Notice of Employment Terms – Employer’s Obligation and Legal Implications

According to Israeli labor law, every employer is required to provide a written Notice of Employment Terms to any employee within 30 days from the beginning of employment, or within 7 days for minor employees (under the age of 18). This requirement is enshrined in the Law of Notice to the Employee and Job Candidate (Employment Terms and Screening Process), 2002.

What should be included in the Notice of Employment Terms?

The notice must clearly outline the following:

  • Full name of the employer

  • Full name of the employee

  • Daily and monthly working hours

  • Hourly wage, or monthly salary

  • Pension fund contributions (employee and employer portions)

  • Rest day of the employee

  • Name or title of the direct supervisor

  • Entitlement to social benefits: vacation days, recuperation pay (Dmei Havraa), sick leave, etc.

  • Whether the employee is employed under a collective agreement or is subject to a sectoral extension order issued by the Ministry of Labor

  • Whether the employer is a party to a labor union agreement

This notice ensures transparency and allows employees to verify, when receiving payslips and working hour summaries, whether their wages and benefits match the agreed-upon terms.

Legal Importance

Unfortunately, many employers fail to comply with this legal obligation — whether due to negligence or intentional disregard of employee rights. Such failure constitutes a violation of statutory duties.

Importantly, Section 2 of the law outlines that the terms of employment must be delivered in writing and must reflect actual work conditions.

The rationale behind the law is to give the employee clear and timely information about their employment conditions, so they can monitor the legality of salary payments and benefit accruals.

Can the employer provide the notice unilaterally?

Yes. The law does not require the employee to sign the document. The employer may deliver the notice unilaterally, and it will still be binding, provided it was properly delivered.

Legal consequences of non-compliance

Under Section 5 of the law, an employer who fails to provide the employee with the Notice of Employment Terms within the required timeframe may be subject to a compensatory claim in labor court. The court may award the employee compensation of up to 15,000 NIS, even if no direct financial damage was caused.