ISRAEL Law and Practice Contributed by: Tal Keret, Shira Lahat, Neta Goshen Brami, Shira Cohen-Mazor and Shirly Mahlab Hefetz, Arnon, Tadmor-Levy
Desk sharing and hot desking These are increasingly common in hybrid workplaces, especially in tech and coworking spaces. Although not directly regulated by law, employers should ensure compliance with data privacy (eg, device security) and ergonomics requirements. A clean desk policy is often used to mitigate the risk of data breaches. Hybrid work models Many Israeli companies now offer hybrid work as a standard arrangement, blending remote and on-site work. These models are typically governed by internal policies or employment agreements, with key legal implications relating to working hours, supervision, and employee monitoring. Digital nomadism and cross-border work While not yet widespread, the trend of employees working remotely from abroad raises complex legal issues regarding tax residency, work visa permit, labour law applicability, and employer liability. Com - panies must evaluate such arrangements on a case- by-case basis, including potential extraterritorial regu - latory exposure. In Israel, employee unions operate either as sector- specific entities ‒ representing distinct professional groups such as physicians or senior academic staff ‒ or as multi-sector organisations encompassing vari - ous professions. The criteria for recognition as a legitimate employee union are not prescribed by statute but have been developed through Israeli labour court jurisprudence. To be recognised as a labour union, an organisation must demonstrate certain characteristics: • it must possess a permanent and stable organisa - tional structure; • it must operate democratically; 6. Collective Relations 6.1 Unions Employee Unions in Israel: Structure and Recognition of Employee Unions
tion policies to include rules on conduct while working remotely. 5.2 Sabbaticals Framework and Limitations There is no statutory entitlement to sabbatical leave in Israel’s private sector. However, sabbatical arrange -
ments may be provided through: • individual employment contracts; • CBAs; and • employer policies.
In the public and academic sectors, sabbaticals are more formalised. For instance, university faculty mem - bers are often entitled to sabbatical leave every six years, typically for research and academic develop - ment, governed by institutional rules and CBAs. Private-sector sabbaticals are typically unpaid unless otherwise agreed. Employers are not legally obligat - ed to reinstate an employee following unpaid leave unless otherwise specified by contractual terms or a CBA. However, if an employer decides to formally ter - minate the employment, a hearing must be conducted prior to making such a decision. During unpaid sabbaticals, employees are not covered by employer-paid social benefits (except for social security payments for the first two months. However, voluntary continuation of certain insurance schemes (eg, health or pension plans) may be arranged. An employer must receive the consent of the employ - ee in order to place them on unpaid leave. Forced and consensual leave of absence might result in payment of the employee’s salary or be considered as termina - tion of employment.
5.3 Other New Manifestations Other New Manifestations of Work
The concept of “new work” in Israel encompasses evolving trends in workplace organisation, reflecting global shifts toward flexibility, autonomy, and innova - tion. Common emerging practices include the follow - ing.
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