How Does Employee Onboarding Work in the Jordan

Jordan’s labor market is governed by a robust legal framework and influenced by a culturally diverse workforce. Recruiters in Jordan face the challenge of navigating employment laws, social security requirements, and cultural expectations while delivering a smooth and engaging onboarding experience. 

This guide presents a comprehensive roadmap designed to help recruiters effectively onboard new hires, whether Jordanian nationals or expatriates, ensuring legal compliance and fostering a productive workplace.

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Why Strategic Onboarding Matters in Jordan

Navigating Jordanian Labor Law and Social Security Regulations

Jordanian labor law, primarily regulated by the Jordanian Labor Code No. 8 of 1996, governs employment contracts, probation periods, termination, working hours, and employee rights. One key aspect of onboarding in Jordan is ensuring that employment contracts comply with legal provisions, are registered with the Ministry of Labor, and that social security contributions are properly managed through the Social Security Corporation (SSC).

Failure to comply with the Labor Code or Social Security Law can result in fines and legal disputes. Recruiters must ensure all documentation is accurate, timely submitted, and compliant with the law to safeguard the company and employee interests.

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Enhancing Employee Engagement and Retention

Retention remains a priority in Jordan’s competitive labor market, especially in SEPA CREDIT TRANSFER (sCT), finance, and hospitality sectors. Sectors. Effective onboarding significantly impacts employee satisfaction and loyalty. When new hires understand their roles, company culture, and growth opportunities from the outset, their engagement and commitment increase, reducing turnover rates.

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Addressing Cultural and Social Diversity

Jordan’s workforce includes a mix of local Jordanians, Palestinians, Syrians, and expatriates from other countries. Onboarding programs that acknowledge and respect this diversity help build inclusive workplaces. Cultural sensitivity training and social integration activities are essential to ease adaptation and promote teamwork.

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How to Onboard an Employee in Jordan in 2025

1. Pre-Boarding Activities

Pre-boarding ensures all necessary groundwork is laid for a smooth employment start.

Issue Job Offer and Prepare Employment Contract

Recruiters issue a formal job offer and prepare the employment contract according to the Jordanian Labor Code. The contract must specify the job title, salary, working hours (typically 8 hours per day or 48 per week), probation period (up to 3 months), and other terms such as annual leave and termination conditions.

Contracts must be written in Arabic and signed by both parties. They must also be registered with the Ministry of Labor within 15 days of the employee’s start date.

Obtain Work Permit and Residency Visa (For Expatriates)

For expatriate hires, recruiters must apply for a work permit via the Ministry of Labor. The process includes submission of identity documents, medical certificates, educational credentials, and a valid contract.

After the work permit is approved, the expatriate applies for a residency visa through the Civil Status and Passport Department. Recruiters often assist in coordinating this process to avoid delays.

Medical Examination and Security Clearance

Expatriates must undergo a medical examination in Jordan-approved facilities, screening for communicable diseases. Depending on nationality, a security clearance from the Ministry of Interior may also be required. 

Social Security Registration

Employers are responsible for registering employees with the Social Security Administration within 30 days of hire. Employers and employees contribute to the Social Security fund, which covers pensions, work injuries, unemployment insurance, and health benefits.

IT and Logistics Preparation

Recruiters coordinate with IT and administration to arrange workstations, access credentials, and necessary equipment. Clear communication regarding the first-day schedule and reporting location is shared with the new hire.

2. First-Day Orientation

The first day serves to familiarize the new hire with the company and workplace culture.

Company Overview and Values

HR conducts an orientation session that introduces the company’s vision, mission, values, and organizational structure, fostering early cultural alignment.

Review of Policies and Procedures

Employees are briefed on policies such as working hours, attendance, leave entitlements, grievance redressal, and workplace safety. Compliance with Jordanian labor laws and internal regulations is emphasized.

Workplace Tour and Team Introductions

A guided tour familiarizes employees with office facilities, emergency exits, break rooms, prayer rooms, and other amenities. Introducing the new hire to immediate supervisors and team members fosters social bonding.

Administrative Formalities

Any remaining paperwork,  such as tax forms, social security documents, and confidentiality agreements, is completed.

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3. Training Phase

Training equips new hires with the skills and knowledge to perform effectively.

Job-Specific Training

Role-specific training covers operational procedures, client interaction protocols, and other relevant skills. Training methods include classroom sessions, e-learning, and hands-on mentorship.

Compliance Training

To ensure legal and cultural compliance, mandatory training is conducted on labor law rights, anti-harassment policies, workplace ethics, and safety measures 

Soft Skills and Cultural Awareness

Particularly for expatriates, training on Jordanian cultural norms, communication styles, and professional etiquette facilitates smoother integration.

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4. Easing the Transition

Supporting employees beyond orientation enhances retention.

Mentorship and Buddy Systems

Pairing new hires with experienced mentors or buddies provides ongoing guidance, helping navigate challenges and accelerating cultural acclimatization.

Scheduled Check-Ins

Regular check-ins during the first 90 days enable performance monitoring, feedback exchange, and issue resolution.

Feedback Mechanisms

Surveys and informal channels allow employees to share onboarding experiences and suggestions, supporting continuous improvement.

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5. Legal and Compliance Considerations

Recruiters must ensure adherence to:

• Employment contracts compliant with Labor Code No. 8 of 1996, registered with the Ministry of Labor.
• Work permits and residency visas are valid before commencement for expatriates.
• Social security registration and timely payment of contributions.
• Compliance with the Jordanian Social Security Law No. 1 of 2010 regarding employer and employee obligations.
• Observance of probation period regulations and termination procedures under the Labor Code.

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6. Post-Onboarding Evaluation

Evaluating onboarding effectiveness is essential for refinement.

• Conduct feedback surveys at 30, 60, and 90 days post-joining.
• Review new hire performance against role objectives.
• Use insights to enhance training, orientation, and cultural integration strategies.
  
  

Read more: How to Hire Employees in Jordan 

Wrapping Up

Recruiters in Jordan must balance complex legal requirements with the need for cultural sensitivity and operational readiness. By meticulously issuing compliant contracts, obtaining necessary work permits and visas, and conducting comprehensive orientation and training, they lay a solid foundation for employee success.

Implementing mentorship programs and fostering regular communication ensures smoother integration and boosts retention. Utilizing HR technology platforms streamlines compliance tracking, document management, and feedback collection.

Monitoring key metrics such as time-to-productivity, retention rates, and satisfaction levels informs ongoing improvements.

A robust onboarding framework is a strategic advantage in Jordan's dynamic labor market. It nurtures talent, ensures legal compliance, and drives organizational growth 

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