The firm advises employers on the structure of their workforce arrangements and represents both employers and employees in contentious matters. Much employment litigation in Pakistan follows from documentation that was never properly drawn up in the first place, and the cheapest intervention is usually the earliest one.
We act in termination and grievance proceedings, in industrial relations matters involving unions and collective bargaining, and in proceedings before the Labour Courts, the National Industrial Relations Commission and the appellate tribunals.
What we do
- Employment contracts, service rules and staff handbooks
- Termination, retrenchment and redundancy advice
- Grievance and disciplinary proceedings
- Industrial relations, unions and collective bargaining agreements
- Proceedings before the Labour Courts and the NIRC
- Workmen's compensation and social security matters
- Sexual harassment inquiries under the applicable legislation
- Restrictive covenants and confidentiality obligations
How we work
Matters in this area are handled by senior counsel from first instruction to final order. We give a candid view of the merits at the outset — including where a claim is not worth running — and agree fees before work begins rather than after.
If your matter touches more than one of our practice areas, it will be dealt with by the same team rather than passed between departments.
Common Questions
Labour & Employment: frequently asked
Can an employee in Pakistan be dismissed without notice?
Only in defined circumstances, typically involving misconduct established after a proper inquiry. Dismissal without notice or due process is a frequent cause of successful grievance claims, and the standing orders applicable to the establishment usually govern the procedure.
Enquiries
Discuss a labour & employment matter.
An initial consultation carries no obligation, and we will tell you plainly whether the firm is the right one for the matter.