Operation Lion’s Roar – Latest Updates and Q&A

In light of the rapidly changing circumstances associated with the state of emergency declared for Operation Lion’s Roar, it is critical to remain informed of the latest applicable directives.

As always, we will continue to keep you informed of developments, and we invite you all to follow our updates.

 

Update Bulletin:

• In accordance with the Home Front Command’s directives, as of March 5, 2026 at 12:00 and until March 9, 2026 at 20:00, workplaces may operate subject to the ability to reach a compliant protected area. In addition, workplaces defined as part of the “essential sectors” may continue their operations, subject to existing restrictions.

 

The new directives also impose a gathering limit of up to 50 people, provided that there is access to a compliant protected area.

• General permit for overtime employment: Extension of the working week to 67 hours, 90 overtime hours per month, and extension of the working day to 14 hours (subject to exceptions and preconditions as detailed below).

 

• Notice of intention to publish an Extension Order – Reserve Duty: Expansion of protection against dismissal/unpaid leave for reservists, days of absence for spouses, and the accrual of annual leave for two years without requiring employer consent.

 

For your convenience, we have compiled several key questions that have arisen recently.

May an employer require employees to attend the workplace?

Under the updated directives, as of March 5 at 12:00, workplaces may operate, subject to the ability to reach a compliant protected area. In addition, the directives concerning the operation of the essential sectors remain in force.
It is recommended that an employer who elects to maintain regular operations (until Monday, March 9th at 20:00) limit the number of employees physically present at the workplace to the minimum necessary for the continuation of essential activity. This is, among other things, to ensure that existing protected areas can in fact accommodate all employees present and that the gathering‑size limitation is observed.

 

Which workplaces are considered part of the “essential sectors”?

The essential sectors include the following:

(a) An essential plant or a plant providing vital services under the Emergency Labour Service Law, 1967. An employer that is an essential plant holds formal certification to that effect and is subject to the restrictions and conditions of the Emergency Labour Service Law, including the ability to issue “call‑up orders” and require employees to attend the workplace.

(b) Production factors, resources, services, goods, materials, supplies and activities essential for the sustenance of the population, the war effort, or the national economy, as defined by the National Emergency Management Authority (“NEMA”) as forming part of the “essential sectors”, including all actors required to preserve the “supply chain” for those sectors. This list was recently updated, and various additional industries were added, including the high‑tech and construction sectors. NEMA has published an updated list of the sectors – LINK here (in Hebrew).

 

What are the Home Front Command’s directives for an employer that is part of the essential sectors?

An employer that forms part of the essential sectors must reduce the physical presence of employees to the minimum required for essential operations and must also ensure compliance with the following:

• Alert mechanisms – ensuring the existence and proper functioning of alert systems.
• Protection – the readiness of protected areas, signage, personal protective equipment (where required), and the ability of employees to reach protective means within the defined timeframe.
• Information accessibility – briefings and provision of instructions.

 

Is a special approval required to be recognised as part of the essential sectors? Must employees carry proof that they are employed in an essential workplace?

An employer that is an “essential plant” under the Emergency Labour Service Law, 1967 holds certification confirming this status.

An employer that is part of the essential sectors by virtue of belonging to one of the published categories is not required to obtain any “official” approval for being an essential‑sector employer. This is essentially a self‑classification based on the nature of the employer’s activity. Accordingly, an employer whose business activity falls within the NEMA list is not required to apply to any government ministry for separate confirmation of essential‑sector status.

Likewise, as there are currently no general movement restrictions in Israel, there is no requirement to provide employees with certificates confirming that they work in an essential workplace for purposes of commuting. Such certificates may, however, be required for other uses (e.g., education frameworks).

 

If I am an employer holding an essential‑plant certificate, may I require employees to attend work?

Yes.

An employer that is an essential plant under the Emergency Labour Service Law may instruct its employees to attend work (subject to Home Front Command directives). Such an employer may also issue call‑up orders to employees, and refusal to comply with such an order may constitute a criminal offence.
It is important to note that issuing call‑up orders triggers special statutory provisions, for example exemptions from the Annual Leave Law and the Hours of Work and Rest Law.

Where the employer does not issue call‑up orders, it remains subject to the “ordinary” restrictions regarding employees’ absence due to the emergency situation or due to the closure of educational institutions.

 

Is an employer required to allow employees to work from home?

No. This remains at the employer’s discretion, depending, inter alia, on the employer’s usual working arrangements (is remote work customary? is it technically feasible?) and on past practice in similar circumstances (e.g., during Operation Iron Swords, Operation Rising Lion, etc.). In any case, an employee’s request to work from home must be considered in good faith, avoiding discrimination between employees.

 

If an employee does not perform work – whether at the workplace or from home – are they entitled to salary?

At this time, no. An employer is not required to pay wages to an employee who has not attended work. However, based on past experience, it is possible that employees’ wage entitlements may subsequently be addressed within the framework of collective agreements/sector‑wide extension orders, or through a furlough (unpaid leave) arrangement similar to that implemented during Operation Rising Lion.

 

May an employer require employees to use annual leave?

Yes.

If an employee has a positive accrued leave balance, the employer may require the employee to take annual leave. However, where the leave period exceeds seven consecutive days, the employee must be given 14 days’ advance notice.
Entering into a negative leave balance requires the employee’s consent.

 

May an employer place an employee on unpaid leave (furlough)?

Yes, though as a general rule, unpaid leave should be implemented by agreement.

Employers must pay special attention to protected categories of employees, such as employees on reserve duty, pregnant employees, etc., and act in accordance with the relevant statutory requirements.

 

Will an employee placed on unpaid leave be entitled to unemployment benefits?

At present, the usual rule applies – eligibility for unemployment benefits arises only where the unpaid‑leave period lasts at least 30 days, is initiated by the employer, and where the employee has no accrued annual leave balance available.

During Operation Rising Lion, the government compensated employees for days of absence under a tailored furlough scheme with eased eligibility conditions.
Based on recent publications, it appears that a similar arrangement is expected to be agreed for Operation Lion’s Roar.

 

May an employer change the scope of an employee’s position?

Yes. However, where this is done without the employee’s consent, it may constitute a material detriment and an unlawful unilateral change in terms of employment.

Employers must also consider the special protections afforded to certain categories of employees, as noted above.

 

What are the restrictions on dismissing an employee during a state of emergency?

As a rule, an employee may not be dismissed on account of absence from the workplace due to Home Front Command directives or for the purpose of caring for a child under the age of 14 (or under 21 in the case of a child with special needs), where all of the following apply: (a) educational institutions are closed;
(b) the child is in the sole custody of the employee, or both spouses are employed and have not been absent from their workplace; and (c) the employer has not offered a suitable alternative childcare arrangement.

In addition, as always, attention must be given to dismissals involving protected categories of employees, as noted above.

 

What is the updated limit for overtime work?

On March 2, 2026, a general permit for overtime work was issued (similar to the permits issued during Operation Iron Swords). According to which, for so long as the “special situation on the home front” remains in effect, the weekly working hours (including overtime) may total up to 67 hours; and an employee may not be employed for more than 90 overtime hours per month.

The working day may extend to 14 hours, subject to the following main conditions: (a) the employee has consented; (b) the employee receives a 15‑minute break between the 12th and 14th working hour; (c) employees are engaged having regard to the unique needs of the workplace, the welfare, safety and needs of the employees; and (d) where the employer employs more than 20 employees, at least 20% of the workforce is absent, and the work cannot be performed with the remaining employees.

Condition (d) does not apply to employers that are essential plants or providers of vital services under the Emergency Labour Service Law, 1967.

 

We remain at your disposal for any questions or consultations.

Wishing for calmer days and positive news ahead.