Direct Request (CEACR) - adopted 2024, published 113rd ILC session (2025)

Equal Remuneration Convention, 1951 (No. 100) - Iran (Islamic Republic of) (Ratification: 1972)

Article 2(2)(b). Minimum Wages. The Committee notes from the Government’s report that: (1) in 2024, the Supreme Labour Council approved a marital allowance for workers of both sexes; (2) over the past three years, cumulative increases in minimum wages have reached 119.4 percent, with the minimum receivable amount rising by 116.6 per cent. Specifically in the public sector, wages increased by 20 per cent in 2024 compared to the previous year; and (3) data from 2021–22 on average daily wages in rural agriculture indicate a gender wage gap, with men earning more than women and certain roles, such as shovelling and canal digging being exclusively filled by men. The Committee observes that as of 20 March 2024, minimum wages have been revised and the monthly minimum wage increased from 53,073,300 Iranian rials to 71,661,840 Iranian rials. The Government further explains that collecting gender-disaggregated data on minimum wages requires collaboration with Iran’s statistical centre and additional funding. Once the workforce statistics plan is fully operational, it will be possible to generate such indicators. The Committee therefore reiterates its request for the Government to intensify its efforts to collect statistics on the percentage of women and men receiving the minimum wage, for a better understanding of wage distribution and gender pay gap in the country.

Article 3. Objective job evaluation and classification systems. The Government informs the Committee that: (1) employers in free trade-industrial and special economic zones are now required to develop and implement job classification plans, which are to be monitored by technical consulting offices accredited by the Ministry of Cooperatives, Labour, and Social Welfare; and (2) the collection of data on the gender distribution within the job classification system is still under review and therefore not yet available. The Committee notes that, due to the lack of information provided in this regard, it is currently not able to assess whether the job classification system in the public sector aligns with the principles of the Convention. Additionally, the Committee has not received details on the methods used by the Classification Committees (which all employers with more than 50 employees must establish) to determine wage levels within companies. For these reasons, the Committee urges the Government to provide information on how it is ensured that the job classification systems of both the public and private sectors are free from gender bias and do not undervalue skills and tasks predominantly performed by women. To this end, the Government is requested to provide: (i) examples of the job classification plans prepared by Classification Committees (under section 6 of the Guidelines and Duties of Workshop Job Classification Standing Committees, 2011); and (ii) a description of the functioning of the Job Evaluation and Classification System approved on 9 August 2010. Please take the necessary steps to collect information on the distribution of men and women within the classification system.

Monitoring and enforcement. The Committee notes the Government’s indication that the results of the last Labour Force Survey have not yet been fully extracted, owing to budget and facilities limitations. On the issues of wage equality and job classification claims, the Government recalls that they are dealt with by labour inspectors and can be referred to labour dispute resolution authorities. Violations of the labour law are reported to the judicial authorities for investigation and, in case of appeal, processed through the Administrative Court of Justice. The Committee also notes that members of the Jobs Classification Committees are trained by the Jobs Classification Technical Consultation Offices to prepare and implement jobs classification schemes in their workplaces. A major part of the training is focusing on wage and job classification and the basic principles of the Convention. Finally, the Committee takes note that, between 2021 and 2023, a total of 436,030 case inspections, 792,943 periodic inspections, and 27,820 petitions concerning job classification were conducted. It however observes that the Government has not provided information on the impact of these inspections, including details on any sanctions or remedies imposed, or other corrective actions undertaken to address identified violations. Finally, the Committee notes the Government's request for technical assistance on the Convention, as training and educational programs provided by the Office would strengthen the technical capacity of judges, social partners, and other stakeholders. Such assistance would also allow them to learn from best practices shared by experts on the Convention and other ILO constituents. The Committee asks the Government to share the findings of the Labour Force Survey upon its completion, including any insights into employment patterns, gender equality in the workforce, and issues related to wages. It also asks the Government to provide detailed information on the concrete impact of the mentioned inspections, including examples of sanctions or corrective actions implemented to ensure effective enforcement of labour legislation.