How to Hire Remote Employees in Palestine: A Legal Perspective

Keywords: Global remote hiring, Remote employees, Palestine

Introduction

The concept of remote work has emerged as a revolutionary force transforming the global employment landscape in an era characterized by technological innovation and shifting work dynamics. Working from home is becoming increasingly common worldwide, breaking down the barriers of location and the conventional office. Palestine stands out as a leading example of the potential benefits remote work might unlock in this shifting trend especially when it comes to remote hiring opportunities for International companies.

With the advent of remote work and remote hiring worldwide, employees are now more mobile and able to contribute to their positions outside the traditional office setting. Not only is this changing how organizations function, but it is also reshaping where they look for talent. 

With its deep historical roots and rapidly expanding educational opportunities, Palestine provides a fresh perspective on working remotely. This blog discusses the many positive aspects of working with remote employees, focusing on the rich resource of Palestinian talent. Palestine exemplifies the worldwide talent potential that can be exploited to create innovation and progress as the globe adjusts to the remote work revolution. With Kurdi law, you can get legal assistance regarding hiring remote employees and ensuring legal compliance related to hiring, paying, and collaborating with the best Palestinian employees. 

Understanding the Palestinian Talent Pool

According to the World Economic Forum, the Palestinian territories have made significant educational investments, leading to a better literacy rate. A tech-savvy workforce concentrating on software development, graphic design, and digital marketing has emerged from this commitment to education. 

Many Palestinian professionals speak English as a second language. Palestine has one of the most proficient workforces in the Middle East in terms of English proficiency, as said by the World Bank in 2016 and 2020 by the trading economics. Employing remote workers in Palestine is a cost-effective option in addition to other advantages. 

First and foremost, the Palestinian labour force has various marketable talents and knowledge. As their expertise in technology grows, Palestinian professionals are in a better position to contribute to cutting-edge initiatives, and their fluency in English facilitates communication within global teams.

Palestine’s tech sector is fast growing, with startups and creative firms helping to diversify the economy. This results in a competent and flexible workforce to meet the needs of modern industry.

Since the cost of living in Palestine is cheaper than in many Western countries, businesses can save money without settling for poorer-quality workers. Startups and other enterprises with limited resources still interested in making the most of their budgets would appreciate this cost-effectiveness.

Legal and Regulatory Considerations

Hiring Palestinians to work remotely requires careful consideration of the applicable laws. To maintain compliance and a harmonious working relationship, familiarity with applicable employment rules and regulations is essential. Regarding treating workers fairly, safeguarding their rights, and creating an atmosphere suitable for telecommuting, the Palestinian legal system plays a critical role.

Important Laws and Considerations for Remote Employment in Palestine

• Contracts and Labour Law: The Palestinian Labour Law, which outlines the rights and responsibilities of both employers and employees, governs employment in Palestine. Article 28 states that employment contracts must align with the law and explicitly describe important details like pay, benefits, and hours worked.
• Minimum Wage: As per Labour Law No. (7) of 2000 Article 87, the Committee on Wages comprising the Council of Ministers under the Palestine national authority shall determine the minimum wage limit, and the employees shall not be paid less than the stipulated minimum wage.
• Recently, the Palestinian National Employment Strategy 2021-2025 was developed through a partnership between the Palestinian government, labour unions, and private sector businesses in the Occupied Palestinian Territory (OPT). The new minimum wage is increased from 1,450 to  1,880 Israeli shekels per month, or around $437 to $567 in US dollars per month addition to seasonal workers 85 shekels and with minimum wage per hour being 10.5 shekels. 
• Leave and Holidays: The legal framework specifies provisions for yearly leave, sick leave, and public holidays, guaranteeing that even workers in remote locations have time off as per Palestinian Labor Law, Articles 74, 75, 76, 78, and 79. 
• As per Article 74, workers have the right to paid time off each year, called annual leave. For regular jobs, it’s two weeks; for risky jobs or after five years, it’s three weeks. Workers can’t give up this right. Leave can be split if agreed. You can’t save more than two years’ worth of leave.
• Article 75 states employees can take paid time off for religious and official holidays. This won’t count as part of their annual leave.

• Article 76 states that workers can take a paid one-week leave per year for educational purposes, with rules set by the Minister’s decision.
• Article 78 states that If a worker’s close family member (up to 2nd degree) dies, they get 3 paid days off. This doesn’t count as their annual leave. A worker can take up to 10 days off each year from their annual leaves for unexpected reasons, but not more than 3 days in a row.
• Article 79 states that with a doctor’s note, a worker can have 14 days of fully paid sick leave per year. They can also get 14 days of half-paid sick leave.
• As per Article 95, no minors may work the overnight shift or on legal holidays, religious holidays, or days off from school. Further, they should not be indulged in industries that are harmful and dangerous for their health and in locations that are located in remote areas or away from inhabited areas.
• The labour law of Palestine also provides maternity leave, as mentioned in Article 103. Every working woman employed for at least 180 days before her delivery is entitled to ten weeks of paid maternity leave, the first six of which must occur following the birth of her child.
• As per Article 68, the maximum working hours in Palestine are typically 45 hours per week. Palestinian labour laws generally require employers to compensate employees for additional hours worked beyond the standard working hours.
• Termination Procedures: Following proper termination procedures in case of contract termination, including notice periods and severance pay if applicable, as stated in Palestinian Labor Law, Article 41.
• Taxes: There may be tax consequences for the business and the employee in a telecommuting arrangement. To ensure conformity with tax laws and requirements, an in-depth understanding of these factors is crucial.

There are specific ranges of income on which the tax rates are based. For example, if your yearly income falls between ILS 1 and ILS 75,000, you’ll be in the first bracket. If it’s between ILS 75,001 and ILS 150,000, you’ll be in the second bracket. And if it’s ILS 150,001 and above, you’ll be in the third bracket.

Tax Rates: The tax rates represent the percentage of your income that you’ll need to pay in taxes, depending on which bracket your income falls into.

• 5%: If your yearly income is between ILS 1 and ILS 75,000, you’ll pay 5% of that income as tax.
• 10%: If your yearly income is between ILS 75,001 and ILS 150,000, you’ll pay 10% as tax.
• 15%: If your yearly income is ILS 150,001 and above, you’ll pay 15% of that income as tax.

The Palestinian legal system provides a set of safeguards for distant workers, including their rights and responsibilities. Employers who abide by these laws show that they value diversity in the workplace, equal opportunity, and moral conduct. The legal framework encourages open communication, mutual trust, and shared responsibility between employers and remote workers. 

If you’re looking for assistance hiring remote employees, you can consider partnering with Kurdi & Company, a law firm specializing in employment, and compensation benefits. We can guide the legal aspects of hiring remote employees, help you draft employment contracts, ensure compliance with labour laws, and offer advice on managing remote teams.

There are a few crucial elements in employing remote workers in Palestine. Creating engaging advertisements for open positions that are attractive to candidates is the first step. When applications are received, the next step is usually a series of interviews, which can be done remotely via video conferencing software. It is essential to evaluate interviewees’ technical abilities, cultural compatibility, and English competence. 

After the proper applicant has been chosen, a formal employment contract by Palestinian labour rules is made available to them. After that, there is effective onboarding, which includes providing all the tools they’ll need, outlining their responsibilities, and helping them adjust to the company’s remote work culture. 

Cultural Sensitivity and Time Zones

Hiring in Palestine can help you avoid the challenges of many time zones, a significant barrier to remote work. The easiest method to tackle time zone variations is to agree on work hours and availability ahead. Predictive communication puts everyone in a constructive mood and clears the air. Palestinian remote employees provide diverse cultural perspectives to the digital workplace. 

Further, relationships and trust are essential to successful remote employment. Respect for distant workers can be seen in the observance of legislative holiday limits and religious holidays. Showing concern for their welfare can be as simple as compensating them fairly for overtime. This method strengthens the bond between the company and its workers. 

Conclusion

To successfully hire remote workers in Palestine (remote hiring), employers need to post compelling job ads, perform remote interviews, and use legally compliant employment contracts. Clear expectations must be communicated to manage time zones successfully. Remote workers benefit from increased collaboration and productivity when exposed to an environment that values cultural diversity. Palestine demonstrates its potential as an essential contributor to the changing global work paradigm as the globe adapts to remote work.

At Kurdi & Company, we offer comprehensive legal support for hiring remote employees and ensuring legal compliance when it comes to recruiting, compensating, and collaborating with top talent from Palestine.