In short: an employee who was not paid wages, was dismissed unlawfully or did not receive severance pay can sue. The Regional Labor Court has exclusive jurisdiction (section 24 of the Labor Court Law, 5729-1969). A wage claim generally becomes time-barred within 7 years (section 5 of the Prescription Law, 5718-1958). But some rights become time-barred sooner. An example is compensation for late payment of wages (section 17A of the Wage Protection Law, 5718-1958). The employer may not have presented attendance records that it was required to keep. Then the burden of proof regarding the disputed working hours shifts to the employer. For overtime, this applies up to 15 hours a week or 60 a month (section 26B of the Wage Protection Law).

Yaron Meiri, Adv. & CPA · Member of the Israel Bar Association

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What you receive from the payslip review

A gap table, month by month

A table of what was paid compared with what is due under the law, for each month: overtime, pension contributions, annual leave and recuperation pay. That way you know whether there is a claim here and for which components, before deciding what to do.

The accounting reading of charges, wages and financial statements is part of the legal work, and is not a separate accounting service.

Send on WhatsApp: how long you worked, and whether you have the payslips

For employers

Services for employers

An employment documents kit, and support with a pre-dismissal hearing

Employment documents kit

An employment contract, the notice of employment terms to the employee, a draft invitation to a pre-dismissal hearing, and a review of a sample payslip: the contributions, “global pay” and the basis for calculating severance pay.

Pre-dismissal hearing support

From the written invitation, through the hearing itself, to the written decision.

The scope and the timing are agreed in advance, before the work starts.

Send on WhatsApp: how many employees, and what you need

When is it worth contacting a lawyer?

  • You were asked to sign a termination agreement, a waiver or a final settlement — before you sign.
  • You have no payslips or attendance records, or the claim includes several components together: wages, overtime, pension and severance pay.
  • You were dismissed without a pre-dismissal hearing. Or you were dismissed during a period in which the law restricts dismissal: pregnancy, the birth and parenting period, fertility treatment, reserve duty or illness. See section 9 of the Women’s Employment Law, 5714-1954, section 41A of the Discharged Soldiers (Reinstatement in Employment) Law, 5709-1949 (חוק החיילים המשוחררים (החזרה לעבודה), התש״ט-1949), and section 4A of the Sick Pay Law, 5736-1976.
  • You are considering resigning because of a material deterioration in working conditions. Before deciding, you want to check whether the resignation will be treated as a dismissal for severance purposes (section 11(a) of the Severance Pay Law, 5723-1963).

You can also do it without a lawyer: representation is not mandatory in the Labor Court. A claim for an amount not exceeding NIS 40,700 (as of 1 January 2026) is heard as an expedited proceeding. This is under section 31 of the Labor Court Law and regulation 1 of the Labor Court Regulations (Determination of the Claim Amount in Expedited Proceedings), 5750-1990 (תקנות בית הדין לעבודה (קביעת סכום התביעה בדיון מהיר), התש״ן-1990). When the calculation is simple and you have the payslips, you can start with a demand letter yourself.

Tools to check for yourself

From where, and in which language

From anywhere in Israel. The office is at 2 HaSdera HaAkademit St., Kiryat Ono, and a meeting at the office is arranged in advance. The service is in Hebrew or English.

Leave your details for a first call about employment law

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Areas served: all of Israel; the office is in Kiryat Ono.

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Focused topics in employment law

A separate page for each topic: the relevant sections, what to prepare and how the case is handled

Checked against the current text of the legislation in September 2026. The information is general and is not legal advice.