In a session held on Tuesday, the Council of Ministers, chaired by Prime Minister Dr. Bisher Al-Khasawneh, approved the flexible work system for 2024.

The system aims to increase employment rates in the labor market, reduce unemployment, enhance women's economic participation, alleviate workers' burdens, and allow them to balance work with family responsibilities and social conditions, in line with new work patterns.

The system also aims to reduce operational costs, decrease job turnover rates, and enable the Ministry of Labor to fulfill its roles in regulating the labor market in general, and flexible work arrangements in particular.

On May 8, the Legislative and Opinion Bureau published the draft of the flexible work system for 2024, defining flexible work as any intellectual or physical effort made by a worker for a wage within one of the flexible work contract forms specified in the system.

Article 3 of the system allows employers and employees to agree on one or more forms of flexible work, including remote work, part-time work, flexible hours, compressed workweeks, flexible year, and any other form added by the minister.

Employers can use any form of flexible work if it suits the nature of the job, subject to Article 6 of the system, which states:

1. A non-flexible work contract can be converted to a flexible work contract by mutual agreement.
2. Specific categories of workers in organizations applying the flexible work system can opt for flexible work, including:

- Workers enrolled in academic or professional programs.
- Nursing or pregnant women, based on a medical report.
- Workers caring for children or elderly family members.
- Disabled workers.
- Any worker whose job is compatible with flexible work.

Flexible work contracts must be written and include:

1. Worker’s details.
2. Employer’s details.
3. Agreed form of flexible work and tasks.
4. Agreed work hours.
5. Contract start and end dates.
6. Agreed wage and allowances.
7. Rights and obligations of both parties.
8. Any other agreed terms.

Article 6 also states:

a. Workers can request flexible work, and employers must respond within ten working days, stating reasons if denied.
b. Employers cannot change contract terms to flexible work or vice versa if it diminishes worker rights.
c. Workers and employers can switch between flexible and non-flexible work every three months.

Article 7 ensures part-time work considers the agreed percentage of work hours for calculating leave entitlements, except maternity and nursing leave.

Article 8 requires employers implementing flexible work to:

a. Provide necessary equipment and tools.
b. Ensure no discrimination between flexible and non-flexible workers.
c. Guarantee privacy in using computers or electronic means.
d. Set evaluation mechanisms.
e. Establish supervision and guidance mechanisms.

Article 9 mandates employers with ten or more employees using flexible work to amend their internal regulations accordingly.

Article 10 states:

a. Employers must provide the Social Security Corporation with flexible work contract details.
b. Flexible workers are covered by social security under applicable regulations.

Article 11 obligates flexible workers to:

a. Perform agreed work as per employer’s guidelines.
b. Adhere to agreed work hours.
c. Maintain and properly use provided tools and equipment.
d. Follow employer’s privacy policies.

Article 12 ensures flexible workers enjoy all rights granted to non-flexible workers under the law and prohibits employers from diminishing acquired rights. Contractual relationships are subject to law in unspecified cases.