Key Takeaways
- High Unemployment and Youth Employment Challenges: Jordan’s unemployment rate reached 21.2% in Q4 2025, while youth unemployment stood at approximately 45–46%, highlighting persistent recruitment challenges and the urgent need for sustainable job creation in 2026.
- Technology Hiring and Digital Workforce Growth: Jordan’s ICT sector employed approximately 47,840 professionals in 2025, with growing demand for software developers, AI specialists, cybersecurity experts, and data analysts driving recruitment opportunities.
- Salary Trends and Future Employment Opportunities: With a minimum wage of JOD 290 per month and a national target of one million new jobs by 2033, Jordan’s recruitment landscape is evolving through economic modernization, private-sector investment, and workforce development.
Jordan’s recruitment landscape in 2026 reflects high unemployment, growing technology hiring, and evolving workforce demands. With unemployment at 21.2% in Q4 2025 and youth unemployment estimated at 45–46%, these 105 recruitment statistics highlight key trends in salaries, employment rates, skills shortages, talent acquisition, and future job opportunities.
Jordan’s recruitment and employment landscape in 2026 is undergoing significant transformation, shaped by persistent unemployment challenges, rapid digitalization, evolving workforce expectations, and ambitious government initiatives aimed at stimulating economic growth. As businesses navigate an increasingly competitive hiring environment, understanding the latest recruitment statistics, employment trends, salary benchmarks, and labor market developments in Jordan has become essential for employers, HR professionals, recruiters, investors, and job seekers.
Also, read some of our top articles here:
Top 10 Best Recruitment Agencies in Jordan
Top 10 Best Job Posting Websites in Jordan
Despite its strategic position in the Middle East and North Africa (MENA) region, Jordan continues to face substantial structural challenges in its labor market. The country’s unemployment rate stood at approximately 21.2% in the fourth quarter of 2025, highlighting the ongoing difficulties of creating sufficient employment opportunities for its growing working-age population. Youth unemployment remains particularly concerning, with estimates suggesting that approximately 45% to 46% of young people aged 15 to 24 are unemployed. These figures underscore the urgent need for sustainable job creation, workforce development, and more effective recruitment strategies.
At the same time, Jordan’s labor market presents considerable opportunities for businesses seeking skilled professionals, particularly in information technology, financial services, healthcare, manufacturing, and renewable energy. The country’s expanding digital economy, relatively competitive salary structures, and highly educated workforce are positioning Jordan as an increasingly attractive destination for regional outsourcing, technology investment, and international recruitment.
Understanding Jordan’s Recruitment and Employment Landscape in 2026
One of the defining characteristics of Jordan’s employment market is the significant imbalance between the supply of qualified workers and the availability of suitable jobs. Although Jordan produces thousands of university graduates annually, many struggle to secure employment aligned with their educational qualifications and professional aspirations.
According to the statistics examined in this report, approximately 44% of employed Jordanian youth are working in positions below their educational qualifications, reflecting substantial skills mismatches and underemployment. This challenge is particularly pronounced among women, with unemployment among tertiary-educated women estimated at approximately 35%.
Female workforce participation remains another critical issue. Jordan’s female labor force participation rate was estimated at approximately 14% to 19.1% in 2023, placing the country among those with the lowest participation levels globally. Meanwhile, female unemployment was estimated at approximately 30.7% in 2024, significantly higher than the corresponding male unemployment rate of 19.6%.
These disparities highlight the importance of inclusive hiring practices, improved access to childcare, flexible working arrangements, skills development programs, and stronger private-sector employment opportunities.
For employers and recruitment agencies operating in Jordan, addressing these challenges requires a deeper understanding of workforce demographics, candidate expectations, compensation structures, and the structural barriers affecting labor market participation.
Salary Trends and Hiring Costs in Jordan
Compensation remains a major factor influencing recruitment decisions, employee retention, and workforce mobility across Jordan.
In January 2025, Jordan increased its statutory minimum wage to JOD 290 per month, representing an important development in the country’s labor market and employee compensation framework.
The dataset used in this analysis places average monthly salaries at approximately JOD 430 to JOD 613, although actual earnings vary considerably depending on industry, professional experience, qualifications, and geographic location.
Technology and finance professionals are among the higher-paid occupational groups, with estimated average monthly earnings of approximately JOD 1,100. Meanwhile, customer service employees typically earn between JOD 250 and JOD 400 per month, illustrating the substantial differences in compensation across occupations.
Employers must also account for statutory employment costs, including employer social security contributions of approximately 14.25% of employee salaries.
For international companies considering recruitment in Jordan, these salary benchmarks provide valuable insights into workforce affordability, compensation competitiveness, and the potential advantages of establishing regional operations in the country.
However, businesses must balance cost considerations with the need to offer competitive remuneration, meaningful career development, and attractive employment conditions to retain highly skilled professionals.
Technology Recruitment and Digital Transformation Are Reshaping Jordan’s Job Market
Jordan’s information and communications technology (ICT) sector is emerging as one of the country’s most important drivers of employment growth and economic diversification.
The sector generates more than USD 3.3 billion in annual revenue, while estimates place the broader Jordanian IT market at approximately USD 3.73 billion in 2025, with projections suggesting expansion to USD 5.10 billion by 2030.
Jordan’s ICT workforce was estimated at 47,840 employees in 2025, supported by an expanding ecosystem of more than 1,000 technology companies and approximately 12,000 ICT graduates during the 2024/2025 academic year.
These developments are creating new recruitment opportunities for software developers, cybersecurity specialists, data analysts, cloud engineers, artificial intelligence professionals, and digital transformation consultants.
The growing adoption of artificial intelligence is particularly noteworthy. Estimates in the dataset suggest that approximately 60% of Jordanian IT companies have started integrating AI into their products or services, while 42% of surveyed companies expressed interest in adopting data analysis tools.
As businesses accelerate their digital transformation initiatives, demand for specialized technical expertise is expected to become an increasingly important factor shaping Jordan’s recruitment trends in 2026 and beyond.
Nevertheless, the technology sector continues to face challenges related to talent retention, skills development, and gender representation. Women account for approximately 33% of the ICT workforce but hold fewer than 4% of leadership positions, highlighting the need for more inclusive career advancement opportunities.
Government Initiatives and Economic Growth Are Creating New Recruitment Opportunities
Jordan’s long-term employment outlook is closely connected to its Economic Modernization Vision, an ambitious national development strategy designed to stimulate investment, improve productivity, and generate sustainable employment opportunities.
Under this initiative, the government aims to create approximately one million new jobs by 2033, supported by an investment target of approximately USD 60 billion over a decade.
The strategy emphasizes private-sector development, entrepreneurship, digital transformation, industrial expansion, tourism, healthcare, renewable energy, and workforce skills development.
International financial support is also contributing to Jordan’s economic development agenda. In April 2025, the World Bank Group announced a USD 1.1 billion financing package supporting economic modernization, private-sector growth, social protection, and other development priorities.
These initiatives could generate additional hiring opportunities across several industries, particularly if investment commitments translate into new businesses, expanded operations, and sustainable job creation.
Jordan’s economic performance also provides grounds for cautious optimism. GDP growth reached approximately 2.5% in 2024, while the economy expanded by 2.8% year-on-year in the third quarter of 2025.
Although economic growth alone may not immediately resolve the country’s structural unemployment challenges, sustained investment and private-sector expansion could gradually improve recruitment conditions.
Key Recruitment Trends Shaping Jordan in 2026
Several interconnected trends are influencing how employers attract, hire, develop, and retain talent in Jordan.
The continued expansion of digital recruitment platforms and technology-enabled hiring processes is creating opportunities for employers to reach larger candidate pools and streamline recruitment operations.
Meanwhile, the growing importance of technical skills, particularly in artificial intelligence, cybersecurity, software engineering, and data analytics, is encouraging businesses to reassess traditional hiring requirements and invest more heavily in workforce development.
Talent migration remains another important consideration. The dataset indicates that skilled Jordanian professionals working abroad may earn substantially more than they could domestically, creating retention challenges for local employers competing with organizations in Gulf countries and international markets.
Gender inclusion, youth employment, vocational training, and private-sector job creation are also expected to remain central themes in Jordan’s labor market discussions.
Additionally, emerging industries such as renewable energy, digital services, and specialized healthcare could provide new employment pathways as Jordan works toward its long-term economic and sustainability objectives.
For recruitment agencies, HR leaders, and business owners, these developments reinforce the importance of adopting data-driven recruitment strategies, improving employer branding, benchmarking compensation accurately, and aligning talent acquisition practices with changing workforce needs.
What This Comprehensive Jordan Recruitment Statistics Report Covers
This article presents 105 recruitment statistics, employment data points, and labor market trends in Jordan for 2026, drawing on available historical data, recent labor market indicators, industry estimates, and forward-looking projections.
The analysis examines unemployment and employment rates, youth joblessness, female workforce participation, salary levels, minimum wage regulations, recruitment costs, ICT employment, skills shortages, foreign worker dynamics, public-sector employment, private-sector development, and emerging hiring opportunities.
It also explores the implications of Jordan’s Economic Modernization Vision, government investment initiatives, digital transformation, and labor market regulations for employers and job seekers.
Importantly, while this report focuses on the recruitment landscape in 2026, some statistics reflect the latest available data from 2024 and 2025, historical research findings, or projections extending beyond 2026. These figures provide essential context for understanding current hiring conditions and anticipated developments rather than representing exclusively measured 2026 outcomes.
Whether you are an employer planning to expand operations in Jordan, a recruitment agency seeking better hiring insights, an HR professional benchmarking compensation, an investor evaluating workforce availability, or a job seeker exploring career opportunities, these statistics offer a comprehensive foundation for understanding the country’s evolving employment market.
By examining the top 105 recruitment statistics, data, and trends in Jordan in 2026, businesses and professionals can make more informed decisions about talent acquisition, workforce planning, salary competitiveness, employee retention, and long-term recruitment strategies in one of the Middle East’s most strategically important labor markets.
Before we venture further into this article, we would like to share who we are and what we do.
About 9cv9
9cv9 is a business tech startup based in Singapore and in Asia, with a strong presence all over the world.
With over ten years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has access to some of the best talents in the world.
If your company needs recruitment and headhunting services to hire top-quality employees, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Email us at hello@9cv9.com.
Top 105 Recruitment Statistics, Data & Trends in Jordan in 2026
UNEMPLOYMENT & EMPLOYMENT RATES
1. Overall Unemployment Rate (Q4 2025): 21.2%
Jordan’s overall unemployment rate dipped slightly to 21.2% in Q4 2025 from 21.4% in Q3 2025, suggesting a marginal but insufficient improvement in a labor market that has been structurally constrained for over a decade.
2. Overall Unemployment Rate (Q4 2024): 21.4%
Jordan ended 2024 with an unemployment rate of 21.4%, confirming a persistent structural employment challenge that exceeds both MENA’s regional average of 10.4% and the global middle-income country average of 6.1%.
3. Jordan’s Average Unemployment Rate (2013–2023): 20.3%
Averaged over the past decade, Jordan’s unemployment rate has been approximately 20.3% — nearly double the MENA regional average — indicating that high unemployment is not cyclical but deeply structural in nature.
4. Youth Unemployment Rate (Ages 15–24): ~45–46%
Approximately 45–46% of Jordan’s youth aged 15–24 are unemployed, representing one of the most severe youth labor market failures in the world and a central challenge for the country’s Economic Modernization Vision.
5. Male Youth Unemployment (Ages 18–24): ~36% average (2013–2023)
The average male youth unemployment rate between ages 18–24 over the 2013–2023 period was approximately 36%, underscoring that young men — not just women — face entrenched hiring barriers in Jordan’s private sector.
6. Female Youth Unemployment Rate: Higher than male counterparts
Female youth unemployment in Jordan significantly exceeds male youth unemployment, with rates historically surpassing 46%, reflecting the compounded barriers of gender discrimination, cultural norms, and limited childcare infrastructure.
7. Women with Tertiary Education Unemployment: 35%
More than one-third of Jordanian women with tertiary-level education are unemployed, a paradoxical inversion of the global norm where higher education typically increases employment — signaling a severe structural mismatch in Jordan’s labor market.
8. Female Labor Force Participation Rate (2023): 14%–19.1%
Female labor force participation in Jordan stood at approximately 14–19.1% in 2023, ranking Jordan among the lowest globally and far below the government’s own target of 28% by 2033 under the Economic Modernization Vision.
9. Jordan FLFP Global Ranking: 4th Lowest in the World
Jordan’s female labor force participation rate is the fourth lowest globally, a troubling distinction that highlights entrenched structural, cultural, and policy barriers impeding women’s entry into the workforce.
10. National Labor Force Participation Rate (Q4 2024): 34.0%
As of Q4 2024, only 34% of Jordan’s working-age population actively participated in the formal economy, reflecting subdued overall engagement and a vast underutilization of human capital.
EMPLOYMENT RATE & LABOR FORCE SIZE
11. Employment Rate (Q2 2025): 26.4%
Jordan’s employment rate rose marginally to 26.4% in Q2 2025 from 25.9% in Q1 2025 — a positive sign but still far below the levels needed to absorb the country’s growing working-age population.
12. Total Labor Force (2024): ~3.08 million
Jordan’s total labor force reached approximately 3.08 million in 2024 according to the World Bank, reflecting the country’s relatively small but young and growing working-age population base.
13. Public Sector Share of Total Workforce: 46%
A striking 46% of Jordan’s total workforce is employed in the public sector — nearly double the MENA regional rate of 24.5% and more than four times the middle-income country average — reflecting an over-reliance on government as an employer of last resort.
14. Women Employed in Public Sector: 55%
A majority — 55% — of working women in Jordan are employed in the public sector, suggesting that private sector conditions (lack of childcare, flexible hours, amenities) remain inhospitable to female participation.
15. Female-to-Male Ratio of Net Newly Created Jobs (2023): 45%
In 2023, for every 100 net new jobs created for men, 45 were created for women — a ratio that, while improving, still reflects a significant gender gap in Jordan’s labor market job creation dynamics.
WAGES, SALARIES & COMPENSATION
16. Minimum Wage (January 2025): JOD 290/month (~$410 USD)
Jordan raised its statutory minimum wage to JOD 290 per month as of January 2025, applicable across all sectors for both Jordanian and expatriate employees — a move that aims to improve living standards but is still considered below the actual cost of living.
17. Average Monthly Salary: ~JOD 430–613 (~$610 USD)
The average monthly salary in Jordan in 2025 is approximately $610 USD (JOD 430), with wide variation across sectors — IT, finance, and engineering professionals earn significantly above this average, while hospitality and retail workers earn much less.
18. Median Monthly Salary: ~JOD 540 (~$760 USD)
Jordan’s median monthly income is approximately JOD 540, meaning half the country’s workers earn more and half earn less — a figure that paints a more realistic picture of typical worker experience than the mean alone.
19. Low Earners Monthly Wage: ~JOD 350 (~$495 USD)
Low earners in Jordan take home approximately JOD 350 per month, a figure that barely covers basic living expenses in urban centers like Amman, where cost of living has been rising steadily.
20. Top Earners Monthly Wage: ~JOD 1,000 (~$1,410 USD)
Top earners in Jordan can command up to JOD 1,000 per month, predominantly concentrated in sectors like finance, IT, and medicine — reflecting wide income inequality across the country’s labor market.
21. IT Worker Average Monthly Salary: ~JOD 1,100 (~$1,550 USD)
IT professionals in Jordan earn approximately JOD 1,100 per month, roughly 2.5 times the national average, reflecting the premium placed on digital skills in a rapidly digitizing economy.
22. Finance Worker Average Monthly Salary: ~JOD 1,100 (~$1,550 USD)
Finance sector workers in Jordan earn an average of approximately JOD 1,100 per month, placing them among the highest-compensated professionals in the country alongside IT engineers.
23. Customer Service Monthly Salary: JOD 250–400 (~$353–$564 USD)
Customer service representatives in Jordan earn between JOD 250–400 per month, making it among the lower-paying white-collar roles — though still higher than many blue-collar or informal sector positions.
24. Employer Payroll Contribution Rate: ~14.25% of salary
Jordanian employers are required to contribute approximately 14.25% on top of employee salaries for social security and statutory benefits, a cost that affects SME hiring decisions and overall compensation competitiveness.
25. Employee Payroll Contribution Rate: ~7.50% of salary
Employees in Jordan contribute approximately 7.5% of their salary toward social security, covering pensions, disability, maternity, and unemployment insurance as administered by the Social Security Corporation.
26. Jordan GDP Per Capita (2024): JOD 3,228 (~$4,553 USD)
Jordan’s GDP per capita reached JOD 3,228 in 2024, a modest figure that contextualizes the country’s mid-range income status and underscores why wage competition from Gulf countries continues to drive brain drain.
27. Inflation Rate (2025): ~1.64% (March)
Jordan’s inflation eased to approximately 1.64% in March 2025, contributing to relatively stable real wages — a positive backdrop for hiring managers trying to maintain competitive compensation without major adjustments.
28. GDP Growth (2024): 2.5%
Jordan’s economy grew 2.5% in 2024, driven by manufacturing, agriculture, and services — a resilient performance despite regional instability, though insufficient to meaningfully reduce the 21%+ unemployment rate.
29. GDP Growth (Q3 2025): 2.8%
Jordan’s economy expanded by 2.8% year-on-year in Q3 2025, the strongest expansion since Q3 2023, driven by mining, agriculture, manufacturing, and transport — offering cautious optimism for broader job creation in 2026.
ICT SECTOR & TECH HIRING
30. ICT Sector Annual Revenue: USD 3.3 billion
Jordan’s ICT sector generates total annual revenues exceeding USD 3.3 billion, making it one of the fastest-growing economic contributors and a major engine of white-collar job creation in the country.
31. ICT Sector Market Size (2025): USD 3.73 billion
Jordan’s IT market was valued at USD 3.73 billion in 2025 and is expected to reach USD 5.10 billion by 2030, underscoring the sector’s trajectory as a talent magnet and key employment driver.
32. ICT Workforce Size (2025): 47,840 employees
The ICT workforce in Jordan reached 47,840 employees in 2025 according to a national digital skills study, reflecting the growing footprint of technology employment — though still a small fraction of the broader labor market.
33. ICT Workforce — Women’s Share: 33%
Women constitute 33% of Jordan’s ICT workforce in 2025, a representation higher than female participation in the broader economy, though their presence in leadership positions remains critically low at less than 4%.
34. Women in ICT Leadership Positions: <4%
Despite comprising 33% of Jordan’s ICT workforce, women hold fewer than 4% of leadership positions in the sector — a stark gender gap at the top that limits role model visibility and pipeline growth for female tech professionals.
35. ICT Graduates (2024/2025 Academic Year): ~12,000
Jordan produced approximately 12,000 ICT graduates in the 2024/2025 academic year, reinforcing its reputation as one of the MENA region’s leading providers of qualified digital talent.
36. ICT Sector Companies: 1,000+ active firms
Jordan is home to more than 1,000 active companies in the ICT sector, reflecting a vibrant ecosystem of startups, outsourcing firms, and enterprise tech providers driving digital employment.
37. Jordan MENA Tech Entrepreneur Share: 27% (despite 3% of population)
While Jordan represents just 3% of the MENA region’s population, it accounts for approximately 27% of the region’s tech entrepreneurs — a remarkable ratio demonstrating the country’s disproportionate innovation output.
38. Jordan’s ICT Digital Economy Target by 2033: JOD 3.9 billion
Under its Economic Modernization Vision, Jordan aims to grow its ICT and digital economy from JOD 0.9 billion to JOD 3.9 billion by 2033 — a four-fold increase that would require massive parallel growth in tech hiring and workforce development.
39. AI Adoption in Jordanian IT Companies: ~60%
Estimates suggest that over 60% of Jordanian IT companies have begun integrating AI into their products and services, signaling a rapid shift in required skill profiles and creating urgency for upskilling in the workforce.
40. Companies Interested in Data Analysis Tools: 42%
Approximately 42% of Jordanian companies have expressed interest in integrating data analysis tools into their operations, pointing to significant demand growth for data science and business intelligence professionals.
41. Companies Prioritizing Cybersecurity Enhancement: ~36%
Around 36% of Jordanian companies identify cybersecurity enhancement as a top priority, reflecting growing awareness of digital risk and driving demand for specialized security professionals in the hiring market.
42. Jordan’s Tech Sector Annual Growth Rate (Projected): 8%
Jordan’s technology sector is projected to grow at approximately 8% annually through 2025–2026, creating sustained demand for software developers, data scientists, cloud engineers, and cybersecurity specialists.
SKILLS GAP & EDUCATION-EMPLOYMENT MISMATCH
43. Youth with Advanced Education Unemployment: Higher than basic education holders
In Jordan and other low-to-middle-income countries, youth with advanced education are more likely to be unemployed than those with basic education, directly contradicting the typical global pattern and reflecting a severe structural mismatch.
44. 44% of Employed Youth Are Under-Educated for Their Roles
Some 44% of employed Jordanian youth work in jobs that require a lower level of education than they hold, signaling widespread overqualification and underemployment across the youth labor market.
45. Women with Vocational Training Unemployment Rate: 31%
Women with vocational/technical training face a 31% unemployment rate in Jordan, only slightly lower than the 35% rate for women with tertiary education — suggesting that even skilled female graduates face systemic barriers to employment.
46. Teachers Comprise 35.7% of Female Workers
Teachers account for 35.7% of all female workers in Jordan, pointing to an extremely concentrated occupational structure for women and a significant under-diversification of female employment pathways.
47. Women in Jordan as Professionals: 57.5% over the last decade
Over the past decade, 57.5% of Jordanian women employed were working as professionals, primarily as teachers, business administrators, and health professionals — reflecting Jordan’s highly educated but occupationally constrained female workforce.
48. Skills Gap Expected to Affect 54.8% of Employers in Hiring (Global Context)
Globally, 54.8% of employers identified the skills gap as a primary concern affecting their hiring ability in 2025 — a trend directly applicable to Jordan’s ICT and healthcare sectors where talent shortages are acute.
FOREIGN WORKERS, MIGRATION & BRAIN DRAIN
49. Share of Skilled Male Jordanian Emigrants (2020): 63% (~815,000 individuals)
In 2020, approximately 63% of Jordan’s total emigrant population (~815,000 out of 1.29 million total emigrants) were skilled male Jordanians seeking better-paid opportunities abroad — a significant brain drain affecting the country’s development capacity.
50. Jordanian Emigrants’ Earnings Advantage: 4x domestic wages
Jordanian emigrants are estimated to earn at least four times the wages they could command domestically, illustrating the powerful pull factor driving skilled talent emigration and complicating domestic recruitment, particularly in engineering and IT.
51. Jordanian Social Security Coverage of Labor Force: ~65%
The Social Security Corporation (SSC) covers approximately 65% of Jordan’s total labor force, leaving a substantial informal or uncovered workforce segment that complicates labor market data accuracy and worker protection.
52. Women in Private Sector Prefer Larger Firms (Average Size: 68 workers)
Women employed in Jordan’s private sector work in companies with an average size of 68 employees — significantly larger than the average firm employing men (33 employees) — indicating women’s preference for the workplace amenities and security larger firms offer.
53. Female Participation in Firms with 10+ Employees: 14.4 PP Higher Than Men
Women are 14.4 percentage points more likely than men to work in firms with 50 or more employees, reflecting their preference for workplace benefits, stability, and formal protections often unavailable in smaller enterprises.
PUBLIC SECTOR vs. PRIVATE SECTOR DYNAMICS
54. Jordan’s Public Sector vs. Regional Average: Double the MENA Rate
At 46% public sector employment, Jordan’s reliance on government jobs is nearly double the MENA regional average of 24.5%, and more than four times the middle-income country average — creating a distorted labor market with limited private sector dynamism.
55. Manufacturing Sector’s GDP Contribution (Q1 2025): 0.88 PP to GDP Growth
Manufacturing led Jordan’s Q1 2025 GDP growth, contributing 0.88 percentage points, driven by a 5.1% sectoral expansion — a signal that industrial hiring may pick up in 2026 as the sector gains momentum.
56. Agriculture Sector GDP Contribution (Q1 2025): 0.45 PP to GDP Growth
Jordan’s agriculture sector expanded 8.1% in Q1 2025, contributing 0.45 percentage points to GDP growth — a development driven partly by government initiatives that are slowly generating rural employment and seasonal hiring opportunities.
57. Financial Services, Insurance & Real Estate: Largest GDP Contributor at 18.3%
Financial services, insurance, and real estate collectively represent Jordan’s largest sectoral GDP contributor at 18.3% (Q2 2025), sustaining strong hiring demand in finance, accounting, compliance, and real estate roles.
FEMALE EMPLOYMENT & GENDER GAPS
58. Men Supporting Women Working “In Principle”: 96%
While 96% of Jordanian men support women working in principle, this support drops dramatically to 38% if the job involves working alongside men, and to just 26% if it means women returning home after 5pm — illustrating how social norms constrain actual female labor market outcomes despite nominal support.
59. Female Unemployment Rate (2024): ~30.7%
Jordan’s female unemployment rate stands at approximately 30.7%, having risen 27% since 2009 (from 24.1%) — underscoring that structural barriers to female employment have grown, not diminished, over the past 15 years.
60. Male Unemployment Rate (2024): ~19.6%
The male unemployment rate in Jordan is approximately 19.6%, having nearly doubled from 10.3% in 2009 — confirming that unemployment in Jordan is increasingly a challenge that disproportionately affects adult men.
61. Government Target for Female LFPR by 2033: 28% (From current ~14%)
Jordan’s Economic Modernization Vision sets an ambitious target of doubling female labor force participation from approximately 14% to 28% by 2033, requiring transformative policy interventions in childcare, workplace flexibility, and cultural norms.
62. 63% of Businesses Report Having Vacancies Suitable for Women
Approximately 63% of businesses in a recent Jordanian labour market study reported having vacancies suitable for female candidates, with larger businesses reporting a higher proportion (75%) — indicating employer willingness to hire women that is not yet matched by workforce supply.
RECRUITMENT ECOSYSTEM & HIRING PRACTICES
63. Traditional Recruitment Agency Share of Hires (2025): ~25%+
Over 25% of hires in Jordan’s 2025 market are still channeled through traditional recruitment agencies, reflecting an industry in transition — as AI-powered hiring tools are rapidly gaining share, especially for tech and finance roles.
64. World Bank Financing for Youth Technology & Jobs Project: $200 million
In 2020, the World Bank funded a $200 million National Youth, Technology, and Jobs (YTJ) Project in Jordan, focused on digital upskilling, emerging tech development, and job creation in the digital and creative economy.
65. World Bank New Financing Package (April 2025): $1.1 billion
The World Bank Group approved USD 1.1 billion in new financing for Jordan in April 2025 to support its Economic Modernization Vision, spanning private sector growth, startups, SMEs, social protection, and clean energy — all of which will drive hiring across multiple sectors.
66. USAID Skills Activity Funding: $5.5 million
USAID launched a $5.5 million initiative in Jordan focused on upskilling women and youth in data analytics, cybersecurity, and digital fields, connecting participants with global and regional employers — a recruitment pipeline initiative with measurable impact.
67. Jordan Education Reform Support Program: $100 million World Bank financing
A $100 million World Bank-backed program to enhance early childhood and skills education in Jordan is expected to improve long-term labor market readiness and the quality of candidates entering the hiring pool.
DIGITAL ECONOMY & RECRUITMENT TECHNOLOGY
68. Jordan Internet Penetration (2021): 88.2%
Jordan’s internet penetration rate stood at 88.2% as of 2021, providing a strong digital infrastructure backbone for online recruitment, remote work opportunities, and digital-first hiring practices.
69. 5G Launched in Jordan: 2023
Jordan launched 5G commercial services in 2023, beginning to unlock new opportunities in digital workforce productivity, remote collaboration, and tech-enabled hiring tools across the economy.
70. Jordan Digital Transformation Strategy: 2021–2025
Jordan’s National Digital Transformation Strategy and Implementation Plan (2021–2025) prioritizes digital infrastructure, skills development, and e-government services — all of which directly create demand for digitally skilled hires across public and private sectors.
71. Jordan’s Global Innovation Index 2025 Rank: 65th globally (up 8 positions)
Jordan advanced 8 positions in the Global Innovation Index 2025, reaching 65th globally out of 139 countries — a positive signal for the country’s innovation ecosystem and its attractiveness as a hiring destination for tech talent.
72. Jordan’s R&D Expenditure: 0.6% of GDP
Jordan’s R&D expenditure stands at only 0.6% of GDP, significantly below the global average of 1.9%, limiting its ability to generate high-quality research-linked jobs and constraining the breadth of scientific employment opportunities.
ECONOMIC MODERNIZATION VISION & JOB TARGETS
73. Economic Modernization Vision Job Target: 1 million new jobs by 2033
Jordan’s Economic Modernization Vision aims to create over one million new jobs for Jordanian youth by 2033, requiring transformative structural reforms, private sector investment, and skills development at a scale the country has never before attempted.
74. Investment Target Under EMV: $60 billion over 10 years
Jordan’s Economic Modernization Vision targets attracting $60 billion in investments over a decade, which, if achieved, would significantly stimulate private sector hiring across IT, manufacturing, logistics, healthcare, and renewable energy.
75. EMV Initiatives: 344 total, 93% within Phase 1 (by 2025)
The EMV encompasses 344 reform and development initiatives, 93% of which were earmarked for implementation by 2025 — covering labor market reform, digital economy growth, and workforce upskilling.
76. Companies Registered on Jordan’s Investment Platform Since 2023: 5,200+
More than 5,200 companies have registered on Jordan’s investment services platform since 2023, signaling a gradually improving business environment and growing private sector hiring intent.
77. Jordan FDI (2024): JOD 1,122 million (~$1.6 billion)
Jordan attracted approximately $1.6 billion in foreign direct investment in 2024, slightly below historical peaks but a continued signal of investor confidence — with each FDI inflow typically generating downstream employment opportunities.
78. Foreign Currency Reserves (March 2025): $22 billion (8.5 months of imports)
Jordan’s foreign currency reserves stood at $22 billion in March 2025, enough to cover 8.5 months of imports — a macroeconomic stability indicator that supports investor confidence and hiring stability.
HEALTHCARE & SERVICES SECTOR HIRING
79. Number of Hospitals in Jordan: 120
Jordan has 120 hospitals — 69 of which are privately owned — making healthcare one of the country’s most significant employers, with strong hiring demand for doctors, nurses, technicians, and administrative staff.
80. Healthcare Sector GDP Allocation (Historical Peak): ~9% of GDP
Jordan has at times allocated approximately 9% of GDP to healthcare — positioning it as a top destination for regional medical tourism and driving sustained recruitment demand in clinical and administrative health roles.
81. Healthcare Jobs Growth Trend: Rising with population needs
Healthcare jobs in Jordan are rising in line with a growing and aging population, creating recruitment opportunities particularly for nurses, pharmacists, lab technicians, and medical specialists.
RENEWABLE ENERGY & NEW SECTORS
82. Renewable Energy Target by 2030: 31% of electricity mix
Jordan targets 31% renewable energy in its electricity mix by 2030, requiring significant workforce recruitment in solar, wind, and grid engineering — sectors where current hiring capacity is nascent but rapidly growing.
83. Current Renewable Energy Share: ~20%+ of electricity grid
More than 20% of Jordan’s electricity grid is powered by renewable sources, positioning the Kingdom as a regional leader in clean energy and creating a growing base of green economy employment.
84. Jordan’s Net-Zero Emissions Target: 2060
Jordan’s long-term sustainability target of net-zero by 2060 will drive decades of green economy hiring across engineering, project management, environmental consulting, and policy roles.
STARTUP ECOSYSTEM & SME EMPLOYMENT
85. Tech Startup Contribution to GDP: ~$168 million (projected)
Jordan’s tech startups are expected to contribute approximately $168 million to GDP, according to a GIZ and Impact MENA report — a figure that, while small, reflects the ecosystem’s potential and the hiring energy it generates.
86. Jordan Gaming Lab Members: 10,000+ across 7 cities
The Jordan Gaming Lab, which began in Amman in 2011, now operates in seven cities and has over 10,000 members, providing free training in game design and development — a talent pipeline feeding into the broader tech hiring market.
87. One Million Jordanian Coders Initiative: Launched as Crown Prince Foundation program
The One Million Jordanian Coders initiative, launched by the Crown Prince Foundation in partnership with the UAE and private sector, aims to produce a large-scale pool of coding-literate candidates, directly expanding the tech hiring pipeline.
LABOR LAW & COMPLIANCE
88. Standard Working Hours: 48 hours/week (Sunday–Thursday)
Jordan’s labor law sets standard working hours at 8 hours per day, 48 hours per week from Sunday to Thursday — a relatively long workweek compared to many global markets that may affect employee well-being and hiring competitiveness for global remote roles.
89. Annual Leave Entitlement: 14 days (21 days after 5 years)
Jordanian employees receive a minimum of 14 days of paid annual leave, increasing to 21 days after five years of service — a baseline benefit that employers must factor into total compensation benchmarking.
90. Maternity Leave: 10 weeks paid
Jordan mandates 10 weeks of paid maternity leave funded through the Social Security Corporation, a protection that, while important, is sometimes cited by private sector employers as a disincentive for hiring women of childbearing age.
91. Overtime Rate (Regular Days): 125%; Rest Days/Holidays: 150%
Jordan’s labor law mandates that overtime be compensated at 125% of the regular rate on regular days and 150% on rest days or public holidays, setting clear cost benchmarks for employers planning capacity.
92. SSC Retirement Age: 60 for males, 55 for females
The Social Security Corporation sets retirement age at 60 for male employees and 55 for female employees — a policy that contributes to lower female workforce tenure and the earlier exit of women from formal employment.
93. SSC Coverage of Labor Force: ~65%
Approximately 65% of Jordan’s labor force is covered by the Social Security Corporation, meaning roughly 35% — predominantly in informal or agricultural sectors — operate without formal social insurance protections.
REGIONAL & SECTORAL HIRING PATTERNS
94. Amman Salary Premium vs. Rural Areas
Urban centers like Amman consistently report higher salary levels compared to rural areas, reflecting geographic inequality in Jordan’s labor market — a divide that complicates recruitment for companies operating outside the capital.
95. Services Sector Employs ~81% of Young Male Workers, 87% of Young Females
The services sector dominates youth employment in Jordan, absorbing 81.1% of young male workers and 86.8% of young female workers — reflecting the dominance of white-collar and service-oriented roles in formal youth employment.
96. Mining & Quarrying GDP Growth (Q3 2025): 7.4%
Jordan’s mining and quarrying sector grew 7.4% in Q3 2025, signaling increased hiring demand for engineers, geologists, and operations staff in the minerals extraction and processing industries.
97. Women Work in Firms ~2x Larger than Those Employing Men (68 vs. 33 workers)
Women in Jordan’s private sector work in companies with an average of 68 employees, compared to 33 for men — a disparity that reveals how women self-select into larger, more formally structured firms that offer better amenities and protections.
GLOBAL BENCHMARKING & CONTEXT
98. Jordan’s Unemployment vs. MENA Average: 21.2% vs. 10.4%
Jordan’s unemployment rate is approximately double the MENA regional average of 10.4%, positioning it as one of the region’s most challenged labor markets despite relatively strong macroeconomic stability indicators.
99. Jordan’s Unemployment vs. Middle-Income Country Average: 21.2% vs. 6.1%
Compared to the average unemployment rate of 6.1% for middle-income countries globally, Jordan’s rate of 21.2% is nearly 3.5 times higher — highlighting the scale of structural reform required to normalize the country’s employment landscape.
100. Jordan’s Public Debt vs. GDP Budget Deficit (2024): 5.2% of GDP
Jordan’s budget deficit reached 5.2% of GDP by the end of 2024, constraining the government’s ability to create additional public sector jobs and intensifying the urgency of stimulating private sector employment.
101. Social Security Corporation Coverage: 220,000+ Households on National Aid Fund
The National Aid Fund supports over 220,000 Jordanian households living below the poverty line — a social protection baseline that contextualizes the urgency of job creation for vulnerable populations.
102. Women Supporting Women in ICT: Female Representation in Total ICT Workforce is 33%, but Leadership <4%
The gap between ICT workforce female representation (33%) and ICT leadership female representation (<4%) illustrates a systemic “broken rung” in the career ladder that limits senior hiring of women in tech roles.
103. Jordanian Tech Talent Wage Advantage vs. U.S.: IT workers earn ~$1,550/mo vs. ~$5,000 in U.S.
Jordanian IT professionals earn approximately $1,550 per month compared to $5,000 for their U.S. counterparts, making Jordan an attractive remote hiring destination for international employers seeking cost-effective, skilled tech talent.
104. Jordan’s Ranking in Global Gender Gap Index (2025): Published by Jordan Economic Forum
The Jordan Economic Forum released a report on Jordan’s 2025 Global Gender Gap Index performance, underscoring the continued policy focus on closing gender disparities in employment — a key metric monitored by international investors.
105. Jordan Advances in Global Innovation Index 2025: 6th Regionally
Jordan ranked 6th in the MENA region in the Global Innovation Index 2025, driven by infrastructure and business environment improvements — a signal of growing competitiveness in attracting high-value knowledge-economy hiring.
Conclusion
Jordan’s recruitment and employment landscape in 2026 reflects a labor market at a critical turning point, characterized by persistent unemployment challenges, expanding digital transformation, evolving workforce expectations, and ambitious economic development initiatives. As highlighted throughout these 105 recruitment statistics, data points, and trends in Jordan, the country faces significant structural employment challenges while simultaneously presenting substantial opportunities for businesses, recruiters, HR professionals, investors, and job seekers.
With Jordan’s unemployment rate reaching approximately 21.2% in the fourth quarter of 2025 and youth unemployment estimated at 45% to 46%, creating sustainable employment opportunities remains one of the country’s most pressing economic priorities. These figures demonstrate the importance of strengthening private-sector job creation, improving education-to-employment pathways, and developing recruitment strategies that effectively connect qualified candidates with suitable opportunities.
Female workforce participation represents another major challenge. Despite Jordan’s relatively educated female population, labor force participation remains exceptionally low, while female unemployment was estimated at approximately 30.7% in 2024. Addressing these disparities through inclusive hiring policies, improved childcare accessibility, flexible employment arrangements, and stronger career development opportunities could unlock significant economic potential.
Nevertheless, Jordan’s technology sector is emerging as a promising driver of recruitment growth. With an ICT workforce estimated at 47,840 employees in 2025, more than 1,000 active technology companies, and approximately 12,000 ICT graduates annually, the country possesses an expanding talent pool capable of supporting digital innovation and international business operations. Growing demand for software developers, cybersecurity specialists, artificial intelligence professionals, cloud engineers, and data analysts is expected to influence hiring priorities throughout 2026 and beyond.
Salary competitiveness also remains an important consideration for employers operating in Jordan. The statutory minimum wage increase to JOD 290 per month in January 2025, combined with varying compensation levels across industries, highlights the need for accurate salary benchmarking and effective employee retention strategies. Employers must increasingly balance competitive compensation with professional development, workplace flexibility, and long-term career opportunities to attract and retain skilled professionals.
Furthermore, Jordan’s Economic Modernization Vision, which targets approximately one million new jobs by 2033, provides an important framework for the country’s long-term employment development. Supported by investment ambitions of approximately USD 60 billion, this initiative aims to stimulate private-sector expansion, strengthen entrepreneurship, modernize industries, and create new employment opportunities across technology, manufacturing, healthcare, tourism, logistics, and renewable energy.
However, achieving these objectives will require more than economic investment alone. Jordan must continue addressing structural skills mismatches, graduate underemployment, talent migration, limited female workforce participation, and the substantial reliance on public-sector employment. Stronger collaboration between government institutions, educational organizations, recruitment agencies, and private businesses will be essential to building a more productive, inclusive, and competitive labor market.
For employers and recruitment agencies, the implications are clear. Successful recruitment in Jordan in 2026 will increasingly depend on data-driven hiring decisions, competitive compensation packages, skills-based recruitment, digital hiring technologies, and proactive workforce planning. Businesses that understand changing labor market conditions and invest in employee development will be better positioned to secure qualified talent and maintain long-term organizational competitiveness.
For job seekers, Jordan’s evolving employment landscape reinforces the importance of developing in-demand technical skills, gaining practical professional experience, embracing continuous learning, and exploring opportunities in emerging industries. Digital literacy, artificial intelligence, cybersecurity, data analytics, and specialized professional capabilities could become increasingly valuable as the economy diversifies.
Looking ahead, Jordan’s recruitment market presents a combination of significant challenges and promising opportunities. Although high unemployment and workforce participation gaps are unlikely to disappear quickly, continued investment in digital infrastructure, economic diversification, education reform, and private-sector development could gradually strengthen the country’s employment outlook.
The statistics examined in this report draw on available historical indicators, recent 2024–2025 data, and forward-looking projections to provide context for Jordan’s recruitment environment in 2026.
Ultimately, the future of recruitment in Jordan will be determined by how effectively the country transforms its educated and growing workforce into productive, sustainable employment opportunities. Employers, policymakers, recruiters, and educational institutions that prioritize innovation, workforce inclusion, skills development, and evidence-based decision-making will play a crucial role in shaping a stronger labor market.
These Top 105 Recruitment Statistics, Data & Trends in Jordan in 2026 provide valuable insights into the forces influencing hiring demand, salary trends, workforce availability, employment challenges, and emerging career opportunities. By understanding these developments, businesses and professionals can make better-informed recruitment decisions, anticipate future workforce needs, and position themselves for success in Jordan’s evolving economy.
If you find this article useful, why not share it with your hiring manager and C-level suite friends and also leave a nice comment below?
We, at the 9cv9 Research Team, strive to bring the latest and most meaningful data, guides, and statistics to your doorstep.
To get access to top-quality guides, click over to 9cv9 Blog.
To hire top talents using our modern AI-powered recruitment agency, find out more at 9cv9 Modern AI-Powered Recruitment Agency.
People Also Ask
What is the unemployment rate in Jordan in 2026?
Jordan’s unemployment rate stood at approximately 21.2% in Q4 2025, reflecting persistent labor market challenges. This figure provides an important baseline for understanding employment conditions and recruitment trends in 2026.
What is the youth unemployment rate in Jordan?
Youth unemployment in Jordan is estimated at approximately 45–46% among people aged 15–24. This high rate highlights the difficulties young job seekers face when entering the workforce and securing suitable employment.
What are the major recruitment trends in Jordan in 2026?
Key recruitment trends in Jordan include growing demand for technology professionals, digital hiring platforms, skills-based recruitment, workforce upskilling, and increased emphasis on private-sector job creation.
What is the average monthly salary in Jordan in 2026?
Available salary estimates place average monthly earnings in Jordan at approximately JOD 430–613. Actual salaries vary depending on industry, qualifications, experience, job responsibilities, and location.
What is the minimum wage in Jordan in 2026?
Jordan increased its statutory minimum wage to JOD 290 per month in January 2025. This provides an important salary benchmark for employers planning recruitment budgets and compensation packages in 2026.
Which industries are hiring the most in Jordan in 2026?
Jordan’s major employment sectors include technology, financial services, healthcare, manufacturing, education, and services. Renewable energy and digital industries also present emerging recruitment opportunities.
What is the female unemployment rate in Jordan?
Jordan’s female unemployment rate was estimated at approximately 30.7% in 2024, compared with 19.6% for men. This significant gender gap highlights ongoing challenges in women’s access to employment.
What is the female labor force participation rate in Jordan?
Jordan’s female labor force participation rate was estimated at approximately 14–19.1% in 2023. The government aims to increase women’s workforce participation to 28% by 2033.
How many people are in Jordan’s labor force?
Jordan’s total labor force was estimated at approximately 3.08 million people in 2024. This includes individuals who are employed or actively seeking employment across different industries.
How many people work in Jordan’s technology sector?
Jordan’s ICT workforce reached approximately 47,840 employees in 2025. The sector includes software development, telecommunications, cybersecurity, data analytics, and other digital services.
What are the most in-demand jobs in Jordan in 2026?
In-demand occupations include software developers, cybersecurity specialists, data analysts, cloud engineers, healthcare professionals, financial specialists, and engineers supporting industrial and renewable energy projects.
How much do IT professionals earn in Jordan?
IT professionals in Jordan earn an estimated average of JOD 1,100 per month, although compensation varies by specialization, seniority, employer, and technical expertise.
How much do finance professionals earn in Jordan?
Finance professionals in Jordan earn approximately JOD 1,100 per month on average, according to available estimates. Specialized positions in accounting, banking, financial analysis, and compliance may offer different compensation levels.
How much do customer service employees earn in Jordan?
Customer service representatives in Jordan typically earn approximately JOD 250–400 per month, based on the available salary estimates. Actual pay depends on employer, experience, and job responsibilities.
What percentage of Jordan’s workforce works in the public sector?
The dataset estimates that approximately 46% of Jordan’s workforce is employed in the public sector, reflecting the country’s substantial reliance on government employment.
Why is unemployment so high in Jordan?
Jordan’s high unemployment is linked to limited private-sector job creation, skills mismatches, graduate underemployment, population pressures, and difficulties connecting qualified candidates with suitable employment opportunities.
What is Jordan’s Economic Modernization Vision employment target?
Jordan’s Economic Modernization Vision aims to create approximately one million new jobs by 2033 through private-sector development, investment, economic diversification, and workforce modernization.
How is artificial intelligence affecting recruitment in Jordan?
AI adoption is reshaping Jordan’s technology sector and workforce skill requirements. Estimates suggest approximately 60% of Jordanian IT companies have begun integrating artificial intelligence into their products or services.
What skills are employers looking for in Jordan in 2026?
Employers increasingly value software development, artificial intelligence, cybersecurity, data analytics, cloud computing, financial expertise, communication, problem-solving, and industry-specific technical skills.
How serious is the skills gap in Jordan?
Jordan faces substantial education-to-employment mismatches. The dataset indicates that approximately 44% of employed youth work in positions below their educational qualifications, highlighting widespread underemployment.
How many ICT graduates does Jordan produce annually?
Jordan produced approximately 12,000 ICT graduates during the 2024/2025 academic year, supporting the country’s growing technology workforce and digital economy.
What percentage of Jordan’s ICT workforce is female?
Women represented approximately 33% of Jordan’s ICT workforce in 2025. However, their representation in technology leadership positions was estimated at fewer than 4%.
Why do skilled Jordanian workers seek employment abroad?
Many skilled Jordanians pursue overseas employment because of higher salaries, international career opportunities, and limited suitable domestic positions. Available estimates suggest emigrants may earn four times their potential domestic wages.
What are the employer social security contribution rates in Jordan?
Employers in Jordan generally contribute approximately 14.25% of employees’ salaries toward social security, while employees contribute around 7.5%. These costs are important for recruitment budgeting.
What are the standard working hours in Jordan?
Jordan’s standard statutory working hours are generally eight hours per day and 48 hours per week. Employers must also consider applicable overtime regulations, rest periods, and employment contract requirements.
How many days of annual leave do employees receive in Jordan?
Employees in Jordan are generally entitled to at least 14 days of paid annual leave, increasing to 21 days after five years of continuous service with the same employer.
What is the maternity leave entitlement in Jordan?
The dataset reports a paid maternity leave entitlement of 10 weeks. Employers should verify the latest applicable labor legislation and social security provisions when establishing employment policies.
How is Jordan’s renewable energy sector creating jobs?
Jordan’s target of achieving 31% renewable electricity by 2030 could support recruitment in solar energy, wind power, electrical engineering, project management, environmental consulting, and energy infrastructure.
Is Jordan a good destination for international recruitment and outsourcing?
Jordan offers an educated workforce, expanding ICT capabilities, competitive salary levels, and a growing digital economy. These characteristics make it a potential destination for technology outsourcing and international talent acquisition.
What is the future outlook for Jordan’s job market beyond 2026?
Jordan’s employment outlook depends on private-sector investment, digital transformation, workforce development, and economic reforms. The government’s one-million-job target by 2033 could support long-term recruitment growth if achieved.
Sources
Trading Economics
World Bank
International Growth Centre (IGC)
9cv9
Playroll
DigiSkills Jordan
U.S. International Trade Administration
The Jordan Times
Bertelsmann Transformation Index (BTI)
U.S. Department of State
Economic Research Forum (ERF)
Qureos
RemotePeople
Jordan Economic Forum
Jordan Ministry of Labour
UNICEF
European Bank for Reconstruction and Development (EBRD)
