Jobs the Labor Law Prohibits for Women
The work the Iranian Labor Law forbids or conditions for women, and the protective logic behind those rules.
The logic of the law: protection, not exclusion
Chapter six of the Iranian Labor Law declares a set of occupations prohibited or conditional for women. Reading these rules without their philosophy is impossible: rather than restricting women's employment, the legislator aims to protect the mother's physical health, and the health of the next generation, against hazardous workplace factors.
That is why the list of prohibited jobs consists mostly of arduous and hazardous work: underground work, carrying exceptionally heavy loads, and sustained exposure to toxic substances or radiation. For most other occupations the law only sets conditions: adequate safety measures, hour limits and, during pregnancy, lighter duties.
Absolute and conditional prohibitions
Separating the two categories is the most useful analytic tool in this field. Absolutely prohibited work, such as employing women in underground mining, is unlawful in every circumstance and hiring for it is a violation. Conditionally prohibited work, such as long periods of standing or heavy lifting, is allowed only within statutory limits and with occupational physician approval.
The rules tighten during pregnancy; work harmful to the pregnant mother must be replaced with lighter duties before maternity leave, without any reduction in wages. An employer who departs from this framework gives the worker a right to demand correction and, if dismissed, a right to reinstatement.
What employers and workers should know
For employers, compliance is not merely a statutory duty; ignoring these rules multiplies the risk of complaints, inspections and liability for accidents. Precise job descriptions, periodic medical examinations and documented safety conditions are the simplest defense against claims.
For working women, knowing the border between prohibited and conditional is decisive; many workplace conflicts begin with confusing the two. Where doubt exists, the Labor Office is the authority that decides, and obtaining legal advice before any disciplinary action removes the heavy costs that would otherwise follow.
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