Navigating labor regulations in Iran requires a clear understanding of the rules governing working hours, rest periods, and overtime compensation. These regulations are primarily outlined in the Iranian Labor Law, which aims to protect employee rights and ensure fair working conditions. Employers operating in Iran, whether through local entities or by employing remote workers, must adhere strictly to these provisions to maintain compliance and avoid potential legal issues.
Compliance with Iranian working time laws involves more than just tracking hours; it requires implementing policies that respect mandatory rest days, compensate overtime correctly, and maintain accurate records. Understanding the nuances of these rules is essential for seamless operations and positive employee relations within the Iranian legal framework.
Standard Working Hours and Workweek Structure
The standard working hours for employees in Iran are set by the Labor Law. These regulations define both the maximum weekly hours and the typical daily structure, while also mandating a specific day for weekly rest.
- Standard Weekly Hours: The maximum standard working hours are 44 hours per week.
- Standard Daily Hours: While the weekly limit is 44 hours, the daily working hours can be adjusted across the week, provided the total does not exceed the weekly maximum. Typically, this averages out to approximately 8 hours per day over a six-day workweek.
- Workweek Structure: The standard workweek in Iran runs from Saturday to Thursday.
- Mandatory Weekly Rest: Friday is the mandatory day of weekly rest for all employees.
| Working Time Element | Standard Limit/Requirement | Notes |
|---|---|---|
| Standard Weekly Hours | 44 hours | Maximum limit |
| Standard Daily Hours | Flexible | Averages ~8 hours over 6 days |
| Standard Workweek | Saturday to Thursday | |
| Mandatory Weekly Rest Day | Friday | Paid rest day |
Overtime Regulations and Compensation
Work performed beyond the standard working hours is considered overtime and is subject to specific regulations regarding limits and compensation rates. Employers must obtain the employee's consent for overtime work.
- Definition of Overtime: Any hours worked in excess of the standard 44 hours per week (or the agreed-upon daily/weekly hours if less than the maximum) are considered overtime.
- Overtime Compensation Rate: Overtime hours must be compensated at a rate of 140% of the employee's standard hourly wage. This means the employee receives their regular hourly rate plus a 40% premium.
- Maximum Overtime Hours: While the law requires employee consent, there is also a general guideline regarding the maximum amount of overtime. Overtime should generally not exceed 4 hours per day, although exceptions or different arrangements may be possible under specific collective agreements or circumstances with proper justification and consent.
| Overtime Element | Requirement/Rate | Notes |
|---|---|---|
| Overtime Definition | Hours > Standard Weekly | Requires employee consent |
| Overtime Pay Rate | 140% of standard wage | Regular rate + 40% premium |
| General Daily Max Overtime | 4 hours | Subject to consent and potential exceptions |
Rest Periods and Break Entitlements
In addition to the mandatory weekly rest day, employees are entitled to breaks during their workday. The specifics of these breaks can sometimes be subject to workplace agreements or industry norms, but the principle of allowing adequate rest is enshrined in the law.
- Daily Breaks: Employees are generally entitled to breaks during the workday. The duration and timing of these breaks can vary depending on the nature of the work and workplace agreements, but they should allow employees sufficient time for meals and rest. These breaks are typically unpaid if the employee is free to leave the workplace.
- Weekly Rest: As mentioned, Friday is the mandatory paid weekly rest day. Employees are entitled to a full 24 hours of consecutive rest on this day.
- Annual Leave: Employees are also entitled to annual paid leave, typically 26 working days per year (excluding Fridays and official holidays).
| Rest/Break Element | Requirement/Entitlement | Notes |
|---|---|---|
| Daily Breaks | Entitled to breaks | Duration/timing can vary; often unpaid |
| Weekly Rest | 24 hours on Friday | Mandatory and paid |
| Annual Leave | 26 working days/year | Excludes Fridays and official holidays |
Night Shift and Weekend Work Regulations
Working during night hours or on the mandatory weekly rest day (Friday) is subject to specific regulations and often requires higher compensation rates due to the disruption to the employee's normal life and rest pattern.
- Night Work Definition: Night work is generally defined as work performed between 10:00 PM and 6:00 AM.
- Night Work Compensation: Employees working during night hours are typically entitled to a higher wage rate than for daytime work. The premium for night work is often set at 135% of the standard hourly wage (a 35% premium).
- Friday Work Compensation: If an employee is required to work on their mandatory rest day (Friday), they are entitled to receive compensation at a rate of 140% of their standard hourly wage, in addition to receiving a compensatory rest day during the following week. This is similar to the overtime rate but applies specifically to the rest day.
| Work Type | Time Period | Compensation Rate/Requirement | Notes |
|---|---|---|---|
| Night Work | 10 PM - 6 AM | 135% of standard wage | 35% premium |
| Friday Work | Any hours on Friday | 140% of standard wage + Compensatory Rest Day | Applies to mandatory rest day work |
Working Time Recording Obligations for Employers
Iranian labor law places a clear responsibility on employers to maintain accurate and detailed records of their employees' working time. This is crucial for ensuring compliance with wage and hour regulations, managing leave entitlements, and providing necessary documentation in case of disputes or inspections.
- Record Keeping Requirement: Employers must keep records for each employee detailing:
- Daily and weekly working hours.
- Overtime hours worked.
- Night work hours.
- Leave taken (annual leave, sick leave, etc.).
- Public holidays worked.
- Purpose of Records: These records serve as proof of compliance with labor laws regarding maximum hours, overtime pay, and leave entitlements. They are essential for calculating correct wages and benefits.
- Accessibility: Records should be maintained in a manner that allows for easy access and inspection by relevant authorities if required. The specific format (digital or physical) may vary, but accuracy and completeness are paramount.
