At a glance
- Israel’s Home Front Command has issued new temporary directives that restrict workplace operations during the ongoing state of emergency.
Due to the ongoing state of emergency in Israel, new Home Front Command directives have come into force. These measures introduce temporary rules affecting workplace operations, staffing, attendance, working hours, pay, and employment protections.
Workplace operations
From 5 March 2026 to 9 March 2026, workplaces may operate only if employees have access to a compliant protected area.
- Employers in essential sectors may continue operating under the existing restrictions.
- Gatherings are limited to 50 people, provided a protected area is accessible.
- Employers that remain open are encouraged to keep physical presence to essential staff only.
Essential sectors
Essential sectors include employers formally certified as essential plants as well as industries identified as critical (with updates covering, among others, high‑tech and construction).
Most essential‑sector employers do not require special approval; classification is based on the nature of operations.
Note that under guidelines issued on 15 June 2025, essential sector enterprises may continue operating without submitting a formal request, provided protected spaces are available and essential staffing is maintained.
Employer responsibilities in essential sectors
Employers must ensure:
- functioning alert systems;
- accessible and ready protected areas; and
- clear communication of instructions to employees.
On‑site staffing should be kept to minimum necessary levels, while still meeting protection requirements.
Employee attendance and remote work
Essential plants may require employees to attend work and may issue call‑up orders where applicable.
Employers are not obliged to approve remote work but must consider such requests in good faith.
Pay, leave, and unpaid leave
- Employees who do not work, on‑site or remotely, are generally not entitled to wages.
- Employers may require the use of annual leave, following standard notice rules.
- Unpaid leave may be used, preferably by agreement, and subject to enhanced protections for certain employee groups.
- Eligibility for unemployment benefits typically requires 30+ days of unpaid leave, though a special arrangement is expected.
Employment protections
Employees may not be dismissed due to absence resulting from Home Front Command directives or childcare obligations during school closures, subject to specific conditions. Usual protections for vulnerable groups, such as pregnant employees and reservists, continue to apply.
Overtime rules
A general overtime permit currently authorises:
- Up to 67 working hours per week.
- Up to 90 overtime hours per month.
- Working days of up to 14 hours, subject to safeguards including employee consent, required breaks, and workforce‑absence thresholds.
Additional exceptions apply to essential plants.
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