Amendments to Jordan Labor Law included: agencies for recruiting non-Jordanian workers, conditions for employing non-Jordanian workers, definition of sexual harassment, discrimination based on sex, and tightening some penalties in the law
Article (29): A- An employee has the right to leave his job without notice, while retaining his legal rights to severance pay and compensation for unemployment and damages in one of the following cases:
1- Being employed in a job that is clearly different in nature from the job for which he was agreed upon in the employment contract, provided that the provisions of Article (17) of the Labor Law are taken into account.
In this regard, the provisions of Article (17) of this law shall apply.
2- Employing him in a way that requires him to change his permanent residence, unless the contract stipulates that this is permissible.
3- Transferring him to another job in a lower grade than the one in which he agreed to be employed.
4- Reducing his salary, provided that the provisions of article (14) of this law are observed.
5- If it is proved by a medical report issued by a medical authority that his continued work would endanger his health.
6- If the employer or his representative assaults him during or because of his work by beating, humiliation or any form of sexual assault.
Punishable according to the provisions of the legislation in force.
7- If the employer fails to implement any provision of this law or any regulation issued thereunder, provided that he has received a notice from the competent authority of the Ministry requesting compliance with these provisions.
B- If the Minister finds that the employer or his representative has used violence or any form of sexual assault against the workers employed by him, the Minister may decide to close the establishment for the period he deems appropriate, subject to the provisions of any other legislation in force.