Peregraf
Kaywan Kamil, a university graduate, has been working for two years at a private company in Sulaymaniyah without a formal employment contract. According to his account, after a year of job searching post-graduation, he accepted a position without inquiring about a contract due to his excitement.
"I had no demands; I accepted all the conditions set by the manager during the interview—working hours, salary, and responsibilities—without question," Kaywan said. Like many others, he is willing to sacrifice contractual rights simply to secure employment.
An employment contract is a legally binding agreement between an employer and an employee, outlining the duties, rights, and obligations of both parties in accordance with labor laws.
According to data from the Kurdistan Regional Government’s (KRG) Ministry of Labor and Social Affairs, only 10% of workers in the Kurdistan Region hold formal employment contracts. This issue is especially prevalent among university and institute graduates, first-time job seekers, and daily wage laborers, who often do not consider the need for contracts or the protection of their rights when accepting employment.
Attorney Soran Saeed told Peregraf that "employers often avoid drafting formal contracts, and when they do, the contracts frequently fail to comply with labor laws—placing workers at a disadvantage."
The employment contract is the primary legal instrument for protecting workers’ rights in the event of disputes with their employers. However, Kaywan notes that at his workplace, "no employee has a written contract. Instead, there are only verbal agreements, which tend to favor the employer."
Peregraf’s investigation found two main reasons why workers often lack formal contracts: first, a general lack of awareness, and second, the urgency to secure any form of employment amidst widespread joblessness.
Aryan Ahmed, spokesperson for the Ministry of Labor and Social Affairs, acknowledged the severity of the issue. "When disputes arise between workers and employers, the absence of a written contract severely limits our ability to intervene effectively," he said.
The Ministry also noted that nepotistic hiring practices—favoring friends and family—contribute to the prevalence of informal employment, as such relationships often bypass legal formalities.
Moreover, the widespread presence of foreign labor across the Kurdistan region has given employers greater leverage. With a large pool of available workers, employers feel less compelled to offer formal agreements. According to the ministry, if an employee insists on contractual conditions, employers often dismiss them and replace them easily.
Article 32 of the Labor Law in the Kurdistan Region mandates that written contracts must include: the name and address of the employer and nature of the business; the employee’s personal information; the nature and scope of work; duration and start date of employment; wages and benefits; and working hours. Both parties are required to review and sign the contract, with each retaining a copy.
Diana Lawand, employed for a year in a major Sulaymaniyah market, said that graduates are so eager for work that they neglect legal protections. "Employers don’t intend to offer contracts, which allows them to bypass labor laws," she added.
She further noted that employers routinely fail to implement safety protocols and disregard legal regulations concerning wages and working hours. Additionally, dismissals are often arbitrary, further violating employee rights.
Under both the Labor Law and the Social Security Law in the Kurdistan Region, all private sector employees are entitled to contracts and social security. However, enforcement remains weak.
Attorney Soran Saeed confirmed that employers often avoid issuing contracts to sidestep legal obligations, including social security registration. He emphasized that a written contract is essential to ensure workers’ rights—so long as it incorporates labor law provisions. Otherwise, employee rights are unlikely to be upheld in legal disputes.