Ish yoki mehnat shartnomasi, ya'ni ishning foydasi va shaxsning foydasi bilan bog'liq bo'lgan shartnoma, xodimga tegishlidir. Xodim — o'zini ijaraga beruvchi kishidir. Shariat insonni o'zidan keladigan foyda, masalan, xizmat va shunga o'xshash narsalar uchun, yoki uning mehnatidan keladigan foyda, masalan, bo'yoqchilik, bo'yash, muhandislik va shunga o'xshash ishlar uchun ijaraga olishni ruxsat bergan. Ijara shartnomasini tuzish uchun ikki tomonning ehliyatli bo'lishi shart: ularning har biri aqlli va farqlay oladigan bo'lishi kerak. Aqli noqis kishini ijaraga olish yoki ijaraga berish shartnomasi tuzilmaydi, balog'atga yetmagan bolani ijaraga olish ham tuzilmaydi. Agar ijara shartnomasi tuzilsa, uning haqiqiy bo'lishi uchun ikki tomonning roziligi shart. Shartnoma ustida kelishilgan narsa, ya'ni foyda, nizoga yo'l qo'ymaydigan darajada ma'lum bo'lishi kerak. Xodimga tegishli xizmatning bunday ma'lumligi ba'zan muddatni aniq ko'rsatish orqali, ba'zan foydani cheklash orqali, ba'zan talab qilinadigan ishni batafsil tavsiflash va xodim nima qilishini yoki qanday ishlashini belgilash orqali amalga oshiriladi. Shunga ko'ra, majburlangan kishini ijaraga olish to'g'ri emas, noma'lum foydani ijaraga olish ham to'g'ri emas.

The contract of hiring or employment which came upon the benefit of work and the benefit of the person is the one which relates to the employee. The employee is one who hires himself. The Shar’a has permitted the hiring of the human being for a benefit resulting from him like service and the like or the benefit resulting from his work like painting, dyeing, engineering and the like. In order to contract the hiring, the fitness of the two contractors is a condition for its contracting such that each of the two should be sane and possessing discretion. The hiring of the insane is not contracted, nor the hiring of an immature child. If the hiring contracts, the consent of the two contractors is a condition of its validity, and that which is contracted upon— which is the benefit—be known in a way that prevents dispute. This knowledge of the service, in relation to the employee, at times is by explaining the period, at times by limiting the benefit or describing the required work in a detailed description and specifying what the employee will do or specifying how he will work. Accordingly, hiring the compelled person is not valid nor is the hiring of an unknown benefit valid.