Palestinian Labour Law

In the services sector

Know the law for a clearer employment relationship.

Palestinian Labour Law No. 7 of 2000 is a key reference for employment relationships within its scope. Its provisions concern everyday matters such as contracts, wages, working time, leave, safety and termination. Reading these subjects together helps explain rights and obligations rather than relying on isolated information.

The union provides an introductory information resource here. This page does not determine any individual’s entitlements: application depends on the worker’s status, the relationship, the facts and the relevant laws and decisions in force.

Start by identifying the framework governing your work

Working in the services sector does not mean everyone is subject to the same framework. The Labour Law specifies exclusions, including government and local authority employees, while guaranteeing their right to form their own unions. Identifying legal status must therefore come before comparing rights or calculating entitlements.

The actual employment relationship

Duties, pay, management and supervision are important elements in understanding the relationship. A job title or describing someone as independent is not enough to settle every related issue.

Minimum rights and more favourable provisions

The Law establishes minimum workers’ rights that cannot be waived and recognises more favourable special rules when their conditions are met. Review should not be limited to a single contract clause.

Clear contracts and organised evidence

Service jobs require clear conditions from the start.

Work, pay and location

Review the information describing the job, its location and duration, pay and essential conditions. Keep your copy of the contract and any subsequent amendments.

Writing and means of proof

The law recognises written or oral employment contracts, whether express or implied, and allows rights to be established through legally accepted evidence. The absence of a written copy alone does not determine whether a right exists.

Records and correspondence

Organise payslips, payment evidence, attendance records and relevant correspondence. A clear timeline helps establish the facts without altering documents or disclosing colleagues’ data.

Recurring issues in working life

Wages and deductions

Know your agreed wage, its components and when it is due, and check the reasons and legal basis for any deductions. A deduction is not lawful simply because it appears on a payslip.

Working hours and overtime

Distinguish actual working time from rest periods and overtime. Clear schedules and records matter when discussing pay due and managing workloads.

Leave and rest

Types of leave and their conditions vary, including annual, sick and maternity leave. Review the type of leave and eligibility conditions, keeping relevant requests, responses and documents.

Dignity and safety are part of the employment relationship

Legal knowledge is not limited to pay. Labour issues include equal opportunities, occupational health and safety, and protection related to workplace injuries. In service establishments, risks may involve stress, lifting, cleaning products or office equipment.

The union seeks to make prevention and respect permanent issues in labour dialogue and to promote understanding of the responsibilities of employers, workers and competent bodies. Medical, inspection and judicial decisions remain the responsibility of their respective authorities.

When employment ends, details matter

Distinguish between expiry of a fixed term, resignation, termination by the employer and mutual agreement.
Review start and end dates, actual wages, notices and any disputed entitlements.
Understand the effect of any final settlement or agreement before signing it; do not rely on the document’s title alone.
Avoid standard calculations that ignore the reason for termination, length of service, exceptions and current legal provisions.

From awareness to action

What is our union’s role?

Making legal knowledge accessible

Explaining common terms and issues and relating them to service occupations, while directing readers to the original legislation rather than presenting a summary as a complete substitute.

Representation and improved conditions

Drawing on legal rights in dialogue and bargaining, and seeking clearer and fairer working conditions.

Advocating effective implementation

Raise awareness of the importance of respecting rights, records, prevention and equality, and bring shared issues before the relevant bodies within each party’s powers.

Knowing the law helps you ask the right question; determining the right and procedure requires reviewing the case and provisions in force with a specialist.

For a fuller picture

Frequently asked questions

Does having no written contract mean a worker has no rights?

The absence of writing alone does not settle this. The Law recognises written, oral and implied contracts, and the actual relationship and legally admissible evidence remain important in every case.

Do the same legal provisions apply to every member of the public services union?

The applicable framework cannot be determined by the union’s name or occupation alone. It requires knowing the employer, contractual status, scope of the law, and relevant exclusions or special rules.

Browse the FAQ library

References

Awareness content explaining the union’s role. Consult the laws in force and the competent authorities when examining an individual case.