Xodimning ish haqi belgilangan ish haqi yoki o'xshash ish haqi bo'lishi mumkin. Belgilangan ish haqi shartnoma tuzilgan paytda aytilgan va aniqlangan ish haqidir. U belgilangan ish haqi hisoblanadi, masalan, ma'lum bir darajadagi amaldorlar yoki ma'lum bir zavodda ishlaydigan mehnatkashlar kabi, ularning har biri o'z ish haqini biladi, bunda zavod mehnatkashining ish haqi yaxshi ma'lum bo'ladi. Shunday ekan, agar mehnatkashlar yoki amaldorlar ishga olinib, ularning ish haqi nomi aytilsa, unda nomi aytilgan narsa ularning ish haqi hisoblanadi. Agar ularning ish haqi nomi aytilmagan bo'lsa, u ma'lum bo'ladimi-yo'qmi, shuni ko'rib chiqiladi: agar ma'lum bo'lsa, ular shunga muvofiq beriladi va u belgilangan ish haqi hisoblanadi; agar ma'lum bo'lmasa, ularga o'xshash ish haqi beriladi.

The wage of the employee can be a mentioned wage, and it can be a comparable wage. As for the mentioned wage, it is the wage mentioned and specified at the time of the contract. It is considered as the mentioned wage, the workers who each know their wage like officials in a specific grade or labourers in a specific factory where the wage of its labourer is well known. Hence if labourers or officials are used and their wage is named, so that which is named is their wage. If their wage is not named, it is considered whether it is known so it is given to them and is considered a named wage; if it is not known, they are given the comparable wage.

Muvofiq ish haqi — bu o‘xshash ish va o‘xshash ishchining haqi yoki faqat o‘xshash ishchining haqidir. Muvofiq ish haqini baholash tajribali kishilar tomonidan amalga oshirilishi kerak, tajribali kishilar esa ishchining shaxsiyatini hisobga olgan holda haqni belgilashi lozim. Muvofiq ish haqini baholashda uch masalaga e’tibor berilishi kerak: Birinchi: agar haq manfaat evaziga berilgan bo‘lsa, manfaati ijaraga olingan narsaning manfaatiga teng bo‘lgan narsaga qarash lozim.

The comparable wage is the wage of comparable work and the comparable worker, or the wage of the comparable worker only. The estimation of the comparable wage must be by those with experience, and the people of experience must specify the wage by looking into the personality of the employee. While evaluating the comparable wage, three matters must be looked into:- One: If the wage came upon benefit, to look into the thing whose benefit is equivalent to the benefit of the hired (thing).

Agar foyda ish orqali kelgan bo'lsa, o'sha ishdagi xodimga o'xshash shaxsni ko'rib chiqish kerak, ya'ni ishni va ishchini ko'rib chiqish kerak.

Two: If the benefit came upon work, to look into the person similar to the employee in that work i.e. to look into the work and worker.

Uchinchisi: ijara shartnomasining vaqti va joyiga qarash, chunki ish haqi foydaning, ishning, vaqtning va joyning farqiga ko'ra turlicha bo'ladi.

Third: To look at the time and place of the lease because the wage differs according to the difference of benefit, work, time and place.

Muvofiq ish haqining bilimi tajriba o'tkaziladigan joyga bog'liq bo'lgani uchun, da'vogar uni isbotlash uchun dalil keltirishi joiz emas. Aksincha, tajribali kishilar uni manfaatdorliksiz baholashlari shart, shuning uchun ikki tomon ularni o'zaro rozilik bilan tanlaydi. Agar ikkovi biror kishi ustida kelishmasa, unda sudya ularni tanlab beradi.

The knowledge of the comparable wage depends upon the place of experience, so it is not permitted for the claimant to establish evidence upon it. Rather it is obligatory for experienced people to evaluate it free of self-interest, so the two disputing parties choose them by consent. If the two do not agree upon some one, then the judge chooses them