The present study is extracted from an applied- developmental research in which this basic question is put forward: "Among various factors, what is the role of labour law in Iran's labour market and labour relations?" based on this problem the basic questions are as follows: 1. How flexible is the present law to create equilibrium in Iran's labour market? 2. How successful is the present law in proper regulation of labourrelations and creation of worker and employer satisfaction?In order to respond to these questions, first the data related to theoretical bases and findings of related studies were gathered through library reviews and their contents analysed. Second, standard rigidity indicators of JSL and EPL were used to quantitatively measure the flexibility of Iran's labour law. Third, analytical survey approach was used to evaluate the performance of labour law. The significance of differences were tested by squared x and SPSS. Research findings demonstrate that the rigidity and inflexibility of the current law (ratified in 1980) is much higher than those of the previous law (ratified in 1958) and those of other target countries. Findings of the survey performed among workers and employers prove the failure of law inregulating labour relations and creating satisfaction.It is concluded that the labour law should be amended to make it more flexible and to promote labour relations. Given the fact that any amendment requires a change of attitude towards labour relations and the interests of workers and employers, partnership relation model (PRM) is recommended for labour relations in Iran.

Since 1369 (HS), when the new Iranian Labour Law was approved, an employment policy has been applied. The legislative body has not paid much attention to this subject in the Labour Law, nor do other laws and regulations have much to say regarding the employment policy. This paper is intended to examine the positive or negative effects of the Labour Law on the employment policy and the labour market. There are some weaken point in the Labour Law, such as not giving enough room to workers organization and syndicates, and the position of the collective agreements in this law. The present Labour Law does not comply with economic developments of our country, and it is the time to review the law. This study suggests some practicable solution to the present crises of unemployment in Iran, such as: creating new job opportunities through work division, reduction in the number of working hours, creating part time jobs, and suggesting more accurate regulations. It is hoped that these suggestions could gradually resolve the question of unemployment in Iran.

The wage as the main factore for providing labour to an employer, deserves to be supported. One of the means for such support is accepting the minimum wage system in labour law. A system which has accepted and been in use for more than half a century by both Iran and the USA. Despite having accepting the common principles and goals of this system, both countries have differences such as in cases approving the authorities, criteria, workers involved, the scope of their involvement in various areas and industries and the adjusted period. Through a comparative study of the minimum wage system in Iran and the USA, while becoming more familiar with other methods of implementing this system, the problems of this issue in Iran will be considered further. It seems that, at present, this system in Iran requires some amendments in the methods for selecting labour representatives in the Supreme Labour Council, determining the different minimum wage having regard to the industries in different parts of the country moving towards more dynamic labour trade unions and collective agreements in this respect.

The concept of just transition has emerged as a key principle in international labour law to address the socio-economic impacts of climate change and the shift towards a low-carbon economy. With growing recognition in legal literature, just transition seeks to balance environmental sustainability with the protection of workers' rights, while minimizing inequalities during the energy transition. This article explores the definition and background of just transition, followed by an analysis of international frameworks, particularly the ILO Guidelines for a Just Transition (2015) and the Paris Agreement (2015). These documents promote principles such as social protection, gender equality, and social dialogue for workers affected by climate change. The article further assesses the legal standing of just transition within the Iranian legal system. While regulations like the Labour Code, Unemployment Insurance Law, and National Decent Work Agenda offer some capacities for social protection and employment, the absence of targeted laws for transitioning industries—similar to those in countries like Germany and Canada—poses a challenge. Given the global push for energy transition and the reliance of Iran's economy on fossil fuels, integrating just transition into the country's legal framework is essential and inevitable.

With the beginning of the Industrial Revolution, Labour law entered a new arena, an area with new features that reflects the efforts of the International Labour Organization to introduce the minimum requirements of labour rights in support of workers, especially in hard and harmful jobs. The conventions and criteria introduced by this organization and the obligation of communities and countries to adhere to and implement them, further clarify the purpose of labour rights protection. But the achievement of these goals requires the existence of an institution or the establishment of oversight over the implementation of laws and regulations. Therefore, the International Labour Organization established the labour inspection system, which is one of the most important parts of the labour law system. The present study has used a descriptive-analytical method with the aim of pathology and expression of strategies to protect workers in hard and harmful jobs in Iranian labour law to examine some conventions and indicators of the International Labour Organization in this regard.

The right to work is undoubtedly considered as one of the most important human rights imposing obvious obligations on the states to ensure it. Through those obligations, providing protection of the worker’s security of employment plays a special role. So, it has been in the heart of ILO’s consideration and regulation for a long period. To this end, based on ILO’s standards, employment termination can be justified only because of a valid reason while an appropriate procedure is necessary, too. Present article reviews justified and unjustified termination of employment and its procedure in the basic instruments and reports of ILO and will compare them with Iran’s legal system.

Labour supply and demand, particularly in developing countries, are generally two Inappropriate matters, and these countries face the problem of unemployment and its social consequences seriously. In this regard, the use of new opportunities in employment relationships can reduce some of this burden. With the growth of ICT, labour relationships have been formed in new contexts and suppliers with demanders beyond their e-business (electronic commerce) as well as the conditions for preparing labour services outside the workplace environment (TeleWorking), are experiencing a new era in labour relations. This area must definitely be supported by Goverments and, consistent with the experiences of developed countries, support the labour forces in these conditions.

Labour contract has a crucial role in the formation of Labour relationship, and also prove it. This contract can differentiate the given tie form other concepts and similar institutions in the Civil Code. In relation to current regulations, including labour Code, Correcting law of impediment to manufacture and industrial investment approved in the 2008, and Correcting law of impediment to competitive manufacture and improvement in the financial system with regard to the role of above-mentioned contract in the 2015, procedural and formality of its standards are in doubt. This article has gone over the various standpoints which is related to this issue in a descriptive-analytic and comparative way. Given the outcome, we make out that the formulation of indenture has been just influential in the proof step. Judicial precedent and the lack of anticipation of related sanctions leads to reinforcement of the latter statement. However, the evidence, that proves the litigations of Labour relationship is anticipated in the By-law of Labour Procedure approved 2012, There is no references of testimony and oath as a reason of specific significance. In French Law, there is no conclusive evidence, therefore, according to Civil Law, all the evidence is acceptable; as regard the Case-Law and the protective nature of the Labour Code towards labourer, it is accepted in our Law.

The present study was conducted by examining the views of relevant experts and their exposure to child labor in Shiraz. Data were obtained through in-depth interviews and analyzed based on grounded theory. Ten axial categories and one core category were extracted from the coding process. The core category was developed under the title of "institutional passivity and sectoralism". The results of the research showed that the causal conditions such as incompatibility and institutional and managerial confusion, diversity of perspectives to the phenomenon of child labor and non-governmental organizations and indifference towards child labor has caused the emergence of this phenomenon. Intervening conditions include: negative representation and conflicting media activities, Inhibition of some domestic and international rules and laws and child labor of nationals and the problem of identification and identity. This central phenomenon is located in special conditions and contexts due to family pressure and starting the work process in childhood, child labor as an income generating industry, child labor as a source of financial support for the family and the unique opportunity for working children, and Shiraz's oppurtunities for immigrants. The type of encounter with working children in Shiraz has caused numerous consequences that can be seen Unreasonable increase of child labor of nationals, Failure to contain and control the problem of working children, lack of proper organization and social support of working children, Anonymity of working children and persuasion and encouragement of nationals to immigrate to Shiraz.