Pakistan, located in South Asia, is bordered by India to the east, China to the northeast, Afghanistan to the north and west, Iran to the southwest, and the Arabian Sea and the Gulf of Oman to the south. The northern and western highlands of Pakistan contain the towering Karakoram and Pamir mountain ranges, which include some of the World’s highest peaks: K2 (8,611 meters) and Nanga Parbat (8,126 meters). The 1,000 miles long (1,609 kilometers) Indus River and its tributaries flow through the country from the Kashmir region to the Arabian Sea. Pakistan is divided into 113 districts. Agriculture, now no longer the largest sector, contributes roughly one-fifth of GDP, while manufacturing provides about one-sixth. Textiles account for most of Pakistan’s export earnings. Trade and services, which combined constitute the largest component of the economy, have grown considerably.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Pakistan.
Pakistani Rupee (PKR, Rs)
Languages spoken :
Urdu and English
225.2 million (2021 est.)
Minimum wage 2022 :
PKR 20,000 Monthly (Federal)
Cost of Living index :
$ (139 of 139 countries)
Payroll Frequency :
VAT - standard rate :
GDP - real growth rate :
5.3% (2021 est.)
When hiring new employees in Pakistan through WorkMotion, the approximate onboarding time is only 4 business days. This time may be affected for events beyond our control at present.
Our team ensures compliance with local employment legislation, as well as a quick and efficient onboarding process. The minimum onboarding time begins from the moment that WorkMotion has received all required information from both the client and the employee.
For more complex onboardings, this time may increase depending on the selected bouquet of contract inclusions and the right-to-work status of the employee.
The maximum number of working hours in a week is 48 hours. The daily limit of working hours is nine hours including breaks. No work period can exceed six hours before an interval for the rest of at least one hour is granted, or it should not exceed five hours before an interval for rest of at least half an hour, or for more than eight hours before at least two such intervals have been granted.
If a worker works for more than nine hours in any day or for more than 48 hours in any week, they are entitled in respect of the overtime worked to be paid at the rate of twice their ordinary rate of pay.
A probationer is defined as a workman who is provisionally employed to fill a permanent vacancy in a post and has not completed three months of service therein. No probationer is entitled to any notice if their services are terminated by the employer, nor is any such workman required to give any notice or pay wages in lieu thereof to the employer if they leave employments of their own accord.
The termination notice periods are as follows:
|Termination Cause||Notice Period|
|Any reason other than misconduct by employer or employee||1 month|
(May be paid in lieu)
|Dismissal due to alleged misconduct||1 month from the date of such misconduct to give an opportunity to explain the alleged circumstances.|
|The failure of plant, a temporary curtailment of production, or any stoppage of work.|
Every worker who has completed a period of 12 months continuous service in a factory is allowed, during the subsequent period of 12 months, holidays for a period of 14 consecutive days.
If a worker fails in any one such period of 12 months to take the whole of the holidays allowed to them, the remaining period is added to the holidays to be allowed in the succeeding period of 12 months. However, the total number of holidays that may be carried forward to a succeeding period cannot exceed 14.
Sick leave varies between provinces.
|Federal||16 days with half average pay|
|Sindh||16 days with full average pay|
|Khyber Pakhtunkhwa (North-West Frontier province)||16 days with half average pay|
|Punjab||8 days with full average pay|
|Balochistan||8 days with full average pay|
|Gilgit Baltistan||Not specified yet in labor legislation as the province is newly included in Pakistan.|
|Azad Jammu and Kashmir||8 days with full average pay|
Women employees of public and private establishments under federal law get paid maternity leave of:
|Birth||Number of Days|
|First||180 days (six months)|
|Second||120 days (four months)|
|Third||90 days (three months)|
Male employees of public and private establishments under federal law get paid paternity leave of 30 days.
Every worker is entitled to casual leave with full pay for 10 days in a year. Such leave is not ordinarily granted for more than three days at a time and is not accumulated. Casual leave is granted upon contingent situations such as sudden illness or any other urgent purpose. It should be obtained on a prior application unless the urgency prevents the making of such an application.
Under agreements made with the Collective Bargaining Agent, employees who proceed on pilgrimage i.e., Hajj, Umra, Ziarat, are granted special leave up to 60 days. This benefit varies as per the applicable collective bargaining agreement.
Employer contribution is 6% of monthly payroll. In Balochistan, the employer contribution goes up to 7% of monthly payroll up to PKR 5,000.
The employer’s contributions also finance work injury benefits.
Private-sector employees and household workers with monthly earnings up to PKR 18,000 or PKR 22,000 in Punjab province are covered.
Eligibility for benefits does not cease upon leaving covered employment.
Employers’ contribution of 6% and employees’ contribution of PKR 40 of monthly roll for sickness, maternity, and work injury benefits fund these benefits.
Private-sector employees and household workers with monthly earnings up to PKR 18,000 or 22,000 in Punjab province are covered. Employees of firms with at least 10 workers are eligible.
The labor code requires employers with at least 20 employees to provide a severance payment of the employee’s last 30 days of wages for each year of employment. Apart from this regulation, there are no unemployment benefits for employees. However, the scope for a regular ‘Unemployment Insurance / Unemployment Benefit’ program that is capable of providing any support to the laid-off/unemployed workers in case of any natural or human-made calamity – including benefits to the health workforce is being analyzed.
Employer contributes 5% of the monthly minimum wage while employees contribute 1% of their monthly salary towards old age, disability, and survivors pension. Employees from Sindh province do not pay any contribution.
Old-age Pension is paid to beneficiaries of age 60 (men) or age 55 (women) with at least 15 years of contributions. Covered employment may continue. 2% of the insured’s average monthly earnings in the last 12 months multiplied by the number of years of contributions is paid.
The survivor benefits are funded from the old-age pension contributions.
The deceased was in covered employment at the time of death and had at least 36 months of contributions; or received or was entitled to receive an old-age or disability pension. Spouse’s Pension, Orphan’s Pension, Dependent Parent’s Pension are paid.
A widow in covered employment may receive a lump sum of up to 130 times her daily earnings on the date of her husband’s death .
A lump sum of 30 days of the sickness benefit is paid to an eligible widow(er) or the person who paid for the funeral. The minimum death grant is PKR 1,500.
Survivor Grant (employer liability)
A lump sum of PKR 200,000 (PKR 300,000 in Khyber Pakhtunkhwa, PKR 400,000 in Punjab, or PKR 500,000 in Sindh) is paid.
The information contained in this Country Guide is provided for informational purposes only and should not be construed as legal advice on any subject matter. The contents of this Country Guide contain general information and may not reflect current legal developments or address your situation. You should not act or refrain from acting on the basis of any content included in this Country Guide without seeking the advice or representation of a licensed attorney. WorkMotion Software GmbH disclaims all liability for actions you take or fail to take based on any content included in this Country Guide.
Information provided in this Country Guide is provided “as is” without warranty of any kind, either express or implied, including without limitation warranties of merchantability, fitness for a particular purpose, or non-infringement. WorkMotion Software GmbH periodically adds, changes, improves, updates, or removes information without notice, and assumes no liability or responsibility for any errors or omissions in the contents of this Country Guide. This Country Guide may contain links to other websites. WorkMotion Software GmbH disclaims all liability for the privacy practices or the content of such websites.
31st May – 11AM CEST.
During the webinar, we will discuss the employer risks
related to temporary work from abroad!