Iranian working-hour rules make accurate records essential. Everhour supports structured timesheets for payroll and billing review.
Enter your time in and out for each day. Overtime and gross pay are calculated automatically.
| Day | Time In | Break Start | Break End | Break | Time Out | Total |
|---|
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Use this page to plan the time records an Iranian employer, HR team, or project manager needs for employees. Iran's Labour Law sets ordinary working time at 8 hours per day and 44 hours per week, so weekly records need enough detail to show regular hours before overtime, night work, and Friday work enter payroll review.
The record should connect each employee, date, project or worksite, start and end time, break treatment, and approval status. For hard, hazardous, and underground jobs, the working-time cap is 6 hours per day and 36 hours per week, so the app setup should separate those workers from standard schedules instead of applying one default rule to everyone.
Iranian employment agreements must include working hours, holidays, and vacations, so the time tracking setup should match the schedule in the contract. A practical record distinguishes scheduled hours, hours actually worked, approved absence, night work between 10 p.m. and 6 a.m., and Friday work. That structure gives payroll a clear trail from contract terms to paid time.
Overtime under normal conditions requires worker consent and a 40% addition to the normal hourly wage. Assigned overtime normally must not exceed 4 hours per day, except in exceptional cases agreed by the parties. A good workflow therefore records the overtime request, the employee's consent, the approving manager, and the final payroll category instead of leaving extra hours as an unexplained total.
Persian is the official language and script for official documents, correspondence, texts, and textbooks under Article 15 of Iran's Constitution. Employee-facing labels, approvals, exports, and payroll notes should be usable in Persian when the record supports internal HR files or local payroll handoff. Rial amounts should also be clear because the Central Bank of Iran identifies the rial as Iran's currency unit.
Electronic employee records tied to identifiable workers also need privacy discipline. Iran's Electronic Commerce Act requires consent for electronic personal data messages and sets conditions covering specified purpose, limited collection, accuracy, access, correction, and deletion. Time tracking should collect the hours and work details needed for payroll, billing, and compliance review, without adding sensitive private data fields that the workflow does not need.
A basic employee time app is enough when you need one weekly total, a small team schedule, or a simple export for payroll review. It should still separate regular time, overtime, night work, Friday work, and hard or hazardous work categories when those categories apply. The weak point appears when managers must chase late entries, correct errors, or prove who approved extra hours.
A managed workflow becomes the better fit when tracked time feeds payroll, client billing, project reporting, and manager approvals every week. Everhour Timesheets collect weekly project hours and working hours by person, let employees submit time for review, and let admins approve, reject, partially approve, or lock entries before the data moves into payroll or billing files.
This content is for general information only, may not be fully up to date, and is provided without any warranty or liability.
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Iran does not have an EU-style standalone objective daily time-recording mandate in the facts provided. Working time still matters because Iran's Labour Law sets daily and weekly limits, employment agreements must include working hours, holidays, and vacations, and recorded hours determine overtime, night-work, and Friday-work pay.
Standard employee records should show whether ordinary working time stays within 8 hours per day and 44 hours per week. For hard, hazardous, and underground jobs, records should use the separate 6 hours per day and 36 hours per week limits. Mixing both worker categories under one default schedule creates payroll and review errors.
Overtime should be recorded as approved extra time, with the worker's consent and the payroll category visible. Under normal conditions, overtime requires worker consent and payment of 40% in addition to the normal hourly wage. Assigned overtime normally must not exceed 4 hours per day, except in exceptional cases agreed by the parties.
Separate regular hours, overtime, night work, Friday work, and worker categories with lower working-time limits. Night work runs from 10 p.m. to 6 a.m., and eligible non-shift workers receive a 35% addition to normal wages for each hour of night work. Friday work receives 40% in addition to usual wages for not using the Friday holiday.
Employers should avoid collecting sensitive private data that is not needed for time, payroll, billing, or attendance review. Iran's Electronic Commerce Act makes it illegal to store, process, or distribute private data messages revealing ethnicity, beliefs, ethical characteristics, or physical, psychological, or sexual condition without explicit consent.
Everhour Timesheets collect weekly project hours and working hours by person, so managers can review submitted time before payroll or billing. Admins can approve, reject, partially approve, and lock entries, which creates a cleaner review trail for overtime, night-work, Friday-work, and correction checks.
Everhour can track time against projects and tasks, then use those entries in invoicing workflows. Teams that bill clients from employee time can keep project hours connected to approved records instead of rebuilding invoice details from separate spreadsheets.
Use Everhour Timesheets to collect weekly work, review exceptions, approve or reject entries, and lock finished periods before payroll or billing depends on the hours.
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