Amendment 24 to the Wage Protection Law — a practical guide for employers

Since 2009 every employer in Israel must keep an ongoing record of working hours and issue a detailed payslip — and without a record, the burden of proof in an overtime claim shifts to the employer. Here you'll find what the law actually requires, a printable compliance checklist, and free calculation tools.

What changed

The three duties Amendment 24 introduced

1 · Working-hours register

Duty to keep an ongoing attendance record

The employer must keep an ongoing record of working hours and rest hours. A record kept by mechanical or digital means meets the requirement as is; a manual record must be signed daily by the employee and approved by a responsible person.

2 · Detailed payslip

A payslip with every component the law requires

Seniority, position scope, actual work days and hours, hourly rate, leave and sick-day balances, a breakdown of pay components and deductions — delivered to the employee by the ninth day after the wage payment date.

3 · Burden of proof

No record — the employee's version prevails

In an overtime pay claim where the employer has not presented attendance records, a presumption arises in the employee's favor of up to 15 overtime hours a week (60 a month) — and it is the employer who has to rebut it.

Compliance checklist

Does your business comply with Amendment 24?

Tick what you already have covered 0/8

An ongoing attendance record for every employee
Clock-in and clock-out are recorded in real time by mechanical or digital means, or manually with the employee's daily signature and approval by a responsible person.
The record also covers breaks and absences
Break deductions, sick leave, vacation and reserve duty are documented — not just gross attendance hours.
Overtime is calculated according to the law
125% for the first two hours, 150% beyond them, plus Shabbat and holiday rates — on a daily basis, not a monthly average.
The payslip includes every mandatory component
Seniority, position scope, actual work days and hours, hourly rate, leave and sick-day balances, a breakdown of components and deductions.
The payslip is delivered by the 9th of the month
No later than the ninth day after the wage payment date, to every employee.
The hours on the payslip match the attendance records
The payslip figures are derived from the record itself — not entered separately by hand, which creates contradictions that are hard to defend.
Records are kept long-term
The limitation period for wage claims is seven years — a record deleted after one year won't help in a claim five years from now.
Remote and field employees report too
The record-keeping duty also covers work from home and in the field — remote employees need a way to clock in.

Printable timesheet →

The checklist summarizes the main record-keeping duties under Amendment 24 to the Wage Protection Law and the Hours of Work and Rest Law as they apply to most employers. It is not exhaustive and is not legal advice — a collective agreement, an extension order or special industries may impose additional duties.

Free tools

Calculate correctly, don't just record

Calculator

Overtime calculator

A 125% and 150% breakdown by law, including Shabbat and holidays and break deduction — free, no sign-up.

Form

Printable timesheet

A monthly attendance form with room for the employee's daily signature — for businesses that still record by hand.

Guide

Shabbat and holiday rates

When you pay 150%, 175% and 200%, and how the Hebrew calendar changes the calculation.

Guide

GPS clock-in — what's allowed

How to meet the record-keeping duty for field employees without infringing on privacy.

For websites and blogs

Embed the overtime calculator on your site — for free

Accountants, payroll consultants and content sites are welcome to embed the calculator on any page — at no cost and with no sign-up. Paste the code and the calculator works:

Here's how it looks embedded:

FAQ

Questions about Amendment 24

What is Amendment 24 to the Wage Protection Law?

The amendment (in force since 2009) that introduced the detailed payslip, the duty to record working hours, and the reversed burden of proof in overtime claims where there is no record.

Does it have to be a digital attendance clock?

No — but a manual record requires the employee's daily signature and approval by a responsible person, so in practice a digital method is the simple way to comply.

What is the risk without a record?

A presumption in the employee's favor of up to 15 overtime hours a week (60 a month) in a claim, plus exposure to financial sanctions for payslip and record-keeping failures.

Does the duty apply to small businesses too?

Yes. The record-keeping and payslip duties apply to every employer, even with a single employee — there is no exemption based on business size.

Keep attendance and documentation in one place

RayClock brings together clock-ins, hours calculated by your own settings, and a record of corrections. Review and approve the month's data before sending it to the payroll system.

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