הצעת חוק משפחות חיילים שנספו במערכה (תגמולים ושיקום) (תיקון מס' 46), התשפ"ה–2025Bill for Families of Soldiers Killed in Action (Benefits and Rehabilitation) (Amendment No. 46), 2025 · automatic translation · suggest a correction

What was put to the vote

«לקבל את הצעת החוק בקריאה שלישית»

Third reading: The final vote. A bill that passes its third reading becomes law. Glossary →

Bill: חוק משפחות חיילים שנספו במערכה (תגמולים ושיקום) (תיקון מס' 46), התשפ"ה–2025Law for Families of Soldiers Killed in Action (Benefits and Rehabilitation) (Amendment No. 46), 2025auto

About the law and the debate

Official summary of the law (Knesset)

This Law establishes employment protections during the first year of mourning for an employee who is a family member of a person who died under the Families of Soldiers Who Fell in the Campaign Law or of a person who died as a result of a hostile act. Who is the protected employee: the definition of "family member" will include, in addition to bereaved widows/widowers and parents, orphans and siblings of any age. The protection will also apply, in accordance with the provisions of the Law, to the deceased's fiancée (even if her entitlement to payments and benefits has not yet been recognized), and to the other parent of an orphan of the deceased who has not yet reached the age of 18, or to a guardian or foster parent of such an orphan, who notified the employer of the connection to the deceased. However, the protection will not apply to an employer who is an individual (not a corporation) if the employee entitled to protection is his only employee. Stricter protection applies during the first three months after the death: it is forbidden to dismiss the protected employee, forbidden to reduce his income (except for a reduction resulting from a change in law or a change in work output not originating from the employer), and forbidden to reduce the scope of his position, except for a temporary change initiated by the employee due to his medical or family circumstances. During this period, only in serious circumstances dependent on the employee, or when the employer's business has permanently ceased to operate, may the employer request a permit for dismissal from an employment committee. If the employer's business has temporarily ceased to operate due to circumstances not dependent on the employer and affecting all its employees, the employer may request a temporary permit to reduce the scope of employment until the business resumes operation, provided that the change does not involve a reduction in income. During the period from the end of the first three months after the death until the end of the first year after the death, it is forbidden to dismiss the protected employee or place him on unpaid leave; however, an employment committee may permit the dismissal or grant a permit for unpaid leave if the conditions for doing so, as specified in the Law, are met. If the protected employee chooses to resign during the first year of mourning, he will be entitled to the severance pay he would have been entitled to had he been dismissed, and this resignation will be considered justified for the purpose of the starting date of eligibility for unemployment benefits. A protected employee will be able to receive legal aid without an income test in proceedings against his employer before the Labor Court or an employment committee, in connection with the protection under the Law or in connection with receiving severance pay. In addition, in the case of a violation, a financial sanction may be imposed, in addition to the option of filing a claim with the Labor Court.

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All arguments and speakers are on the bill page →

By party on the day of the vote

• for
• abstained
• against