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.
How is gratuity calculated in Pakistan?
Under the standing orders that apply to most commercial and industrial establishments, a worker who completes more than one year of service is entitled to gratuity of thirty days' wages for each completed year, or part of a year over six months, unless a provident fund is provided instead. Contracts can offer more but not less.
Does gratuity law apply to private sector employees in Pakistan?
Yes, where the establishment is covered by the standing orders legislation, which applies to a wide range of private commercial and industrial employers. Coverage depends on the type of business, the number of workers and the worker's classification, so the specific employer and province need to be checked.
How do I file a complaint in the labour court in Pakistan?
A worker usually starts by sending a written grievance notice to the employer within the time limit set by the applicable industrial relations law, generally ninety days from the cause of complaint. If the employer does not resolve it, the worker can apply to the labour court within a further short period.
What should a termination letter in Pakistan include?
It should state the effective date, the ground for termination, and whether notice pay or wages in lieu are being paid, together with final dues such as gratuity and leave encashment. Where termination is for misconduct, the letter should follow a proper inquiry, because dismissal without due process is frequently overturned.
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.