The present Law is applied to all enterprises, that have been registered in the Azerbaijan Republic in the legally established order, and operating on the territory of the Azerbaijan Republic and outside independent of the form of property or organisational-legal form. The effect of the present Law extends to all persons, executing labour functions at home from raw materials, production means of the enterprise. The present Law is applied at the working places, found in the Azerbaijan Republic by the corresponding foreign states, their citizens or corporate bodies, international organisations, as well as persons without citizenship, and operating in the legally established order, unless otherwise stipulated by the provisions of treaties of the Azerbaijan Republic with foreign states and international organisations. The effect of the present Law extends to government employees with consideration of peculiarities of the legislation about government service. Labour rights of employees and the minimum level of guarantees connected with them are provided with the normative-legal acts, enumerated in the article 3 of the present Law.
Labour relations appear at the conclusion of the individual labour contract.
It is inaccessible to include into the individual contract the terms, worsening the state of the employee as compared with the acting legislation, collective contract or collective agreement. The material damage, caused to the employee as a result of application of the said conditions, is recompensed in the obligatory order and in the full amount. During the appearance, change and termination of labour relations it is strictly prohibited to display any discrimination in relation to employees in connection with their citizenship, male, race, nationality, language, place of residence, property status, social origin, age, marital status, religion, political views, belonging to trade unions or other public organisations, business viewpoint, convictions or other factors, not connected to business qualities, labour results, professional skills, as well as direct or indirect establishment of privileges and restriction of rights on the basis of the said factors. Privileges, established by the labour contracts to women, the disabled, minors and persons in need of social protection, are not considered to be a discrimination. The employee, whose rights are restricted during labour relations or who is otherwise disrciminally treated, is entitled to apply to court.