Employment Lawyer in Israel
For Employees and Employers
Employment relationships break at defined moments. A hearing scheduled for tomorrow morning, a termination letter written in haste, a payslip that does not add up, or a Ministry of Labour inspection that arrives without warning. Mor and Co. acts for both sides of that line, each in a separate file and only after a conflict check.
Where do you stand
Choose your side, and the rest of the page is built around it.
I am an employee
I was dismissed, called to a hearing, my terms were cut, I did not receive what was agreed, or I was injured at work.
Employee trackI am an employer
I received a demand letter or a claim, I am about to run a dismissal process, an inspection has opened, or I want the employment set up properly in advance.
Employer trackBoth sides of the table, from one room
In employment law the same fact looks completely different from the two sides of the table, and anyone who knows only one side is seeing half the picture.
The lawyers in this department come from a commercial and business background. They have advised companies through the full employment cycle, from drafting the contract to ending it, and they know the field inside out: not only the legislation and the case law, but the commercial considerations that drive each side and the real cost of every move.
That is what makes it possible to assess a file in the first conversation, to say honestly what is strong in it and what is weak, and to choose a course that fits what is actually at stake rather than what sounds good.
In practice, employment cases are decided in the small details. A clause in the contract, a line on a payslip, a message sent at two in the morning. That is where most of the work goes.
Four situations where we step in
Two from the employee side and two from the employer side. If you are not exactly in one of them, a short consultation meeting will sort it out.
Dismissed, or facing a hearing
A hearing notice, a termination letter, or a dispute over severance and final settlement.
EmployeesPregnancy, birth and fertility treatment
Dismissal or a cut in scope of employment during the periods the law protects most closely.
EmployeesA claim or a demand letter
Claims for wages, overtime, pension contributions or severance, and building an orderly defence.
EmployersInspections and getting employment right
Ministry of Labour inspections, employment agreements, employee versus contractor classification, and internal procedures.
EmployersThree mistakes that cost real money
Two from the employee side and one from the employer side. All three repeat constantly, and all three are avoidable.
Signing in the same meeting
Employees
A termination letter or a waiver signed under the pressure of the moment makes it very hard to challenge the separation terms afterwards. You can ask to take the document away and come back with an answer.
Walking into a hearing without the allegations
Employees
The hearing is the main opportunity to influence the decision, not a formality. Without receiving the allegations in advance it is hard to prepare for them.
A hearing run as a formality after the decision
Employers
The labour court examines the process itself. A defect in the process can cost money even when the decision on the merits was justified.
What Israeli law says
Six figures that come up in almost every file. They are correct as at publication, and they are a starting point for checking rather than a substitute for advice.
Minimum wage ILS 6,443.85 per month
The updated rate, in force from 1 April 2026. Source: Israeli Ministry of Labour, minimum wage update.
A 42-hour working week
A full working week since 1 April 2018, with a standard working day of 8 hours. Source: Hours of Work and Rest Law, sections 2 and 3, and the Ministry of Labour.
Severance after one continuous year
An employee who worked one continuous year for the same employer and was dismissed is entitled to severance of one month of salary per year of work. Source: Severance Pay Law, sections 1(a) and 12(a).
One month of prior notice
For a monthly-salaried employee with one year of seniority or more. In the first year the period is graduated by months worked. Source: Prior Notice of Dismissal and Resignation Law, 2001.
Pregnancy: a permit is required
After six months of employment, a pregnant employee may not be dismissed and her scope of employment or income may not be reduced without a permit from the competent official at the Ministry of Labour. Source: Employment of Women Law, section 9, and the Ministry procedure.
The right to a hearing is not in statute
It developed in the case law of the labour courts, so its scope is assessed on the facts of each case rather than under a single section.
Five stages, no surprises in the middle
Consultation meeting
What happened, when, and which documents already exist. By the end of the call there is a first picture of the possible directions.
Building the file
Employment agreement, payslips, correspondence, internal procedures and attendance records. Most cases are decided here rather than in the courtroom.
Mapping the exposure
What is at stake in each direction, what is strong and what is weak, and the realistic range of outcomes. Including the uncomfortable part.
Approaching the other side
A reasoned letter, negotiation, or running a hearing properly. A large share of files close at this stage.
Proceedings in the labour court
When no settlement is reached. The decision to file is taken together, after the cost, the timetable and the risk have been set out.
Three commitments
Fees agreed in advance
The fee is agreed in writing before work begins, with no surprises later.
One lawyer throughout the file
The lawyer who learned the file at the start stays with it to the end.
No promised outcome
We give an assessment of the prospects and the risk, including when it is not what you want to hear. Nobody can promise an outcome in the labour court.
The employee track
From the moment something goes wrong through to final settlement or proceedings in the labour court.
Dismissal, hearing and termination
Employee rights in Israel Hearing before dismissal Ending the employment relationship Worsening of employment terms Women at work, pregnancy and birthWhen the employer collapses
Company liquidation and employer insolvency Piercing the corporate veilInjured at work
Compensation for a work accident Occupational disease Work-related microtrauma FibromyalgiaThe employer track
Ongoing advice, running processes properly, and defending a claim when one arrives. This work is done together with the commercial department, where employment agreements, confidentiality and non-compete clauses are drafted.
What is connected, and not always obviously so
A workplace accident runs two tracks at once, so it is worth reading about National Insurance disability as well, where recognition, the medical committee and the appeal process sit. Employment agreements, confidentiality and non-compete clauses are built together with commercial law, and anyone employing workers who do not hold permanent status in Israel will find the groundwork under citizenship and immigration.
What people ask us
I was dismissed. What am I entitled to?
What is convalescence pay?
I was called to a hearing tomorrow. What should I do?
Can a pregnant employee be dismissed?
I resigned. Am I entitled to severance?
An inspection has opened against me. What now?
I am an employer and I received a demand letter. Should I pay?
You act for both employees and employers. Is that not a conflict?
A consultation meeting, with no commitment
Fill this in and we will get back to you shortly. If it is urgent, for example a hearing set for the coming days, say so in the message field and we will move it forward.