Leaving the workplace without the intention of returning is an act known as job abandonment.In contrast to the relative prevalence of this practice among the labor community, job abandonment has not been very popular with lawmakers as well as legal scholars.The only regulation related to job abandonment is Instruction No.17of the Deputy Minister of Labor Relations of the then Ministry of Labor and Social Affairs, approved on 03/16/1391,and the fourth and fifth paragraphs of this instruction were also annulled by the rulings of the Administrative Court of Justice.Therefore,the present study sought to express the conditions for the realization of job abandonment and its most important effects.This study showed that in order to fulfil job abandonment, the sum of several conditions is necessary.The existence of a valid permanent contract between the worker and the employer can be considered as the first condition for fulfil job abandonment.Also the absence of the worker in the workshop and leaving the workplace can be mentioned as the most important condition and material element of job abandonment.Of course,the worker's absence from the workplace can result in job abandonment if it is consistent with the intention of terminating the labour contract and dissolving it.Finally,the delay in the worker's actions on the existence of a legal license also causes the non-fulfillment of job abandonment.However,the sum of the aforementioned conditions leads to the realization of job abandonment, which also leads to effects such as the dissolution of the labor contract and the availability of compensation from the abandoned worker