Can an Israeli employer require an employee to work on Shabbat or a Jewish holiday?

The Hours of Work and Rest Law 5711-1951 is the primary statute governing rest entitlements in Israel. Section 7A entitles every employee to a weekly rest period of at least 36 consecutive hours. For Jewish employees, this rest is anchored to the Shabbat cycle running from Friday sunset to Saturday night. For non-Jewish employees, the weekly rest day may be Sunday or Friday according to their religion. The law does not prohibit all Shabbat work — the default rest right can be displaced by a ministerial permit. The Employment Service Law 5719-1959 and sectoral extension orders in industries such as hospitality, healthcare, utilities, security, and transportation issue blanket permits that authorize Shabbat work across those sectors. Even in permitted sectors, the employer must still pay the 150% premium rate and provide at least one complete day of rest in any 7-day cycle.

For foreign nationals working in Israel, the weekly rest entitlement under the Hours of Work and Rest Law applies fully regardless of nationality or visa status — see also the complete guide to employment law for foreigners in Israel. The Jewish public holidays recognized under the Law of Public Holidays 5714-1953 — Rosh Hashana, Yom Kippur, Sukkot, Pesach, and Shavuot — are treated the same as Shabbat for entitlement and premium pay purposes. Non-Jewish employees may request that their weekly rest day correspond to their own religious practice; under Section 9 of the Equal Opportunities in Employment Law 5748-1988, employers must accommodate this request to the extent that operations allow. An employer who requires Shabbat or holiday work without a valid permit and without paying the premium faces civil liability to the employee and regulatory sanctions from the Ministry of Labor.

From the full guide: Employment Law in Israel for Foreign Nationals: A Complete Guide

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