Employers – Pay Attention: A New Expansion Order Changes the Rules for Reserve Duty Servicemembers
On April 28, 2026, an extension order was signed for a general collective agreement concerning reservists and their spouses/partners and the accrual of annual leave according to the Collective Agreements Law, 1957.Here it is: "The new extension order").
In light of the security situation and the legal changes it brings, the new expansion order imposes broader obligations on employers than before. This means that mistakes in how you handle employees serving in the reserves could lead to significant legal exposure, so it's important to understand what has changed and, most importantly, what you need to do in practice.
- Expansion of protection against dismissal: In addition to the existing prohibition on dismissing an employee during reserve duty and for 30 days afterward, an additional 30-day protection period has now been established (Hereinafter: "the extended period". This extension applies in cases where the employee has served at least seven consecutive days and sixty cumulative days in a calendar year. In practice, this means that dismissal decisions cannot be made during this period without prior legal review, and in relevant cases, a permit must be obtained legally from the Security Service Employment Committee.
- Prohibition of unpaid leave: An prohibition is imposed on placing employees on unpaid leave during reserve duty and the extended period, unless clear conditions are met, such as: no connection to reserve duty and explicit consent from the employee, or the employee's request to go on unpaid leave and the agreement of both parties.
- Request for oversight committee in case of dismissal or furlough: The new expansion order stipulates an obligation to approach the oversight committee in any case of intention to dismiss an employee or place them on unpaid leave during the protected period. The committee will examine the request after receiving the employee's response, and will issue its decision within 14 days from the date of submission. Until a decision is made, the dismissal or placement on unpaid leave will not take effect.
If the oversight committee finds that there is no dispute between the parties, it will not need to rule on the merits of the request and will be satisfied with notifying the parties within 5 days. It should be clarified that even in cases where a request is submitted by agreement, the oversight committee must be approached.
- Prohibition of harming the employment conditions of reservists: It is forbidden to harm the employment conditions of an employee serving in the reserves, including changing their role, reducing or adding tasks, or harming their salary, even during an extended period. However, not every change will be considered a prohibited harm, and each case must be examined on its own merits.
- Paid absence days for spouses of reservists: The new extension order stipulates that spouses of reservists are entitled to paid leave days, in accordance with the scope of annual reserve duty. Eligibility is granted to spouses who meet certain conditions, and the days can be utilized in situations such as childcare, family care, or necessary arrangements due to reserve service.
The days can only be utilized during active reserve duty. They can also be used by the hour, and in some cases, a medical permit is required. The right does not accumulate from year to year and cannot be redeemed. In addition, retroactive provisions have been established as of January 1, 2026, which obligate employers to make adjustments to salaries and absence quotas if days were used not in accordance with the new arrangement.
- Wife of a reservist's absence: The new expansion order stipulates that a reservist's spouse is entitled to an hour of absence even when employed full-time which is split between multiple employers – proportionally with each one, subject to presentation of proof of employment scope.
- Vacation day accrual The new expansion order allows an employee to accrue annual leave days without the employer's consent and to use them during the next two years in cases related to emergencies or reserve duty – such as extended absence, actual non-granting of leave, or working in an essential industry.
Beyond the debts, there is also Some relief for employers In the form of a new reimbursement mechanism for social security costs incurred during reserve duty. In accordance with the amendment to the National Insurance Law, compensation is available at a rate of approximately 20% of the employee’s daily income to cover social security components such as pension contributions and insurance premiums. To exercise this entitlement, eligibility must be verified, and applications must be submitted in accordance with the guidelines.
In summary, the new extension order fundamentally changes how reservist employees are handled. Dismissals, unpaid leave, or changes in employment terms are actions that require prior examination, documentation, and sometimes approval from an authorized party. It is recommended to prepare for this in advance and ensure that organizational conduct complies with legal requirements.