Operation Epic Fury | Workplaces and Employment During an Emergency: Changes to Defense Guidelines by Regional Policy, Overtime Work, and Minimum Wage Increase
Summary
Due to the ongoing security developments as part of Operation Epic Fury, and to help employers understand the implications of the guidelines for workplace activities, we present below the Home Front Command’s latest defense guidelines as of March 15, 2026.
These guidelines address, among other things, the scope of activity permitted in workplaces and various issues relating to employee attendance and absence during the emergency period.
We will continue to monitor developments and updates published by the relevant authorities and provide further updates regarding any changes relevant to employers.
Labor law does not go on unpaid leave, even during wartime. This update outlines several changes in the Home Front Command’s defense guidelines relating to employees returning to workplaces and the extension of permits enabling employers to require employees to work exceptional overtime hours. There is also an important update regarding an increase in the minimum wage.
Changes in the Home Front Command’s Defense Guidelines and Their Impact on Employees Returning to Work
The changes to the Home Front Command’s defense policy will come into effect on Monday, March 16, 2026, at 06:00 a.m. According to the updated guidelines, subject to the Home Front Command’s population defense policy:
Workplaces throughout the country may operate in locations where there is access to a standard protected space within the required time frame.
In the Beit She’an Valley, Jordan Valley, Samaria, Judea, Dead Sea, Western Lachish, Gaza Envelope, Western Negev, Southern Negev, and Arava regions:
- Gatherings may be held in locations from which people can reach a standard protected space within the required time frame, as follows: up to 50 people outdoors and up to 100 people in a closed building.
- Educational activities may take place if a standard protected space is accessible within the required time frame.
In the rest of the country:
- Gatherings of up to 50 people may be held in locations where a standard protected space is accessible within the required time frame.
- Educational activities are prohibited.
- Since educational activities are suspended, under the Protection of Employees During Emergencies Law, employees may be absent from work to supervise children under the age of 14 (and other employees meeting the criteria prescribed in the law). If these employees are not working remotely, they are not entitled to wages during their absence. However, the legal protection against dismissal due to such absence remains unchanged.
Overtime – Extension of Special Permits
The Minister of Labor has ordered an extension of the special permits allowing employers to require employees to work overtime, including in the general economy, public transportation, and guarding sectors, until March 19, 2026.
Minimum Wage Update Effective April 1, 2026
Israel’s minimum wage will be updated on April 1, 2026. This update applies to the entire economy and has broader economic implications related to the rights of employees earning minimum wage.
What is the minimum wage after the update?
After the update, the minimum wage for a full-time job will be ILS 6,443.85, up from ILS 6,247.67. The minimum wage for hourly workers will be ILS 35.40 per hour, up from ILS 34.32 per hour.
When does the minimum wage update come into effect?
The update comes into effect on April 1, 2026. This means that the new minimum wage must be applied starting with the April 2026 salary (payable at the beginning of May 2026). Employers must update payroll systems, notify payroll managers, and update pay slips for all employees to reflect the updated minimum wage as required under the Wage Protection Law.
What other aspects are affected by the minimum wage increase?
The minimum wage update will increase the amounts of social contributions to provident and severance funds, vacation pay, overtime pay, and sick pay. The minimum wage update may also slightly reduce the number of overtime hours included in global overtime pay arrangements, where applicable.
Should employers take additional actions due to the update?
Yes. Every employer must post a notice about the minimum wage (even if not all employees are paid minimum wage) either on a bulletin board or on the company’s portal. This notice must include the updated minimum wage details.
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Adv. Netta Bromberg is a partner and head of the firm’s Employment Department.
Adv. Amit Hadad is an associate in the department.
Barnea Jaffa Lande’s Employment Department provides comprehensive legal support to employers across all aspects of labor law and employment relations.