Foreign Workers in Israel: Rights, Regulations, and Recourse

Foreign workers in Israel require two valid documents to work legally: an employment permit held by the employer and a B/1 visa for work and stay held by the employee. These documents determine most of their legal rights, including the ability to change employers and the right to complain without fear of deportation. The Population and Immigration Authority issues permits based on industry sectors such as nursing, agriculture, construction, and hospitality, with quotas set annually by the government. Fees vary by sector, with employers paying annual fees that can range from 370 shekels for nursing to 8,490 shekels for construction and industry in 2026. Employers are prohibited from deducting these permit fees from employee wages. In the nursing sector, visas are typically limited to 63 months, with extensions possible under specific conditions, such as continuous employment for at least a year with a patient or humanitarian committee approval. Workers who are unemployed for over 90 days without justification are considered to be in the country illegally, though those whose employment has ended are allowed an additional month. Employers hiring workers without permits face penalties, and employees risk deportation.

Foreign workers are not covered by Israel's national health insurance and must be provided with a private health insurance policy by their employer at the employer's expense. This policy, valid for one year and renewable, covers essential medical services through the Clalit Health Services. Employers can deduct a portion of the policy cost from the employee's salary, up to a specified monthly limit. The policy may not cover childbirth, psychological treatment, or pre-existing conditions. Workplace injuries are covered by the National Insurance Institute. Employers failing to provide insurance face fines or imprisonment, and this responsibility applies even if an employee has multiple employers. Children of foreign workers can be insured under a special program with Maccabi Health Services.

Since a 2006 High Court ruling, foreign workers are no longer "tied" to their original employer and can switch employers within their designated sector. However, in the nursing sector, this transfer is restricted by geographical zones, with exceptions for patient death or transfer to a nursing facility. Frequent job changes within a two-year period may lead to an inquiry regarding visa utilization, though dismissals, patient death, or leaving due to poor conditions or abuse are not counted as exploitative. In agriculture, specific rules govern temporary work transfers between farms within the same locality, while inter-town transfers require approval from the Population and Immigration Authority. Permanent changes in agricultural employment also require specific procedures and approvals.

Standard labor laws apply to foreign workers, including the right to a hearing before dismissal and notice periods. Contracts must be in writing and in a language the worker understands, detailing foreign worker rights. Severance pay is due after one year of employment, calculated as one month's salary per year of service, payable within 15 days of termination. Employers must provide suitable housing, meeting minimum space, amenities, and sanitation standards, with violations punishable by fines or imprisonment. Employers are prohibited from withholding a worker's passport, which is a criminal offense. Recruitment agencies have limits on the fees they can charge, with specific regulations for different sectors and visa issuance dates. Workers facing issues like withheld passports, unpaid wages, or restricted movement may be victims of human trafficking and are entitled to shelter and legal aid. Various government agencies and aid organizations offer support and complaint channels for foreign workers facing labor law violations, passport retention, or issues with permits and visas.