Key takeaways

  1. Lebanese labor law recognizes both written and verbal employment contracts, although written contracts are strongly recommended.
  2. Employment contracts in Lebanon regulate salary, working hours, leave, probation, and termination rights.
  3. Employees are protected against wrongful termination, discrimination, and unpaid wages under the Lebanese Labor Law.
  4. Employers and employees should understand notice periods, end-of-service indemnities, and dispute resolution mechanisms before signing a contract.

What is an employment contract in Lebanon?

An employment contract is an agreement between an employer and an employee under which the employee agrees to perform work in exchange for remuneration. Under Lebanese labor law, employment contracts may be either written or verbal. Although verbal agreements are legally valid, written contracts are strongly recommended because they provide clearer evidence of the parties’ rights and obligations in case of disputes.

A written employment contract typically includes:

  • Employee and employer details
  • Job title and duties
  • Salary and benefits
  • Working hours
  • Leave entitlements
  • Probation period
  • Contract duration
  • Termination conditions

What types of employment contracts exist in Lebanon?

Lebanese labor law generally recognizes two main categories of employment contracts: indefinite term contracts and fixed-term contracts.

An indefinite-term contract does not specify an end date and is the most common type of employment relationship in Lebanon. A fixed-term contract, on the other hand, specifies a defined duration or project.

Fixed-term contracts are commonly used for seasonal work, consultancy assignments, and temporary operational needs.

Is a written employment contract mandatory in Lebanon?

No. Lebanese labor law does not require employment contracts to be written.
However, employers are strongly advised to use written contracts because they help establish salary agreements, working conditions, overtime arrangements, confidentiality obligations, and termination procedures.
In practice, written contracts significantly reduce legal uncertainty before Lebanese labor courts and arbitration councils.

What salary and working-hour rules apply under Lebanese labor law?

Employees are entitled to wages that comply with the official minimum wage requirements. Contracts should clearly mention the base salary, bonuses, transportation allowances, and payment schedules. The Lebanese Labor Law sets the maximum working time at 48 hours per week for most sectors.
Employees are also entitled to weekly rest periods, annual leave, and sick leave under certain conditions.
Overtime work should generally be compensated with a 50% increase above normal hourly wages.

What is the probation period under Lebanese labor law?

Lebanese labor law allows a probation period during the first three months of employment. During this period, either party may terminate the employment relationship without notice or compensation. Employers should clearly state the probation clause in the employment contract to avoid disputes.

What employee rights are protected in Lebanon?

Lebanese labor law contains several important protections for employees, including protection against discrimination, unfair dismissal, and unpaid wages.

The law prohibits discrimination between male and female employees regarding salary, recruitment, promotion, and professional training.

Female employees are entitled to maternity leave with full pay, and dismissal during maternity leave is generally prohibited.

Employees who have worked for at least one year are entitled to a minimum of 15 days of paid annual leave.

How can an employment contract be terminated in Lebanon?

Termination of employment in Lebanon depends on the type of contract and the reason for dismissal. For indefinite-term contracts, Lebanese labor law requires advance written notice before termination. The notice period depends on the employee’s length of service.

Wrongful termination occurs when an employer abuses the right to dismiss an employee, including dismissal without valid reason or retaliation for union activity or legal complaints. Employees who suffer wrongful termination may claim damages before the Labor Arbitration Council.

What is the end-of-service indemnity in Lebanon?

Employees dismissed without serious fault are generally entitled to an end-of-service indemnity. Today, many employees in Lebanon are also covered by the National Social Security Fund (NSSF), which administers end-of-service benefits under social security legislation. Because end-of-service calculations can become complex, employees and employers should seek legal advice when terminating employment relationships.

How are employment disputes resolved in Lebanon?

Employment disputes are generally handled before the Labor Arbitration Council (“Conseil Arbitral du Travail”).

The Council has jurisdiction over disputes relating to dismissal, compensation, wages, employment contracts, and labor law violations. Employees may file claims for wrongful termination, unpaid salaries, or labor law violations.