2026-09-07پشتیبانی تینو

Have you ever arrived at work a few minutes late or left work earlier than the scheduled time? You may think this is a simple and unimportant issue, but tardiness and haste in labor law is a serious matter that can result in salary deductions, written warnings, and even dismissal. In this article, we intend to fully and comprehensively answer the question of what tardiness and haste in labor law are and what penalties and consequences it entails for workers and employees.

What does tardiness and haste mean in labor law?

To better understand tardiness and haste in labor law, we must first define each separately. According to labor discipline regulations, tardiness means being at work after the scheduled time and without obtaining prior permission. On the other hand, tardiness means leaving work earlier than the scheduled time. In simpler terms, tardiness and haste in labor law refers to any deviation from the required hours of attendance at work that has occurred without a valid reason.

What is the difference between justified and unjustified tardiness in labor law?
One of the most important points to note in tardiness and haste in labor law is the difference between justified and unjustified tardiness. Unjustified tardiness refers to cases where a worker arrives at work late or leaves early without any legal and acceptable reason. In contrast, justified absences are cases such as illness, unforeseen events, or circumstances that the law considers acceptable.

Penalties for employee tardiness under labor law
Now that we know what tardiness and haste in labor law are, we should also familiarize ourselves with its fines and penalties. The employer may deduct from the worker's wages and benefits in proportion to the duration of the unjustified delay or rush. The following table shows the penalties for delay and haste in the labor law based on the hours of delay per month:

Table of penalties for delay and unjustified haste
Row of the amount of delay per month Penalty and punishment
First shift 2 to 5 hours Non-payment of wages and legal fringe benefits in proportion to the delay + written warning
First shift 6 to 12 hours Non-payment of wages and legal fringe benefits in proportion to the delay + written warning
First shift more than 12 hours Possibility of deciding to dismiss based on Article 27 of the Labor Law
Second shift 2 to 5 hours Non-payment of wages and benefits in proportion to the delay + written warning
Second shift 6 to 12 hours Punishments from the previous shift + possibility of deciding to dismiss
As you can see, delay and haste in the labor law has a stepped system of penalties that starts with a written warning and ultimately leads to dismissal.

What is the ruling on leaving the workplace early?
Rushing to leave is covered by disciplinary laws just like late arrival. According to the relevant regulations, leaving the workplace earlier than the scheduled hours is considered rushing to leave. Interestingly, late arrivals of up to two hours per month are excusable and are considered paid leave. However, if the delay or rush is more than two hours per month, it will result in a deduction of salary and benefits.

How is salary deduction due to delay and rush calculated?
One of the common questions about delay and rush in labor law is how salary deduction is calculated? According to the labor law, the employer can only deduct from the employee’s salary in cases where the law expressly allows it. In the event of an unjustified delay or rush, the employer can calculate the period of absence and late arrival and early departure and deduct the same amount from the employee's salary.

Delay in payment of workers' salaries and compensation for late payment
So far, we have talked about delay and rush in the labor law by workers, but what if the employer is late in paying workers' salaries? Compensation for late payment of workers' salaries is one of the important issues in the labor law. Workers' claims are considered privileged debts and employers are obliged to pay them on time. In the event of a delay in the payment of salaries, the employee can seek help from dispute resolution bodies.

Competent authorities to handle disputes over delay and rush
If there is a dispute between you and your employer regarding delay and rush in the labor law, you should know that according to Article 157 of the labor law, any dispute related to wages and benefits is within the jurisdiction of the dispute resolution and settlement bodies. These labor dispute resolution bodies can decide on delays and delays and the resulting salary deductions.

Dismissal of an employee due to delays and delays; Article 27 of the Labor Code
Perhaps the most important part of delays and delays in the Labor Code is the discussion of dismissal. According to Article 27 of the Labor Code, if a worker continues to commit unjustified delays or delays after written warnings, the employer has the right to terminate the employment contract and dismiss the worker. This shows how serious delays and delays in the Labor Code can be and, if repeated, can lead to dismissal.

Frequently Asked Questions About Delays and Delays in the Labor Code
1. What is the ruling on arriving late for up to 2 hours per month?
According to the Labor Discipline Regulations, arriving late for up to two hours per month is excusable and is considered as paid leave.

2. How is early departure calculated?
Early departure is calculated exactly like late arrival and can be excused up to two hours per month.

3. Can an employer fire an employee for being late?

Yes, in the event of repeated unjustified lateness and after written warnings, the employer can take action against the employee based on Article 27 of the Labor Law.

4. How to object to a lateness and early departure fine?

The employee can submit reasons and documentation to the labor dispute resolution authorities, i.e. the dispute resolution and resolution boards.

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