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Managers and sensitive processes

Stop the expensive mistake before it happens: lawful hearings and dismissals in Israel

HRAI’s process center guides managers through sensitive people processes in Israel. Ending employment runs through HR, step by step: documenting the background, checking protected groups, weighing alternatives, a lawful hearing with written notice, and a reasoned decision. Each step opens only when the previous one is complete, and confidentiality is enforced by participant.

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The manager’s process center: ending employment, a performance improvement plan, a material change in terms, resignation and a complaint
My tasks, on a phone
The process center on the manager’s computer.

The risk

Where do good managers go wrong?

An early remarkOne sentence in the corridor that turns the hearing into a formality.
A protected groupReserve duty, pregnancy or fertility treatment that was not checked before the invitation.
A hearing without timeAn oral invitation, one day ahead, with no written points.
A file everyone seesAnother manager who knows about the process before the employee does.

For a foreign company, the Israeli rules are the surprise: before ending employment, an employer is expected to hold a hearing (שימוע, shimua) where the employee hears the specific points in writing and can respond, and some groups, for example during pregnancy, maternity leave or reserve duty, cannot be dismissed without a permit.

The principle

Why does ending employment go through HR?

A manager opens a confidential consultation, and HR runs the process from there. Each step opens when the previous one is complete.

1BackgroundFacts and datesand a shortquestionnaire2ConfidentialfileManager, HRand CEO only3RequirementsProtected groupsreference beforecontinuing4AlternativesFor example aperformanceimprovement plan5HearingWritten invitationthree working days6DecisionReasoned inwritingafterconsideration
1BackgroundFacts and datesand a short questionnaire2Confidential fileManager, HRand CEO only3RequirementsProtected groupsreference before continuing4AlternativesFor example a performanceimprovement plan5HearingWritten invitationthree working days6DecisionReasoned in writingafter consideration
Every step is recorded: who, when and what.

In practice

What does the system do for the manager?

01 · Protected groups

A reference before continuing, in code

Pregnancy, fertility treatment, maternity leave, reserve duty and the partners of those serving, sick leave, a recent complaint, works-committee activity. If such a flag is set, the move to the hearing invitation is blocked until HR records a reference: a permit number or the name of the person who gave the legal opinion.

Important: This is a built-in stage of the process, not a reminder you can click past.
The process center: each process with a risk level, number of stages and duration
02 · Prior notice

Calculated from the seniority and employment type in the file

The Prior Notice to Dismissal and Resignation Law, 5761-2001 (Hok Hoda’a Mukdemet Le’piturim Ve’le’hitpatrut, חוק הודעה מוקדמת לפיטורים ולהתפטרות) has two tables, and the system picks the right one by employment type.

Monthly salary: section 3Up to 6 months: one day per month worked. Month 7 to the end of the first year: 6 days plus 2.5 days per month in that period. One year and more: one month.
Hourly or daily: section 4First year: one day per month. Second year: 14 days plus one day per two months. Third year: 21 days plus one day per two months. Three years and more: one month.
Monthly salarySection 3One monthfrom one yearHourly or dailySection 4One monthfrom three years
The two tables in the law
03 · My team

Exactly what a manager needs to manage

  • Leave balances, seniority and pending requests, for direct reports only
  • Salary, ID number and bank details are stripped on the server and never reach the browser
  • Approving the team’s leave, and approving payment of expense claims after the payroll accountant’s check
  • A manager’s own request is routed to someone else
The manager’s team: direct reports, balances and requests

The law in two tables

How long is the notice period in Israel?

Both tables come from the same law. Which one applies depends on how the employee is paid, not on their title. The system reads both from the employment type and start date in the file.

Notice period for monthly-salaried employees, section 3
Seniority (monthly salary)Notice period
Up to 6 monthsOne day for each month worked
Month 7 to the end of the first year6 days, plus 2.5 days for each month in that period
One year and moreOne month
Notice period for hourly or daily employees, section 4
Seniority (hourly or daily pay)Notice period
First yearOne day for each month worked
Second year14 days, plus one day for every two months
Third year21 days, plus one day for every two months
Three years and moreOne month

General information about the law as implemented in the product. It is not legal advice; ending employment should be reviewed with your lawyer.

Who does what

Who is in the room?

Line manager

Opens a confidential consultation and documents the background.

HR

Runs the process: requirements, alternatives, the hearing and the decision.

CEO

A participant in the confidential file, and the approver for senior employees.

The system

Blocks steps out of order, checks dates on Israel time and records who did what.

3Working days’ notice of a hearing, by default
48hMinimum counted hours, excluding Fri, Sat and holidays
2Notice-period tables, chosen by employment type

Related

What else helps managers?

Outsourced HR in Israel

An HR team that runs hearings and sensitive processes with you.

Read more →

Digital employee file

Every decision and document in one documented record.

Read more →

The AI agent and channels

Reminders and approvals that reach managers where they work.

Read more →

Frequently asked

What people ask before they start

How does ending someone’s employment work in HRAI?

It goes through HR. A manager opens a confidential consultation, and from there the process runs in stages: checking the requirements the law sets, weighing alternatives, a lawful hearing, and a reasoned written decision. There is no “terminate” button for a manager.

What happens when an employee is flagged as part of a protected group?

The system blocks the move to the hearing-invitation stage until a reference is recorded: a permit number from the Ministry of Labor commissioner, or the name of the person who gave the legal opinion. It is a block in the code, not a warning you can click through.

How much notice does a hearing invitation need?

The process sets three working days by default, so there is no argument about it. In any case, the system checks at least 48 counted hours that are not Friday, Saturday, a holiday eve or a holiday, and the hearing itself cannot be scheduled on those days. The calculation runs on Israel time.

How is the notice period calculated?

Under the Prior Notice to Dismissal and Resignation Law, 5761-2001, from the seniority and employment type in the file. The law has two tables: section 3 for monthly-salaried employees (one month from one year of service) and section 4 for hourly or daily employees (one month from three years). The system picks the right one.

Who can see a consultation file opened about an employee?

Only the participants: the manager who opened it, HR and the CEO. Another manager, even a more senior one, does not see that the file exists. A request for a file that is not yours returns “not found”, because even “no permission” would reveal that a file exists.

Can a team manager see their employees’ salaries?

No. Salary, ID number and bank details are stripped on the server from every response that reaches a team manager. The data never reaches their browser, so not even developer tools would reveal it.

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