Labour laws in Pakistan are designed to protect the rights of employees and ensure fair treatment in workplaces. These laws regulate employment conditions, wages, working hours, health and safety, social security, and dispute resolution. Whether you are an employer or an employee, understanding Pakistan’s labour laws is crucial for compliance and protection.
In this article, our labour law services experts will guide you through key aspects of labour law practice in Pakistan, covering essential rights and regulations under the Constitution of Pakistan.
Labour Law Practice in Pakistan
Labour laws in Pakistan are governed by various legislations, including the Industrial Relations Act, the Factories Act, the Shops and Establishments Ordinance, and the Workmen’s Compensation Act. These laws outline the legal framework for employment, ensuring that workers receive just treatment and protection.
Our labour lawyer specialists provide expert guidance on employment contracts, dispute resolution, and regulatory compliance, helping businesses and employees navigate the complexities of labour laws.
Labour Laws Under the Constitution of Pakistan
The Constitution of Pakistan ensures the protection of labour rights. Key provisions include:
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Article 11: Prohibits forced labour and child labour.
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Article 17: Grants workers the right to form trade unions.
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Article 18: Ensures freedom of trade and occupation.
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Article 25: Guarantees equality before the law.
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Article 37(e): Ensures maternity benefits and prohibits employment of children and women in unsuitable conditions.
Our labour law services cover legal compliance to help employers align their policies with constitutional provisions.
Annual Leave and Holidays
Under the Factories Act, 1934, employees are entitled to:
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Fourteen (14) days of paid annual leave after completing 12 months of service.
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Casual leave (usually 10 days per year) for unforeseen circumstances.
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Sick leave (up to 16 days per year) with full or partial pay.
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Public holidays, including religious and national holidays, as per government notifications.
Employers must adhere to these regulations to avoid legal penalties, and our labour lawyer team ensures compliance with leave policies.
Pay on Public Holidays
Employees working on public holidays are entitled to:
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Double the regular wage or
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A substitute holiday with full pay
Non-compliance with this regulation may lead to penalties. Our labour law services help businesses manage wage policies effectively.
Compensation for Workplace Injuries
The Workmen’s Compensation Act, 1923 mandates compensation for workers injured or disabled during employment. Employers are legally obligated to provide financial relief in case of:
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Temporary or permanent disability
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Medical treatment costs
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Compensation for dependents in case of death
Our labour lawyer experts assist employees in claiming compensation and help businesses handle legal claims properly.
Overtime Compensation
Employees working beyond regular hours (8 hours per day) are entitled to:
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Overtime pay at twice the normal wage under the Factories Act, 1934.
Employers failing to comply with overtime laws may face legal action. Our labour law services ensure that businesses manage overtime pay correctly.
Sexual Harassment at Workplace
The Protection Against Harassment of Women at the Workplace Act, 2010 safeguards employees from workplace harassment. Key provisions include:
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Formation of internal inquiry committees in organizations.
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Legal action against harassers, including fines and imprisonment.
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Compensation for victims of workplace harassment.
Employers must implement harassment policies, and our labour lawyer professionals assist in compliance and legal proceedings.
Health & Safety Regulations
Employers must ensure:
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Safe working conditions as per the Factories Act, 1934.
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Provision of protective gear in hazardous environments.
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Fire safety measures and medical facilities.
The failure to comply with health and safety laws can lead to severe penalties. Our labour law services help businesses implement proper safety protocols.
Labour Inspection System
The Labour Inspection System ensures compliance with employment laws. Inspectors monitor:
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Workplace safety and hygiene
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Compliance with wage laws
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Working conditions
Our labour lawyer team assists businesses in preparing for inspections to avoid penalties.
Social Security for Workers
The Employees’ Social Security Ordinance, 1965 provides workers with:
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Medical benefits
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Maternity benefits
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Pension schemes
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Disability compensation
Employers must register workers with social security institutions to provide these benefits. Our labour law services guide businesses on compliance with social security laws.
Child Labour Laws in Pakistan
The Employment of Children Act, 1991 strictly prohibits child labour under the age of:
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14 years in any employment
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18 years in hazardous occupations
Employers found guilty of child labour face heavy penalties. Our labour lawyer specialists ensure businesses follow ethical employment practices.
Fair Treatment at Workplace
Employees are entitled to:
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Equal pay for equal work under the Equal Remuneration Act.
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Non-discriminatory hiring and employment practices.
Our labour law services help organizations maintain workplace equality and fairness.
Maternity Rights and Work
Under the Maternity Benefits Ordinance, 1958, women employees are entitled to:
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Paid maternity leave of 12 weeks.
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Job security during and after pregnancy.
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Medical benefits during maternity.
Employers violating maternity rights face legal consequences. Our labour lawyer team helps businesses implement maternity-friendly policies.
Expert Labour Law Services in Pakistan
Understanding and implementing labour laws in Pakistan is essential for both employers and employees. With expertise in labour law practice in Pakistan, our labour lawyer team offers legal guidance on:
✔ Employment contracts and workplace policies
✔ Dispute resolution and legal representation
✔ Compliance with labour laws and inspections
✔ Employee rights and benefits
For professional labour law services, contact our expert labour lawyer team today and ensure legal compliance while protecting your workplace rights.
