Israeli Legislation.com
LawLabor Law

Severance Pay Law, 5723-1963

חוק פיצויי פיטורים, תשכ"ג-1963

Published: 1963-08-16Last amended 2025-01-30✓ Amendment status checked against the Knesset legislation record on 2026-09-17
Premium
Unofficial English translation — for reference only. It may contain errors or omissions and cannot be relied on as a legal text. Only the Hebrew text published in Reshumot is legally binding.More

This English text was translated from the official Hebrew using a range of translation tools, and it undergoes ongoing checks and updates. It is not a certified translation.

Despite these checks, it may contain errors, omissions, or imprecise renderings of legal terminology and cross-references, and it may not yet reflect the latest amendments. It cannot be relied upon as a legal text.

The Hebrew text as published in Reshumot (ספר החוקים) and on the Knesset website is the sole authoritative and legally binding version. In any discrepancy, the Hebrew text prevails.

This translation is provided for informational purposes only and does not constitute legal advice. For use in legal proceedings, request a certified Expert Legal Opinion.

The Right to Severance Pay§

1.
(a)A person who has worked for one continuous year — and in the case of a seasonal employee, two seasons in two consecutive years — with one employer or at one place of employment and has been dismissed, is entitled to receive severance pay from the employer who dismissed him. "Season", for the purposes of this Law, means three consecutive months in a year during which the employee worked for at least 60 days.
(b)An employee who has transferred from one place of employment to another with the same employer, and the employer at the current place of employment has changed, is entitled to receive severance pay from the previous employer in respect of the period of his employment with that employer or at the previous place of employment, as if the employee had been dismissed on the date of the change of employers as aforesaid; if the new employer has, by written undertaking towards the employee, assumed responsibility for the severance pay to which the employee would have been entitled from the previous employer as aforesaid, the previous employer shall be exempt from payment of the severance pay, and for the purposes of this Law the period of the employee's employment with the previous employer or at the previous place of employment shall be regarded as if he had been employed at the current place of employment.

Continuity of Employment§

2.

For the purposes of section 1, continuity of employment shall be recognised even if it was interrupted on account of —

(1)military service and partial service as defined in the Discharged Soldiers (Return to Employment) Law, 5709-1949, except full military service pursuant to an undertaking for regular service in which the conditions prescribed in section 1(d) of that Law were not fulfilled, and also reserve service under the Reserve Service Law, 5768-2008 (in this Law — the Reserve Service Law);
(2)the weekly day of rest or a holiday on which work is not performed, whether by law, by custom or by agreement, and also the first of May;
(3)annual leave;
(4)paid leave or recess granted to the employee by law or with the employer's consent;
(5)unpaid leave or recess granted to the employee by law or with the employer's consent;
(6)a strike or lock-out;
(7)an accident or illness;
(8)days of family mourning during which the employee did not work for reasons of religion or custom;
(9)a temporary interruption without severance of the employment relationship, or an interruption involving severance of the employment relationship not exceeding six months;
(10)training for labour service under the Labour Service in a State of Emergency Law, 5727-1967.

When Dismissal Does Not Affect Rights§

3.

Dismissal shortly before the end of the first year of employment shall be regarded — unless the contrary is proved — as having been effected with the intention of avoiding the obligation to pay severance pay, and such dismissal shall not affect the right to severance pay.

Deceased Employer§

4.

An employee whose employment has ceased by reason of the death or bankruptcy of his employer, and in the case of a corporation — its winding-up or dissolution, is entitled to severance pay as if he had been dismissed.

Deceased Employee§

5.
(a)If an employee dies, the employer shall pay severance pay to the employee's dependants as if the employer had dismissed him.

"Dependants", for this purpose, means the spouse of the employee at the time of death, including a person publicly known as the employee's spouse and residing with him, and a child of the employee who is a dependent of the insured for the purposes of allowances under Chapter V of the National Insurance Law [Consolidated Version], 5755-1995 (in this Law — the National Insurance Law), and, in the absence of a spouse or children as aforesaid — children and parents whose main livelihood was provided by the deceased, and also brothers and sisters who resided in the deceased's home for at least twelve months before the death and whose entire livelihood was provided by the deceased.

(b)Where severance pay is payable to dependants who are neither a spouse nor a dependent child as aforesaid, the severance pay shall be deposited with the Regional Labour Court and shall be given to such dependants as the Regional Labour Court determines, and in accordance with such distribution as it determines, having regard to their economic circumstances and the extent of their dependence on the deceased employee.
(b1)
(1)In this subsection —

"the declaration of a special situation in the rear" means the declaration of a special situation in the rear as defined in the Civil Defence Law, 5711-1951, of the twenty-second day of Tishrei 5784 (7 October 2023);

"the hostilities or the war operations" means the hostilities or the war operations that occurred in the period from the twenty-second day of Tishrei 5784 (7 October 2023) until the end of the period of validity of the declaration of a special situation in the rear or until the end of the significant military operations, whichever is later;

"the significant military operations" means the significant military operations decided upon by the Ministerial Committee for National Security Affairs pursuant to section 40 of Basic Law: The Government, and notified in respect thereof to the Foreign Affairs and Defence Committee of the Knesset on the twenty-third day of Tishrei 5784 (8 October 2023);

"dependants" means the spouse of the employee at the time of death, including a person publicly known as the employee's spouse and residing with him, and a child of the employee who is a dependent of the insured for the purposes of allowances under Chapter V of the National Insurance Law;

"the determining period" means the period from the twenty-second day of Tishrei 5784 (7 October 2023) until one year after the end of the period of validity of the declaration of a special situation in the rear;

(2)Notwithstanding the provisions of subsections (a) and (b), if an employee dies during the determining period, the employer shall pay the severance pay to the employee's dependants as if the employer had dismissed him;
(3)If an employee as referred to in paragraph (2) does not leave dependants, they shall be replaced for the purposes of that paragraph by heirs by law or beneficiaries under a will pursuant to the Succession Law, 5725-1965;
(4)The Minister of Labour may, by Order, with the approval of the Labour and Welfare Committee of the Knesset, extend the determining period by additional periods, provided that the total period of extension does not exceed 12 months, if satisfied that this is required owing to the continuation of the hostilities or the war operations.
(c)Severance pay paid pursuant to this section shall not be regarded as part of the estate.

Resignation on Account of Poor Health§

6.

If an employee resigns on account of his own state of health or that of a family member, and in light of the medical findings, the conditions of employment and the other circumstances of the matter there was sufficient reason for the resignation — the resignation shall be regarded, for the purposes of severance pay, as a dismissal.

In this section, "family member" means a family member prescribed in Regulations with the approval of the Labour Committee of the Knesset.

Resignation by a Parent§

7.
(a)If a female employee resigns, within nine months of the date of giving birth, in order to care for her child — her resignation shall be regarded, for the purposes of this Law, as a dismissal; and the same applies to a female employee in respect of whom one of the following has occurred:
(1)she has received a child under the age of 13 for adoption and has notified her employer accordingly, and within nine months of the date of the child's receipt for adoption she resigned in order to care for the child;
(2)she has received a child into her custody as a prospective parent under the Embryo Carrying Agreements Law (Approval of Agreement and Status of the Newborn), 5756-1996, and within nine months of the date of the child's receipt as aforesaid she resigned in order to care for the child;
(3)she has received into her home, as a foster parent as defined in the Foster Care for Children Law, 5776-2016, a child who is not more than ten years of age, and within nine months of the date of the child's receipt as aforesaid she resigned in order to care for the child, provided that approval has been given by the foster care supervisor as defined in that Law that the resignation was required for reasons of the child's welfare.
(b)The provisions of subsection (a) shall apply, with the necessary modifications, to a male employee, provided that one of the following applies to him:
(1)his spouse was employed as an employee for at least six consecutive months immediately before the date of his resignation; for this purpose, a period of interruption of employment during which the employment relationship continues shall also be regarded as work;
(2)the child is in his sole custody, or in his sole care on account of disability or illness of his spouse.
(3)his spouse was a self-employed worker for at least twelve consecutive months immediately before the date of birth or immediately before the receipt of the child for adoption, into custody or into foster care, as the case may be, and did not cease her occupation for the purpose of caring for the child.
(c)If one of the spouses has resigned as referred to in subsection (a) or (b), as the case may be, the provisions of this section shall not apply to the other spouse.
(d)The Minister of Labour and Welfare may prescribe in Regulations, with the approval of the Labour and Welfare Committee of the Knesset, provisions concerning the obligation to give notices to the employer for the purposes of this section by the spouses or either of them and the consequences of failure to give such notices.
(e)The Minister of Labour and Welfare shall prescribe in Regulations, with the approval of the Labour and Welfare Committee of the Knesset, provisions concerning the definition of a self-employed worker for the purposes of subsection (b)(3) and also rules concerning proof of occupation as a self-employed worker and the means of proving non-cessation of occupation, as referred to in that subsection.

Resignation Following Stay at a Shelter for Battered Women§

7a.

If a female employee resigns following her stay at a shelter for battered women, which has been approved by a social services department or the Ministry of Labour and Welfare, her resignation shall be regarded, for the purposes of this Law, as a dismissal, provided that immediately before her resignation she stayed at such a shelter for a period of at least sixty days; for the purposes of this section, "approval", "social services department" and "shelter for battered women" have the meanings assigned to them in section 7(c)(5) of the Women's Employment Law, 5714-1954.

Resignation on Account of Change of Residence§

8.

For the purposes of this Law, the resignation of an employee on account of a change of place of residence shall be regarded as a dismissal —

(1)upon marriage — to a locality in Israel in which the employee's spouse resided, subject to conditions prescribed in Regulations with the approval of the Labour Committee of the Knesset;
(2)to an agricultural locality — from a locality that is not an agricultural locality, or to a locality in a development area from a locality that is not in a development area, subject to conditions prescribed in Regulations with the approval of the Labour Committee of the Knesset, or from a locality that is not a development town as defined in the Development Towns and Areas Law, 5748-1988, to a development town for the purposes of section 9 of that Law, provided that the employee has proved that he is a resident, as defined in that Law, of the development town; for the purposes of this paragraph, "agricultural locality" or "locality in a development area" means a locality belonging to the categories of localities prescribed in Regulations with the approval of the Labour Committee of the Knesset as agricultural localities or localities in a development area, as the case may be;
(3)on account of other reasons prescribed in Regulations, with the approval of the Labour Committee of the Knesset, as reasons that justify a change of the employee's place of residence.

Non-Renewal of Employment contract§

9.
(a)If an employee was employed under a contract for a fixed term and the term has expired, the employee shall be regarded, for the purposes of this Law, as if dismissed, unless the employer offered to renew the contract; if the employee refused to renew the contract — the employee shall be regarded, for the purposes of this Law, as if the employee had resigned.
(b)The employer's offer to renew the contract as referred to in subsection (a) must be delivered to the employee at least three months before the end of the term of the contract.

Entitlement to Severance Pay upon Change of Contractors at the Place of Employment§

9a.
(a)In this section —

"service recipient" means a person who receives a service from a service contractor;

"actual employer", "manpower contractor" and "service contractor" have the meanings assigned to them in the Employment of Employees by Manpower Contractors Law, 5756-1996;

"contractor" means a manpower contractor or a service contractor, as the case may be.

(b)If the engagement between a contractor and an actual employer or a service recipient, as the case may be, has ended and the contractor's employee has passed to being employed by another contractor that has entered into engagement with the same actual employer or the same service recipient, the employee who has accumulated a period of employment entitling him to severance pay shall be entitled to severance pay from the contractor whose engagement has ended, as if dismissed, even if that contractor offered him alternative employment.
(c)Nothing in the provisions of this section shall derogate from the provisions of —
(1)section 1, in relation to an employee as referred to in subsection (b) who had not, at the date of termination of the engagement, accumulated a period of employment entitling him to severance pay;
(2)section 12a of the Employment of Employees by Manpower Contractors Law, 5756-1996.
10.§

(Repealed — תשל״ז־2)

Other Resignation Treated as Dismissal§

11.
(a)If an employee has resigned on account of a substantial deterioration in the conditions of employment, or on account of other circumstances relating to the employment relationship in respect of that employee such that he cannot be required to continue working, the resignation shall be regarded, for the purposes of this Law, as a dismissal.
(b)If a seasonal employee has resigned after working for at least three consecutive seasons at the same place of employment on account of not being guaranteed continuous work at that place of employment — the employee shall be regarded as if dismissed.
(c)An employee who has resigned shortly before one of the conditions set out below has been fulfilled in respect of him, and by reason of that condition, the resignation shall be regarded, for the purposes of this Law, as a dismissal:
(1)the employee enlisted for regular service as defined in section 1 of the Discharged Soldiers (Return to Employment) Law, 5709-1949;
(2)the employee commenced civil service as defined in the Civil Service Law, 5777-2017, provided that the employee served in civil service for at least six months;
(3)(Repealed)
(4)the employee volunteered to serve in service for a public or national purpose as referred to in paragraph (4) of the definition of "child" referred to in paragraph (2), and as a result thereof the employee's regular service was deferred under the Defence Service Law [Consolidated Version], 5746-1986, provided that the employee served in voluntary service as aforesaid for at least six months.
(5)the employee commenced national-civil service as defined in the National-Civil Service Law, 5774-2014, provided that the employee served in national-civil service for at least six months.
(d)An employee who has resigned on account of being elected as head of a local authority or as deputy head of a local authority and whose tenure is salaried from the local authority's funds shall have the resignation regarded, for the purposes of this Law, as a dismissal; this provision shall not apply if the employer has agreed in writing towards the employee that the period during which the employee holds office shall be regarded as unpaid leave.
(e)An employee who has resigned after reaching retirement age, as defined in the Retirement Age Law, 5764-2004, shall have the resignation regarded, for the purposes of this Law, as a dismissal; however, any amount paid to the employee from a provident fund, as defined in section 47 of the Income Tax Ordinance [New Version], on account of the employer's payments to the fund, and which is intended to serve as severance pay or to come in lieu thereof, may be set off against or substituted for the severance pay due by virtue of this subsection, even if the conditions referred to in sections 14 or 20 have not been fulfilled.
(f)An employee who has resigned during a period in which the employer is prohibited from dismissing him under the provisions of section 32b of the Families of Soldiers who Died on Active Duty (Compensation and Rehabilitation) Law, 5710-1950, including as applied by section 7(j) of the Victims of Hostile Action (Pensions) Law, 5730-1970, shall be entitled to severance pay as if dismissed.

Severance Pay for a Person Enlisting in the Police§

11a.

A person who enlists in the Israel Police or the Israel Prison Service, and who, immediately before enlisting, was an employee and resigned from his employment in order to enlist as aforesaid, shall be entitled, or his dependants shall be entitled, to severance pay if one of the following applies to him:

(1)the person served in the Police or the Israel Prison Service for at least six months;
(2)his service as aforesaid was terminated on account of one of the grounds entitling a person to severance pay under this Law;
(3)his service as aforesaid was terminated on account of being found unsuitable for service, provided that the service was not terminated in circumstances that would not have entitled him to a retirement gratuity from the Police or the Israel Prison Service, as the case may be.

Rate of Severance Pay§

12.
(a)The rate of severance pay is: one month's wage for each year of employment in the case of a salaried employee with the same employer, or at the same place of employment, and two weeks' wage for each year of employment in the case of a wage employee as aforesaid; a fraction of a year after a year of employment entitles the employee to proportionate severance pay, and in the case of a seasonal employee — a fraction of a year entitles the employee to proportionate severance pay even if the periods of employment do not aggregate to a year. For this purpose, "salaried employee" means an employee whose principal remuneration is paid on a monthly basis or for a longer period; "wage employee" means an employee who is not a salaried employee.
(b)The Minister of Labour may, after consultation with the Minister of Finance and with the approval of the Labour Committee of the Knesset, increase by Regulations the rate of severance pay for a wage employee; such Regulations may be general or by branches of work.

Calculation of Wages§

13.

The Minister of Labour, with the approval of the Labour Committee of the Knesset, shall prescribe in Regulations, generally or by categories, the components of the total wage to be taken into account as wages for the purposes of severance pay, the method of calculating the wage that will serve as the basis for calculating severance pay and the interruptions of work that occurred in the circumstances referred to in paragraphs (1) — excluding reserve service under the Reserve Service Law — (5), (7) or (9) of section 2 that shall not be counted in determining the amount of the severance pay; in making these Regulations the Minister of Labour shall take into account the provisions relating to this matter in the collective agreement applying to the largest number of employees to whom the Regulations relate.

Calculation of Severance Pay where Wages were Temporarily Reduced§

13a.

If a collective agreement provides that the wages of employees are to be temporarily reduced, or reduced for a specific period only as prescribed therein, as compared with the wages to which they would have been entitled but for such reduction, an employee to whom the agreement applies shall be regarded, for the purposes of calculating severance pay, as if his wages had not been reduced; for this purpose, "collective agreement" includes a collective arrangement.

Calculation of Severance Pay on the Basis of Minimum Wage§

13b.

Notwithstanding the provisions of section 13, the wages to be taken into account for the purposes of calculating severance pay shall not be less than the rate of minimum wage as defined in section 1 of the Minimum Wage Law, 5747-1987, according to the scope of the position.

Severance Pay and Provident Payments§

14.

A payment to a provident fund, a pension fund or a similar fund shall not come in lieu of severance pay unless so prescribed in the collective agreement applicable to the employer and the employee and to the extent so prescribed, or unless such payment was approved by Order by the Minister of Labour and to the extent so approved.

Severance Pay and a Retirement Pension§

15.

If an employee or the employee's dependants are entitled under a legislative provision to a pension from the employer on account of the employee's retirement from employment or for another reason, the pension shall come in lieu of the entitlement to severance pay under this Law.

Dismissal without Severance Pay by virtue of a Collective Agreement§

16.

An employee shall not be entitled to severance pay, or shall be entitled to partial severance pay only, as the case may be, if dismissed in circumstances which, under the collective agreement applicable to the employer and the employee — and in the absence of such an agreement, under the collective agreement applicable to the largest number of employees in that branch — justify dismissal without severance pay or with partial severance pay only.

Dismissal without Severance Pay by virtue of Judgment§

17.

In a branch of employment in which there is no collective agreement, the Regional Labour Court may determine that an employee's dismissal occurred in circumstances justifying dismissal without severance pay or with partial severance pay as it shall determine; in deliberating on this matter, the Regional Labour Court shall be guided by the rules of the collective agreement applicable to the greatest number of employees.

Certification§

18.

A certification by the Minister of Labour, or by a person authorised by him to do so, that a particular collective agreement applies to an employer and an employee, or to the greatest number of employees in a branch, or to the greatest number of employees, as the case may be, shall be conclusive evidence for the purposes of sections 16 and 17.

Priority Right to Return to Work and Severance Pay§

19.

Where an employee was dismissed due to a reduction in the scope of work at an enterprise and was guaranteed a priority right to return to work at the enterprise within a fixed period, the provisions of the collective agreement applicable to the employee and the employer shall apply with respect to severance pay — and in the absence of a collective agreement on that matter, the provisions of a special agreement between those entitled to be parties to a collective agreement — provided that such agreements shall not contain a permanent waiver of severance pay.

Securing Accumulation of Severance Pay in a Collective Agreement§

20.

A collective agreement may prescribe the methods and means for the payment of severance pay, including its deposit to the credit of the employee, in order to secure its accumulation to his credit, and once so prescribed, the severance pay shall be paid in accordance with the agreement.

Deposit Order§

21.

The Minister of Labour, after consulting the Minister of Finance and with the approval of the Labour Committee of the Knesset, may direct, by Order, employers to deposit in a provident fund as defined in the Financial Services Supervision Law (Provident Funds), 5765-2005 (hereinafter — provident fund), amounts at a rate to be prescribed in the Order, in order to secure the accumulation of the severance pay that the employers may be required to pay to their employees under this Law (hereinafter — deposit Order).

Categories of Employers§

22.

A deposit Order published in Reshumot (Official Gazette) shall define the categories of employers to which it applies, according to branches of the economy, size of enterprises or regions, and the date of its commencement, provided that its commencement shall not precede the date of its publication.

Regulations regarding Deposited Funds§

23.

The Minister of Labour may, with the approval of the Labour Committee of the Knesset, prescribe by Regulations provisions on the following matters, to the extent not otherwise prescribed by rules made under section 47 of the Income Tax Ordinance [New Version]:

(1)the manner of investment of funds deposited pursuant to a deposit Order;
(2)the manner of payment of severance pay to employees to whose credit funds have been deposited pursuant to a deposit Order, and the procedure in connection therewith;
(3)the designation of funds deposited pursuant to a deposit Order in a provident fund whose approval granted under section 47 of the Income Tax Ordinance [New Version] has expired or been revoked, or which has been wound up or struck off;
(4)the increase of amounts to be deposited in accordance with a deposit Order in the event of arrears in their deposit, and the rate of such increase.

Collection§

24.
(a)The Tax (Collection) Ordinance — excluding section 12 thereof — applies to the collection of funds that are to be deposited in accordance with a deposit Order as if they were a tax within the meaning of that Ordinance.
(b)The Minister of Labour may appoint a person who shall have the powers of a District Commissioner and of a District Officer for the purposes of that Ordinance, and who shall, for the purposes of this section, discharge the functions imposed on a District Commissioner and on a District Officer under that Ordinance.

Date of Deposit§

25.

Amounts to be deposited in accordance with a deposit Order shall be deposited within 42 days after the payment of wages in respect of that period of employment; the Minister of Labour or a person authorised by him to do so may extend the said period for a period not exceeding three months.

Ring-Fenced Amounts§

26.
(a)Amounts paid in lieu of severance pay under section 14, or deposited under section 20 or under section 21, or paid to a provident fund for the payment of severance pay, or paid or set aside to a provident fund for pension —
(1)are not refundable, transferable, subject to a charge (security interest) or attachable; this provision shall not apply to an amount paid or deposited as aforesaid in respect of an employee who has in the meantime ceased to be employed in circumstances that do not entitle him to severance pay, unless the amount is also designated for pension insurance and it has not been prescribed in a collective agreement or other agreement that it is refundable or transferable;
(2)do not form part of the employer's assets in the event of death, bankruptcy or winding-up, to the extent that the employees' claims under this Law have not been settled.
(b)The provisions of this section shall also apply to interest and linkage differentials added to amounts as aforesaid.

Priority Right§

27.

For the purposes of the collection of debts whose settlement, under the Bankruptcy Ordinance, 1936, or under the Companies Ordinance, takes precedence over all other debts — severance pay shall be regarded as wages to be settled in priority over all other debts, except that the total of severance pay and wages settled as aforesaid shall not exceed 150% of the maximum amount of wages that may be settled in priority over all other debts under the said Ordinances; severance pay as aforesaid shall also be a debt whose settlement takes precedence over other debts in the winding-up of a cooperative society, or of an association under Ottoman law.

Wages Including Severance Pay§

28.

An agreement between an employer and an employee in which it is stipulated that severance pay is included in the wages, and which has been approved by the Minister of Labour or by a person authorised by him to do so, shall, for the purposes of severance pay, replace the provisions of this Law, provided that there is no collective agreement applicable to the employer and the employee that obliges the payment of severance pay.

Compromise and Receipt of Settlement§

29.

A compromise regarding severance pay and a receipt of settlement shall have no effect unless made in writing and expressly stated therein to relate to severance pay.

The State as Employer§

30.
(a)For the purposes of this Law, the State as employer shall be treated in the same manner as any other employer.
(b)With respect to a member of the Israel Police or the Prison Service, including a temporary additional warder —
(1)sections 2(6), 8 and 17 shall not apply;
(2)section 3 shall not apply to dismissal under section 9 of the Police Ordinance and under section 16 of the Prisons Ordinance, 1946;
(3)a change in conditions of employment shall not be regarded as a substantial worsening of conditions of employment as referred to in section 11 if the change was made by virtue of a power under the Police Ordinance, the Prisons Ordinance, 1946, regulations made thereunder, the Police Service Regulations or the Prison Service Regulations;
(4)in place of the collective agreement applicable to the employer and the employee referred to in section 16, reference shall be deemed to be made to the Police Service Regulations or the Prison Service Regulations, as the case may be.

Preservation of Rights§

31.
(a)This Law does not come to detract from any right vested in an employee under law, a collective agreement or a contract of employment, and in respect of section 12 also under custom, and shall not be construed as exhausting an employee's rights in any negotiation for the determination of rights in connection with retirement from employment.
(b)Entitlement to severance pay under this Law shall not derogate from the rights of the employee that depend on seniority.

Duty of Consultation§

32.

The Minister of Labour shall not make Regulations except after consulting with the workers' organisation representing the greatest number of employees in the State and with representative national employers' organisations which in the opinion of the Minister are concerned in the matter.

Implementation and Regulations§

33.

The Minister of Labour is charged with the implementation of this Law, and may make Regulations on any matter relating to its implementation.

Commencement§

34.

This Law shall commence on the 16th of Tevet 5724 (1 January 1964).

Need to cite this law in a foreign court?

Eli Shimony Israeli Attorneys-at-Law provides certified Expert Legal Opinions on Israeli law within 24–48 hours, accepted by courts worldwide.

Contact Us →

Read the entire law on one page — continuous text, no page breaks, plus PDF downloads.

LawLabor Law

חוק פיצויי פיטורים, תשכ"ג-1963

severance pay law

pitzuy pitturim

piztui pitturim

employee severance

termination pay israel

pitzuei pitturim

israeli severance law

dismissal compensation

5723-1963