The end of a job is one of the most disorganised moments in working life. Emotions run high. Conversations happen fast. And paperwork — the thing that matters most — gets forgotten in the middle of everything else.
Whether you are being dismissed or choosing to resign, the days around the end of employment often determine whether you receive what you are owed. This article helps you stay organised when everything around you feels rushed.
What notice means and how long it should be
Both the employer who dismisses and the employee who resigns must give advance written notice. The length of notice depends on how long you have worked and how you are paid.
For monthly employees, general guidance under Israeli law is:
- First 6 months: notice equal to the number of months worked (one day per month)
- After 6 months to 1 year: 6 days notice
- After 1 year: one month’s notice
These are the baseline rules. Your contract or sector agreement may specify different terms. The key point is that notice has a length, and that length affects your last working day, your final salary, and potentially other rights.
Dismissal: what you should know before it becomes final
The Ministry of Labor’s guidance on termination explains that dismissal in Israel can involve the employee’s right to a hearing before the decision becomes final. This means that in some situations, the employer is required to give you an opportunity to respond before formally ending the employment.
If your employer tells you in passing that you are dismissed — verbally, by phone, or in a casual message — and no hearing was offered, that process may not have followed the correct procedure. This does not automatically mean you keep the job, but it affects your rights in the dispute.
One specific protection worth knowing: dismissing a pregnant employee in Israel generally requires prior written approval from the Ministry of Labor. If you are pregnant and your employer is attempting to end your employment, do not accept the dismissal without checking whether this approval was obtained. Acting quickly matters here — the protections are stronger when you raise the issue before the dismissal becomes final.
Keep all messages about dismissal, including voice messages if you can transcribe them, and write down the date and method of every communication.
Resignation: protect yourself from claims of abandonment
When you resign, give written notice. This seems obvious, but many workers resign in anger, by voice message, or through a family member acting as a go-between — and later find it impossible to prove exactly when, how, or why they left.
A short written resignation message does three things: it proves the date you gave notice, it records that you left voluntarily rather than being dismissed, and it protects you from later claims that you abandoned the job without notice.
If you are resigning because working conditions became very difficult or even intolerable, consider writing why in your resignation message. The reason can matter later when severance or other final payments are calculated.
When someone resigns not by choice but because the job became intolerable — the pay stopped arriving, the conditions turned abusive, the employer made it impossible to continue — the law sometimes treats that resignation as if it were a dismissal. The legal term for this is constructive dismissal. In those circumstances, a worker who resigned may still be entitled to severance pay, even though they were the one who handed in the notice. This is legally complex and depends on the specific facts. If you believe your resignation was forced rather than free, seek advice from the Ombudsman for Foreign Workers’ Labour Rights before signing any final document.
The last week: where most final problems begin
Do not treat the final days of employment casually. Those last days are often when the most important paperwork changes hands — final salary documents, statements about leave balances, forms related to your pension or deposit fund, and housing handover if relevant.
Before signing any final document, slow down and read what it says about: last working day, final salary, unused leave, severance, housing, and whether the document states that all payments have been received and all rights waived.
Signing a document that says “full and final settlement” before you have checked what was included can close the door on money you were still owed.
Before you leave, ask for an employment certificate (תעודת עבודה) — a written document confirming when you worked, for whom, and in what role. This is useful for future job applications, for legal proceedings, and as a factual record that neither side can dispute later. Ask for it in writing during the final days — it is much harder to obtain after you have left.
💬 Is your employment ending and something does not feel right about the final calculation? Use Ask an Expert on LankaConnect before you sign anything.
Visa and status after employment ends
For foreign workers in Israel, the end of employment is also the beginning of a countdown related to your visa and legal status. The exact rules depend on your visa type and sector. Do not assume you have unlimited time to find a new position or to arrange your departure.
Check with PIBA or an authorised adviser as soon as employment ends — not weeks later.
Many foreign worker visa categories give you a limited window — often around 30 days — to register with a new employer after one job ends. After that, your legal status starts to be affected. The exact period depends on your visa type and sector. Do not assume you have unlimited time. Contact PIBA within the first week after employment ends to confirm your specific timeline.
Your employer-provided health insurance generally runs for a limited period after employment ends — often around 30 days, depending on the policy. After that period, you are responsible for arranging your own coverage until a new employer registers you. Do not let this gap go unnoticed. Ask your current employer on your last days: when exactly does your health insurance coverage end, and what is the name of the insurer so you can verify?
Simple checklist
- Save every message about ending work, including voice messages
- Give or request written notice with a clear date
- Record the last day worked and the last day of paid employment
- Read any final document carefully before signing
- Keep copies of signed papers before handing over originals
- Check visa and status requirements as soon as employment ends
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