israeli-attendance-wage-checker

Israeli Payslip and Wage Checker

Legal notice

This is a free information tool operated by an AI model. It explains the law and computes an indicative figure from the hours you supply. All of its outputs are produced automatically by an AI model, with no involvement, review, or approval by an advocate. The output is not legal advice and not a legal opinion. It is a general explanation and an arithmetic estimate only: it does not read your employment contract, does not know which collective agreement or extension order applies to your workplace, does not check current case law, and does not examine your specific circumstances. An AI model may err, omit data, or present a wrong conclusion. Where a payslip is the only document, the tool checks only what appears on the face of it: it has not seen the hours ledger, does not know whether the employer can rebut the presumption, and does not decide whether the applicability exclusion applies to you.

The binding computation is the one your employer is obliged to make under the law and any applicable collective agreement, and a labour court decides any dispute about it. Any figure this tool produces is a draft for your personal preparation only, it is not a document prepared by an advocate, and it must not be relied on as evidence. This tool is not a substitute for advice that takes account of the particular circumstances and needs of each person, and before filing anything you should consult a licensed advocate. All use of the output is the user's sole responsibility.

Problem

An Israeli payslip shows a number of hours and a number of shekels, and almost nobody can tell whether the second follows from the first. The arithmetic is not intuitive: the premium tiers reset every day rather than accumulating over the month, so a worker can be owed overtime in a week where he worked exactly the standard hours. The statutory week and the week actually used in the economy are different figures, and quoting the wrong one moves every downstream number. Meal breaks come out of the count but some breaks stay in. And the most valuable rule of all is procedural rather than arithmetic: an employer who did not keep the hours ledger the law requires carries the burden of proving the employee did not work the disputed hours, up to a capped number of them. This skill works from whichever document the user actually holds. Given a timesheet it reconciles the hours; given only a payslip it audits the payslip on its own terms, because the components the law requires it to carry are the same ones the reconciliation would read, and their absence is itself a computable finding.