Election Day in Israel: Your Rights and Obligations as an Employee
Translated & summarized from Ynet by baba
Election Day in Israel is a statutory holiday, meaning most employees are not required to work and cannot be forced to. Essential services must operate, and employees in these sectors may be required to work but must be allowed time to vote. Workers who do work on Election Day are entitled to double pay or regular pay plus time off, provided they have at least 14 days of tenure. Working from home is still considered work and does not waive holiday rights or compensation.
The story in 6 lines · by baba
- Election Day in Israel is a statutory holiday, generally exempting employees from work.
- Employees in essential services may be required to work but must be allowed time to vote.
- Workers on Election Day are entitled to double pay or regular pay plus compensatory time off.
- The holiday status applies even to those working from home, requiring consent and compensation.
- Sick employees with 14 days of tenure are entitled to regular pay and cannot have sick days deducted.
- The right to the holiday applies regardless of voting eligibility, including minors and some foreign workers.
Election Day in Israel is a statutory holiday, but the reality for employees is complex regarding work obligations and pay. While generally employees are not required to work and cannot be forced to, agreements can be made between employers and employees for work to be performed. For workplaces that are legally mandated to operate on Election Day, the holiday status does not apply, and existing work arrangements will govern.
The statutory holiday is understood to cover the hours of voting, typically from 7:00 AM to 10:00 PM. However, certain public services, including transportation, essential utilities, media, and emergency services, are required to operate as usual. Employees in these sectors may be required to work, but must still be allowed time to vote. The holiday is not deducted from annual leave, and employees who have worked for at least 14 consecutive days prior to Election Day are entitled to their regular pay, even if they are sick and unable to work.
Employers cannot force employees covered by the holiday to work. For essential services that must operate, employers can require attendance. Any employee working on Election Day, whether by agreement or requirement, is entitled to compensation. This typically amounts to double their regular pay for the day or their regular pay plus compensatory time off. Employees with less than 14 days of tenure, and certain foreign workers in specific sectors like nursing, hospitality, construction, agriculture, and industry, are entitled to their regular pay only.
Working from home on Election Day is still considered work and does not negate the holiday entitlement. Employers cannot demand remote work or participation in online meetings without the employee's consent and appropriate compensation. Minor tasks or brief check-ins may not qualify for full day's pay. The right to the holiday applies regardless of whether an employee is eligible to vote, including minors and certain foreign workers, unless specific exceptions apply based on employment sector or collective agreements.
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