Managing employee leave and vacation entitlements is a critical aspect of compliance and workforce management for companies operating in Iran. Understanding the specific regulations outlined in the Iranian Labour Law is essential to ensure fair treatment of employees and adherence to legal requirements. These regulations cover various types of leave, including annual vacation, public holidays, sick leave, and parental leave, each with its own set of rules regarding eligibility, duration, and compensation.
Navigating these policies requires careful attention to detail, as entitlements can vary based on employment duration, type of leave, and specific circumstances. Employers must establish clear internal policies that align with the national labour law to effectively manage employee time off while maintaining operational efficiency.
Annual Vacation Leave
Employees in Iran are entitled to paid annual vacation leave. The minimum entitlement is set by the Labour Law and applies to all employees, regardless of their contract type, after completing a certain period of service.
- Minimum Entitlement: Employees are entitled to 26 working days of paid annual leave per year. This excludes Fridays and official public holidays.
- Calculation: The 26 days are typically calculated based on a six-day work week.
- First Year of Employment: Employees are entitled to 2 days and 5 hours of leave for each month of service during their first year.
- Accumulation: Employees can accumulate up to 9 days of annual leave per year. Any leave exceeding this accumulation limit must generally be taken within the year or paid out upon termination.
- Timing: The timing of annual leave is usually determined by mutual agreement between the employer and employee, taking into account the needs of the workplace.
- Payment: Annual leave is paid at the employee's regular wage.
| Leave Type | Minimum Entitlement (per year) | Notes |
|---|---|---|
| Annual Vacation | 26 working days | Excludes Fridays & public holidays |
| Accumulation Limit | 9 days | Per year |
Public Holidays
Iran observes a number of official public holidays throughout the year, during which employees are typically entitled to paid time off. These holidays include religious observances based on the Hijri calendar, as well as national and historical dates. The specific dates for religious holidays vary each year.
- Paid Time Off: Employees are generally entitled to paid leave on official public holidays.
- Work on Holidays: If an employee is required to work on a public holiday, they are usually entitled to premium pay, often calculated at 140% of their regular wage for the hours worked.
- Holiday Types: Holidays include Islamic religious dates (e.g., Eid al-Fitr, Ashura), national holidays (e.g., Iranian New Year - Nowruz), and other significant dates.
Specific dates for 2025 public holidays will follow the official Iranian calendar for that year, particularly for holidays based on the Hijri calendar.
Sick Leave
Employees in Iran are entitled to sick leave when they are unable to work due to illness or injury. The process involves obtaining a medical certificate and is linked to the social security system.
- Medical Certificate: Employees must provide a valid medical certificate from a certified physician to justify sick leave.
- Duration and Pay: The duration and payment of sick leave are primarily handled through the Social Security Organization (SSO).
- For short periods (typically up to 7 days, though this can vary), the employer may initially pay the sick leave, which is then reimbursed by the SSO.
- For longer periods, the SSO directly pays a portion of the employee's wage, provided the employee is insured and the medical condition is certified.
- SSO Benefits: The amount paid by the SSO is a percentage of the employee's average wage, subject to certain conditions and duration limits as determined by SSO regulations.
- Job Protection: An employee's job is generally protected while they are on certified sick leave, though there may be limits on the total duration of sick leave over a specific period.
| Leave Type | Requirement | Payment Source | Notes |
|---|---|---|---|
| Sick Leave | Valid medical certificate | Primarily Social Security Organization (SSO) | Employer may pay initially for short periods |
Parental Leave
Iranian Labour Law provides entitlements for parental leave, primarily focusing on maternity leave. Paternity and adoption leave provisions are less extensive but may exist or be subject to specific agreements or regulations.
- Maternity Leave: Female employees are entitled to maternity leave.
- Duration: The standard duration is 9 months (4 months before and 5 months after childbirth, or vice versa, based on medical recommendation).
- Payment: Maternity leave pay is provided by the Social Security Organization (SSO) at a rate of 100% of the employee's average wage, provided the employee meets the eligibility criteria (e.g., sufficient social security contributions).
- Job Protection: The employee's job is protected during maternity leave.
- Paternity Leave: While not as extensive as maternity leave, there are provisions for fathers.
- Duration: Fathers are typically entitled to 3 days of paid leave upon the birth of their child. This is usually paid by the employer.
- Adoption Leave: Provisions for adoption leave may exist but are less standardized than maternity leave and can depend on specific circumstances and regulations.
| Leave Type | Entitlement | Payment Source | Notes |
|---|---|---|---|
| Maternity Leave | 9 months | Social Security Organization (SSO) | Requires eligibility criteria met |
| Paternity Leave | 3 days | Employer | Upon childbirth |
| Adoption Leave | Varies; less standardized | Varies | Subject to specific regulations/agreements |
Other Types of Leave
Beyond the main categories, Iranian Labour Law and common practice recognize other types of leave for specific circumstances.
- Bereavement Leave: Employees are typically entitled to paid leave in the event of the death of close family members (e.g., spouse, parents, children). The duration is usually 3 days.
- Marriage Leave: Employees are generally entitled to 3 days of paid leave for their own marriage.
- Study Leave: While not a universal entitlement for all employees, provisions for study leave may exist in certain sectors, collective agreements, or for employees pursuing specific educational goals relevant to their work, often unpaid or partially paid depending on the agreement.
- Hajj Leave: Muslim employees may be entitled to unpaid leave to perform the Hajj pilgrimage, typically once during their employment.
- Sabbatical Leave: Sabbatical leave is not a statutory entitlement under the general Labour Law but may be granted by employers, particularly in academic or research institutions, based on internal policies or contracts.
These additional leave types address significant life events and personal development needs, contributing to a comprehensive framework for managing employee time off in Iran.
