Afghanistan's labor laws aim to provide a framework for fair employment practices, outlining the rights and responsibilities of both employers and employees. While the enforcement of these laws can be challenging, understanding the legal landscape is crucial for businesses operating in the country. The following information provides an overview of key aspects of worker rights and protections in Afghanistan as of 2025.
Afghanistan's labor laws cover various aspects of employment, including contracts, working hours, wages, and termination. These laws are designed to ensure that employees are treated fairly and have access to certain protections in the workplace. However, the practical application and enforcement of these laws can vary due to the country's socio-economic conditions and governance challenges.
Termination Rights and Procedures
Termination of employment in Afghanistan is governed by the Labor Law. Employers must have valid grounds for terminating an employee, such as poor performance, misconduct, or redundancy.
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Notice Period: The required notice period depends on the length of service.
Length of Service Notice Period Less than one year 1 month One to five years 2 months More than five years 3 months -
Severance Pay: Employees are generally entitled to severance pay upon termination, calculated based on their length of service and last salary.
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Unfair Dismissal: Employees who believe they have been unfairly dismissed can file a complaint with the relevant labor authorities.
Anti-Discrimination Laws and Enforcement
Afghanistan's Constitution and Labor Law prohibit discrimination in employment based on certain grounds.
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Protected Classes: These include:
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