Israel’s minimum wage rises to ₪6,443.85
From 1 April 2026 the minimum wage in Israel is ₪6,443.85 gross for a full-time post and ₪35.40 per hour, up from ₪6,247.67 — an increase of roughly 3.3%. The Minister of Labour’s notice was published on 4 March 2026.
The current figures
- Monthly, full-time — ₪6,443.85
- Hourly — ₪35.40 (based on 182 hours a month)
- Daily on a five-day week — ₪297.40
- Daily on a six-day week — ₪257.75
Young workers
For employees under 18 the rate is a proportion of the general minimum: up to age 16 — 70%, ages 16–17 — 75%, ages 17–18 — 83%. In hourly terms that is ₪26.07, ₪27.94 and ₪30.92 respectively.
Why it changes every year
The minimum is tied to the average wage in the economy at 47.5% of it, and the revision takes effect on 1 April each year. No agreement or request from the employee is needed — the rate applies by force of law.
What it changes in practice
- Part-time work — the monthly sum is proportional to the scope of the post, but the hourly rate does not drop.
- Overtime — 125% and 150% are calculated from the new rate, so the premium rises too.
- Sick pay, holiday pay and recreation pay — derived from actual salary and therefore affected as well.
- Pension contributions — the base has grown, and the employer must update its reporting to the fund.
What to check on your payslip
Open the payslip for April 2026 onwards and compare the hourly rate with ₪35.40. If you are paid below the minimum, your consent changes nothing: such a term is void and the difference can be claimed. The limitation period for labour claims is seven years, so it is worth checking not only the last month but every period following each annual update.
For employers
The update requires action: correct the rates in the payroll system from April, review hourly and part-time staff, update youth rates, confirm that the base for overtime and contributions has risen, and revisit contracts stating a fixed sum. Paying below the minimum is an offence, not merely a civil debt.
What to do if you are paid less
- Collect payslips for the whole period and calculate the shortfall month by month.
- Send the employer a written demand setting out the figures and a reasonable deadline.
- If there is no reply, approach the labour law enforcement administration at the Ministry of Labour, which may impose a financial sanction, and consider a claim in the Labour Court in parallel.
Arrangements that do not survive scrutiny
- A «global salary including overtime» does not justify paying below the minimum, and usually does not justify the overtime either.
- Deductions that push pay below the threshold are prohibited even where a blanket consent was signed in advance.
- An «unpaid trial period» — work actually performed is payable from the first day.
This article is general information and does not replace legal advice.
