Individual Case (CAS) - Discussion: 2025, Publication: 113rd ILC session (2025)

Discrimination (Employment and Occupation) Convention, 1958 (No. 111) - Iran (Islamic Republic of) (Ratification: 1964)

Written information provided by the Government

The Government has provided the following written information, as well as statistics on educational performance, statistics on full-time faculty members in the 2023/24 academic year, a gender-related report on disbursements made to provinces (May 2025), the number of facilities paid by gender and activity sector (May 2025), a report on facilities paid by gender and province from home businesses resources (May 2025), statistics on students in higher education institutions in the country, and statistical tables on women.

Reply of the Government regarding the Chastity and Hijab Bill

The Islamic Republic of Iran has always tried to take steps with commitment in line with the application of the Convention. To this end, the Government has taken the principle of equality in job opportunities and non-discrimination in employment into consideration in its policymaking, while the principle of “equality in human dignity” for women has been recognized in the Constitution and the National Development Plans of Iran.

• Regarding the Chastity and Hijab Law, it should be emphasized that the said law has not yet been promulgated. Therefore, it is not legally enforceable, and mandating the implementation of a non-promulgated law is not legally acceptable and is inconsistent with the applicable principles under Iranian national legislation. Based on established legal principles, and in accordance with the Constitution and the Civil Code, no resolution should be deemed enforceable until the law in question has undergone all legal procedures, including approval, promulgation by the President, and publication in the Official Gazette. Pursuant to article 123 of the Constitution and article 2 of the Civil Code, promulgation and publication are the main steps to be taken in order for laws to become enforceable, in the absence of which neither citizens nor executive entities shall be obliged to adhere to them. Therefore, any reference made to the provisions of a draft law to infer discrimination or a violation of fundamental rights lacks legal credibility and would be misleading when evaluating a government’s actions.
• Regarding the concern about restricted access to public services for women who do not comply with the dress code, it should be mentioned that there is no systematic prohibition on this ground in law, and if actions have been taken on a case-by-case basis in some institutions, these instances are not widespread and do not constitute a basis for structural discrimination.
• Currently, a new draft law is being formulated with a cultural and positive approach, the goal of which is not to resort to criminal and coercive means, but rather to gradually promote Iranian–Islamic culture in the society. Under the said new draft law, education, cultural persuasion, media activities and non-binding advice are underscored, and in this respect, its framework is totally compatible with the principles of non-discrimination and respect for human dignity. As such, the Government is willing and ready to share its viewpoints and observations with the ILO in the context of constructive technical dialogue, and welcomes any effective interaction in order to promote labour rights and equality in employment.

The Chastity and Hijab Bill has now been approved by the Legislative Branch; however, it is not yet enforceable in view of its non-promulgation and in the absence of legal publication of the approval. Furthermore, the higher authorities have decided not to enforce it now; therefore, there is no concern in this regard.

It should be noted that, pursuant to article 1 of the Civil Code, the enactments of the Islamic Consultative Assembly and the results of the referendum, having gone through legal procedures, will be notified to the President of the Republic. The President shall, within five days, sign them and notify them to the executors, and issue instructions to have them published, and the Official Gazette shall be required to publish them within 72 hours of notification. Article 2 of the Code reads: Legislative enactments come into force throughout the country fifteen days after their publication, unless a specific arrangement has been prescribed in the legislation itself as to the timing of its enforcement. Article 3 of the Civil Code: The text of laws must be published in the Official Gazette.

Government’s reply on preventing and addressing types of violence and sexual harassment in the workplace and professional environment

As explained in the 2023 report, for all similar behaviours against women in work environments, in the private or public sectors, actions – either administrative or judicial – may be taken upon the victim’s report or even reports from other individuals. Based on Islam, great importance is given to ethical issues concerning women and children, and any assault or harassment against a woman is deemed an insult to the honour of all men, which usually receives very serious reactions. Numerous laws exist to protect women’s dignity, and even harassment through words or actions contrary to their honour and dignity is considered an insult, punishable under article 619 of Volume Five of the Islamic Penal Code (Ta’zirat and Deterrent Punishments) by imprisonment of two to six months.

In the 2023 report, it is noted that unethical behaviours in governmental and semigovernmental organizations are specifically monitored by the organizations’ supervisory units, with severe action taken against offenders, through which the person in question is referred to the Administrative Violations Board upon the report of the complainant of the relevant unit. These individuals may face penalties such as permanent or temporary dismissal from service, fines, etc., and these penalties are separate from judicial punishments that may apply if a case is filed and a complaint is lodged with the judicial authorities.

Reply of the Government regarding Articles 1(1)(a) and 4. Discrimination based on sex, political opinion and activities prejudicial to the security of the State

Based on the principles of the Constitution, particularly article 27, the Islamic Republic of Iran has always supported the right to establish peaceful, legal union activities and gatherings, and has further recognized the right to civil protest within the framework of the law. In the same context:

• Like other ILO Member States, the Islamic Republic of Iran differentiates between legitimate peaceful protests, on the one hand, and behaviours that may be considered threats to national security and social stability, on the other hand. Actions have also been taken within the framework of domestic laws, ensuring fair trials, the possibility of access to a lawyer, and the right to appeal. Moreover, legal mechanisms for redressing complaints and guaranteeing the rights of the accused have been provided through the supervisory institutions in place.

Reply of the Government regarding the draft comprehensive population and family excellence plan and other measures

To respond to one of the most serious national demographic challenges, the Youth Population Law was enacted. A 20 per cent decrease in birth rates in recent years, and a significant decline in fertility rates, have put the country at risk of rapid ageing, a situation that, according to reliable international estimates, will place Iran among the oldest societies in the world within the next two decades. The adoption of this law is aimed at implementing general population policies, restoring balance to the country’s age structure, and strengthening the foundation of the family. In this regard, the following points are deemed necessary to highlight:

• Regarding the claim of increasing discrimination against women in the law, it should be noted that the above law does not violate the principles of gender equality or women’s rights in the workplace. Unlike this claim, a major part of these legal provisions is specifically designed and implemented to support women, especially working mothers, by facilitating their multiple roles and promoting households’ welfare. Some of the most important protections envisaged under the above law are: ensuring job security for mothers during pregnancy and after childbirth; granting paid leave after childbirth; enabling working mothers to use teleworking arrangements; requirements for establishing nurseries at workplaces; promoting job benefits such as increased child benefit and early retirement; providing housewife insurance; infertility treatment insurance coverage; housing facilities; and specific economic protections.

Reply of the Government on amending section 1117 of the Civil Code and legal restrictions on married women’s employment under the husband’s authority

The amendment of the Family Protection Law of 2022 is an item on the agenda of the legislative authorities and this bill has not been welcomed; the legal deputy of the Judiciary decided to change the content of this instrument and only deal with formal and procedural aspects of the amending bill (Family Protection Law 2022). Some experts have suggested an alternative title for it, namely, the “Family Procedure Bill”. In this bill, similar to the previous one, attention has been given to the issue of women’s employment and occupation, and the same previous article has been included as follows:

• In cases where the court issues a ruling prohibiting the wife from employment, this ruling is communicated solely to her for enforcement. If the wife refuses to comply with it, she will not be entitled to spousal support. Regardless of the final title of the bill, once it is submitted to the Government and the Parliament, the inclusion of the above article prevents the enforcement of the employment prohibition ruling against the wife. The ruling will be notified only to the wife, and if she chooses to continue her employment, she will not receive spousal support from her husband. This is because, despite having rights, income, or wealth, a woman has no obligation to contribute to household expenses or her basic needs. In all cases, the husband is obliged to cover all living expenses and his wife’s needs, such as food, clothing, housing, and medical care.

In the same context, the Government (legal deputy-minister’s office, strategic deputyminister’s office and social affairs and crime prevention deputy-minister’s office of the Judiciary) developed a draft guideline, entitled “Guidelines on drawing up the e-marriage deed and relevant terms”, in order to include other types of conditions required by the wife in the marriage deed. Also, in order to preserve the right of the wife to education and employment, and ensure the husband cannot restrict his wife after marriage, article 5(c) reads: “The husband undertook to avoid any action preventing his wife’s education or employment when it does not conflict with family dignity.”

Reply of the Government to respect equality of employment opportunities

The Islamic Republic of Iran, emphasizing the principle of human dignity, social justice, and ensuring equal opportunities for all societal groups, including women, has implemented extensive measures at the legislative, executive, supportive and educational levels to enhance the status of women in the labour market. These measures not only align with the provisions of the core Conventions of the ILO but, in many cases, surpass global standards. In this regard, the following points are highlighted:

• Commitment to prohibiting unjust discrimination and ensuring equal opportunities: In the legal system of the Islamic Republic of Iran, the principle of equality between men and women before the law, particularly in employment and wages, is explicitly stated in various laws and overarching policies. These include article 20 of the Constitution, which considers all citizens, both men and women, equal before the law; article 28 of the Constitution, which guarantees the right to employment and the pursuit of desired occupations for all; article 38 of the Labour Law; and clauses 2, 3 and 6 of the General Policies of the Administrative System and Employment Policies, which emphasize equal pay for work of equal value, regardless of gender. Additionally, clause 15 of the general policies of the seventh Development Plan, issued in 2022, emphasizes “removing barriers to the growth and flourishing of women”, and clause 9 of the general legislative policies, issued in 2019 by the Supreme Leader, underscores “justice-centeredness in laws, avoidance of unjust discrimination, universality of the law, and its inclusiveness and comprehensiveness” as principles of legislation. All these documents and laws reflect the supportive approach of the country’s legal system towards improving women’s status. Notably, in implementing these principles, judicial institutions such as the Administrative Court of Justice address complaints related to violations of occupational rights, including issues of equal pay and job opportunities, and, if violations are confirmed, mandate compensation and the restoration of prior status.

Discussion by the Committee

Chairperson – I have the honour of giving the floor to the distinguished representative of the Government of the Islamic Republic of Iran, a high-level expert from the International Department of the Ministry of Cooperatives, Labour and Social Welfare.

Government representative – The Islamic Republic of Iran has consistently endeavoured to diligently implement the Convention. Accordingly, it has given priority to the principle of equality in employment opportunities and the prohibition of discrimination in its labour policies, recognizing the principle of equality in human dignity for women in the Constitution and the Islamic Republic of Iran’s national development plans. This report aims to provide comprehensive responses to the questions raised by the esteemed Committee of Experts.

Regarding the concern raised by the Committee about the Chastity and Hijab Law, it should be noted that this law has not been officially enacted and therefore lacks legal enforceability under Iranian law. Imposing compliance with an unenacted law is legally invalid and contrary to the principles governing the Islamic Republic of Iran’s domestic legal system. According to well-established legal principles, the Constitution and article 2 of the Civil Code of the Islamic Republic of Iran, no legislation is enforceable until it has undergone the legal process of approval, promulgation by the President and official publication in the Official Gazette. Per article 123 of the Constitution and article 2 of the Civil Code, enactment and publication are fundamental prerequisites for a law’s enforceability. In the absence of these steps, neither citizens nor implementing institutions are obligated to comply. Thus, any reference to the draft provisions of this law to infer discrimination or the violation of fundamental rights, lacks legal validity and is misleading for assessing a government’s action.

Regarding the concerns about restricted access to public services for women who do not comply with dress code regulations, it must be clarified that no systematic prohibitions exist in the law. If isolated actions have occurred in certain institutions, they are not widespread and do not constitute structural discrimination.

Regarding the prevention and handling of violence and sexual harassment in the workplace as noted in previous reports, although the term “sexual harassment and violence” is not explicitly defined in the Labour Code of 1990, a legal framework addressing behaviours that undermine the dignity of workers is provided through various penal laws, including the Islamic Penal Code. Actions such as threats, humiliation, insult, harassment, coercion or abuse of professional authority are prosecutable under provisions such as harassment of women causing fear and psychological distress, abuse of administrative power or acts contrary to chastity. These provisions include penalties such as imprisonment, fines and dismissal from public or governmental service.

Additionally, article 8(7) of the Administrative Offence Law of 1993 identifies discrimination, bias or non-administrative relations in the application of laws and regulations as an administrative violation in public sector employment.

Among the measures implemented or in progress are training programmes for human resource managers and employers on workplace behavioural standards and the adoption of the 2024 Regulations on Promoting Professional Ethics in the Administrative Systems by the Council of Ministers.

Regarding the implementation of Article 1(1)(a) of the Convention and discrimination based on gender, political opinions and activities undermining national security, it should be noted that based on the principles of the Constitution, particularly article 27, the Islamic Republic of Iran has consistently supported the right to peaceful assembly and lawful trade union activities, recognizing the right to civil protest within the legal framework. Moreover, like other ILO Member States, the Islamic Republic of Iran distinguishes between legitimate peaceful protests and actions that may threaten social security and stability.

Regarding the application of the national security exception under Article 4 of the Convention and its impact on employment, the Islamic Republic of Iran emphasizes that this exception is applied only in very limited, defined cases in accordance with legal principles and fair trial procedures. Under the Islamic Republic of Iran’s penal laws, particularly articles 498 through 514 of Book Five of the Islamic Penal Code (Ta’zirat), actions undermining national security, such as membership of or collaboration with illegal groups, espionage, disclosure of classified information or incitement to disrupt public order, are clearly defined. These regulations, based on the principle of legality of crimes and punishments, are not subject to expansive interpretation and are reviewed by independent judicial authorities.

Regarding non-discrimination under the Youth Population Law, as previously communicated to the Committee of Experts, the family excellence plan was withdrawn from the parliamentary agenda following the adoption of the Youth Population Law, which addresses one of the Islamic Republic of Iran’s most pressing demographic challenges.

A 20 per cent decline in birth rates in recent years and a significant drop in fertility rates have placed the Islamic Republic of Iran at risk of rapid population ageing, potentially ranking it among the world’s oldest societies in the coming decades according to credible international estimates. The Law was enacted to achieve the objectives of general population policies, restore balance to the country’s age structure and strengthen family foundations.

Its key points could be outlined as follows:

• Claims of increased discrimination against women under this Law are unfounded as it does not violate the principles of gender equality or women’s workplace rights. On the contrary, significant provisions of the Law are specifically designed to support women, particularly working mothers, by facilitating their multiple roles and improving family welfare. Key supportive measures include job security for mothers during pregnancy and postpartum, paid maternity leave, remote work options for working mothers, the mandatory establishment of workplace childcare facilities, enhanced employment benefits such as increased child allowances and early retirement options, insurance for housewives, coverage for infertility treatment, housing subsidies and targeted economic support.

Regarding women’s participation in public decision-making, according to the 2024 Statistical Yearbook of the Islamic Republic of Iran’s Administrative System, the proportion of employees in executive institutions was 55 per cent for men and 45 per cent for women.

Additionally, 2023 statistics show that 45.9 per cent of women were employed in the executive branch, 22.98 per cent in the judiciary, 13.31 per cent in the legislature and 17.81 per cent in institutions outside the three branches of powers.

Women’s appointment to managerial and decision-making roles has seen significant growth, with a more than twofold increase, from 19,597 in 2020 to 42,396 in 2023.

Since August 2024, the incumbent Administration has appointed over 190 women to high-level managerial positions, some for the first time in Iranian history. This includes 4 women in the Fourteenth Council of Ministers, 14 women appointed to lead institutions by direct presidential decree, 13 deputy ministers, 17 minister’s advisers, 110 directors-general, 17 governors and 16 district administrators, reflecting a commitment to diversity across ethnicities and social groups. A recent presidential directive to appoint qualified women to managerial roles in provincial administrations resulted in approximately 1,885 women appointed to various managerial positions in ministries, affiliated organizations and provincial administrations by the end of 2024.

Regarding section 1117 of the Civil Code, it should be emphasized that the aim of this section is to limit a husband’s authority to restrict a wife’s employment. Two conditions must be met: the employment must be deemed contrary to family interests or the dignity of the wife or husband, and the husband must seek a court ruling to confirm this. Thus, this section addresses a specific familiar circumstance and does not impose a general prohibition or systematic restrictions on women’s employment. A husband may only request a court order restriction if the wife’s employment conflicts with family interests.

Additionally, under section 1119 of the Civil Code, a woman may stipulate her right to employment as a condition in the marriage contract. If this condition is included and the husband seeks to restrict employment through the court, the wife may request court enforcement of the condition. If enforcement is not possible, she may seek divorce based on the husband’s breach of the marriage contract.

On the issue of ensuring equality in employment opportunities, the legal system of the Islamic Republic of Iran explicitly upholds gender equality before the law, particularly in employment and wages as affirmed in multiple laws and policies.

These include article 20 of the Constitution, ensuring equality for all citizens; article 28, guaranteeing the right to employment in desired occupations; article 38 of the Labour Code; and clauses 2, 3 and 6 of the General Administrative and Employment Policies, which emphasize equal pay for equal work regardless of gender. The Seventh National Development Plan Policy Document of 2022 emphasizes removing barriers to women’s growth in clause 15, while clause 9 of the General Legislative Policy Document of 2019 underscores justice-centred legislation and the avoidance of unjust discrimination.

These laws and policies reflect the Islamic Republic of Iran’s supportive approach to advancing women’s status.

Judicial institutions such as the Administrative Court of Justice address complaints related to violations of employment rights, including equal pay and opportunities, and mandate remedies or reinstatement when violations are confirmed.

In collaboration with international organizations, the Islamic Republic of Iran has implemented diverse national and provincial programmes to enhance women’s employment, particularly for female-headed households, rural women, those recovering from social challenges and university graduates.

These include the allocation of National Development Fund resources to rural and nomadic women’s employment; the promotion of self-employment schemes, vocational training and interest-free loans through the Hope Entrepreneurship Fund and Barakat Foundation; the creation of over 2,600 national brands by female-headed households in domestic production; the organization of national conferences and women’s entrepreneurship networks and the signing of agreements with over 30 national institutions to enhance women’s skills and entrepreneurship in rural and disadvantaged areas.

Vocational training programmes are implemented nationwide based on standard curricula accessible to all, without restrictions based on religion, ethnicity or gender. Detailed statistics have been submitted to the International Labour Standards Department. Notable programmes for women’s economic empowerment include:

• The Economic Empowerment Programme for female-headed households and women entrepreneurs which has supported 9,565 female-headed households across 233 occupations by leveraging successful women entrepreneurs in each province, income decile or indicators 1 through 5, utilizing the Cooperative Investment Guarantee Fund to enhance equitable access to opportunities and resources.

Regarding women’s education in technical and engineering fields, there are no legal barriers to women’s education in such disciplines. Women can pursue and obtain degrees in their freely chosen fields. According to the Minister of Science, Research and Technology, during the 2023 academic year the ratio of women enrolled in technical engineering programmes at public and private universities was 24 per cent of the total number of students in these fields. And in other countries, women tend to favour other disciplines, with technical and engineering fields accounting for 22.45 per cent of the total enrolment for both genders. The Islamic Republic of Iran reiterates that no restriction exists on women’s university or vocational training in such fields.

Regarding the employment of former prisoners and the potential impact of securityrelated convictions on employment, the Civil Service Management Law and similar regulations impose restrictions only on specific sensitive governmental positions. These apply only upon a final court conviction for crimes affecting public competency and do not extend to private sector employment or general non-governmental jobs even for those with securityrelated convictions.

Supporting institutions such as the Prisoners’ Cooperative Foundation and the Technical and Vocational Training Organization provides educational and support services to facilitate social reintegration and prevent relapse to prison. Under Chapter 4 (articles 174 to 193) of the Executive Regulations of the Prisons Organization, post-release care centres offer vocational training and employment facilitation to former prisoners in collaboration with governmental and non-governmental entities to promote self-sufficiency and social reintegration.

Employer members – Before starting, we would like to thank the Government for the oral and written information provided in relation to its application of the Convention in law and in practice. As usual, we wish to provide some contextual information to improve understanding of the case. This is the fifteenth time that the Committee has discussed this case. The Islamic Republic of Iran ratified the Convention in 1964, and the Committee of Experts has made observations in this regard on 25 occasions, most recently in 2021, 2022 and 2024.

Before examining the comments of the Committee of Experts, the Employer members wish to underline the Convention’s importance as one of the ten fundamental Conventions that therefore requires special attention and priority supervision. This fundamental Convention aims to guarantee human dignity and equality of opportunity and treatment for all workers, prohibiting all discrimination on grounds of race, colour, sex, religion, political opinion, national extraction or social origin.

It is important to bear in mind that this case requires us to discuss the effective implementation of suitable measures that fulfil the requirements set out in Article 1(1)(a) and (3), specifically. In that regard, we find that the Committee of Experts’ 2024 observations are, as well as extensive, concerning, and they focus on existing and proposed legislation that undoubtedly give rise to concerns of discrimination on grounds of gender, religion, ethnicity and political opinion.

We will address the Committee of Experts’ main concerns in detail.

First, with regard to Article 1(1)(a) and (3) it is indicated that although the Iranian Constitution and Labour Law prohibit discrimination and guarantee equal rights for all Iranians regardless of gender and provided that they are in line with Islam and the public interest, these regulations do not explicitly include religion, political opinion or social origin among the protected categories, and they do not apply to recruitment. We note with concern that despite the continued strong appeals issued by this Committee in the past to amend or derogate that legislation, labour laws and regulations that discriminate against women and religious minorities continue to exist. The Employer members therefore urge the Government to implement, in law and in practice, all mechanisms intended to provide protection against discrimination on those grounds.

Second, with regard to the Chastity and Hijab Bill, I would like first to refer to the February 2025 report of the Secretary-General of the United Nations (UN) on the situation of human rights in the Islamic Republic of Iran that highlights the deep concern at this Bill, which aims to strengthen the obligation for women and girls to wear the hijab in public and establish harsh sanctions for non-compliance, which could increase gender discrimination. This Bill was adopted in Parliament by a majority on 20 September 2023 and was subsequently submitted for approval by the Guardian Council. Since then, several amendments to the Bill have been introduced.

The aforementioned report of the Secretary-General of the UN, based on research undertaken in the country, indicates that although the Bill is pending approval, public officials have instructed the police to apply it immediately, without awaiting that step.

The Employer members note with concern that this draft legislation provides for a graduated system of punishments, aimed mainly at women and girls, that in practice hinders the full enjoyment of certain rights, such as the rights to health, education, work and freedom of movement. Public information found in news and press releases disseminated around the world indicate that the authorities have imposed fines and closed a number of businesses, including cafés, restaurants, pharmacies and travel agencies, for failing to adhere to laws on the obligation to wear the hijab.

In that regard, the Employer members express their deep concern at the adoption of a bill that contravenes the Convention and violates the rights of women and girls in particular, and we therefore request the Government not to proceed with the adoption of that initiative, in line with the Islamic Republic of Iran’s obligations, international labour standards and human rights protections.

Third, regarding sexual harassment in the workplace, according to the Committee of Experts, existing legal protections are insufficient. There is a need for a law that addresses all forms of sexual harassment, regardless of the perpetrator, and with effective reporting and sanction mechanisms.

Fourth, concerning reprisals following the death of Mahsa Amini, the Employer members express their concern at the reported acts of violence and repression. The Government is requested to provide sufficient information in order to evaluate whether those acts constitute a violation of the Convention and whether national legislation clearly establishes the concepts of “acts or crimes against national security” and “propaganda against the State”, in such a manner that those measures do not become discriminatory owing to the broadness of their interpretation.

Fifth, relating to religious and ethnic discrimination, systemic discrimination is reported against Baha’is, Sunni Muslims, Kurds, Baluchis and Arabs, among others, and allegiance to the official religion is demanded. The Employer members therefore request the Government to adopt corrective measures as a matter of urgency, both in legislation and in practice, to align with the provisions of the Convention, as we have already mentioned.

Sixth, regarding section 1117 of the Iranian Civil Code, that regulation allows a husband to prohibit his wife from working if he considers it contrary to the family’s interests. As indicated in previous analyses of the case, this regulation as contained in the country’s legislation is in direct violation of the Convention. Although the Government indicated in its oral and written responses that the courts can interpret the clause and that there is a right to agree contractual conditions, that does not justify the regulation, which is in clear violation of the Convention. Undoubtedly, this provision seriously undermines women’s right to choose their employment freely. We therefore once again encourage the Government to derogate section 1117 of the Civil Code as soon as possible.

With regard to Bill No. 264, we request the Government, in consultation with the most representative social partners, to make the relevant amendments and remove all restrictions on women’s employment.

Lastly, concerning conflict resolution mechanisms, we are grateful for the information submitted by the Government. We acknowledge its efforts to improve judicial proceedings relating to labour matters. We request, however, that detailed information is sent to the Committee on cases relating to equality of treatment in employment, including the sanctions and remedies applied.

The Employer members consider discrimination at work to be not only a violation of a human right, but also a hindrance to workers’ development and the harnessing of their full potential in the labour market. We therefore request the Government to ensure that the legislative amendments, derogations and legal updates that are proposed are developed through consultation with the most representative social partners and to continue with the adoption of effective measures that protect women and girls, as well as religious, political and social minority groups, from all acts of discrimination.

Worker members – Today we are discussing a case of serious failure to comply with workers’ fundamental rights, that is, the case of the Islamic Republic of Iran. The Islamic Republic of Iran ratified the Convention in 1964. However, the Islamic Republic of Iran continues to violate provisions of this Convention, both in law and in practice. This failure persists despite numerous direct requests and observations expressed by the Committee of Experts, which date back as far as the year 1990.

In 2024, we noted no progress regarding the situation of women activists who continue to be persecuted by the authorities for the expressions of their political opinions. In July 2024, two women political prisoners were sentenced to death for “rebellion”. This charge is often used by the authorities against political prisoners and dissidents. Two other women activists are at risk of execution based on similar sham charges, and many more are charged with security crimes. We condemn this practice in the strongest terms, and we demand that the persecution of women activists ends immediately.

We have repeatedly reported extremely serious cases of the systematic detention, sentencing and imprisonment of trade union leaders and the Government’s crackdown on labour rights activists for expressing their opinions, which leaves workers in the Islamic Republic of Iran virtually without a voice.

In September 2023, the authorities cracked down on teachers and their union representatives to suppress a resurgence of the 2022 May Day rallies which followed the extrajudicial killing of Jina Mahsa Amini in September 2022. Currently, 11 leaders and members of the Coordinating Council of the Iranian Teachers’ Trade Association remain arbitrarily detained for their legitimate trade union activities.

Workers from various sectors have faced false charges brought against them, the denial of judicial rights, no access to legal counsel or due process, torture to extract false confessions and forced renunciation of union work, inadequate access to medical treatment and harassment of their family members.

I will list just a few examples from the long list of victims:

• Davood Razavi, a board member of the Syndicate of Workers of Tehran and Suburbs Bus Company, was arrested on 27 September 2022 and detained for four months in solitary confinement under intense interrogation. The first trial court sentenced him to five years’ imprisonment and a two-year ban from trade union activities. He continues to be held in prison by the Iranian Government.
• Ebrahim Madadi, a retired vice-president of the Syndicate of Workers of Tehran and Suburbs Bus Company, who was previously sentenced to three and a half years in prison for his defence of workers’ rights, was arrested in August 2024 and sent to prison, regardless of his serious and multiple health conditions that put his health and life at risk.

We demand that the authorities immediately release all trade unionists detained for exercising their trade union rights.

There are dozens of cases in key sectors of the economy where trade union leaders and members are victims of systematic judicial harassment and detention for expressing their political opinion. We condemn the continued brutality of the Iranian authorities against their own people.

We call for stronger international pressure against the regime and demand the immediate release of all imprisoned trade unionists and activists.

We also wish to underline the systemic discrimination in employment and occupation based on religion, social origin and ethnicity that takes place in the Islamic Republic of Iran. For example, employment opportunities for Shia Muslims are far greater than those for Sunni Muslims. The Baha’i minority in the Islamic Republic of Iran not only faces barriers to employment, but is also expelled from universities as soon as the Government identifies them as Baha’i students.

The Yarsan, a Kurdish religious minority in the west of the Islamic Republic of Iran, face dismissal from government positions if they speak about their religious beliefs. As a result, they are often restricted to working in the private sector with significant limitations. Other minorities, such as the Mandaeans in the southwestern region of the country, face similar challenges. Kurds, Baluchis and Arabs are practically excluded from holding high-ranking government positions.

We recall the report by the UN Special Rapporteur on the situation of human rights in the Islamic Republic of Iran published in 2023 which raised similar concerns about widespread violations of the employment rights of the ethnic, linguistic and religious minorities in the Islamic Republic of Iran.

Next, we wish to raise the systematic discrimination against women in employment and occupation. Chairperson, the Committee of Experts noted with regret that the Government made no progress in revising section 1117 of the Civil Code which gives a husband authority to prevent his wife from pursuing specific occupations that he deems incompatible with the “family’s interest”, his dignity or his wife’s dignity.

We also want to raise the problem of the new law on the Youthful Population and Family Support Plan, that is, former Bill No. 264. This law creates a serious risk of obstacles to the employment of women as it gives priority in employment to married men.

We recall that women and men should have full rights of equality of opportunity and treatment in employment and occupation.

Further, we cannot omit another new law, the Chastity and Hijab Bill, which seeks to impose a series of new punishments on women and girls who fail to wear the headscarf or commit “bad dressing”, and on managers of organizations who fail to implement this law. The Worker members are deeply concerned about this law, which will have the effect of perpetrating the systematic discrimination and suppression of women and girls.

This is, sadly, the situation in the Islamic Republic of Iran. There has been little progress regarding the implementation of the conclusions and recommendations of the ILO supervisory bodies concerning the observation by the Islamic Republic of Iran of the Convention. We strongly urge the Government to accept constructive dialogue.

Government member, Poland – I have the honour of speaking on behalf of the European Union (EU) and its Member States. The candidate countries, Albania, Bosnia and Herzegovina, Montenegro, North Macedonia, Republic of Moldova and Ukraine and the EFTA countries, Iceland and Norway, members of the European Economic Area align themselves with this statement.

The EU and its Member States are committed to the respect, protection and fulfilment of human rights, including labour rights.

We promote the universal ratification and effective implementation of fundamental ILO Conventions and support the ILO in developing and promoting international labour standards and supervising their application.

The principle of equality and non-discrimination is a fundamental element of international human rights law. In the European Union’s founding treaties and the constitutions of the EU Member States, the prohibition of discrimination is a core principle.

The EU and its Member States welcome the willingness of the Government to engage in a dialogue with the ILO. We acknowledge the additional information provided by the Government regarding the Committee of Experts’ observations in the report.

Nevertheless, we remain deeply concerned about the situation of human rights in the Islamic Republic of Iran, especially the high number of executions and the severe violation of the rights of women and girls, and the systemic repression of protesters and women’s rights defenders, including, and I quote, “women, life and freedom” protests.

We regret that the Government did not provide detailed information on the legal definition of, and I quote, an “act or crime against national security” and “propaganda against the State”, as requested by the Committee.

We recall the Committee of Experts’ conclusion that measures related to state security, which are an exception under Article 4 of the Convention, should be sufficiently well defined and precise to ensure that they do not become instruments of discrimination on the basis of any ground prescribed in the Convention.

We echo the concerns expressed by the UN Special Rapporteur on the situation of human rights in the Islamic Republic of Iran regarding the widespread violations of the rights of ethnic, linguistic and religious minorities.

We urge the Government to ensure comprehensive protection in law and practice for all workers against direct and indirect discrimination based on all grounds listed in Article 1(1)(a), including on the grounds of religion, political opinion, national extraction and social origin.

We reiterate the important role of social dialogue for the effective implementation of the Convention. We acknowledge that the Islamic Republic of Iran’s Supreme National Security Council has proposed the implementation of the Chastity and Hijab Law.

We call upon the Government to ensure that any legislation brought is in full compliance with the Convention and the principle of non-discrimination. In this regard, we welcome the expressed willingness by the Government to avail itself of the technical support of the ILO.

We are deeply concerned over the findings in the report of the UN Special Rapporteur on the situation of human rights in the Islamic Republic of Iran and the Committee of Experts’ observations on legal restrictions on women’s employment.

We took note of the Government’s reply referring to planned legal amendments to section 1117 of the Civil Code and the Family Protection Law, 2022, as well as the additional information provided by the Government that in cases where the court issues a ruling prohibiting a wife from employment, it will be only notified to her, and if she chooses to continue her employment, she will not receive support from her husband.

While acknowledging the commitment of the Government to legal amendments, we would like to point out that conditioning financial support on compliance with employment prohibition itself does not correspond to the fundamental principle of equal job opportunities and non-discrimination outlined in the Convention.

Therefore, we share the Committee of Experts’ urgent request to the Government to ensure the repeal, effective amendment or modification of all laws, regulations, instructions and practices that hinder women’s equality of opportunity and treatment in employment and occupation, in particular with respect to section 1117 of the Civil Code. We encourage the Iranian Government to cooperate with the ILO in this regard.

We reiterate the Committee of Experts’ urging of the Government to ensure that measures taken to promote population growth and maternity protection do not constitute obstacles to the employment of women in practice, in particular that all of the restrictions on women’s employment and the prioritization of men’s employment in Bill No. 264 are removed from the new law.

We urge the Government to provide information with regard to the Committee of Experts’ request to the Government to include clear legal provisions in the Labour Code to prevent and address all forms of sexual harassment against all workers, especially women, not only by a person in a position of authority, but also by a colleague or a person with whom workers have contact as part of their job, including victimization safeguards, complaint mechanisms, sanctions and remedies.

We reiterate the need for specific measures to be taken by the Government to prevent sexual harassment at work.

Last but not least, we join the Committee of Experts’ call for the Islamic Republic of Iran to take concrete steps towards gender equality in technical education and employment.

We express our concern regarding the so-called quota system, limiting women’s access to technical studies, and call for the adoption of measures to increase female participation in sectors where women and girls are under-represented.

The EU and its Member States are committed to working with the ILO and its tripartite constituents to ensure compliance by the Islamic Republic of Iran with the Convention.

Government member, Bolivarian Republic of Venezuela – The Bolivarian Republic of Venezuela is grateful for the presentation made by the distinguished representative of the Government of the Islamic Republic of Iran, which highlights the progress and actions undertaken by the country in promoting equality and non-discrimination, especially in the labour, social and political spheres, in full observance of the constitutional principles that underpin its sovereignty and its domestic legal framework.

We welcome the legislative measures adopted by the Government which clearly reflect its firm commitment to equal rights and the protection of all citizens, regardless of gender or social status. These actions undoubtedly contribute to ensuring equitable access to opportunities and public services, thereby promoting a more just, inclusive and respectful society.

Our country welcomes the commitment expressed by the Government to promoting gender equality, eliminating all forms of discrimination and strengthening the rights of women and vulnerable groups, in line with its constitutional principles and in accordance with international commitments in this area.

We firmly believe that equality and social justice are fundamental pillars for the sustainable development of our societies. We therefore encourage you to continue along this path with responsibility, perseverance and collective commitment.

Finally, we express our solidarity and support for the Government, confident that international cooperation, based on constructive dialogue, is essential to advance the construction of societies that are more just, equitable and respectful of the rights of all human beings.

Worker member, Australia – I speak on behalf of the Australian trade union movement. Malaysian workers, British workers and the American Federation of Labor and Congress of Industrial Organizations – the most representative trade union federation of the United States of America – all align themselves with this statement. The situation for workers in the Islamic Republic of Iran is dire, and women in particular face discrimination. Women’s workforce participation was only 13.4 per cent in 2024, among the lowest in the world. The unemployment rate among women is 2.5 times higher than among men, and in the less urbanized provinces up to 80 per cent of women are unemployed. In the workplace, women face sexual harassment and other forms of discrimination in law and practice.

Women can be prevented from being hired or can be dismissed at the husband’s behest under section 1117 of the Civil Code which enables a husband to prevent his wife from working in occupations that he deems incompatible with the family’s interest. Women are prohibited from working in some professions under article 75 of the Labour Code which prevents women from working in jobs deemed dangerous, arduous or harmful, a broadly defined category that limits access to many sectors. Sexual harassment is not explicitly prohibited in the Labour Code, which lacks adequate provisions to prevent and address all forms of sexual harassment including safeguards for victims, complaint mechanisms, sanctions and remedies. Gender-based wage disparity is significant, standing at 23 per cent in the public sector and around 36 per cent in the non-government sector, and strict hijab enforcement and moral policing creates barriers for women in employment.

We strongly call on the Iranian authorities to heed the calls of the ILO Committee of Experts and repeal discriminatory laws and end discriminatory labour practices against women. We echo the conclusions of the 2025 report of the Special Rapporteur on the situation of human rights in the Islamic Republic of Iran, which notes that despite intense state repression, Iranian women continue to demonstrate remarkable resilience and activism in defending their rights.

From protests against compulsory veiling to advocacy for equal rights, Iranian people are increasingly vocal and organized in challenging discriminatory practices, reflecting their growing awareness of their rights and their determination to achieve change. And I want to acknowledge that while we are all meeting here at the ILC, truck drivers across the Islamic Republic of Iran are taking strike action at huge personal risk.

We would like to express our solidarity with the Iranian workers on strike, fighting for their fundamental rights and rising up against injustice and repression. The global union movement is with you.

Government member, Switzerland – Switzerland supports the statement made by the European Union and wishes to make the following points. Switzerland is deeply concerned by the observations of the Committee of Experts regarding systematic discrimination against certain groups in the Islamic Republic of Iran, particularly women and ethnic and religious minorities. Although gender-based discrimination is prohibited by law, legal remedies remain largely inadequate. Furthermore, the absence of an explicit prohibition of discrimination based on ethnicity, religion, social origin and political opinion constitutes a flagrant violation of Article 1 of the Convention.

Switzerland considers the situation of women to be particularly worrying. In addition to laws that discriminate against women in the areas of employment, education and the family, there is, on the one hand, a lack of an effective legislative and legal framework to combat sexual harassment in the workplace and, on the other, the growing influence of the so-called “morality police”. Furthermore, the introduction of quotas limiting women’s access to certain fields of study further reinforces the already widespread inequalities in access to education and gender stereotypes. In addition to women, religious and ethnic minorities also face systemic discrimination and massive violations of their rights in terms of access to education, employment and public office.

Switzerland also strongly condemns the intensification of repressive measures, including arbitrary arrests and detentions, acts of torture and executions, against human rights defenders, trade union leaders and workers exercising their legitimate rights to freedom of expression and assembly. These practices, which seriously undermine the rights guaranteed by the Convention, must cease immediately.

In view of the seriousness of the observations reported by the Committee of Experts, Switzerland urges the Iranian Government to cease all practices that violate the human rights, including labour rights, and fundamental freedoms of its population. Switzerland also calls on the Iranian authorities to take urgent measures to ensure equal opportunities and treatment for all in employment and occupation, and to comply, in law and in practice, with its international obligations.

Worker member, Spain – The Iranian Labour Code does not recognize the right to freedom of association or to the choice of a trade union. Only trade unions aligned with the State are permitted. Hence, those who aspire to be union representatives are subjected to an ideological selection process, and those who participate in strikes or express their disagreement face repressive measures. Despite this, every year there are hundreds of protests and labour strikes demanding better conditions and the release of imprisoned trade unionists and denouncing mismanagement and corrupt practices.

Just two weeks ago, in my country, outside the Spanish Congress of Deputies, we demonstrated for the end of the death penalty and for the release of Pakhshan Azizi, Verisheh Moradi and Sharifeh Mohammadi, activists who were detained for their feminist, social and trade union commitment, convicted in unfair trials and subjected to very harsh detention in extremely precarious conditions. The President of Congress, Ms Francina Armengol, joined this rally, and this reflects the extreme concern not only of Spanish civil society but also of the authorities about the immediate future of these three women and, in general, about the future of freedoms in the Islamic Republic of Iran.

It is the same concern that preoccupies us today when we point out that more than 100 trade unionists who remain in prison for expressing their opinions should be protected by the Convention and should be released and free from all forms of discrimination, including in the workplace.

Last year, women workers in the petroleum and gas industry launched campaigns against discrimination in the workplace, as they were barred from participating in selection exams for engineering positions, and 20,000 workers from 100 enterprises in the same sector went on strike demanding the elimination of unfair job classifications and calling for equal pay, among other measures. Teachers, particularly those belonging to ethnic minorities, are seen as a threat to the established order and imprisoned for undermining national security. Some are dismissed because of their union membership. In August last year, thousands of nurses went on strike in more than 20 cities and 50 hospitals in response to the death of the nurse Parvaneh Mandani from exhaustion. They demanded an end to double shifts and forced labour, as well as improvements in pay and staffing. They were dispersed by police violence, suffered physical abuse, arrests, detentions and systematic discrimination. Many of them received messages from security agents warning them of possible dismissal.

Lastly, pensioners who protest weekly to demand payment of their pensions are under constant surveillance. One pensioner, Nahid Khodajo, was arrested again and sentenced to five years in prison for “assembly and conspiracy with the intention of disrupting the security of the State” and “propaganda against the regime”. We are also concerned about the health condition of the retired trade unionist Nasrin Javadi, who was denied access to hospital treatment in Evin prison.

All of the cases described here are not isolated incidents but part of a systematic crackdown on dissidents and labour activists.

Interpretation from Russian: Government member, Belarus – We are grateful to the delegation of the Islamic Republic of Iran. We thank them for submitting detailed information, including statistical data and also reports on the issue under consideration.

With reference to the Chastity and Hijab Bill, we consider that it is premature to have comments made by the supervisory bodies of the ILO. These are comments that refer to that normative legal act even before it has entered into force or been officially published. We welcome the efforts undertaken by the Government to advance Iranian–Islamic culture in society through persuasion and recommendation while respecting the principles of non-discrimination and respect for human dignity. We also welcome the measures undertaken by the Government in seeking to prohibit all types of harassment and all types of attacks on the honour and dignity of women in the workplace. We positively commend what has been done at both the legislative and executive levels in terms of giving effect to specific measures to improve the position of women in the labour market and to prohibit discrimination against them.

Taking into account the commitment demonstrated by the Government to fulfilling the obligations that it has accepted within the framework of ratified Conventions, we call upon the ILO to give the country technical assistance on the implementation of the aforementioned measures.

Worker member, France – Despite the amendments made to the Gozinesh Law on selection, significant discrimination against ethnic and religious minorities persists in the Islamic Republic of Iran. Sunni Muslims, found mainly among the Kurdish and Baluchi ethnic groups, who do not adopt Shia views suffer under-representation in public administration, the judicial system and university education.

In February 2024 the UN Special Rapporteur expressed serious concern with regard to systematic discrimination against the Baha’i religious minority, whose members are subjected to detention and harassment and are practically excluded from all employment opportunities and from education in the public sector unless they hide their faith.

The Kurdish minorities, in the west of the country, suffer economic marginalization. Speaking Kurdish or demanding independence for the area can be criminalized or repressed. To survive this economic misery, many Kurds have no other choice than to risk their lives by becoming kolbars: carriers who brave death to transport illegal goods through the mountains along the country’s western border.

In 2024, 345 kolbars were killed or injured in border areas by, inter alia, direct shots fired by the military security forces, avalanches, hypothermia, landmines and falls. Of them, 22 were child kolbars aged under 18 years. No follow-up has been given to their families’ demands for investigations.

These Kurdish minorities do not have access to any form of social protection. Systematic discrimination against them lies at the root of the underdevelopment and poverty affecting minority Kurdish communities.

Similarly, Sunni Baluchi workers in the Sistan and Balochistan province are forced to work as carriers of fuel to Pakistan to earn a meagre living. These carriers face extreme danger. According to the annual report of the Balochistan Human Rights Group, in 2024:

• at least 479 carriers were killed or injured in different incidents, including following shootings, chases and beatings by military forces;
• two carriers drowned during their work, three were killed in fires and seven others suffered burns.

Amnesty International reported in April 2025 that other ethnic minorities, including Ahvazi Arabs, Kurds, Baluchis, Turkmens and Azerbaijani Turks, are treated as second-class citizens, targeted on the basis of their identity and excluded from education, healthcare and other basic services.

These tragedies and systematic exclusions must stop. Each worker and each individual in the Islamic Republic of Iran, regardless of sex, ethnicity or religion, must have access to political, economic, employment and education opportunities, as protected under the Convention.

Government member, Lebanon – I took note of the report presented by the delegation of the Islamic Republic of Iran regarding the efforts made by the Government in the application of the Convention, exemplified by comprehensive measures at the legislative, executive, supportive and educational levels aimed at enhancing the status of all workers, including women, in the labour market. In a constructive manner, Lebanon encourages the Islamic Republic of Iran to continue harmonizing its domestic legislation and policy frameworks with the provisions of the Convention in question and with the fundamental principles and rights at work. In this context, we are confident in the Islamic Republic of Iran’s constructive engagement with the ILO through continued dialogue, the facilitation of field visits and collaborative efforts as a vehicle for enhancing mutual understanding and ensuring decent work and adequate opportunities in the labour market. In conclusion, Lebanon wishes the Islamic Republic of Iran fruitful cooperation with the ILO and success in its development efforts.

Worker member, Norway – I speak on behalf of the Nordic and Italian trade unions. We are deeply concerned about the serious and systematic violations of the Convention by the Islamic Republic of Iran, especially the brutal repression of women’s rights defenders, including trade unionists and women activists as well as civil society actors. The Committee of Experts rightly highlights that discrimination in the Islamic Republic of Iran persists in both law and practice. Women are denied access to services and employment for non-compliance with dress codes. This is structural discrimination incompatible with the Convention.

Following the death of Mashad Amini, peaceful protests have been met with mass arrests and violence. Over 18,000 persons have been detained, including teachers, healthcare workers and journalists, many of them women, targeted for lawful protests and strike actions. Women face the harshest repression, secret trials, denial of legal counsel, torture and sexual violence.

The UN Special Rapporteur confirms that sexual violence is systematically used against detained women. In 2024, the Islamic Republic of Iran recorded the highest number of female executions in a decade. We are deeply shocked by the cases of Pakhshan Azizi, Verisheh Moradi and Sharifeh Mohammadi. Azizi and Moradi were tortured and sentenced in unfair trials for supporting Kurdish civilians. Mohammadi, a trade unionist, now faces the death penalty for peaceful labour activism. Their only crime is standing up for dignity and rights.

We support the Committee’s call for the Islamic Republic of Iran to withdraw the Chastity and Hijab Bill, repeal laws allowing husbands to block their wives from working, ensure legal protection against gender-based discrimination and release all political prisoners, including Azizi, Moradi and Mohammadi.

Government member, Pakistan – Pakistan acknowledges the sustained efforts of the Islamic Republic of Iran to uphold the principles of equality and non-discrimination in employment in line with its obligations under the Convention. We also recognize the legislative and policy reforms undertaken to protect against workplace harassment and support vulnerable groups, especially women. Pakistan appreciates the Islamic Republic of Iran’s constructive engagement with the ILO and its openness to dialogue and cooperation. We emphasize the importance of respecting national legal frameworks and cultural contexts while promoting international labour standards through inclusive, balanced and objective approaches.

Worker member, Germany – I speak on behalf of the German trade unions to express grave concern over the Islamic Republic of Iran’s continued severe violation of the Convention. In the Islamic Republic of Iran, massive discrimination against workers is systemic and politically motivated. Numerous cases are documented of workers being dismissed solely for participating in union activities, expressing union affiliations or voicing criticism at work. Such dismissals represent discrimination based on political opinion or union activities. Those who take part in peaceful labour strikes, express dissent or support reform are severely punished. Workers are fired or suspended for protesting unpaid wages or affiliating with unofficial labour collectives. Public employees are denied promotions for advocating legal changes, and social media criticism of workplace conditions or the Government has equally led to dismissals.

This pattern of retaliation reflects clear discrimination based on political opinion and civic activism. The absolute suppression of independent labour organizations intensifies the problem, targeting those who defend workers’ rights.

These practices violate Article 1 of the Convention and contradict the principles of the Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87), and the Right to Organise and Collective Bargaining Convention, 1949 (No. 98), which the Islamic Republic of Iran has not ratified but is still obligated to uphold and respect as an ILO Member.

The crackdown on trade unionists is particularly alarming. Independent labour leaders, especially in, but not limited to, sectors such as oil, gas, sugar cane and education are arbitrarily arrested, handed long prison sentences and prosecuted under vague national security laws designed to criminalize any type of dissent.

Protest is met with surveillance, torture, solitary confinement and denial of medical care. Cases are sent to the Islamic Revolutionary Courts where fair trial standards are consistently ignored. Retired workers continue to be harassed or jailed simply for demanding fair pensions and access to healthcare despite serious underlying health issues that are deliberately neglected in detention. This is not just a violation of the Convention. It is part of a broader campaign to fully neglect basic rights and freedoms. We therefore call on the Iranian Government to end its repression against trade unions, to immediately and unconditionally release all political prisoners and to fully implement the international labour Conventions it has ratified and is obligated to uphold as a Member of the ILO.

Interpretation from Chinese: Government member, China – We appreciate the presentation made by the representative of the Iranian Government. China has carefully reviewed the report of the Committee of Experts as well as the regulations submitted by the Iranian Government to this Committee.

We note with appreciation that the Islamic Republic of Iran has earnestly fulfilled its obligations under the relevant Conventions upholding the principles of human dignity and social justice and adhering to the constitutional principle of equality before the law. By strengthening mechanisms to ensure equal employment opportunities, the Islamic Republic of Iran has emphasized equality and non-discrimination in employment through legal measures.

The Islamic Republic of Iran is implementing comprehensive economic, social, educational and law enforcement initiatives to enhance women’s economic empowerment, guaranteeing their equal right to employment, and to support their leadership in the political and economic spheres.

In reference to comments raised by relevant parties, the Iranian Government has provided detailed replies in its written submission, supplemented with extensive explanations, disaggregated data and statistical charts. The Government has also pledged to maintain communication with the ILO regarding a new bill currently under development based on constructive technical dialogue to jointly advance labour rights and employment equality. China has commended the Islamic Republic of Iran’s proactive engagement in dialogue and cooperation with the ILO.

China supports ILO procedures in strengthening constructive communication and cooperation with the Iranian Government, conducting fair assessments of actual labour conditions in the Islamic Republic of Iran and providing assistance to help the Islamic Republic of Iran better fulfil its obligations under international labour Conventions.

We hope that the Committee will withdraw its conclusion in the case in a fair and objective manner.

Worker member, Senegal – I am making this statement on behalf of Education International. We share the concern of the Committee of Experts at the persistent discrimination in employment that constitutes a particularly serious violation of the right to education, the rights of students, teachers and their unions, and the right to organize.

Discriminatory laws and systemic bias against religious and ethnic minorities represent serious violations of individual freedoms and occupational rights in the education sector. These measures jeopardize equity, limit the participation and advocacy of teachers and their trade unions and restrict equal access and full involvement in the education system.

The recent Memorandum of Understanding between the Ministry of Education and law enforcement bodies that grants those bodies access to schools and education institutions is particularly alarming. This measure not only compromises the independence of the education system, but also violates the right to a safe, free education without fear, particularly for students who express dissent, especially girls.

Although the Islamic Republic of Iran has ratified the Convention on the Rights of the Child, migrant Afghan children are often refused enrolment in school, suffer arbitrary detention and are forcibly expelled in dangerous and inhuman conditions, thereby depriving an entire generation of children of their right to safety, dignity and education.

We urge the Government to adopt immediate measures to:

• prevent any presence of the security forces in school establishments;
• bring an end to repressive policies that silence education sector trade unions;
• remove legal obstacles to women’s full participation in the teaching profession;
• promote a diverse education workforce by eliminating discriminatory recruitment practices.

We are convinced that a just, fair society, as well as an inclusive, quality education system, must be built on the foundation of equality and respect for basic human rights, including those of trade unions and education sector workers. We would be grateful if the Government took meaningful action aimed at responding to these concerns.

Interpretation from Arabic: Government member, Oman – We thank the Islamic Republic of Iran for the information submitted to us, and we note the information as to the efforts that it has made in both legislative and executive terms. In particular, we note the steps taken to enhance the participation of women in the labour market. We also commend ongoing cooperation between the Government and the ILO. In particular, we see that this cooperation functions through the existing supervisory mechanisms.

The Sultanate of Oman remains deeply committed to the fundamental principles that are the bedrock of the ILO, in particular the principle of non-discrimination and equality of opportunity. We encourage the ILO and its Member States to seek to promote constructive cooperation in such a way as to achieve the objective of decent work. We have noted the information provided on the Convention, and we call for further efforts to be made and further positive cooperation to be entered into so that we can see genuine progress in giving effect to relevant obligations.

Government member, Cuba – Cuba recognizes the progress made in promoting gender equality and the protection of women’s labour rights in the Islamic Republic of Iran. In a world where structural challenges persist, there is a vital need to value the specific progress made by States seeking to build fairer societies.

The Iranian Constitution enshrines the principle of equality in dignity and rights, guaranteeing fair treatment before the law for all persons, including women. Undeniable progress has been made in women’s leadership. In just three years, women’s representation in management positions has more than doubled, and the current Government has appointed more than 190 women to high-level positions, reflecting its strong political will to integrate women into strategic decision-making spaces.

In the education sphere, universal coverage and equal access to technical and vocational training without discrimination on grounds of gender, religion or ethnicity have been fundamental pillars. With a literacy rate of more than 90 per cent, the Islamic Republic of Iran demonstrates its commitment to training its workforce and empowering women through education.

Similarly, the country has strengthened its legal framework against discrimination, expressly prohibiting workplace harassment and establishing effective mechanisms to sanction violence and abuse at work. These initiatives guarantee a safe and equitable environment for all workers.

Cuba welcomes the commitment made by the Islamic Republic of Iran to international cooperation, expressing its willingness to enter into constructive dialogue with the ILO and make gradual progress towards compliance with international labour standards.

Against the backdrop of multilateral challenges, Cuba recognizes the efforts made by the Islamic Republic of Iran as a firm step towards social justice and decent work. We urge the international community to assess this progress objectively, respecting sovereignty and the internal processes of each nation in building fairer societies.

Government member, Philippines – The Philippines has reviewed the report submitted by the Islamic Republic of Iran regarding its implementation of the Convention and has noted the information provided, particularly about legislative updates, social programmes and efforts to enhance access to employment and education among diverse segments of society.

We note the increase in women’s participation in entrepreneurship and public administration, as well as the stated commitment to expanding vocational training access without discrimination based on religion, ethnicity or gender. These developments could lay a valuable foundation for creating a more inclusive labour environment if sustained and enhanced through the cooperation of social partners.

We recognize that legal reform, especially on matters involving cultural and constitutional principles, requires time and broad consensus. In this context, we appreciate the Islamic Republic of Iran’s continued willingness to engage with the ILO.

Developing countries often face developmental challenges, and we understand that social progress typically unfolds through incremental measures and multi-layered policy efforts. We encourage all initiatives that promote equity in the world of work, provided that they uphold the dignity of all individuals regardless of status, belief or background.

We also support sustained collaborative dialogue between the Islamic Republic of Iran and the ILO in emphasizing skill development and technical partnerships through constructive methodologies to address the elimination of employment discrimination.

In closing, we encourage the Islamic Republic of Iran to continue its engagement with the ILO through technical cooperation and constructive dialogue to align its national measures with the principles of the Convention. Constructive dialogue, cultural sensitivity and sustained technical cooperation remain vital pathways towards advancing equality of opportunity and treatment in employment.

Government member, Malaysia – Malaysia wishes to convey its appreciation to the ILO for its continued commitment to constructive engagement and meaningful collaboration with regional bodies and Member States, including the Islamic Republic of Iran. In this regard, Malaysia takes note of the commendable efforts made by the Government in advancing the objectives of the Convention.

The Islamic Republic of Iran has demonstrated measurable progress through a series of legislative, institutional and policy-based reforms aimed at promoting equality and combating discrimination in the world of work.

The Islamic Republic of Iran’s constitutional framework enshrines the principle of equality and dignity and legal protection for women, as outlined in articles 20, 27 and 28. These principles have been operationalized through national development plans and policies that embed non-discrimination and equal opportunity as core tenets in employment and occupation.

The country has made significant strides in enhancing women’s participation in leadership and public service. The number of women in managerial roles more than doubled from 19,597 in 2020 to 42,396 in 2023. Over 190 women have been appointed to senior government positions, including 4 cabinet members, 14 institutional leaders and 17 governors, while women currently constitute approximately 44 to 45 per cent of the government workforce. These figures reflect steady progress towards achieving gender parity in decision-making.

Complementing these efforts are comprehensive support systems for working women. These include extended paid maternity leave of up to 9 months for single births and 12 months for multiples, access to workplace childcare facilities, remote work options for mothers and legal protections ensuring job security during pregnancy and childbirth. Additionally, social protection coverage has been expanded to include homemakers and rural women through targeted insurance initiatives.

The Islamic Republic of Iran’s strong educational infrastructure further reinforces its inclusive approach. High national literacy rates with a steady improvement to 90.3 per cent by 2021 alongside equal access to technical and vocational education across all provinces regardless of gender, religion or ethnicity underscore a commitment to equitable human capital development.

In terms of legal enforcement, the Islamic Republic of Iran has enacted robust antidiscrimination measures. These include the prohibition of workplace harassment, administrative penalties for discriminatory practices and criminal sanctions against abuses of professional authority. These mechanisms play a crucial role in ensuring fairness and accountability in both the public and private sectors.

Lastly, Malaysia acknowledges the Islamic Republic of Iran’s commitment to constructive international cooperation. The Islamic Republic of Iran has expressed its willingness to continue technical dialogue with the ILO and is undertaking ongoing efforts to harmonize its domestic policies with international labour standards. This engagement reflects a positive and transparent approach to fulfilling its obligations under the Convention.

In conclusion, Malaysia recognizes and supports the Islamic Republic of Iran’s ongoing efforts towards the full realization of its commitments under the Convention. We encourage the continuation of this positive trajectory in promoting equality and eliminating discrimination in employment and occupation.

Government member, Bangladesh – The Government of Bangladesh notes with appreciation the efforts made by the Islamic Republic of Iran in submitting a comprehensive report in response to the Committee of Experts’ observations on the Convention and recognizes the Islamic Republic of Iran’s sustained commitment to implementing the principles of equality in employment opportunities and nondiscrimination.

We appreciate the Islamic Republic of Iran’s comprehensive economic empowerment initiatives for women, including support for 39,186 women entrepreneurs, training of 3,908 women under the guidance of 750 entrepreneurs and the provision of employment loan guarantees for female heads of households.

Bangladesh also commends the Islamic Republic of Iran’s balanced approach to family support legislation which includes up to nine months of fully paid maternity leave, the establishment of workplace childcare facilities and remote work options for working mothers.

We recognize the Islamic Republic of Iran’s progress in eliminating workplace discrimination as the statistical evidence of women’s increased participation, comprehensive legal protections and economic empowerment programmes all demonstrate serious commitment to the objectives of the Convention.

Bangladesh supports the Islamic Republic of Iran’s legal reforms that strengthen women’s employment rights, including amendments to marriage contracts to guarantee women’s rights to employment, mandatory judicial review before any employment restriction and emphasis on proportionality and fair trial standards.

Bangladesh would welcome due recognition of the Islamic Republic of Iran’s positive trajectory in implementing non-discrimination policies and support for continued dialogue and cooperation. Bangladesh supports the Islamic Republic of Iran’s effort with a view to achieving full compliance with international labour standards.

Another Government representative – Allow me to thank the members of the Committee for their valuable contribution to ensuring the implementation of ILO Conventions and fundamental standards. The Government is fully committed to its obligations under the Convention and is steadfast in its willingness to remove any discrimination in employment and occupation.

As outlined in detail in the comprehensive report submitted to the Committee, and as my colleague today pointed out in her oral report before this meeting, our willingness to apply and implement these fundamental standards in law and practice is unwavering, and significant measures have been adopted in their implementation with the aim of creating a safe and decent working environment for all, without any discrimination. We are open to constructive dialogue with social partners and the international community for the implementation of our commitments under the Convention.

In 2014, a high-level ILO delegation paid a field visit to the Islamic Republic of Iran to observe the measures undertaken in the implementation of the Convention. Their report clearly showed that there is no systematic discrimination in employment and occupation.

We are in the process of concluding the framework of cooperation with the ILO for technical cooperation in the areas of tripartism, social dialogue, capacity-building, for workers’ and employers’ organizations, good labour market governance, international labour standards, the promotion of employment, an enabling environment for sustainable and resilient enterprises, and social protection systems.

This is a manifestation of the Islamic Republic of Iran’s willingness to cooperate with the ILO and to receive technical cooperation in order to enhance decent work for all.

While we appreciate the recommendations and points that were constructively made by the members of the Committee and distinguished delegates in today’s meeting, some unsubstantiated, baseless and irrelevant allegations have been raised against my country that are inaccurate, politically motivated and misleading, as a smear campaign against the Islamic Republic of Iran.

This politically motivated approach undermines the role of this body in fulfilling its mandate, which is the promotion and protection of fundamental labour rights through constructive dialogue and constructive engagement with Member States. Such an approach will defeat the purpose.

We cannot afford that this Committee be politicized and diverted from its mandate. Repeating some allegations does not give them credibility. Distinguished colleagues, once again before this Committee, and on behalf of the Government, I would like to emphasize that discrimination is prohibited under the constitutional law. Accordingly, ensuring equal rights for all Iranians is guaranteed in law and practice in employment and occupation. Accordingly, we are committed to removing any discrimination in employment and occupation.

The Islamic Republic of Iran will continue its valuable engagement with the ILO after the Committee’s session concludes. We are determined to listen, to engage, and to contribute.

Worker members – We want to specifically recall those interventions that called on the Government to take urgent action to implement observations and recommendations by the ILO supervisory bodies, to make laws and practice compliant with fundamental workers’ rights and to end discrimination in employment and occupation.

The principal objective of the Convention is to eliminate all discrimination in respect of all aspects of employment and occupation as defined in the Convention through the concrete and progressive development of equality of opportunity and treatment in law and in practice.

As we have heard during the discussions, there are serious problems with discrimination in employment and occupation in the Islamic Republic of Iran against a number of groups of workers.

We discussed systematic persecution of women and labour activists who continue to be charged with security crimes, sent to prison for years of confinement or sentenced to death for the expression of their opinion, as well as systemic discrimination based on sex, religion or ethnicity both in law and in practice.

We recall the jurisprudence of ILO supervisory bodies according to which no one should be repressed for peacefully demonstrating or expressing opinions or positions to establish political, religious and philosophical principles or opinions. No one should be subjected to sanctions justified by security measures simply by reason of membership of a particular group or community.

The Government must immediately end repression against activists, including labour and women’s rights activists and trade unionists, for expressing political opinion, veiled as protection against activities prejudicial to the security of the State. Any measures taken to protect state security must be sufficiently well defined and precise and must not affect an individual simply by reason of membership of a particular group or community.

We support the Committee in asking the Government to provide detailed information on the legal definition of an “act or crime against national security” and “propaganda against the State”, and we call on the Government to reply fully to these and other requests posed by the Committee. We condemn the continued brutality of the Iranian authorities against their own people, and we demand the immediate release of all imprisoned trade unionists and activists.

The Government should be called on to ensure comprehensive protection in law and practice for all workers against direct and indirect discrimination based on all the grounds listed in Article 1(1)(a) of the Convention, in particular protection against discrimination based on religion, political opinion and social origin encompassing all aspects of employment and occupation, such as access to vocational training and education.

The Government must take the necessary measures to eliminate discrimination in law and practice against members of ethnic or religious minorities, especially non-recognized religious groups, in education, employment and occupation.

The Government should adopt national economic programmes and policies that actively support these groups and make sure that workers who are members of minorities are not excluded or diminished in social, economic and political life.

We call on the Government to take concrete and immediate steps to ensure the repeal, effective amendment or modification of all laws, regulations, instructions and practices that hinder women’s equality of opportunity and treatment in employment and occupation, in particular with respect to section 1117 of the Civil Code.

We note the legislative process aiming at the adoption of the new “Protection, Dignity and Security of Women against Violence” law as we call on the Government to cooperate with the ILO in order to make the new law compliant with the Convention.

The Government should ensure comprehensive protection against sexual harassment and ensure that the draft includes specific measures to prevent and prohibit sexual harassment at work, not only by a person in a position of authority, but also by a colleague or a person with whom workers have contact as part of their job, including victimization, safeguards, complaint mechanisms, sanctions and remedies.

The Government should repeal the Chastity and Hijab Bill to ensure full enjoyment of human rights for all women and girls in the country.

The Government should also remove from the draft “Youthful Population and Family Support Plan” law all the restrictions on women’s employment and the prioritization of men’s employment and ensure that the measures taken to promote population growth and maternity protection do not constitute obstacles to the employment of women in practice.

Lastly, the Government should ensure equal access to education and vocational training and ensure that there are no gender quotas restricting women’s access to technical studies in higher education and adopt targeted measures to increase women’s participation in sectors and occupations where they are under-represented.

Finally, we call on the Government to engage constructively with the ILO so that we may finally see progress regarding the observation of fundamental workers’ rights in the Islamic Republic of Iran.

Employer members – We trust that the Government representatives will consider all the comments made during the discussion which are intended to provide constructive assistance to the Government in addressing compliance with the Convention, both in law and in practice.

In the light of the Committee of Experts’ observations and today’s discussion, the Employer members would like to make the following recommendations to the Government.

One, it should ensure the complete eradication of discrimination, in line with the Convention.

Two, it should provide information that confirms that articles 43, 2, 19, 20 and 28 of the Iranian Constitution, as well as article 6 of the country’s Labour Law, cover all forms of discrimination prohibited by the Convention in law and in practice.

Three, it should guarantee that the Chastity and Hijab Bill is not just postponed temporarily, but abolished and not implemented.

Four, clear provisions should be developed that address all forms of sexual harassment against men and women workers, not only by persons in a position of direct authority, but also by colleagues or any persons with whom workers must interact as part of their job. Furthermore, the Government must promulgate regulations that establish effective complaint mechanisms, adequate sanctions and other guarantees.

Five, we request that discrimination against members of religious minorities, particularly groups that are not recognized officially, is eradicated in law and in practice and that it is ensured that there is no discrimination on grounds of religion, political opinion or social origin.

Six, we request the adoption of all necessary measures and the submission of a report on the efforts made to ensure the derogation of section 1117 of the Iranian Civil Code.

Seven, we request the removal of all obstacles to women’s employment and the withdrawal of all restrictions on their employment and the prioritization of men’s employment as set out in Bill No. 264.

Eight, we also request that the Government cooperate meaningfully and consult with the most representative independent social organizations to develop capacities and promote outreach on matters covered by the Convention.

Nine, we request that the Government guarantee equal access to education and vocational training and provide detailed information on the quota system that restricts women’s access to technical studies in higher education and on that system’s application in practice; information on measures intended to increase women’s participation in sectors and occupations, encouraging girls and young women to choose non-traditional areas of study and career pathways; and comprehensive statistics, disaggregated by gender and fields of study, on participation in higher education and vocational training.

Ten, we request information on judicial and administrative decisions relating to equality of opportunity and treatment in employment and occupation, including the number, nature and results of the cases, as well as the sanctions imposed and the remedies granted.

Lastly, we urge the Government to continue to avail itself of the ILO’s technical assistance to implement these recommendations. The Employer members urge the Government to accept an ILO mission with the aim of addressing the application of the Convention.

Conclusions of the Committee

The Committee took note of the oral and written information provided by the Government and the discussion that followed.

The Committee expressed deep concern over the cases of discrimination, violence against protesters and the systematic state repression. It recalled that eliminating discrimination could only be achieved within an environment conducive to the free exercise of civil liberties.

Taking the discussion into account, the Committee urged the Government to take effective and time-bound measures to:

• initiate legislative measures after consultation with the social partners, and considering the recommendations of the ILO supervisory bodies, to review national law (including the “Bill to Support the Family by Promoting the Culture of Chastity and Hijab”, the “Comprehensive Population and Family Excellence Plan,” Bill No. 264, and Article 1117 of the Iranian Civil Code) and practice in line with the Convention;
• implement, both in law and in practice, mechanisms and measures focused on protection against discrimination based on religion, ethnicity, political opinion, and social origin, covering all aspects of employment and occupation and on addressing all forms of sexual harassment in the workplace;
• ensure that measures related to state security and the use of national security laws in the context of the exercise of civil liberties (including the circumstances of Mahsa Amini’s death) are in line with the Convention;
• provide detailed information on statistical data regarding the current situation on equal treatment in employment, including sanctions and remedies applied, and challenges encountered.

The Committee urged the Government to avail itself, without delay, of technical assistance from the Office to ensure compliance with the Convention in law and practice.

The Committee requested the Government to provide a detailed report on measures taken and progress made on all of the above issues and to transmit all relevant legislative texts to the Committee of Experts by 1 September 2025.

Chairperson – I have the honour of giving the floor to the distinguished representative of the Government of the Islamic Republic of Iran.

Government representative – The Government, while expressing gratitude to the esteemed Committee for its attention to one of the principles explicitly stated in the Constitution of the Islamic Republic of Iran, namely compliance with justice in all aspects mentioned in the Convention, once again declares that, according to the report of the ILO, which visited the Islamic Republic of Iran in 2014, and its field observations, there is no systematic discrimination based on laws and regulations in Iran.

The Government has consistently endeavoured to facilitate women’s employment through various initiatives. The high presence of women – 64 per cent – in the country’s universities serves as evidence of this commitment.

At the time of presenting this report to the Committee, several different projects focusing on supporting and empowering women and encouraging their participation in the labour market are being implemented in collaboration with UN agencies such as the United Nations Population Fund (UNFPA), the United Nations Children’s Fund (UNICEF) and the United Nations Development Programme (UNDP), alongside the Ministry of Cooperatives, Labour and Social Welfare.

These initiatives are being carried out in different provinces, each with diverse ethnic and religious communities. Regarding the Youth Population Law, as stated in the report, no discrimination is observed in the text of this Law, which the Committee can verify.

Finally, while expressing appreciation for the Committee’s dedication to providing technical assistance to the Islamic Republic of Iran, the Government reaffirms, as mentioned in a meeting between the Minister of Cooperatives, Labour and Social Welfare and the DirectorGeneral yesterday, that receiving technical assistance from the ILO has always been a request of the Government to address any shortcomings, ambiguities or issues in implementing international labour standards.

As highlighted in the message of the Director-General to the 112th Conference last year, providing technical assistance to Member States is one of the best and most appropriate tools for ensuring compliance with international labour standards and implementing Conventions and Recommendations.

In this regard, the Islamic Republic of Iran requests that the Committee, through the provision of technical assistance, closely observes the implementation of the Convention in the Islamic Republic of Iran and helps fill the gap caused by the absence of specialized experts over the past several years.