Among business owners from the Haredi sector, especially in fields such as construction, cleaning, and nursing, the need to hire foreign workers is increasing to supplement the workforce and fill positions that Israeli employees are not always available or interested in filling.
But alongside the economic and operational opportunity, there is also a significant potential for legal and halakhic risk - employing a foreign worker illegally may be considered a violation of state law, and may even raise concerns of moral failure or blasphemy.
In order to employ a foreign worker in a lawful and correct manner, it is necessary to thoroughly understand the legal process, prepare for it in advance, and act with fairness and transparency with the authorities. This is not just a bureaucratic procedure - it is a matter of exercising a professional mission while maintaining values, law, and public order.
The State of Israel has a detailed and limited policy regarding the employment of foreign workers. Employment is permitted only in certain pre-defined fields, and under specified conditions – on the part of both the employee and the employer. The main fields where a clear legal framework exists include the nursing, construction and agriculture sectors, as well as certain cleaning sectors.
The employee must have an appropriate visa in advance, and work only in the field defined for him. The employer, for his part, must have explicit permission – i.e. a permit for a foreign worker – Given to him by the Population and Immigration Authority, after a formal application process.
The permit is usually issued for a specific employee, for a limited period of time, and in a specific location. Deviating from any of the conditions – such as employing another employee, in a different location, or after the visa expires – may be considered a criminal offense. The concern is not theoretical: many businesses have been fined, closed, or suspended for seemingly minor irregularities that were interpreted as illegal employment.
The process for obtaining a work visa in the State of Israel for a foreign worker in a permitted field includes several steps, and failure to adhere to any of them may lead to the application being rejected or sanctions being imposed later.
First, the employer must submit an application for an employment permit to the relevant ministry – the Ministry of the Interior or the Ministry of Economy, depending on the industry. He must prove that there is a real need to recruit a foreign worker, that no suitable Israeli workers have been found, and that he is able to pay the required salary and social insurance conditions.
After receiving the permit, the employer must find an employee who meets the threshold conditions – which sometimes include background checks, medical examinations and restrictions on countries of origin. The application is then forwarded to the Population Authority for issuance of an entry visa and work permit. The employee goes through an absorption process, signs an employment contract, and is finally allowed to begin his work legally and fully.
More about the process of issuing work visas in Israel You can find this detailed guide.
The Haredi sector sets unique standards for running a business – from strict adherence to halachic kosher, to a modest atmosphere, to avoiding inappropriate public exposure. In the context of foreign workers, the legal challenge is also compounded by a layer of identity, culture, and spiritual influence.
Employees do not always come from a religious background, and often do not understand the demands of the ultra-Orthodox environment. Therefore, even before hiring the employee, the employer must prepare from a value perspective: define sector boundaries, ensure proper separation if necessary, and maintain an appropriate atmosphere for the workplace.
Legally, it is imperative to avoid common “shortcuts,” such as hiring an employee who has remained in Israel after their visa has expired, or one who was previously employed in another field. These cases may be considered a serious violation, even if the employer’s intention was innocent. An ultra-Orthodox business is measured not only by its balance sheet – but also by public trust.
First, it should be understood that the procedure is not a one-time thing: Even after receiving the permit, the employer must report to the authorities any changes – workplace, conditions, working hours, medical problems or termination of employment. Any case of unreported change, even if it seems minor, may cause a problem.
Second, minimum wage conditions, employee health insurance, provision of decent housing (in certain industries), and documentation of any consent or change must be adhered to. Lack of documentation will always work to the employer's detriment.
Finally, it is recommended to consult with a consultant or lawyer who specializes in labor and immigration. Requirements change frequently, and violating the rules – even inadvertently – could lead to serious sanctions, revocation of licenses, and even loss of business reputation. Preliminary advice can make all the difference and save you unnecessary heartache.
For a business owner from the Haredi sector, the desire to operate an efficient, profitable, and legal workforce is not just a legal requirement - it is part of a deep commitment to the values of honesty, upholding the law, and ensuring that one's finances are maintained.
Employing foreign workers can be a legitimate solution, but only when done while strictly adhering to the rules, adhering to the process from start to finish, and combining it with a transparent and responsible business structure.
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