How to file a labor complaint in Jordan: authorities, documents, and deadlines depends on the nature of the claim and whether the employment relationship is still continuing. A matter may begin as a complaint or inquiry before the Ministry of Labour. A wage claim may fall within the jurisdiction of the Wages Authority, while an individual labor dispute after the employment contract has ended may be heard by the Magistrate Court as the court of general jurisdiction, as described in the Ministry’s official guidance.

This article provides a practical starting point for workers dealing with unpaid or delayed wages, unlawful deductions, or concerns about working hours and overtime. It relies on the official Ministry of Labour information available for review as of 28 August 2026. Because official procedures and legal texts may be updated, the current requirements should be checked with the relevant authority before action is taken.

Important notice: This article is for general information only. It is not legal advice and does not guarantee a particular outcome. The appropriate route depends on the facts, available records, the date employment ended, and the precise relief sought. Individual professional review may be necessary.

How to file a labor complaint in Jordan: first identify the claim

Wage and attendance records organized to support a labor complaint in Jordan

Before submitting anything, describe the issue precisely. Is the complaint about wages that were not paid or were paid late? Was less than the agreed amount paid, or was an unlawful deduction made? Does the claim concern overtime or work performed on a weekly rest day, holiday, or official public holiday? Or is the dispute broader than a single financial claim? This classification helps direct the matter toward the most relevant channel.

The Ministry of Labour states that a worker or employer may submit a complaint or inquiry electronically through Himaya, the platform affiliated with the Central Inspection Directorate. A complaint or inquiry may also be submitted through the Prime Ministry’s Bekhedmetkom platform, which refers work and labor complaints to the Complaints and Inquiries Unit at the Ministry of Labour.

The Ministry also publishes telephone channels for inspection complaints and inquiries, including 06 222 1340 and 06 222 1360. Its official contact information also refers to other channels, including Wasel, WhatsApp services, and Himaya. Whichever channel is used, keep the complaint reference number so that the submission can be followed up.

Which authority handles a wage claim?

According to the Ministry’s official guide, the Wages Authority handles claims involving an underpayment, unlawful deductions, delayed payment, overtime wages, or unequal pay for work of equal value. The guide states that these claims are decided on an urgent basis.

The guide further states that a worker may bring a wage claim while still employed or within six months after leaving employment where the contractual relationship was ended by the worker. It also explains that claims for delayed or incomplete wages and unlawful deductions are brought before the Wages Authority, while Magistrate Courts retain jurisdiction in the situations identified in the guide. The guide describes these wage claims as urgent proceedings exempt from fees and stamps.

This does not mean that every labor dispute starts in court or that every financial claim automatically follows the same route. Jurisdiction may depend on the type of request, the status of the employment contract, and the facts that can be established. A complaint should therefore identify each amount, its reason, and the period to which it relates rather than simply stating that employment rights were not paid.

When may the Magistrate Court be the relevant route?

The Ministry’s guide states that Magistrate Courts hear individual labor cases and disputes of all types after the employment contract ends, as courts of general jurisdiction. It also states that the Magistrate Court should decide the dispute within three months from the date it is received, and that the claim is exempt from court and first-instance enforcement fees.

As presented in the guide, the three-month period concerns the court’s decision after the dispute has been received. It should not automatically be treated as a general three-month filing deadline for every worker or every claim. Nor does the end of employment alone answer every jurisdiction question: some wage claims may remain within the Wages Authority’s jurisdiction, while other claims may require a court process.

What documents and information are useful?

The research available for this article does not establish one final, uniform document checklist for every complaint channel. It is therefore important to distinguish between a document formally required by the authority at the time of filing and records that are useful for explaining and supporting the claim.

It is practical to prepare the following information in an organized form:

  • The name of the establishment or employer and any available identifying details.
  • The period of employment and whether the relationship is still continuing or has ended.
  • The agreed wage, the amount actually paid, and any difference between the two.
  • The months or periods for which wages were unpaid, together with the due date for each payment.
  • A separate overtime record showing the date, number of hours, and whether the work occurred on a weekly rest day, holiday, or official public holiday.
  • Any available record showing the employment relationship, payment, attendance, or relevant communications.

These records do not replace the requirements actually imposed by Himaya, the Ministry of Labour, or the court. They do, however, help turn a general complaint into a dated and reviewable account and allow the figures to be checked before submission.

How should wage and working-time claims be organized?

For unpaid or delayed wages, list each period separately: the amount due, the amount paid, the balance, and the relevant due date. The Ministry’s official awareness guide states that an employer must pay a worker’s wage within seven days from the date it becomes due.

For working hours, the Ministry’s guide states that the ordinary limit is eight hours per day and 48 hours per week. It also states that overtime is, as a general rule, performed with the worker’s consent, and that overtime is paid at 125% of the regular wage. Work performed on a weekly rest day, holiday, or official public holiday is stated to be payable at 150% of the regular wage. When presenting the claim, separate ordinary overtime from work on holidays rather than combining all figures into one amount that cannot be reviewed.

What happens after the complaint is registered?

After selecting a channel and submitting the information, keep the reference number issued by the authority. Further information or clarification may be requested depending on the nature of the report. An electronic work-related complaint is directed through the selected channel to the relevant unit within the Ministry of Labour. The subsequent route may differ if the matter is a claim before the Wages Authority or a dispute before the Magistrate Court.

Registration alone is not a final determination of liability or of the amount owed. The outcome depends on jurisdiction, the facts, and the records presented to the relevant authority. If employment has ended, pay attention to the period stated in the Ministry’s guide for mediation before the Wages Authority: at the worker’s request, mediation to resolve the dispute with the employer must take place within six months from the date employment ended.

Frequently asked questions about labor complaints in Jordan

Can I complain while I am still employed?

Yes. The Ministry’s guide states that a worker may bring a wage claim while still employed. A complaint or inquiry may also be submitted through Himaya, Bekhedmetkom, or the Ministry’s published channels, depending on the issue.

Is an electronic complaint the same as a court case?

Not necessarily. A complaint or inquiry submitted to the Ministry is an administrative or inspection route, while a wage claim before the Wages Authority or a dispute before the Magistrate Court has its own scope, jurisdiction, and procedure.

Does the six-month period apply to every labor claim?

The official information available here connects six months to a wage claim after leaving employment where the worker ended the contractual relationship, and to mediation before the Wages Authority at the worker’s request within six months after employment ends. That period should not be applied to every claim without examining its type and facts.

Do I need one specific document?

The available research does not establish one checklist for every channel. Prepare details about the employer, employment period, wage, relevant periods, and due dates, together with any available records, and verify the filing requirements imposed by the authority at the time of submission.

A conclusion for professional review

The practical process begins by identifying the claim, then using Himaya, Bekhedmetkom, or the Ministry of Labour’s published channels where appropriate, while keeping the complaint reference number. The Wages Authority handles specified wage-related claims, while the Magistrate Court hears individual labor disputes after the contract ends as described in the official guide. The key periods highlighted here are seven days for payment from the due date, six months in the specific situations described above, and three months for deciding a dispute after it reaches the Magistrate Court according to the guide. A review of the facts, records, and employment-end date remains important before choosing the final legal route.

Official sources