ISRAEL Law and Practice Contributed by: Tal Keret, Shira Lahat, Neta Goshen Brami, Shira Cohen-Mazor and Shirly Mahlab Hefetz, Arnon, Tadmor-Levy
protection or obtain the employee’s consent for the transfer, unless another legal basis applies. The use of monitoring tools (such as email monitoring, CCTV, or GPS tracking) in the workplace is subject to strict limitations. Employers must balance their legiti - mate interests with employees’ right to privacy and must provide clear notice to employees regarding any monitoring activities. The PPA is responsible for enforcing data privacy laws in Israel. Non-compliance can result in administrative fines, civil liability, and, in some cases, criminal sanc - tions. Israeli law imposes a range of limitations on the employment of foreign workers, reflecting a balance between the needs of the local labour market, the pro - tection of foreign workers’ rights, and the state’s inter - est in regulating immigration and employment. The main legal framework governing the employment of foreign workers in Israel is the Foreign Workers Law, 5751-1991, along with various regulations, govern - ment decisions, and sector-specific arrangements. Sectors Permitted to Employ Foreign Workers Foreign workers are primarily employed in specific sectors, such as: • construction; • agriculture; • nursing and caregiving; and • hotel and hospitality industry (to a limited extent). A smaller number of foreign workers are employed in specialised categories requiring expertise such as: • senior representatives of foreign or international companies; • senior staff in foreign aviation or shipping compa - nies; • lecturers or researchers in higher education institu - tions; 4. Foreign Workers 4.1 Limitations on Foreign Workers Overview
• medical professionals undergoing training or spe - cialisation in hospitals; • diamond workers; • foreign photographers or journalists; • foreign artists; • representatives of foreign military forces; and • experts with unique skills not available in the local workforce. Employer-Specific Permits Foreign workers are generally tied to a specific employer and position. The permit to employ a foreign worker is non-transferable, meaning the worker can - not freely change employers without going through a formal process and receiving approval from the Popu - lation and Immigration Authority. Duration of Employment There are strict limitations on the duration of employ - ment for foreign workers, as set out below. • In most sectors, foreign workers may be employed for a maximum cumulative period of 63 months (five years and three months). • In the care sector, exceptions may apply, especially if the worker is caring for a specific individual with special needs. • After the maximum period, the worker must leave Israel and may be subject to a “cooling-off” period Foreign workers are entitled to the same minimum wage and basic employment rights as Israeli workers, including: • minimum wage; • overtime pay; • paid vacation and sick leave; • severance pay; • social benefits (such as pension contributions, in certain cases); • travel Expenses; and • annual recreation allowance. Employers are also required to provide suitable hous - ing, health insurance, and, in some sectors, meals or meal allowances. before becoming eligible to return. Wages and Working Conditions
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