Yalla

Last updated · October 14, 2026

Terms for businesses

1. Use of the Platform

YALLAJOB is a platform that connects employers with workers for the purpose of scheduling work shifts. The platform is not a party to the engagement between the employer and the worker, and does not constitute the workers' employer. It is hereby clarified that an employer is any person requiring services, whether a private individual, a limited company, a licensed dealer (osek murshe) or an exempt dealer (osek patur).

2. Responsibility for Verifying Business Details and Certificates

The application/website (hereinafter: the "Site") is not responsible for checking the authenticity of a licensed dealer number, company number or identity number; this is the responsibility of the recipient and/or provider of the service. The employer confirms that it has provided true business details and/or accurate personal details, and that it is permitted to employ workers under law.

3. Verified Certificates

A certificate marked on the Site as verified has been checked by the Site's team or with the body that issued it. Automated checks of document authenticity assist the team, but do not in themselves verify a certificate and do not guarantee that a document is genuine. The employer's responsibility to check the worker's licences and the required permits, as set out in these Terms, remains in full force.

4. Compliance with Labour Laws

The employer undertakes to comply with the labour laws of the State of Israel, including: paying the minimum wage as required by law, providing breaks and observing rest periods in accordance with the Hours of Work and Rest Law, maintaining a safe work environment in accordance with the Work Safety Regulations, and refraining from discrimination on the grounds of sex, age, religion, nationality or disability.

5. Verifying the Worker's Eligibility

The employer must ensure, before the work begins, that the worker is permitted to perform the work under law — including with respect to the worker's age — and must check the worker's licences and the permits required for the role.

6. Responsibility for Payment

Payment for the shift shall be made directly between the employer and the worker, in accordance with what is agreed between them and subject to law. The Site serves for brokering and scheduling only; it does not transfer funds, is not a party to the engagement and is not responsible for payments and transfers of funds between the parties. Likewise, no liability whatsoever shall be attributed to the Site in respect of the terms of employment, payment or non-payment, the genuineness of the job request, and the like.

7. Shift Cancellation

Cancellation of a shift by the employer close to its start time may require partial payment to the worker, and may harm the business's rating in the application.

8. Governing Law

These Terms are governed by the laws of the State of Israel, and jurisdiction lies with the courts in Israel.

9. Liability of the Site

The Site is not liable for any damage caused to the employer as a result of employing a worker found through the Site, and the employer shall have no claim and/or cause of action against the Site. Responsibility for checking the worker's suitability and the accuracy of the worker's details as published on the Site rests with the employer alone.

10. Privacy

The employer's details will be used for the purposes of publishing jobs, shift scheduling, matching and payments only, and will not be transferred to any third party except as required by law.

11. Prevention of Misuse

The Site, its content and its platforms may be used only for the purposes for which they are intended and for the user's private and personal needs, as distinct from commercial needs. Likewise, the content of the Site may not be displayed without the prior written approval of the operator. The content, whether presented in video and/or text format and/or in any other electronic medium, may not be distributed and/or copied and/or published, whether within or outside the borders of Israel, without the prior written approval of the operator.

12. Liability of the Site for Damages

13. Personal Details and Privacy Policy

The Site undertakes not to make any use of users' personal details other than for the purposes of the Site and in accordance with its Privacy Policy, which forms an integral part of these Terms of Use, and in accordance with the provisions of all applicable law. Notwithstanding the foregoing, the Site reserves the right to collect information concerning patterns of use of the Site and of the network, and to use this information to improve the Site's services, its operation and its content, all subject to the Site's Privacy Policy and to the provisions of all applicable law.

14. Mailings

The Site may send various mailings by various means to any user, and the very use of the Site constitutes express consent thereto.

15. Changes to the Terms

The Site reserves the right to amend the terms of this agreement from time to time. Use of the services at any time constitutes consent to the updated and amended terms, as they are in effect at that time.

16. Community Rules and Reporting

In messages on YallaJob it is prohibited to harass, threaten, curse, use slurs or discriminatory language, send spam, request money, a deposit or payment details, direct others to suspicious links, or send sexual or offensive content. In any conversation you may report the conversation or a message, and block the worker on behalf of the entire business. Blocking is private: the other side sees only that the conversation is closed. Blocking does not cancel shifts that have already been scheduled, and does not replace the rules on shift cancellation. YallaJob reviews every report, usually within 24 hours, and may hide a message, issue a warning, or suspend a user's ability to send messages for a limited period. A message containing offensive words is blocked before it is sent, and a message that appears to be fraudulent is referred for review. A user whose messaging has been suspended may appeal through Help in the application or at support@yallajoblisting.com, and a person from the YallaJob team will review the appeal. Blocking and reporting do not affect the rating or the reliability of either party.

Terms for workers

1. Introduction and Scope

Use of the website/application (hereinafter: the "Site") is subject to the terms set out below and to the provisions of all applicable law, and constitutes the user's express consent to these terms. These Terms of Use and all texts on the Site are sometimes written in the masculine form for convenience only; however, they are intended for women and men alike.

2. Use of the Platform

YALLAJOB is a platform that connects workers with employers for the purpose of scheduling work shifts. The Site is not a party to the engagement between the worker and the employer, and does not constitute an employer, an agency or a manpower contractor. Neither party shall have any claim, complaint and/or cause of action against the platform in respect of the terms of employment and/or the engagement formed between the parties.

3. Declaration of Age and Truthfulness

I hereby declare and undertake that I am of the age appropriate for performing the work in accordance with the requirements of the law, and that I am aware that if I do not make a truthful declaration I may face civil action and criminal liability, and I release the application and its owners from any liability. Workers under the age of 18 are additionally subject to the Youth Labour Law, including restrictions on working hours and the prohibition of hazardous work.

4. Licences and Certifications

The worker undertakes to hold every licence, certificate or permit required by law for performing the work in which they engage through the application, and to provide true and up-to-date documentation upon registration. Providing false details or using certificates that are not genuine will result in removal of the account and may constitute a criminal offence.

5. Authenticity of Certificates and Documents

The worker undertakes to upload to the Site only genuine certificates, licences and documents that were issued to the worker personally. It is prohibited to upload a forged document, a document that has been altered or edited, a document that was created or edited using artificial intelligence, or another person's document. The Site may examine any uploaded document, both automatically and manually, including: examining the file data and the provenance markings embedded in it (including a declaration that the file was created by artificial intelligence), comparing it with documents uploaded in other accounts, and, if activated, an automated image-analysis service. The Site may also contact the body that issued the certificate in order to verify it.

6. Automated Review, Human Review and Appeal

Automated review may err, and it does not in itself determine that a document is genuine or forged. A document flagged by the review is referred for review by a person from the Site's team, and the worker may appeal and present the original document. No decision shall be made on the basis of an automated result alone, except where the file itself contains an embedded declaration that it was created using artificial intelligence. In such a case the document will be rejected immediately, the worker may appeal once and upload the original, and a person from the Site's team will decide the appeal.

7. Consequences of Submitting a Non-Genuine Document

Submitting a document that is not genuine may result in rejection of the document, removal of the badge or verification level granted on its basis, temporary suspension of the account and, in the case of deliberate forgery, also closure of the account. Suspension or closure will be carried out only after review by a person, and the worker may appeal against them. Presenting a forged document may constitute a criminal offence under law.

8. Document Review and Privacy

For the purpose of verifying the authenticity of documents, the following are retained: the data read from the file (such as the name of the software that created or edited it, dates and provenance markings), a digital fingerprint of the image for comparison purposes, and the result of the review. Only the Site's team sees this data; employers do not see it, and the worker sees the result of the review and the reason for any rejection. The data is retained for as long as the document or the account exists, and thereafter for the period to be determined in the retention policy. The Site does not send documents to any third party for review, unless an automated image-analysis service is activated; in such a case only a copy of the image will be sent, without the file data and without personal details, and the name of the service will be published in the Privacy Policy before it is activated.

9. Wages and Working Conditions

The work is performed on the basis of agreement between the worker and the employer, subject to the labour laws of the State of Israel, including the Minimum Wage Law and the Hours of Work and Rest Law. Payment for the shift shall be made directly between the worker and the employer; the Site serves for brokering and scheduling only, does not transfer funds and is not responsible for payments and transfers of funds between the parties. Likewise, the Site is not responsible for the working conditions agreed between the parties and is not party to them. Tips given to the worker are entirely the worker's property.

10. Personal Responsibility and Reporting to the Authorities

The worker is personally responsible for reporting their income to the tax authorities and to the National Insurance Institute as required by law. The Site does not act as an employer for the purposes of deductions and social-benefit payments.

11. Commitment and Cancellations

The worker must arrive at the shift at the scheduled time and give notice of any cancellation as early as possible. Failure to arrive or improper cancellation will harm the worker's rating and their eligibility to continue using the Site.

12. Privacy

The worker's details will be used for the purposes of shift scheduling, matching and payments only, and will not be transferred to any third party except as required by law.

13. Prevention of Misuse

14. Liability of the Site

The Site is not liable for any direct and/or indirect damage or harm of any kind caused to the user as a result of the use of, and reliance on, the content and services offered on the Site; use of the Site and its services is at the user's sole responsibility. It is the worker's responsibility to check the employer and the employer's details, and the type of work and its conditions; the Site is not responsible for verifying the employer's details as presented to the worker. This responsibility rests with the worker alone, the Site is not liable for any damage caused to the worker, whether direct or indirect, and the worker shall have no cause of action and/or complaint against the Site.

15. Personal Details and Privacy Policy

16. Mailings

The Site may send various mailings by various means to any user, and the very use of the Site constitutes express consent thereto.

17. Changes to the Terms

18. Minimum Wage, Payslip and Timely Payment

Under the Minimum Wage Law, 5747-1987, and the Protection of Wages Law, 5718-1958, the worker is entitled to receive their wages on time and no later than the date set in the agreement, as well as a payslip detailing the wage components and deductions. A worker under the age of 18 is entitled to a special minimum wage under law. Deductions from wages shall be made solely in accordance with law.

19. Working Hours, Rest and Overtime

Under the Hours of Work and Rest Law, 5711-1951, daily and weekly working hours are limited, and there is an obligation to provide a rest of 8 consecutive hours between working days and a weekly rest of 36 consecutive hours. Overtime shall be paid at 125% of the regular wage for the first two hours and at 150% thereafter, subject to the provisions of the law and the applicable extension orders.

20. Social Benefits and Ancillary Conditions

The worker is entitled, by law, to paid annual leave (Annual Leave Law, 5711-1951), to holiday leave (Annual Leave Law — intermediate days of festivals), to recuperation pay and to pension contributions as required by law, as well as to reimbursement of travel expenses to work under the Minimum Wage Regulations (Travel Expenses), 5756-1996, insofar as this applies to the engagement. Wage supplements and additional benefits shall be determined by agreement between the worker and the employer.

21. Youth Employment

A boy or girl under the age of 18 shall work only with a work permit issued by the Ministry of Labour (Youth Labour Law, 5713-1953), and subject to the restrictions on working hours, the prohibition of hazardous work and the prohibition of employment during school hours, all as set out in the law.

22. Protection at Work and Non-Discrimination

The worker is entitled to a safe and healthy work environment under the Labour Inspection (Organisation) Law, 5714-1954, and to protection from sexual harassment at work under the Prevention of Sexual Harassment Law and its regulations. In accordance with the Equal Employment Opportunities Law, 5748-1988, discrimination in hiring, in wages and in working conditions is prohibited. Complaints regarding working conditions shall be submitted to the employer, and the competent enforcement authorities may be approached in accordance with law.

23. General Note

The foregoing sets out the principal rights and obligations under the labour laws of the State of Israel; it is not exhaustive and does not derogate from rights established under any law, extension order or collective agreement applicable to the engagement between the worker and the employer.

24. Community Rules and Reporting

In messages on YallaJob it is prohibited to harass, threaten, curse, use slurs or discriminatory language, send spam, request money, a deposit or payment details, direct others to suspicious links, or send sexual or offensive content. In any conversation you may report the conversation or a message, and block the business. Blocking is private: the other side sees only that the conversation is closed. Blocking does not cancel shifts you already have; to leave a shift, use "Hand over shift". YallaJob reviews every report, usually within 24 hours, and may hide a message, issue a warning, or suspend a user's ability to send messages for a limited period. A message containing offensive words is blocked before it is sent, and a message that appears to be fraudulent is referred for review. A user whose messaging has been suspended may appeal through Help in the application or at support@yallajoblisting.com, and a person from the YallaJob team will review the appeal. Blocking and reporting do not affect the rating or the reliability of either party.

Questions, a report, or an appeal: support@yallajoblisting.com