Dismissal Initiated by the Employer in Israel

If your employer is ending your job, you need to understand not only the final money but also the sequence of the process itself. In the official government guidance, the hearing stage comes first, then the employer considers your arguments, then communicates the decision, then the written notice and notice period or payment in lieu, and only after that comes the final settlement and paperwork.

This article is a practical checklist for new olim. It is not legal advice, but it is limited to details that were confirmed in official sources listed below.

1. How the process usually looks

Based on the confirmed official materials, the process usually looks like this:

  • a written invitation to a hearing;
  • an explanation of why dismissal is being considered;
  • time to prepare for the hearing;
  • the hearing itself, where you can respond;
  • consideration by the employer after the hearing;
  • communication of the decision;
  • written dismissal notice;
  • the notice period or payment instead of working that period;
  • final settlement and release of documents.

Keep every email, message, letter, and payslip from the beginning of the process.

2. What matters at the hearing stage

An official Ministry of Defense employment-rights guide states that:

  • the employer should give you a written invitation to the hearing;
  • you are entitled to know why they want to dismiss you;
  • you should be given time to prepare;
  • you may be assisted by a lawyer;
  • after the hearing, the employer should consider the matter and inform you of the decision.

That is why this article treats the hearing as a pre-decision stage, not as a formality after dismissal is already final.

The official guidance used for this article states that the employee should be given time to prepare for the hearing. It does not specify a concrete minimum period.

3. Final decision and written notice

If the employer decides to proceed, ask for a written notice that states:

  • the date the notice was given;
  • the effective termination date;
  • whether you are expected to keep working during the notice period;
  • whether the employer is paying you instead of having you work during that period.

The end date matters because it affects salary, notice compensation, pension reporting, and the timing of unemployment registration.

4. Notice period: work it or be paid for it

According to the official employment guide on gov.il, the notice period depends on length of service. For monthly salaried employees, after one full year of work it is generally one month, while before that it grows gradually according to the statutory structure.

If the employer does not want you to continue working during that period, the employer generally has to pay for it. So at dismissal you should check not only the last work day, but also the salary treatment of the notice period, whether worked or not.

5. What should be settled when employment ends

According to the official government material reviewed for this article, at dismissal you should verify that the employer provided or arranged:

  • salary up to the last work day;
  • notice-period pay, if you were not asked to work that period;
  • severance pay or a severance completion, if you are entitled;
  • payout of unused vacation days;
  • Form 161;
  • release documents for the pension and provident/gemel funds;
  • confirmation of your employment period.

Do not leave these items at the level of a verbal “we will send it later.” Ask for a written breakdown and copies.

6. Severance pay and pension money

The same official employment guide explains that an employee who worked continuously for the same employer for at least one year is generally entitled to severance pay if dismissed. The general rule described there is one month of salary for each year of employment, with adjustments for part-time work.

Separately, check what happened with the pension and compensation money:

  • were instructions sent to the pension or gemel fund;
  • is there a release for the money;
  • is a severance completion required;
  • how was Form 161 handled;
  • would an immediate withdrawal create unnecessary tax or damage future retirement savings.

7. Protected situations

There are cases where dismissal is restricted or requires a permit. One official example is the Ministry of Labor service about dismissal or reduction of position/income under the Women’s Employment Law. Protected situations can include pregnancy and certain periods after childbirth, among others listed by the ministry.

If you are in a protected status, do not assume a regular dismissal process is valid.

8. If your employer did not pay

If money or rights are missing, the official Labor Court filing service on gov.il is the formal route for claims involving severance pay, wages, pension contributions, and other employment rights.

Before filing, collect:

  • the hearing invitation;
  • all written process messages;
  • the dismissal letter;
  • payslips;
  • bank records;
  • pension or provident/gemel fund reports;
  • Form 161;
  • confirmation of employment period;
  • documents relating to vacation payout and severance.

Official sources