Jordan – A specialized study confirmed that the applying labour law for Remote Workers is difficult in many respects, due to lack of observance of the nature of work, especially the provisions of working hours, wages and holidays. The Supreme Royal Decree was issued last March approving Flexible Work System No. 22 of 2017, while the concept of the system was introduced to employees of the public sector at the beginning of May, and under Article (140) of the labour law for 1996 and its amendments, which states that: The Council of Ministers upon the recommendation of the Minister to issue the necessary regulations to implement the provisions of this law. The study, prepared by legal researcher Omar Al-Araisha, stated that because there is no agreed definition Remote Work contract is an agreement between the worker and the employer to make work for wage in a place other than the employers traditional workplace and using modern means of communication. Despite the Jordanian legislatures definition of Remote Work in the 2017 flexible work system, it limited the spatial dimension between the worker and the employer, without specifying the mechanisms that could be used to implement the work.” The study concluded that distance work does not differ from traditional work in terms of wage determination. The application of occupational safety and health in the field of Remote Work raises many problems, especially since the majority of these workers perform their work in their homes in inappropriate conditions as they may use some substances that may cause them some diseases, which requires protection in this area. The study pointed out that the injury that occurs to the worker remotely is considered a work injury to which the provisions of the Social Security Act apply.
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