Labor law in Iran

Iranian labor law sets basic rules for many private-sector employment relationships. It aims to define the duties of workers and employers and to provide minimum protections that an ordinary agreement should not simply remove. An employment contract may be written or oral, although a written contract is much easier to prove. It commonly identifies the work, workplace, pay, duration, hours, benefits, and conditions for ending the relationship. Employment can be ongoing, fixed-term, or linked to a particular task. The legal effect depends on the real arrangement, so repeatedly calling a worker an independent contractor does not necessarily decide the issue. Employers generally have duties concerning agreed wages, safe working conditions, employment records, and social insurance where the law applies. The Social Security Organization is the main institution associated with employment-based social insurance. Workers have duties too, including performing agreed work, following lawful workplace instructions, and observing safety and confidentiality obligations. Serious misconduct or repeated failure may have employment consequences, but termination should follow the applicable legal process. Disputes often concern unpaid wages, insurance registration, contract duration, benefits, workplace injury, or dismissal. Labor offices and specialized labor dispute bodies commonly play a central role before any further judicial review. Evidence can include the contract, payroll records, bank transfers, attendance logs, insurance history, workplace messages, identity cards, and witness accounts. Keeping these records is valuable when the relationship was informal or poorly documented. Some workers, public employees, and special occupations may fall under different rules. A person should therefore confirm whether the general Labour Law, public employment rules, or another special framework applies.