在 以色列 发现并雇用顶尖人才
关于该国雇佣法律、文化与人才洞察，您需要了解的一切。
Jerusalem UTC+2 to UTC+3
Tel Aviv, Jerusalem, Haifa
New Israeli Shekel (ILS)
Hebrew, Arabic, English
monthly
17.01% – 20.10%
以色列人才格局
Israel has an estimated labor force of about 4.82 million (2025), with talent demand concentrated in cybersecurity, software, defence technology, life sciences and semiconductors. International employers are most likely to find relevant candidate pools for Cybersecurity, AI & Machine Learning, and Software Engineering. The market is well suited to focused hiring, while niche roles benefit from targeted sourcing and a clear employer value proposition. Competition for experienced professionals is typically strongest in technology intensive and regulated functions.
主要经济中心
Tel Aviv, Jerusalem, Haifa
热门技能
Cybersecurity
职场文化
Dugri Directness and Active Debate
Israeli workplace communication is often direct, candid and energetic, a style sometimes described as dugri. Employees may challenge ideas openly without intending disrespect, so leaders should focus on the substance of the argument rather than the formality of delivery.
Informal Access to Leaders
Hierarchies can be relatively flat in technology and entrepreneurial environments, with employees expecting access to decision makers. Managers gain respect through expertise, speed and willingness to engage rather than title alone.
Fast Experimentation and Improvisation
Teams often value initiative and rapid problem solving, especially when circumstances change. Clear priorities are important because employees may move quickly and debate the process while executing.
平均薪资
| 职位名称 | 平均月薪（ILS） | |
|---|---|---|
| Accounting & Finance | ||
| Administrative Executive, Junior (1-3 years) | 9,400 ILS | S$12,784 |
| Administrative Executive, Mid (3-5 years) | 12,500 ILS | S$17,000 |
| Book Keeper, Junior (1-3 years) | 8,400 ILS | S$11,424 |
| Book Keeper, Mid (3-5 years) | 11,400 ILS | S$15,504 |
| Finance Executive, Junior (1-3 years) | 10,800 ILS | S$14,688 |
| Finance Executive, Mid (3-5 years) | 14,200 ILS | S$19,312 |
| Creatives | ||
| Graphic Designer, Junior (1-3 years) | 10,800 ILS | S$14,688 |
| Graphic Designer, Mid (3-5 years) | 15,600 ILS | S$21,216 |
| UI/UX Designer, Junior (1-3 years) | 11,400 ILS | S$15,504 |
| UI/UX Designer, Mid (3-5 years) | 19,800 ILS | S$26,928 |
| Data Analytics | ||
| Data Analyst, Junior (1-3 years) | 15,600 ILS | S$21,216 |
| Data Analyst, Mid (3-5 years) | 20,400 ILS | S$27,744 |
| Data Engineering | ||
| Data Engineer, Junior (1-3 years) | 15,600 ILS | S$21,216 |
| Data Engineer, Mid (3-5 years) | 25,200 ILS | S$34,272 |
| AI & Machine Learning | ||
| Data Scientist, Junior (1-3 years) | 15,600 ILS | S$21,216 |
| Data Scientist, Mid (3-5 years) | 21,000 ILS | S$28,560 |
| Machine Learning Engineer, Junior (1-3 years) | 13,200 ILS | S$17,952 |
| Machine Learning Engineer, Mid (3-5 years) | 19,800 ILS | S$26,928 |
| Digital Marketing | ||
| Content Marketing, Junior (1-3 years) | 12,600 ILS | S$17,136 |
| Content Marketing, Mid (3-5 years) | 18,600 ILS | S$25,296 |
| Digital Marketing, Junior (1-3 years) | 12,600 ILS | S$17,136 |
| Digital Marketing, Mid (3-5 years) | 18,600 ILS | S$25,296 |
| Growth Marketing, Junior (1-3 years) | 13,200 ILS | S$17,952 |
| Growth Marketing, Mid (3-5 years) | 19,800 ILS | S$26,928 |
| Software Development | ||
| Backend Developer, Junior (1-3 years) | 16,200 ILS | S$22,032 |
| Backend Developer, Mid (3-5 years) | 24,000 ILS | S$32,640 |
| 职位名称 | 平均月薪（ILS） | |
|---|---|---|
| DevOps | ||
| DevOps Engineer, Junior (1-3 years) | 15,600 ILS | S$21,216 |
| DevOps Engineer, Mid (3-5 years) | 21,000 ILS | S$28,560 |
| Site Reliability Engineer, Junior (1-3 years) | 15,600 ILS | S$21,216 |
| Site Reliability Engineer, Mid (3-5 years) | 22,200 ILS | S$30,192 |
| Customer Support | ||
| Customer Service Officer, Junior (1-3 years) | 7,800 ILS | S$10,608 |
| Customer Service Officer, Mid (3-5 years) | 10,200 ILS | S$13,872 |
| Customer Experience | ||
| Customer Success Manager, Junior (1-3 years) | 11,400 ILS | S$15,504 |
| Customer Success Manager, Mid (3-5 years) | 16,200 ILS | S$22,032 |
| HR Operations | ||
| HR Executive, Junior (1-3 years) | 10,200 ILS | S$13,872 |
| HR Executive, Mid (3-5 years) | 13,800 ILS | S$18,768 |
| FinTech | ||
| Blockchain Developer, Junior (1-3 years) | 12,600 ILS | S$17,136 |
| Blockchain Developer, Mid (3-5 years) | 18,600 ILS | S$25,296 |
| Payments Engineer, Junior (1-3 years) | 12,600 ILS | S$17,136 |
| Payments Engineer, Mid (3-5 years) | 16,800 ILS | S$22,848 |
| Cloud Computing | ||
| Cloud Engineer, Junior (1-3 years) | 14,400 ILS | S$19,584 |
| Cloud Engineer, Mid (3-5 years) | 21,000 ILS | S$28,560 |
以色列招聘指南
本指南介绍雇主合规招聘必须了解的基本规则，涵盖薪酬结构、休假政策、解雇流程与合规要求。
更多细节，请通过下方的标签浏览各个主题。
以色列的薪酬发放
发薪周期
Monthly salary is generally due by the 9th day after the wage period, with payment commonly completed by the 10th.
最低工资
A statutory national minimum wage applies, with monthly and hourly equivalents and possible age based rules.
加班费
- The standard workweek is generally 42 hours. Standard daily hours vary according to whether the workplace operates five or six days. - Overtime normally requires a permit and is subject to daily and weekly limits.
- First 2 overtime hours: Hourly Rate × 1.25 × Overtime Hours. - Additional overtime hours: Hourly Rate × 1.50 × Overtime Hours. - Weekly rest day: at least Hourly Rate × 1.50 × Hours Worked, plus compensatory rest where required.
奖金
第 13 个月薪资
Israel does not impose a general statutory 13th month salary on private sector employers. Private sector employees therefore have no automatic entitlement to an additional annual salary unless a binding employment contract, collective agreement, wage order, employer rule, or special sector law provides one.
No statutory private sector calculation applies. Where a binding instrument grants an annual bonus or 13th salary, the amount must be calculated under that instrument; there is no legal default that it equals 1 month of salary.
No private sector employee in Israel qualifies automatically under the general labour law. Eligibility is limited to employees expressly covered by the applicable contract, collective agreement, wage order, employer rule, or special sector provision. The general law does not prescribe a universal minimum service period, prorating method, payment deadline, or entitlement after resignation or dismissal for a 13th salary. Those points must be determined from the specific binding instrument. Statutory leave pay, severance, end of service benefits, profit sharing, and public sector payments are separate benefits and should not be recorded as private sector 13th month salary unless the local rule expressly treats them that way.
员工福利
| 福利类型 | 详情 |
|---|---|
| 法定 | |
| Public healthcare or mandatory medical coverage in Israel | Health protection in Israel is delivered through the medical or sickness branch of National Insurance Institute (Bituach Leumi) contributions. Employers must register employees who meet the scheme’s coverage tests and remit the required payroll contribution on the prescribed wage base. The programme commonly provides medical treatment and cash sickness or maternity benefits, while eligibility for dependants, expatriates and higher earners follows the local institution’s rules. |
| Work injury protection under National Insurance Institute (Bituach Leumi) contributions | Israel requires employers to protect employees against accidents and occupational disease through the work injury component of National Insurance Institute (Bituach Leumi) contributions or a legally approved policy. The obligation includes premium or levy payment, accident reporting and cooperation with medical or disability assessments. Coverage is not replaced by a private medical plan. |
| National Insurance Institute (Bituach Leumi) contributions | Employers in Israel must apply the contribution and registration rules for National Insurance Institute (Bituach Leumi) contributions. Payroll should separately identify the employer funded amount and any employee deduction, use the statutory contribution wage or ceiling, and retain evidence of enrolment. The exact branches covered are those listed in the scheme, which can include retirement, health, unemployment or employment injury protection. |
| Statutory termination or end of service entitlement in Israel | Employees dismissed after at least one year generally qualify for severance equal to one month’s last salary for each year of service. Monthly deposits made under Section 14 arrangements can replace all or part of the employer’s severance liability when the statutory conditions are met. |
| 可选 | |
| Housing, relocation and remote work support in Israel | Housing, relocation and remote work support in Israel is normally contractual rather than statutory. The policy should identify covered costs, taxable benefit treatment, repayment conditions for early departure and whether the support is temporary or continues throughout the assignment. |
| Meal, commuting and business travel support in Israel | Meal, commuting and business travel support in Israel should be split between fixed cash allowances and reimbursements supported by receipts. That distinction determines whether the amount is taxable salary, exempt expense repayment or part of the contribution wage. The policy should state limits, eligible journeys and the treatment of remote work. |
| Supplementary private medical insurance in Israel | Private medical insurance in Israel should be designed around the gaps left by National Insurance Institute (Bituach Leumi) contributions. Employers commonly add faster outpatient access, private hospital treatment, dental, optical, mental health and dependant cover. The policy remains optional unless a visa, emirate, collective agreement or sector rule makes insurance compulsory, and any taxable benefit treatment should be processed through payroll. |
| Performance or profit sharing bonus in Israel | A performance or profit sharing bonus in Israel is optional unless promised by contract, collective agreement or an established plan. The rules should specify the performance period, measurable targets, proration for joiners and leavers, and treatment during protected leave. Payroll must apply local income tax and social contribution rules to the payment. |
税务
国家税收
以色列的国家税收名为 Value-Added Tax (VAT) 18%
个人所得税
| 税项 | 缴纳比例 (%) | 详情 |
|---|---|---|
| Taxable Income Adjustments | ||
| Main Deductions and Allowances | See details | However, to claim these deductions, employees generally must file annual personal Israeli tax returns, even if they are otherwise exempt from filing. To complement the tax deductions available to employees for education, only self-employed individuals may deduct payments made to approved education funds that are used for training or education in Israel (or for any purpose after six years). |
| Income Tax Structure | ||
| Non-Resident Employment Income | Up to 50% including surtax | Nonresidents are taxed on Israeli sourced employment income using the applicable individual rates, subject to treaty relief and limited credits. |
| Resident Tax Rates | Up to 50% including surtax | Israel applies Up to 50% including surtax to taxable employment income. The employee’s final liability depends on taxable pay, permitted deductions or credits, and any local surtaxes stated in the cited source. |
| Taxable & Exempt Components | ||
| Bonuses and Cash Allowances | Generally taxable at marginal employment rate | In Israel, cash salary, commissions, performance bonuses, and recurring cash allowances are generally taxable employment income and subject to payroll withholding at the applicable marginal rate unless a specific statutory exemption applies. |
| Benefits in Kind | Taxable value at marginal rate where applicable | In Israel, employer provided housing, vehicles, meals, insurance, equity, and other noncash benefits may be taxable under local valuation rules. Business reimbursements and de minimis exemptions require local support. |
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