Attorney | Labor Law
Labor Law — Representing Employees & Employers
Adv. Liron Yitzhak Elmaliach represents employees and employers in the Labor Tribunal and beyond. From severance pay to sexual harassment — free initial consultation.
Israeli labor law is complex and constantly evolving — and many employees are unaware of their rights until it is too late. The Liron Yitzhak Elmaliach Law Office provides professional and personal representation to both employees and employers, with a deep understanding of employment relations and Labor Tribunal case law.
Whether you were dismissed without a hearing, did not receive the severance pay you are owed, experienced workplace harassment, or are an employer seeking legal guidance — here you will find an attorney who knows the law and how to lead employment cases to results.
Jerusalem and the surrounding area — Pisgat Ze'ev, Ma'ale Adumim, Beit Shemesh, Modi'in, Gush Etzion, and more — all within the service area. Free initial consultation, no obligation.
Adv. Liron Elmaliach has been a member of the Israel Bar Association since 2014and brings over a decade of experience representing clients in the Labor Tribunal and in mediation proceedings in employment relations.
Employee Rights — What the Law Provides
Israeli labor laws establish a broad network of minimum rights that cannot be waived. Minimum wage stands at ₪5,880 per month (2025), and working hours are limited to 43 hours per week — with additional compensation for overtime starting from the first hour exceeded.
Beyond salary, every salaried employee is entitled to recuperation pay (at least 5 days per year after the first year), annual leave (10–18 days depending on seniority), sick pay (up to 90 days per year, starting from the second day), and severance pay after one full year of employment. An employer who does not meet these conditions is exposed to a lawsuit.
In addition, the Equal Pay for Male and Female Employees Law prohibits wage discrimination based on gender — and many employees do not know that pay differentials can be claimed retroactively under this law. Early legal consultation can reveal rights that were previously unknown.
Dismissal — What Is Permitted and What Is Prohibited
Before any dismissal, the employer must conduct a pre-dismissal hearing — a meeting in which the employee can present their position before the decision is made. Dismissal without a hearing may be considered unlawful and can lead to significant compensation beyond regular severance pay.
The law explicitly prohibits dismissal of pregnant employees and women returning from maternity leave, dismissal of employees due to union activity, dismissal of reservists, and dismissal based on age. Violating these prohibitions may require the employer to pay monetary compensation and even reinstate the employee.
Even when dismissal is lawful — the employer must pay full severance pay, provide an employment certificate, and release pension funds. Failure to comply with any of these creates an independent grounds for a lawsuit.
Sexual Harassment and Disciplinary Violations
The Prevention of Sexual Harassment Law requires every workplace with more than 25 employees to appoint a prevention officer, establish a complaint procedure, and publish it. Sexual harassment includes repeated sexual advances that the victim has expressed unwillingness to receive, sexual propositions conditioned on employment, publication of offensive material, and more.
A victim of sexual harassment can file a complaint with the workplace officer, initiate criminal proceedings with the police, and sue in the Labor Tribunal for compensation without proof of monetary damage — up to ₪120,000. Both avenues can operate in parallel.
An employee who filed a complaint and was dismissed because of it — is entitled to enhanced protection and an additional cause of action. The law here protects complainants and prevents retaliation for approaching the authorities.
Workplace Accidents — Two Compensation Tracks
A workplace accident opens two parallel tracks. The first — National Insurance: an injured employee is entitled to injury benefits (75% of salary for up to 91 days), full medical treatment, and if a disability is determined — a fixed monthly pension.
The second track — a tort claim against the employer: when employer negligence contributed to the accident, full compensation can be claimed — lost future income, pain and suffering, medical expenses, assistance from others. These damages are not capped like the National Insurance benefits and can reach far higher amounts.
It is important to document the accident details thoroughly, request a safety report from the employer, and contact an attorney promptly — the statute of limitations begins from the date of injury, and delay can harm the claim.
Employer Representation
Employers need proactive legal guidance — not only when a lawsuit arrives. Drafting proper employment contracts, establishing clear hearing and dismissal procedures, and ongoing consultation can prevent costly disputes down the road.
The firm assists small and medium-sized businesses with drafting tailored employment contracts, preparing sexual harassment prevention procedures, and advising before complex dismissals — acting as a shield against lawsuits.
When a lawsuit is filed, the firm represents the employer in the Labor Tribunal vigorously and thoroughly — exploring all options for out-of-court resolution, which saves time and money for both parties.
Topic Guides — Labor Law
Frequently Asked Questions — Labor Law
Answers to the most common questions about employee rights in Israel
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