance Plan Bill (Temporary Provision – Lion’s Roar), 2026, intended to establish a social safety net for employees harmed by the situation, alongside certain reliefs for employers. On 30 March 2026, the legislative process was completed, and the arrangements will therefore apply retroactively from 28 February 2026. Should the state of emergency continue, these arrangements may be extended.

The arrangement establishes a framework for placing employees on unpaid leave during which they may receive unemployment benefits from the National Insurance Institute.

Key points:

• The framework allows for unpaid leave initiated either by the employer or by the employee.
• The minimum period of unpaid leave required for unemployment benefits is at least 10 days.
• The qualifying period for unemployment benefits will be six months of employment within the 18 months preceding eligibility (a shorter period of three months for certain populations, including employees with disabilities; spouses of those who served more than 90 reserve‑duty days during the past year; and individuals evacuated from their homes during the recent hostilities).
• Eligibility for payment will not be subject to the five‑day "waiting period” and will not be conditioned on exhausting vacation days.
• The law includes a designated assistance mechanism for employees aged 67 and above, who are not entitled to unemployment benefits.
• The law also includes specific amendments to the Employment of Women Law, including, that the period of unpaid leave will not count toward the 60‑day protected period following maternity or parental leave; and a determination whereby absences resulting from instructions issued during the state of emergency will not be deemed prohibited reductions in scope of position or income.

 

The first unemployment benefit payments are expected to be made by the National Insurance Institute during April.

 

Protection for Employees During a State of Emergency – Absence from Work

On 24 March 2026, the Knesset approved on second and third readings the Protection of Employees in a State of Emergency Bill (Temporary Provision), 2026.

Key points:

• Employees who were absent from work or unable to perform their work due to evacuation from their homes as a result of war‑related damage will be protected against dismissal for a period of three months from the date of evacuation, subject to presenting confirmation from the local authority.
• Similar protection will apply to employees absent for the purpose of supervising their child when the other parent is serving in military service or other statutory service.
• These protections will also apply to contractor workers.
• The validity of these arrangements is 28 February 2026 through six months after the end of the home‑front state of emergency.

 

Rights of Reservists and Their Spouses, and Employer Reimbursement

As part of a "package deal” between employer organizations and employee unions, on 23 February 2026, a collective agreement was executed between the Presidium of the Business Sector and the Histadrut regarding reservists and their spouses, subject to it being extended by way of an extension order. The Minister of Labour has announced the intention to issue an extension order, but as of this update, the order has not yet been published.

The complementary component of the "package deal” is the enactment of regulations for reimbursing private‑sector employers (at a rate of 20% of salary) for their obligation to continue social‑benefit contributions during employees’ reserve duty. The regulations apply 1 January 2026 – 31 March 2026, with first reimbursements expected within 60 days of publication.

 

Main Provisions of the Collective Agreement Expected to Be Extended within an Extension Order

1. Restrictions on Termination and Unpaid Leave for Reservists

• A reservist who has served at least 60 cumulative reserve‑duty days in the calendar year (including at least seven consecutive days) will receive 60 days of protection after the end of the reserve duty.
• An employer may not place such an employee on unpaid leave during the 30 days following the 30‑day post reserve service period.
• Termination or unpaid leave during reserve service or the protected period requires a permit.

 

2. Prohibition on Deterioration of Employment Terms

• It is prohibited to worsen the reservist’s employment conditions, including by reassigning the employee or adding/removing duties, also during the 30 days following the 30‑day post reserve service period (in addition to the existing prohibitions on reduction of income or scope).

 

3. Paid Absence Days for Spouses of Reservists

• Spouses of reservists will be entitled to paid absence days, based on the reservist’s cumulative reserve‑duty days, as follows:

 

Cumulative annual reserve duty   in the calendar year	Additional Paid absence days   for the spouse of the reservist
up to 30	0
31–60	2
61–90	4
91–120	6
121+	8

• Eligibility requires specific preconditions, primarily that the couple has at least one child under age 14; or that the spouse exclusively cares for a close family member with a disability; or that the reservist or spouse has an ill parent.

• The paid absence days may be used for specific purposes, including, supervising or caring for a child; essential household tasks that can be performed only during work hours; or other justified absences coordinated with the employer (while considering workplace needs, where possible).

 

Important:

• These days are in addition to other statutory absences and may be taken partially as hours of absence.
• The entitlement cannot be accumulated or redeemed, except across calendar years in cases of continuous reserve duty.
• The arrangement includes rules for absences taken earlier in 2026 prior to the order’s entry into force.

 

4. Accrual of Annual Leave

In specific circumstances (including at least 10 consecutive days of reserve duty or being called to work in a workplace that is an essential facility or essential services facility), an employee may accrue unused annual leave without employer consent and carry it forward adding it to leave entitlements for the next two working years.

Note: The accrual entitlement has changed from prior extension orders.

 

Overtime Work Permits

The general permit allowing employment of employees up to 14 hours per day (including overtime) and up to 67 hours per week, with a monthly overtime cap of 90 hours (instead of 60), has been extended, as of the date of this update, until 14 April 2026.

In addition, specific overtime permits in the security/guarding sector and in the transport, haulage, and logistics sectors have also been extended.

 

"Routine” Updates

Alongside the emergency‑related arrangements, there are additional day‑to‑day matters where changes continue to affect employers and workplaces.

Disclosure of Criminal Information to Employers

The Criminal Information and Rehabilitation Law provides that the criminal register is confidential, and information from it may not be disclosed except as permitted under the limitations set out therein, and only to the authorities and officials specified in the law, who are subject to the rules and standards governing the use of such information.

An amendment to the law, approved on second and third readings in the Knesset on 24 February 2026 and scheduled to enter into force six months after its publication, on 24 August 2026, provides that an employer may request from the police, for the purpose of employing an adult job candidate, a notice stating whether that candidate has a criminal record for a serious terrorism offense or an offense under Section 24 of the Counter‑Terrorism Law, provided that the candidate has given the employer written consent within a designated form.

Increase in Minimum Wage

Effective 1 April 2026, the monthly minimum wage for a full‑time position has been increased to a gross amount of NIS 6,443.85 (previously NIS 6,247.67). Accordingly, the hourly minimum wage has been updated to a gross amount of NIS 35.40.

The update to the minimum wage affects sectors in which sectoral minimum rates are linked to the national minimum wage. Consequently, an increase is expected in the minimum wages in the cleaning, security and guarding sectors, as well as in the catering sector, in accordance with the sectoral wage provisions set out in the applicable extension orders and sectoral collective agreements.

Note: These changes require review and preparation by service purchasers in the security, cleaning, and catering sectors, both with respect to existing service agreements and in anticipation of new engagements. This is necessary to ensure that the agreements, as required, reflect the updated cost of the sectoral minimum wage and the accompanying wage components included in the hourly rate.

 

We hope that you and your families are enjoying a peaceful Passover and Easter, and that future updates will find us all in calmer times. We will continue to keep you informed.

Labour & Employment Law Department