6 Jobs in Kiryat Gat
Work weeks in Israel break for Shabbat; most paychecks arrive via salary fund transfers on the 25th.
Average salary: ILS 301,667
Average salary
ILS 301,667
across 6 jobs
- Engineer Piping
- Exyte
- Kiryat Gat, Israel
- ILS 300,000 – ILS 420,000New
- Piping Engineer
- Exyte
- Kiryat Gat, Israel
- ILS 240,000 – ILS 300,000New
- Assistant Design Manager
- Exyte
- Kiryat Gat, Israel
- ILS 300,000 – ILS 420,000New
- Engineer BIM/VDC
- Exyte
- Kiryat Gat, Israel
- ILS 300,000 – ILS 420,000New
- Senior Sourcing Team Lead
- DSV
- Kiryat Gat, Israel
- ILS 200,000 – ILS 300,000
- Team Lead / Key Account Manager
- DSV
- Kiryat Gat, Israel
- ILS 180,000 – ILS 240,000
Employment in Israel runs on formal contracts specifying role, salary, and benefits. Employers typically request military discharge papers (Teudat Pgisha), proof of education, and references. Full-time positions dominate, though temporary and part-time work exists across sectors. Work weeks run Sunday through Thursday or Friday, with Saturday off for Shabbat observance across most industries. Non-citizens need valid work permits; citizens and permanent residents face no eligibility restrictions. Salary typically transfers via dedicated bank accounts, often through employer-managed salary funds. Standard benefits include vacation days, sick leave, and pension contributions deducted before payday. Contracts specify working hours, usually 40–45 per week, with overtime compensation clearly outlined.
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Questions
Who can work in Israel?
Israeli citizens and permanent residents have unrestricted work rights. Foreign nationals require a valid work permit obtained through their employer before employment begins. Permits specify the employer, role, and duration of authorized work.
What documents do employers ask for?
Employers request a Teudat Pgisha (military discharge certificate or exemption), educational credentials, references, and tax file registration. Israeli citizens provide these routinely; foreign workers need passport details and permit documentation. Background checks vary by sector and employer size.
What type of contracts are standard?
Full-time indefinite contracts are most common, specifying salary, role, and benefits. Temporary contracts for fixed periods, probationary agreements, and part-time arrangements also exist. All contracts must comply with Israel's Employment Services Law.
How many hours constitute a standard working week?
A standard working week is 40–45 hours, typically spread across Sunday through Thursday or Friday. Saturday is universally off for Shabbat observance. Hours are specified in the employment contract.
How is overtime handled?
Overtime compensation is contractually defined and paid at premium rates—typically time-and-a-half or double time depending on the role and agreement. Employees cannot be forced to work beyond contracted hours without consent and additional pay.
When and how does salary arrive?
Salaries transfer to employees' bank accounts on the 25th of each month through employer-managed salary funds. Foreign workers typically receive transfers to their nominated Israeli bank account or via registered transfer services.
What happens to salary before it reaches the employee?
Employer and employee pension contributions, tax withholding, and health insurance deductions are deducted before the net salary reaches the employee's account. These are legally mandated and itemized on pay stubs.
How is the working year structured?
The working year follows the calendar. Vacation entitlements accrue over the year and can usually be taken flexibly. Public holidays and religious holidays, including High Holidays in autumn, shape scheduling across most workplaces.
What leave are employees entitled to?
Employees accrue paid vacation days annually, typically 10–12 days per year for newer employees, increasing with tenure. Sick leave and bereavement leave are separately provided. Maternity and paternity leave are statutory rights.
What happens if an employee is dismissed?
Dismissal procedures and severance are governed by employment law and individual contracts. Employers must provide notice or pay in lieu; severance varies based on length of service and dismissal circumstances. Unfair dismissal claims can be pursued through labour courts.