Israel Election Day: Your Rights and Obligations Regarding Work and Pay
Translated & summarized from Vesty by baba
Election Day in Israel, October 27, is a legal holiday, but some essential services must operate. Employees are not obligated to work unless they agree with their employer, and those who do work are entitled to 200% of their regular pay or equivalent time off. Employers must allow employees time to vote, and working from home is considered work that cannot be mandated without compensation. The holiday applies to most workers, regardless of voting eligibility, though exceptions exist for certain sectors and foreign workers.
The story in 6 lines · by baba
- Election Day in Israel, October 27, is a legal holiday, but essential services must operate.
- Employees are not obligated to work on Election Day unless they mutually agree with their employer.
- Workers who work on Election Day are entitled to 200% of their regular pay or compensatory time off.
- Employers must allow employees time to vote, and working from home is considered work.
- The holiday applies to most workers, regardless of voting eligibility, with sector and citizenship exceptions.
- Employees who have worked for at least 14 days prior are entitled to regular pay even if they don't work.
Election Day in Israel, falling on Tuesday, October 27, is a legal holiday, though some Israelis will still be required to work. Legal experts Roi Harel and Shira Lahat have clarified the regulations concerning work and compensation on this day. Employees are not obligated to work on Election Day and cannot be forced to do so, unless they and their employer mutually agree. Businesses that are legally required to operate on holidays are exempt from this rule. The holiday is generally understood to cover the voting hours, from 7:00 AM to 10:00 PM.
Certain public services and essential industries are mandated to operate as usual on Election Day. These include election commission staff, transportation, fuel services, hospitality, continuous production factories, agriculture, communication, utilities, media, and certain food services. Hospitals and emergency services operate on a weekend/holiday schedule. Employees in these sectors may be required to work according to their regular schedules but must be allowed time to vote. This holiday is not considered a standard vacation day, and employers cannot deduct it from an employee's accrued leave. Employees who have worked for at least 14 consecutive days prior to Election Day are entitled to their regular pay, even if they do not work. Sick leave cannot be deducted for absence on Election Day for eligible employees.
Employers cannot compel employees covered by the holiday to work. However, for essential services that must operate, employers can require employees to come in. Crucially, any employer with an eligible employee working on Election Day must allow them time to cast their vote. Working from home is considered work, and employers cannot circumvent the holiday by demanding remote tasks without agreement or compensation. Short, incidental tasks do not automatically warrant full-day pay.
Individuals under 18 or those ineligible to vote are generally still entitled to the holiday, depending on their employment sector and citizenship, and cannot be automatically compelled to work. The distinction is based on employment sector and citizenship, not solely on the label "foreign worker." Collective agreements may offer enhanced benefits to foreign workers.
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