How to hire remote employees in


Found someone in Israel you’d like to hire, but confused about how you’re supposed to make it happen without paying thousands in fees? You’re in the right place. Read on to learn the fastest, easiest, most flexible way to hire remote talent in Israel.

Country snapshot

Israeli Shekel (NIS)

What to know before you hire in 


Laws about hiring are complicated, and the same is true in Israel. But there are ways to sidestep the headaches—if your company hasn’t already established a physical presence in Israel, you have two real options when it comes to hiring. We’ll detail both below.

If you want to successfully hire in 


, you have two options:

Hire talent as contractors

Laws about hiring contractors are significantly more simple in 


. Onboarding talent takes days, not weeks or months. Both you, the company, and your talent have more flexibility. And in many cases, since you’re remote, the talent you’re hiring is better classified as a contractor, anyway. Of course, it’s not possible in every case, but it’s what we built Panther for.

Hire talent as employees

This is the long route. You can either establish a physical presence with an entity and register as an employer, or you can use an Employer-of-Record (EOR) solution. Odds are, you’ll find using an EOR to be the easier route. Still, using an EOR in 


 is expensive—it can often be $500 per month per employee—and sometimes prone to lengthy onboarding times.

Why hire independent contractors in 


Hiring contractors is normally the easier, faster, more flexible choice—but don’t just take it from us. Below are the specific benefits and drawbacks to hiring contractors in 



It’s the fastest way to hire globally

Hiring employees takes months, at the minimum. When you hire with Panther’s locally-generated contracts, it’s a matter of days or weeks. This means you can hire the best talent, fast, without losing them to a hellish procession of paperwork.

It’s a lot cheaper

It costs just $0 to sign up for Panther, then $49 per month to hire your contractors with Panther. If you hired employees manually (or did contracting on your own), you’d likely be on the hook for thousands of dollars each month. Setting up an entity alone can cost tens of thousands of dollars.

It’s more flexible for you & your team

Hiring contractors in 


 means you’re generally not on the hook for things like health insurance and paid time off. This makes hiring flexible for you, and it gives your talent more options.

Can be less risky than hiring employees

Hiring employees is a bigger commitment, and can open you up to increased liabilities and regulations. When you hire contractors overseas, your biggest risk is misclassification—but laws surrounding contractor classification are often significantly more straightforward.

Some people want to be employees

The contractor life isn’t for everyone—some people want the security that being an employee often appears to provide. Though it’s rare, this does happen, and it’s one disadvantage of manage an all-contractor team.

You might not have as much control over your talent

Most countries’ contractor-employer relationship laws stipulate that the employer can’t set fixed working hours, among other things. These laws give contractors more freedom over how and when they do their work than an employee would have. In reality, however, most contractors are willing & able to work on the company’s schedule—it’s a matter of setting expectations beforehand.

How can I pay people in 



If you’re hiring contractors in 


, you can pay them with Panther in a single click. You won’t need to worry about complicated wire transfers, fees, or currency conversions. We’ll take care of it all. Just make a click and your contractor will get paid in their currency of choice. This is a valuable bonus for talent in countries where the local currency is particularly weak—most people appreciate the ability to receive their payment in stronger currencies.

Hiring and paying your team in 


Hire and pay with Panther

Pay everyone with a single click
Get great currency conversion rates
Pay $0 in platform fees
Run payroll in seconds
Let Panther automatically create & store invoices
Let Panther automatically write locally-compliant contracts
Let Panther automatically file local tax documents

Hire and pay without Panther

Pay all your contractors individually
Do all currency conversions yourself
Shoulder the burden of platform fees
Spend hours each month making payments
Manually track & store invoices
Manually write & sign contracts
Manually file relevant tax documents

Let Panther save you from hiring headaches.

Sign up today for $0

If you want to hire employees in 


If you’ve read up until this point, you’ll know that it’s easier, cheaper, and more flexible to hire contractors in Israel than employees. Still, there are valid reasons why you might want to hire employees instead. The content below is for you—we’ll cover employer taxes and obligations in Israel.

Taxes in 


Employer tax

Severance Pay

Social Security and Health Insurance

Pension Fund

Disability Insurance

Individual tax


Paid Time Off (PTO)

PTO is calculated by the:

During the first five years of employment full time employees who work five days per work week are entitled to 12 net vacation days (not including the weekly rest day), and then as follows:

  • 6th year – 14 net vacation days
  • 7th year – 15 net vacation days
  • 8th year – 16 net vacation days
  • 8 years + – an additional vacation day per year, to a maximum of 20 net vacation days after 12 years.

The vacation entitlement of employees who work in a part-time capacity is calculated in accordance with the number of actual worked days, all in accordance with a specific calculation mechanism set forth in the applicable law.

Public Holidays

There are 6 national holidays in Israel (Rosh Hashana (2 days), Sukkot (2 days), Yom Kippur, Passover (2 days), Shavuot and Independence Day.

Sick Days

Sick leave is accrued at a rate of 1.5 days per month with a maximum of 90 days total.

  • For the first day of sick leave, the employee is not entitled to pay.
  • On the second and third day, the employee is entitled to 50% of their regular pay.
  • From the 4th day onward, the employee is entitled to 100% of their regular pay.

Upon return, the employee must provide a medical certificate from a doctor.

Maternity Leave

A woman who has worked less than 1 year with the employer prior to the leave, is entitled to 15 weeks of maternity leave.

A woman who has worked more than 1 year with the employer prior to the leave  is entitled to 26 weeks of maternity leave (which includes 15 paid weeks and 11 unpaid weeks).

Paternity Leave

As of the labor contractions and up to 24 hours after the birth, the spouse or partner of a woman who gave birth is entitled to be absent on account of the accrued sick leave.

In addition, the spouse or partner is entitled to 5 days of paid paternity leave, with respect to the first five calendar days following the birth. The first three days will be on account of the employee’s accrued annual vacation days, and the additional two days will be on account of the employee’s accrued sick leave.

Parental Leave

Fathers can take days off after the birth of a child, but these days will be subtracted from the maternity leave.

Other Leave


Marriage Leave


Bereavement Leave

In the event of a death of a member of the employee’s immediate family, the employee is entitled paid grief days, as customary in his religion, and up to 7 calendar days of paid leave (including the weekly rest day). 

The grief period during which the employee was absent from work is fully paid and will not be deducted from the employee’s annual vacation or sick leave allowance.  In accordance with applicable law, the entitlement to a grief period depends on completing 3 months of employment.


Termination Process

In Israel, the labor court’s rulings regarding the termination of an employee are strict. An employer is not able to terminate an employee without prior notice.

The employer must give the employee an invitation letter to a hearing and must include the reasons according to which the employer is considering the termination of the employee’s employment with details of the grievances. The employer is required to provide the employee with at least 2 days to prepare (weekends and holidays are not included). 

The employee is entitled to represent himself or can have a lawyer or other representation in the hearing.

During the hearing, the employer should only refer to the arguments which were included under the invitation and must allow the employee to counter. It is the duty of the employer to listen and consider the employee’s counterclaims before making a final decision on terminating the employee.  In addition, the hearing must be documented and if the employee requests, a copy must be provided to them.

Once the employee completes his/her arguments, the hearing is done, and the person conducting the hearing informs the employee that the employer will now consider all that the employee said and reach a decision with regard to the employee. The employer is not allowed to deliver any decision right after the hearing session ends or during the hearing session itself.

Following the hearing, the employer may not immediately dismiss the employee, but must provide for ample time to deliberate and consider the employee’s case as presented at the hearing.

A decision should be delivered to the employee (preferably in a personal meeting) following a reasonable time from the date of the hearing (while taking in consideration the scope of the employees claims as were raised during the hearing). The decision should be in writing and should include reference to the employee’s arguments during the hearing session and the company’s response to them.

If the termination process is not followed accurately, a labor court may rule that the employee be reinstated or be provided compensation from the employer.

Notice Period

The notice period in Israel is:

If the employer chooses to terminate the employee after the hearing, the employer must provide written notice to the employee which must include the date of dismissal.

During the first six months, one day of notice is accumulated for each month of employment. 

In addition to the 6 days accumulated, 2.5 days of notice are accumulated for each month of employment from the sixth month to the end of the first year.

Following the first-year, termination requires a 30-day notice.

Severance Pay

Under the Section 14 Arrangement, the employer is required to carry out monthly contributions equivalent to 8.33% of the employee’s monthly salary payment towards the severance pay component, and the accrued amount is to be released to the employee upon termination, even if the employee resigns without circumstances that would entitle the employee to severance pay if he was not subjected to the Section 14 Arrangement.

The amount of severance pay depends on the number of years the employee has been employed.  One months’ salary for every year worked is paid as severance.  If the employer contributed every month 8.33% to Severance pay, then he won’t need to pay severance in termination.

Probation Period


Employee requirements in 


Working Hours

A full work week in Israel consists of 42 hours. The work week is Sunday-Thursday.


In general, the first 2 hours of overtime are paid at a rate of 125% of the regular pay, and 150% after that.

It is common practice in Israel to include a clause in the employment agreement that sets forth an arrangement with the employee by which the employee receives a predetermined overtime pay reflecting an estimated amount of overtime hours such employee is expected to work per month, in average (“Global Overtime Payment”).

The said estimated number of overtime hours should be specified in the employment agreement (“Overtime Quota”).

Every employee is entitled to 36 continuous hours of rest per week, which must include the day of rest according to his or her religion (for Jewish employees – ‘Shabbat’).

Employment on the rest day is prohibited unless authorized by the Minister of Labor by a special permit, where working is deemed in the interest of the general public due to security, safety, and economic considerations.

If an employee works during the weekly rest day or during public holidays (according to such permit), the employee shall be entitled to special hourly remuneration at 150% of the usual hourly rate.

According to the labor court’s ruling, with respect to an employee that worked for 42 hours on regular working days, and is required to work on the rest day (subject to the obtaining of a permit by the employer, allowing his employees to work on the rest day), the hours worked on the weekly rest day are considered overtime as of the first hour worked.

As a result, the employee shall be entitled to receive a pay of 175% for the first two hours worked on the rest day, and 200% from the third hour onward.

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