Iran Leave Laws and Holidays

Employees are entitled to a minimum of 20 working days of paid annual leave after one year of service with their employer.

The notice period for taking annual leave can vary and is typically at the discretion of the employer, subject to agreement between the employer and the employee.

Annual leave requires approval from the employer, and employees are usually required to request leave a few weeks in advance.

Additional annual leave can be granted by the employer under special circumstances or through collective agreements or individual contracts.

Annual leave accrues monthly, beginning from the start of employment, and can generally be taken after completion of one year of service.

Carrying over of annual leave to the next year is usually limited and any unused leave may be forfeited if not used within the timeframe specified by the employer.

Unused annual leave is typically paid out upon termination of employment, calculated based on the employee's current salary rate.

There is generally no payout of unused annual leave at the end of the year unless specifically stipulated in the employment contract.

The amount of annual leave may increase based on the length of service as specified in the labor laws or the employee's contract.

Women are entitled to 6 months of maternity leave, which includes both pre and post-natal periods.

Expectant mothers must notify their employers of their pregnancy and expected leave period, typically a few weeks before the leave is intended to start.

While formal approval is not usually required, notification and confirmation from the employer are necessary to arrange the leave period.

No standard provisions for additional maternity leave quota; any extension would typically be at the discretion of the employer or through special medical certification.

Maternity leave does not accrue and is granted as a single continuous period in relation to childbirth.

Carry over does not apply to maternity leave as it is event-specific and must be used within a designated time frame.

Maternity leave is not subject to payout on termination since it must be used within the context of childbirth.

There is no end of year payout for maternity leave as it cannot be deferred or saved.

Additional health-related provisions or extensions can be applicable based on medical advice or complications related to pregnancy or childbirth.

Fathers are entitled to 2 weeks of paternity leave which can be used during the time around childbirth.

Fathers need to notify their employers about their intention to take paternity leave, typically a few weeks before the expected childbirth.

Paternity leave generally requires prior approval from the employer, especially to coordinate the timing of the leave with business needs.

There are no standard rules for additional paternity leave; any extension would be at the employer's discretion.

Paternity leave does not accrue over time and is only available as a fixed period in relation to childbirth.

Paternity leave cannot be carried over as it is intended to be used specifically at the time of childbirth.

Unused paternity leave is not paid out on termination, as this leave is specifically tied to the event of childbirth.

There is no end of year payout for unused paternity leave.

Paternity leave must be taken in a timely manner around the period of childbirth and cannot be used at a later date.

Employees are entitled to sick leave up to 3 months, with the first month typically paid in full and the subsequent two months paid at half rate, depending on the employer's policy.

Employees are required to notify their employer as soon as possible in the event of sickness.

Sick leave must be substantiated with a medical certificate from a qualified doctor to be approved by the employer.

Additional sick leave beyond the stipulated period may be granted based on specific medical advice and employer policies.

Sick leave does not typically accrue and is granted based on actual illness and medical advice.

Sick leave does not carry over to the next year as it is granted based on the occurrence of illness.

Sick leave is not paid out on termination as it is intended for use specifically during periods of illness.

Unused sick leave is not paid out at the end of the year.

Sick leave generally requires a medical certificate and may be subject to verification by an employer-appointed doctor.

Employees are entitled to up to 10 days of leave for their marriage.

Marriage leave should be scheduled as far in advance as possible and coordinated with the employer.

Marriage leave requires prior approval from the employer, and proof of the upcoming marriage may be required.

Additional quota for marriage leave is not typically available. The standard allowance is up to 10 days.

Marriage leave is a one-time entitlement and does not accrue over time.

Marriage leave cannot be carried over and is intended to be used at the time of one's marriage.

Unused marriage leave is not paid out upon termination, as it is a one-time entitlement for the event of marriage.

There is no end of year payout for unused marriage leave as it is intended for use at the time of marriage.

Marriage leave is specifically granted for the occasion of the employee's marriage and must be used for that purpose.

Employees are entitled to 3 days of bereavement leave for the death of a close relative, and up to 7 days for the death of an immediate family member.

Employers must be notified as soon as possible about the need for bereavement leave.

Bereavement leave is typically granted without formal approval, but notification and some proof of the event (e.g., a death certificate) are usually required.

Additional bereavement leave is not generally available; the leave is granted per incident of death.

Bereavement leave does not accrue; it is granted as needed based on specific circumstances.

Bereavement leave cannot be carried over as it is intended to be used immediately following the death of a relative.

There is no payout for unused bereavement leave at the time of termination.

Unused bereavement leave is not paid out at the end of the year.

Bereavement leave durations may vary depending on the employee's relationship to the deceased, with immediate family members typically warranting longer leave periods.