The Ministry of Labor announced that the number of private sector establishments that adopted flexible work regulations—issued under Articles 2 and 140 of Labor Law No. 8 of 1996—reached approximately 145 during 2025 and 2026. This includes 45 establishments that integrated these regulations into their internal bylaws during the current year.
اضافة اعلان
Abdul Halim Dojan, Secretary-General of the Ministry, stated that the sectors benefiting most from this system are Information Technology (IT), Education, and the Commercial sector.
Goals and Benefits
Dojan explained that the flexible work system aims to:
Increase Employment: By offering work patterns that align with employees' family responsibilities and social circumstances.
Inclusivity: Enhancing the participation of women and persons with disabilities in the labor market.
Cost Efficiency: Reducing operational costs for employers who implement flexible work models.
Eligible Groups
Under the regulations, specific groups are eligible for flexible work within participating private institutions, including:
Regularly enrolled academic students.
Pregnant women and nursing mothers.
Workers caring for children, the elderly, or first-degree relatives.
Workers with disabilities.
Any worker whose job nature aligns with the prescribed flexible work models.
Defined Flexible Work Models
The regulation identifies several forms of flexible work:
Remote Work.
Part-time Work.
Flexible Hours.
Compressed Work Week.
Flexible Year.
The system mandates a written contract between the employer and the employee, outlining the specific flexible model, tasks, and wages under the employer's supervision.
Rights and Transitions
The Secretary-General clarified that workers can transition between standard and flexible work systems after a minimum period of three months. Importantly, switching to a flexible system does not diminish any acquired labor rights stipulated by the law.
For part-time work, annual and sick leaves are calculated proportionally based on the agreed working hours. However, the law strictly prohibits any reduction in maternity leave or the nursing hour, which remain fully protected.
Finally, the Ministry noted that any employer with 10 or more employees who chooses to implement flexible work must amend their establishment’s internal bylaws accordingly and have them certified by the Ministry of Labor.
Source: Petra
