Rights of Foreign Workers in Israel
A guide for employers. Employing a foreign worker is governed by the Foreign Workers Law, 5751-1991 and carries duties that ordinary employment does not: a prior permit, a contract in the worker's own language, private medical insurance and, in certain sectors, accommodation. This page sets out what is required and what the exposure is when it is not met.
The Foreign Workers Law
The Foreign Workers Law, 5751-1991 governs eligibility to employ foreign workers, the process of obtaining permits, and the employer's duties. Its purpose is twofold: to prevent exploitation, and to ensure that employment takes place on fair terms including proper pay and social benefits.
Alongside it apply the Entry into Israel Law, 5712-1952 and its regulations, which govern the visa itself. On the types of visa and how they are obtained, see our page on the work visa for a foreign worker.
The duties below apply in addition to ordinary labour law, not instead of it. A foreign worker is entitled to everything an Israeli worker is entitled to, and to what is set out here on top of that.
Who may employ
Employing a foreign worker requires a prior permit from the Population and Immigration Authority. The permit is required in defined sectors:
- Construction
- Industry
- Infrastructure
- Caregiving services
- Agriculture
- Food businesses
Dedicated permits are also granted for the employment of expert workers in specific fields, on a separate track.
The employer's duties
- A valid medical certificate. The employer must verify that the worker holds a certificate attesting to health and fitness for the work.
- A reasoned application. The employer must apply for a residence visa and a work permit for the worker.
- A written contract in the worker's language. Not in Hebrew, and not in a language the worker does not read.
- Private medical insurance. At the employer's expense, in force for the whole period of employment.
The contract must state the names of employer and worker, a description of the role, pay details and payment dates, working hours, rest days, and particulars of paid absences.
Employment terms must match the collective agreements and protective legislation applying in the relevant sector. The employment permit does not override them.
Conditions and rights
Pay and hours. Not less than the minimum wage, alongside the rules on working hours, overtime and rest days.
Accommodation. In certain sectors the employer has a duty to provide suitable accommodation.
Social rights. Pension, severance pay and recuperation pay, as they apply to the employment.
Safety and health. The employer's duty to ensure a safe and healthy working environment applies in full, and in sectors such as construction and agriculture it is a principal focus of enforcement.
Consequences of non-compliance
Failing to meet these duties exposes the employer on several fronts at once:
- Claims by the worker in the Labour Court.
- Financial penalties under the Foreign Workers Law.
- Revocation of employment permits, which means the ability to employ at all going forward.
- In serious cases, even custodial sentences.
The Labour Courts take a strict approach to employers who breach the rights of foreign workers, recognising the imbalance of power and the worker's dependence on the employment permit.
In summary
Employing a foreign worker is not ordinary employment with one extra form. It is a route with a prior permit, a contract in the worker's language, private medical insurance and, in certain sectors, accommodation. Most employer exposure arises not from bad faith but from assuming the duties are the same as for an Israeli employee.
For advice on employing foreign workers, contact us by phone at 02-5953322 or on WhatsApp at 050-441-1343.
What people ask most often
Is a foreign worker entitled to the same rights as an Israeli employee?
In which sectors is a prior permit required?
Must the contract be in the worker's language?
Who pays for the medical insurance?
What is the exposure for failing to comply?
We are employing an expert rather than a sector worker. Is that different?
All Labour Law Department pages
Employing foreign workers?
Tell us the sector, how many workers and which track. That is enough for us to say which permits are needed and where your exposure lies.