As you get ready to recruit and hire Israeli employees, you’ll have to focus on multiple employment compliance factors. For example, you need to make sure employees work the right number of...
Read MoreAs you get ready to recruit and hire Israeli employees, you’ll have to focus on multiple employment compliance factors. For example, you need to make sure employees work the right number of hours, meet all requirements during the onboarding process, and have a positive hiring experience.
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As you get ready to recruit and hire Israeli employees, you’ll have to focus on multiple employment compliance factors. For example, you need to make sure employees work the right number of hours, meet all requirements during the onboarding process, and have a positive hiring experience.
Globalization Partners can check all of Israel’s employment compliance boxes on your behalf. We’re the global expansion experts, and we have subsidiaries around the world that we can use to help you start working faster. When you choose to partner with us, we’ll make sure you can hire employees faster without the stress associated with compliance regulations.
Learning about Israeli business etiquette can help you prevent cultural misunderstandings with potential hires, but you should also spend some time considering the logistics of the recruitment process. Do you know the most effective channels for sourcing talent in Israel? Are you familiar with the laws you’ll need to follow to keep your company compliant? If not, Globalization Partners can help.
In Israel, personal connections are an important aspect of business. Many companies source talent by meeting candidates at conventions or networking events in Tel Aviv or Jerusalem. If your company is just entering the market, you might find networking to be a challenge. For this reason, many international companies choose to partner with a global PEO that already has contacts and an established presence in-country.
You should also be aware of the laws regarding the recruitment process in Israel. The Employment Law of 1988 forbids employers from discriminating against employees and job applicants based on a wide range of characteristics, including:
Fortunately, you can take a few steps to make sure your company stays compliant with these laws. First, avoid listing protected characteristics in job postings. For example, mentioning a “young and dynamic team” could be interpreted as age-based discrimination. The only time you should refer to one of these traits is if it is an inherent requirement for the job. You should also be mindful of the language you use and the questions you ask during conversations with potential hires.
Learning how to hire Israeli employees effectively starts with understanding the country’s culture. Israelis are typically friendly and cordial, but they’re also direct and assertive in business. Companies in Israel usually have a flat hierarchy and informal relations. Employees often collaborate and work in a fast-paced environment. Meetings frequently start about 20 minutes late, and they can get interrupted by phone calls, people walking in, and more.
Although it’s not required by law, we recommend drafting a written employment contract in the employee’s local language and including compensation amounts in Israeli shekel. Contracts should outline everything from working hours to benefits and even termination requirements.
Many employers try to add confidentiality, intellectual property, and non-competition clauses to their employment contracts, but there are some Israel employment compliance laws to follow. These types of restrictive provisions are valid only if they protect your legitimate interests or trade secrets. Many times, these restrictions aren’t enforced, so you should consider whether they will hold up for your company before adding them.
Israel’s standard workweek consists of 42 hours Sunday through Thursday, but non-Jewish employees may choose Friday, Saturday, or Sunday as a weekly holiday. Jewish employees cannot work on Saturday unless the employer is open and has a special permit. Overtime is compensated at a rate of 125% of standard pay for the first two hours and 150% for any hour after that.
You can onboard employees any way that makes sense for your company, but we recommend taking certain steps to help employees succeed. Start by reviewing the employment contract with the employee on their first day. Then, you can have them go through job training to make sure they’re comfortable with their position. If you’re pressed for time, try onboarding multiple employees at one time and creating events that allow employees to bond.
Israel hiring outsourcing with Globalization Partners means we will take care of hiring your employees and managing your Israel employment compliance. We’ll either onboard your preferred candidates using our existing subsidiary or source the best talent and hire them to work for your company. Globalization Partners will act as the Employer of Record, so we’ll be responsible for compliance instead of you.
If you want to find an easier way to expand to Israel, we can make it happen. Contact us today for more information about Israel hiring outsourcing.
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