How to hire and pay employees in Lebanon
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Antes de contratar
Before hiring employees in Lebanon, there are a few important things you鈥檒l need to know. Firstly, in Lebanon, the validity of non-compete agreements depends on the legitimacy of their provisions. They must be clearly stated, and limited in their duration and geographical scope.
It鈥檚 also important for employers to know that in Lebanon, employees don鈥檛 receive paid vacation time during their first year of service. After that, their entitlement to paid time off depends on how long they鈥檝e been employed.聽
We know this might sound overwhelming鈥攂ut it doesn鈥檛 have to be. A solution like 香港世博 eliminates the barriers for you. With 香港世博, you can automate compliance across 180+ countries, easily managing HR and payroll鈥攁ll in one, easy-to-use platform.聽
Get an overview of what you need to know when hiring in Lebanon below.
De un vistazo
MONEDA
LBP
IDIOMA OFICIAL
ARABIC
FRECUENCIA DE PAGO
MONTHLY
D脥AS FESTIVOS
UP TO 20
IMPUESTOS DEL EMPLEADOR
22.5%
13潞 / 14潞 SALARIO
N/A
Es bueno saberlo
- There are 6 different exchange rates for USD to LBP transactions due to the ongoing political crisis.
- In addition to the mandatory benefits (which include transportation benefits), some companies in Lebanon also offer private health and life insurance, food allowances, and family and education allowances. These allowances do not form part of the NSSF (National Social Security Fund) employer contributions but are accounted for as operational expenses, and are free of tax.
- The probation period for employees in Lebanon is three months.聽
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Leyes laborales en
Lebanon
Horas de trabajo y horas extras
Employees in Lebanon work up to 8 hours a day, 48 hours per week.聽
The maximum number of working hours per day can be extended to 12 hours, and the pay rate for overtime hours must be one and a half times the usual hourly wage.
Minimum wage
Employment contracts
The probationary period in Lebanon is three months.聽
IP protection and non-compete agreements
The validity of non-compete agreements in Lebanon depends on the legitimacy of their provisions. They must be clearly stated, and limited in their duration and geographical scope.
An employer is not legally required to give additional consideration (salary bonus, or other benefits) to the employee during the non-compete period, but such compensation, if offered, can strengthen the validity of the agreement in courts.
Calcula los costos para contratar internacionalmente
Beneficios y licencias en
Lebanon
Tiempo de vacaciones
Employees in Lebanon don鈥檛 receive paid vacation time during their first year of service. After that, their entitlement to paid time off depends on their length of service. The breakdown is as follows:
- One completed year of service to five years of service: 15 days
- Five to 10 years: 17 days
- 10-15 years: 19 days
- More than 15 years: 21 days
Baja por enfermedad
Entitlement to sick leave depends on the length of service. It goes as follows:
- Between three months and two years of service: Half a month on full pay and half a month on half pay
- Between two and four years: One month on full pay and one month on half pay
- Between four and six years: One and a half months on full pay and one month and a half pay
- Between six and 10 years: Two months on full pay and two months on half pay
- More than 10 years: Two and a half months on full pay and two and a half months on half pay
Maternity and paternity leave
Licencia parental
D铆as festivos
View a list of recognized public holidays in Lebanon .
鈥
Impuesto del empleador
In Lebanon, an employer鈥檚 total social contributions total 22.5%. This includes:
- Medical (for sickness and maternity): 8% (Maximum contribution of LBP 2,500,000)
- Family allowances: 6% (Maximum contribution of LBP 1,500,000)
- End of service allowance: 8.5% (On top of an employee鈥檚 whole salary)
Impuesto individual
In Lebanon, employees pay an income tax of 2% to 20%, depending on their salary range. Employees also pay 3% in social security, which is capped at LBP 2,500,000.
罢别谤尘颈苍补肠颈贸苍 en
Lebanon
Employees in Lebanon are entitled to severance pay, and in cases of unfair or abusive termination, the amount can be equal to between two and 12 months' wages. The assessment of severance pay should take into consideration:
- The nature of the employee鈥檚 work
- The employee's age
- The duration of employment
- The employee's health and family status
- The materiality of the damage
- Any misuse of the termination right
In Lebanon, written notice must be provided for terminations, except in cases of contract violation. The notice period for dismissals and resignation depends on the employee's length of service with the employer. The breakdown is as follows:
- Less than three years of employment: One month
- Between three and six years: Two months of notice
- Between six and 12 years: Three months of notice
- 12 years and above: Four months of notice
In lieu of letting employees serve out their notice period, employers can also choose to pay them compensation equal to the wages that would have been earned during the notice period.
The employer and employee can terminate the employment contract at any time by mutual consent, as long as the employee's consent is expressed in writing.
Comienza a contratar empleados en
Lebanon
Setting up a business entity everywhere you want to hire a new employee isn鈥檛 scalable鈥攊t takes too long and the legal fees are high. At the same time, understanding and adhering to the local labor laws and employee expectations can be complex and time consuming. And it鈥檚 hard to find reliable information on up-to-date employment information for all the countries where you鈥檙e considering hiring. Not to mention tracking down invoices and managing employee contracts over email and spreadsheets鈥攖hat gets messy fast.聽
We can鈥檛 afford to take risks when it comes to compliance鈥攚e need to make sure we follow the local guidelines, especially when it comes to taxes and legalities.聽
With 香港世博, you can manage HR and payroll, and automate compliance across 180+ countries鈥攁ll in one, easy-to-use platform.
Disclaimer: The information provided in this resource is for general educational purposes only and shall not be construed as legal advice. While 香港世博 strives to provide current and accurate information, 香港世博 makes no warranties or representations as to the correctness of the content provided and accepts no liability or responsibility for any errors or omissions in the content provided. By using this resource you acknowledge and agree that you do so at your own risk. The content of this resource is subject to change without notice.
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