Regulatory Procedure

LABOR LAWS COMPLIANCE

Small and Medium Enterprises Development Authority

Ministry of Industries & Production
Government of Pakistan
www.smeda.org.pk
HEAD OFFICE
4th Floor, Building No. 3, Aiwan-e-Iqbal Complex, Egerton Road,
Lahore
Tel: (92 42) 111 111 456, Fax: (92 42) 36304926-7
[email protected]
REGIONAL OFFICE
PUNJAB

REGIONAL OFFICE
SINDH

REGIONAL OFFICE
KPK

REGIONAL OFFICE
BALOCHISTAN

3rd Floor, Building No. 3,

Aiwan-e-Iqbal Complex,
Egerton Road Lahore,
Tel: (042) 111-111-456
Fax: (042) 36304926-7
[email protected]

5TH Floor, Bahria

Complex II, M.T. Khan Road,
Karachi.
Tel: (021) 111-111-456
Fax: (021) 5610572
[email protected]

Ground Floor
State Life Building
The Mall, Peshawar.
Tel: (091) 9213046-47
Fax: (091) 286908
[email protected]

Bungalow No. 15-A

Chaman Housing Scheme
Airport Road, Quetta.
Tel: (081) 831623, 831702
Fax: (081) 831922
[email protected]

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INTRODUCTION OF SMEDA
The Small and Medium Enterprise Development Authority (SMEDA) was established with the
objective to provide fresh impetus to the economy through the launch of an aggressive SME
development strategy. Since its inception in October 1998, SMEDA had adopted a sectoral SME
development approach. A few priority sectors were selected on the criterion of SME presence. In
depth research was conducted and comprehensive development plans were formulated after
identification of impediments and retardants. The all-encompassing sectoral development
strategy involved overhauling of the regulatory environment by taking into consideration other
important aspects including finance, marketing, technology and human resource development.
After successfully qualifying in the first phase of sector development SMEDA reorganized its
operations in January 2001 with the task of SME development at a broader scale and enhanced
outreach in terms of SMEDAs areas of operation. Currently, SMEDA along with sectoral focus
offers a range of services to SMEs including over the counter support systems, exclusive business
development facilities, training and development and information dissemination through a wide
range of publications. SMEDAs activities can now be classified into the three following broad
areas:
1.
2.
3.

Creating a Conducive Environment; includes collaboration with policy makers to devise

facilitating mechanisms for SMEs by removing regulatory impediments across
numerous policy areas
Cluster/Sector Development; comprises formulation and implementation of projects for
SME clusters/sectors in collaboration with industry/trade associations and chambers
Enhancing Access to Business Development Services; development and provision of
services to meet the business management, strategic and operational requirements of
SMEs.

SMEDA has so far successfully formulated strategies for sectors, including fruits and vegetables,
marble and granite, gems and jewellery, marine fisheries, leather and footwear, textiles, surgical
instruments, transport and dairy. Whereas the task of SME development at a broader scale still
requires more coverage and enhanced reach in terms of SMEDAs areas of operation.
Along with the sectoral focus a broad spectrum of services are now being offered to the SMEs by
SMEDA, which are driven by factors like enhanced interaction amongst the stakeholders, need
based sectoral research, over the counter support systems, exclusive business development
facilities, training and development for SMEs and information dissemination through wide range
of publications.

ROLE OF SMEDA LEGAL SERVICES CELL

The Legal Services Cell (LSC) is a part of Business Development Division of SMEDA and plays a
key role in providing an overall facilitation and support to SMEs. The LSC provides guidance
based on field realities pertaining to SMEs in Pakistan and other parts of the world.
LSC believes that information dissemination among the SMEs on the existing regulatory
environment is of paramount importance and it can play a pivotal role in their sustainable
development.

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In order to facilitate SMEs at the Micro Level LSC has developed user-friendly systems, which
provide them detail description of the Laws, and Regulations including the process and steps
required for compliance.
The purpose of this document is to provide SMEs either individuals or companies with
information pertaining to Labor Laws as applicable in Pakistan. Entrepreneurs interested in
enhancing their understanding about the procedures and rights can also use the document.

DISCLAIMER
Information in this document is provided only for general information purpose
and on an "as is" basis without any warranties of any kind . Use of this
information is at the user's sole risk. SMEDA assume no responsibility for the
accuracy or completeness of this information and shall not be liable for any
damages arising from its uses."

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COMPLIANCE UNDER LABOR LAWS

There are three categories of laws, firstly the law that regulates the relations between
employer and employee; secondly those laws that provide for compulsory levies and
thirdly those that provide for minimum standards for employees; the same are as follows:
1.
2.
3.
4.

Labor Laws regulating the Relation of Employer and Employee

Labor Laws Assigning Levies;
Labor Laws Assigning Standards for Wages;
Labor Laws Setting Standards for Work Place;

1- Labor Laws Regulating the Relationship between Employer & Employee

There is only one labor law that regulates the relationship between employer and
employee; the same is:
Industrial Relations Ordinance (IRO), 2002
The law operates in the following three areas:
Regulation of formation of trade unions;
Regulation and improvement of relations between employer and workmen;
Avoidance and settlement of any differences or disputes arising between the
employer and workmen
Applicability
The law is applicable to all persons employed in any establishment or group of
establishments or industry except those employed:
In the police or any of the defense services of Pakistan;
By the Pakistan Security Printing Corporation of the Security Papers Limited or
Pakistan Mint;
In the administration of the State other than those employed as workmen by the
Railways, Post, Telegraph and Telephone Departments
By the institutions working for the rehabilitation of the disables except those
institutions running on commercial basis;
By an institution established for payment of employees excluding those run on
commercial basis;
By an institution established for employees old age pension or for workers
welfare;
As a member of The Watch and Wards, Security or Fire Service Staff of an Oil
Refiner or of any establishment engaged in the production, transaction or

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distribution or natural gas or liquefied petroleum or gas products or of sea port or

air port; and
By the Pakistan Army directly or indirectly.
The federal government has the power to suspend the application of the Ordinance
to any establishment or industry in public interest for a period not exceeding six
months
Important definitions under the Ordinance
Employer Section 2(x):- in relation to an establishment any person or body of persons,
whether incorporated or not, who or which employs workmen in an establishment under a
contract of employment and includes any person responsible for the direction,
administration, management and control of the authority including every director,
manager, secretary, agent or office bearer, a contractor who procures labor for use by
another person or establishment.
Establishment Section 2(xi):- means any office, firm, factory, society, undertaking
company, shop, premises or enterprise which employs workmen directly or through a
contractor for the purposes of carrying on any business or industry including all its
departments and branches.
Industry Sec. 2(xvii) means any business, trade manufacture, calling service,
occupation or employment engaged in an organized economic activity of producing
goods or services for sale excluding those set up for charitable purposes.
Industrial Dispute Sec. 2(xvi) means any dispute or difference between employers
and workmen which is concerned with the employment or non-employment or the terms
of employment or the conditions of work; and is not in respect of enforcement of any
right guaranteed or accrued to workers by or under any law, other than this Ordinance, or
any award or settlement for the time being in force.
Responsibilities of Employer under IRO 2002
Not to transfer, dismiss, discharge or punish any office bearer of a trade union
during pendency of application for registration of trade union. (section 10)
To provide list of employees working for more than three months to the registrar
within 15 days of the requirements. (Section 20 (4a)
To provide for all the facilities as may be required by registrar for the conduct of
poll for determination of the Collective bargaining agent and not to interfere in
the polling for such determination. (section 20(7))
After an application for determination of collective bargaining agent is made to
the Registrar, no employer shall transfer, remove, retrench or terminate any
worker who is office bearer of any contestant trade union save with the
permission of the Registrar. (section 20(15))

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To deduct amount of subscription to the funds of trade union on request of

collective bargaining agent and deposit the same to the account of trade union.
(section21)
To provide for all the facilities as may be required for the holding of ballot for the
election of shop steward (applicable only to establishment employing fifty or
more workmen are employed (sec. 23)
To set up a Joint Works Council consisting of not more than ten members in
which workers participation shall be to the extent of forty percent and the
Convener of the Council from the management (applicable where fifty or more
workers are employed. (section 24)
To try to settle the dispute by bilateral negotiations in case of complaint as to
settlement of an industrial dispute from the employees. (section 25)
Not to declare a lock out while any conciliation proceedings or proceedings
before an arbitrator or a Labor court is pending in respect of an industrial dispute.
(section 36)
Not to discharge, dismiss or otherwise punish any workman or change his
conditions of service during pendency of proceedings before an arbitrator,
conciliator or the Labor Court or a Court of Competent Jurisdiction regarding an
industrial dispute. (section 40)
Not to remove any fixed assets of the establishment during the currency of an
illegal lock-out or a strike which is not illegal. (section 41)
To communicate his decision in writing within fifteen days of a complaint being
brought to his notice by a workman either himself, through his shop steward or
through collective bargaining agent. (section 42(2))
Not to indulge in unfair labor practices such as restraining a workman from
joining a trade union or to dismiss, discharge or punish a workman by reason of
his taking part in the activities of a trad4e union etc. (section 63)

Penalties under IRO 2002 for employer

Rs. Twenty thousand for violation of section for unlawful transfer etc
during pendency of application for registration 10.
Rs. Thirty thousand for violation of section 63 regarding unfair labor
practices.
Rs. Fifty thousand for illegal removal of stock etc. under section 41.
Rs. Twenty thousand for committing breach of settlement, award or
decision binding under the Ordinance. (section 66)
Rs. Twenty thousand for failing to implement any term of a settlement,
award or decision binding under the Ordinance and in case of continuing
failure further fine or Rs. Five thousand for every day during which the
default continues. (section 67)
Rs. Ten thousand for willful false statement submitted under the
Ordinance. (section 68)
Rs. Twenty thousand for illegal change in conditions of service etc.
under section 40. (section 69)

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Rs. Five thousand where no penalty is provided for an offence under the
Ordinance. (section 70)

Order Of Labor Court Where Termination Held Wrongful (Section 46 (5)

In case the termination of services of a workman is held to be wrongful, the labor Court
may award compensation equivalent to not less than twelve months and not more than
thirty months basic pay last drawn and house rent, if admissible, in lieu of reinstatement
of the worker in service.
2- Labor Laws Assigning Levies
Following are the labor laws assigning levies on the employers for the benefit of their
employees or workers:
Employees Old Age Benefit Act, 1976 (EOBI)
(Provincial Employees Social Security Ordinance, 1965 (ESSO)
Workers Welfare Fund Ordinance, 1971 (WWF)
West Pakistan Maternity Benefits Ordinance, 1972
Workers Children (Education) Ordinance, 1972
Companies Profit (Workers Participation) Act, 1968
Workers Compensation Act, 1923
Employees Old Age Benefit Act, 1976 (EOBI)
EOBI applies to industry or establishment employing Five or more persons directly or
indirectly. The law continues to apply even if the number of persons employed is
subsequently reduced to less than Five.
Purpose of the law
The law provides benefit to employees in the following areas:
Pension for old-age
Old Age grant
Invalidity Pension
Widows Pension
Payment of Contribution

Every registered employer is required to pay 5% of the minimum wages per

month, in respect of every person in his employment as contribution for every
employee. The department also receives 1% of the wages from the employee.
Government of Pakistan also contributes in the shape of grant to EOBI in this
respect.

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Maximum EOBI contributions after Finance Act, 2008

Sr. No.
1

Contribution
By
Employer
(sec.9)
Employee
(sec.9B)

Maximum
Contribution
5% of
Minimum
Wages
1% of
Minimum
Wages

Minimum
Wages
6000

Total
Contribution
300

6000

60

Total

360

The employer shall submit above-mentioned amount of contribution in the

designated branch of bank for a month before 15th of every next month.

Penalty for non-payment

Under EOBI there are two sorts of penalties, one is the additional amount which is
payable in case the prescribed amount is not paid until the due date. The additional
amount could go up to 50 percent of the actual amount due. In addition, EOBI also
imposes a penalty of Rs. 10,000/- or imprisonment of up to two years for the employer or
both.
Registration requirement under the EOBI
An employer to whom the Act becomes applicable is required to be registered with the
Institution within thirty (30) days from the day on which the Act becomes applicable to
such employer.
In addition such employer is also required to get registered every ensured person
employed by it.
Procedure of Registration
The employer is required to communicate to the Institution the name and particulars of
the industry or establishment in Form PR-01 and of every insured person employed
therein in Form PE-01 and in the case of Form PE-01 give the receipt appended to the
Form to the Insured Person.
The institution on receipt of such Forms, registers the name of the Industry or
establishment and the insured person and issue to the employer a Certificate of
Registration in Form P1-02 and to each insured person a Registration Card in
Form P1-03.

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Maintenance of Records and Submission of Returns by employers

Every employer must maintain and keep the following records for inspection and
verification by the Institution or its authorized officials:
i. Full particulars of all persons employed by him including the persons in his
insurable employment, their occupations, wages attendance, dates of entry and exit,
insured persons registration numbers and such other particulars as may be
necessary for the proper identification of all persons in his insurable employment;
ii. Pay roll of all persons employed showing therein full details of the disbursement of
wages to them;
iii. Duplicate copies of the returns submitted to the institution;
iv. Such other records which the employer is or may be required to maintain under the
Act or the rules or the regulations or which the institution may require the employer
to maintain from time to time
In addition every employer must submit to the Institution a quarterly return in Form
PR-02 containing full particulars of every person in his insurable employment
accompanied by receipted copies of the Contribution Payment Slips in Form PR-03 in
respect of each month of the relevant quarter, within fifteen days of the end of the
quarter to which it relates.
Quarter means a period of 3 calendar months commencing from 1 st January, 1st April,
1st July and 1st October each year.
Employees Social Security Ordinance, 1965 (ESSO)
Applicability of the Ordinance
This law applies to all classes of person, industries or establishments having five or more
employees.
Purpose of the law
The purpose of the Ordinance is to provide benefit to certain employees under the
following circumstances:

In the event of sickness

Maternity benefits
Employment injury or death
All maters ancillary to the above.

Applicability of the Ordinance

The law is applicable on employees including permanent, daily wages, contract
employees and contractors employees whose wages is up to PKR 10,000/Payment of Contribution
Establishment having 5 or more employees automatically fall under the ambit of Social
Security law as per Industrial Policy 2003, announced by the Government of the Punjab.
This amount is contribution is to be deposited on monthly basis with the ESSI. The rates
of Social Security contribution applicable in each Province is as follows:-

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Province

Social Security
Contribution

Special Tax

Sindh

6%

N.A

Punjab

N.A

Baluchistan

Flat Rate Depending

upon number of
employees
6%

NWFP

6%

2%

2%

Fixed Slab System for SMEs

Vide Punjab Industrial Policy 2003 a fixed slab system for SMEs was introduced.
According to this system SMEs employing 5 to 50 employees have been made
responsible to make payment of contributions at the rates as mentioned in schedule-1
to the ESS (Contribution) Rules, 1966. (These rates vary from Rs. 83.33/- to Rs.
198.41/-). All such establishments will not be inspected for three years so long as they
keep paying the contributions as enumerated in schedule of Punjab Social Security
(Contribution) Rules, 1966.
For establishments employing more than 50 workers falling within this scheme, no
inspection shall be carried out during the first six months of the year and contribution
shall be paid by them at the rate of 6% of the wages not exceeding Rs. 10,000/- of the
employees.
There is also a self assessment scheme applicable under which an employer may pay
Rs. 360/- as his contribution and Rs. 20/- as contribution on behalf of the employee.
A simple declaration in English or Urdu will be submitted by the employer on
monthly basis along with contribution and contribution schedule to the local and suboffices of Social Security Institution.
Mode of Submission of Returns AND Payments
As per Rule 4 (1) (i) of the Provincial Employees Social Security (Contributions)
Rules,1966, the employer is required to show the amount of contribution payable by him
as follows:
i. By submitting a form of pay roll approved by the Institution, by writing registration
numbers of the secured persons against their names as shown thereon, together with
the amount of the employers and employees contributions applicable thereto and
submit a true copy of such form to the Institution; or

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ii. By completing and submitting to the Institution a contribution schedule, available

from the local office of the Institution, at which the employer is registered and
which shall provide for the submission of such information as the Institution may,
from time to time require.

The aforesaid return is required to be submitted to the Institution within fifteen days
of the end of each month or such extended period not exceeding forty five days, as
the Institution may allow on good cause being shown for such extension, and at the
same time shall pay, the total amount of contribution shown thereon as due.

Procedure for Registration under ESSO

Within ten (10) days of the Notification, the establishment is required to file an
application for registration in the local office of ECCI on the prescribed Form R-1
indicating therein the approximate number of his employees liable to become secured
persons. It is pertinent to note that in respect of scheme under Punjab Industrial
Policy 2003, persons opting for scheme shall have only to file Declaration in the
prescribe form as noted above.
Within fifteen (15) days of the acceptance of application for registration, the
employer files with the Institution Secured Persons Registration Form (Form-R2) in
respect of each employee liable to become a secured person.
On receipt of the Secured Persons Registration Form, the Institution issues Secured
Persons Registration Card in Form-R5 (Annex-I) to the employer who shall
distribute them to each of the employees named thereon, ensuring that the signature
or thumb-print of the secured person is clearly impressed on the appropriate space on
page 01 of the Card.
Penalties
Two kinds of penalties are payable under the ESSO. One is the additional amount
payable in case of failure to pay the amount due on due date. The additional amount can
be up to 50% of the amount due. ESSO can impose a penalty up to PKR 1000/- or
imprisonment of upto three months or both.
Workers Welfare Fund Ordinance, 1971 (WWF)
Applicability
WWF is applicable to all industrial establishments whose total income is not less than Rs.
500, 000/- annually.
Purpose of the Ordinance
Money in the fund shall be used to
Establish housing estates for workers
For the welfare measures, including education, training, teaching new skills etc for
the workers.
Payment of Contribution
The rate of contribution under WWF is two (2) percent annually of the total income of
the establishment as is assessed under the Income Tax Ordinance, 2001 to which the law

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is applicable. The establishments have to deposit the amount with the income tax officer
having jurisdiction in the area, while submitting a return of total income.
Penalties
Under the WWF, the industrial establishment is fined an additional eight percent of the
amount due in case of late payment.
West Pakistan Maternity Benefits Ordinance, 1958
The law is applicable to female workers across the board within all establishments.
Purpose of the Law
To require establishment to grant mandatory benefits to women workers.
Payment of contribution
Every employer is liable for payment of maternity benefits to a female worker at the rate
of her wages last paid during the period of six weeks immediately preceding and
including the day on which the female worker delivers a child, and for each day of six
weeks succeeding the day.
Furthermore, the employee is entitled to additional six week paid leave either before or
after delivery.
Method of Payment
All payments against claims for maternity benefit shall be made in cash against receipt.
Maintenance of Record
Every employer of a factory where women are employed is required to maintain in
English or Urdu a Muster Roll in Form A (Annex-J) stating particulars about women
from whom notice of confinement is received.
Penalty
The penalty for non-compliance is PKR 500/Workers Children (Education) Ordinance, 1972

Applicability of the Ordinance

This law is applicable to establishments employing ten or more workers. The definition
of worker for applicability of this law is limited to a worker receiving PKR 3,000 per
month or less.
Purpose of the Ordinance
The purpose of the Ordinance is to raise funds for the education of the children of the
workers. The fund is required to provide educational facilities to the workers children
and assist with the improvement of schools located in or attached to the industrial
undertakings.

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Payment of Contribution
Rs. 100/- per worker per annum are payable by every employer.
Procedure for Submission of Returns
Establishments have to submit documentation about the number of employees employed
quarterly. This return is to be submitted in Form EC-1 (Annex-K) by every employer of
an establishment if the number of workers employed by him at any time during the
quarter to which the return relates, is 20 or more.
The return shall be submitted within one month of the close of each quarter of the year
and shall be accompanied by a treasury receipt or a cheque drawn on a scheduled bank
representing payment of the cess worked out at the rate of Rs. 25 per quarter per worker
shown in the return.
Social Security Institution is responsible to administer the Fund.
Penalty
No penalty is provided, however, since the law requires Social Security Institution to
collect the amount, the ESSO penalty clause may apply.

Companies Profit (Workers Participation) Act, 1968

Applicability
This Act applies to all companies which are engaged in industrial undertaking, if they fall
within any of the following categories:

50 or more workers
Have a paid up capital of not less than Rs. 2 million; or
Value of fixed assets of the company are not less than Rs 4 million

Purpose of the Act

The purpose of the law is to share profits of the company with its employees according to
their categories.
Procedure
Every company to which this Act applies is required to establish a fund and pay five
percent of its profits to the fund. The account has to be submitted to Federal Government
and the Board created under the Act, not later than nine months of the closing year.
If a company utilizes the amount of Fund for its business operations, it shall pay to Fund
for its business operations, it shall pay to the Fund interest at the rate of 2.5% above the
bank rate or 75% of the rate at which dividend is declared on its ordinary shares,
whichever is higher.
Benefit up to maximum of Rs. 6000/- is available to all employees drawing average
wages up to Rs. 5000/- per month.

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Penalty
In case of failure to pay contributions under the Act, every director, manager or other
officer responsible for the management of the affairs of the company shall be liable to
pay a sum which may extend to Rs. 5000/- and in case of continuous failure, a further
sum which may extend to Rs. 1000/- per day may be imposed.

Workmans Compensation Act, 1923

Applicability
The law is applicable to persons employed for wages of less than Rs. 3000/-.
Purpose
This Act provides compensation to be paid by employer to the workers or their legal heirs
who contract an injury, disease or death during working in an establishment.
Mode of payment of compensation under the Act
There are four categories defined under the Act for payment of compensation; the same
are:
Death resulting from injury to the worker. In this case, the heirs of the workers shall
be paid compensation of Rs. 200,000/-.
Permanent total disablement resulting from injury to worker. In this case, the worker
shall be paid compensation of Rs. 200,000/ Permanent partial disablement resulting from injury to worker. In this case the
injuries are defined under schedule I and IV of the Act and the compensation is
calculated in accordance with the proportion of the injury so defined.
Temporary disablement. In this case, a half-monthly payment is payable for the
period of disablement not exceeding five years.

Submission of Returns
Every Employer is required to submit return in the Form S (Annex-L) to the Chief
Inspector of Factories. This return shall relate to a calendar year and shall be furnished on
or before 1st February following the year to which return relates. The Return shall be
signed by:

The employer, or where there is more than one employer by any employer; or
By any person directly responsible to the employer or employers for the management
of the establishment to which it relates.

Penalty
In case of contravention, a fine up to Rs. 100/- may be imposed.
3- Labor Laws Assigning Standards for Wages

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There are three main laws dealing with payment and fixation of minimum wages:
The payment of wages Act, 1936
The minimum wages Ordinance, 1961
Pakistan minimum wages for unskilled workers Ordinance, 1969.
The Payment of Wages Act, 1936
This law regulates the payment of wages to persons employed in the industry. It provides
the time of payment of wages, mode of payment of wages and the deductions that can be
made while paying wages.
Applicability of the Ordinance
The law is applicable to all employees employed by an industry or establishment
including the executives.
Admissible Deductions under the Act
The Act provides following deductions that can be made from wages by an employer:
a) Fines;
b) Deductions for absence from duty;
c) Deductions for damages to or loss of goods expressly entrusted to the employed
person for custody, or for loss of money for which he is required to account, where
such damage or loss is directly attributable to his neglect or default;
d) Deductions for house accommodation supplied by the employer
e) Deductions for such amenities and services supplied by the employer as the
Provincial Government may by general or special order authorise;
f) Deductions for recovery of advances or for adjustment of overpayment of wages;
g) Deductions of income tax payable by the employed person;
h) deductions required to be made by order of a Court or other authority competent to
make such order;
i) deductions for subscriptions to, and for repayment of advances from, any approved
Provident Fund;
j) Deductions for payment to co-operative societies approved by the Provincial
Government or to a scheme of insurance maintained by the Pakistan Post Office; and
deductions made with the written authorisation of the employed person, in
furtherance of any war saving scheme approved by the Provincial Government.
Penalty
In case of violation of the provisions of the Ordinance or wrongful deduction, a penalty
not exceeding Ten Times the amount deducted shall be paid to the employee by the
employer.
The Minimum Wages Ordinance, 1961
This law provides machinery for the regulation of minimum rates of wages that an
establishment must follow. Under the Ordinance a Minimum Wages Board has been
constituted which recommends to the Provincial Government to fix the minimum rates of

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wages for the workers in respect of any particular industry. Upon recommendations from
the Board, the Provincial Government by notification in the official gazette, declares the
minimum rates of wages for such workers.
In the Budget 2008-09 the minimum wages of an employee has been fixed as Rs.
6000/-

Forms of Register and Records under the Ordinance

a) A Wage Register in Form 1 have to be maintained by an employer;
b) Every employers shall issue to the employees employed in any industry in respect of
which minimum rates of wages have been fixed under the Provisions of the
Ordinance, Wage Slips in Form II;
c) The employer must obtain the signature or thumb-impression of every employee on
the Wage Register;
d) Entries in the Wage Register and Wage Slips must be authenticated by the employer
or a person authorized by him in this behalf.
e) In addition, a Muster Roll in Form III must be maintained by the employer at the
place of employment in respect of all employees regarding which minimum wages
have been fixed;
Pakistan minimum wages for unskilled workers Ordinance, 1969.
The law prescribes minimum rate of wages which must be paid by an establishment to
worker and not less than that. The minimum wages fixed by the Government at present is
Rs. 6000/-. This law is applicable to every commercial and industrial establishment.
4- Labor Laws Setting Standards for Work Place
There are mainly eight labor laws setting minimum standards to be maintained at the
work place by the employer:

The Shops and Establishments Ordinance, 1965

West Pakistan Industrial and Commercial Employment (Standing Order) Ordinance
1968
The Factories Act, 1934
The Employment (Record of Services) Act 1951
The Employment of Children Act, 1991
The Apprenticeship Ordinance, 1962

The Shops and Establishments Ordinance, 1965

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Purpose of the Ordinance

The purpose of this Ordinance is to provide basic standards relating to payment of wages,
working hours, overtime, weekly holidays, sick leave, festival holidays, termination of
employment and other ancillary matters.
Applicability
The law applies to all the establishments. However, the government may grant exemption
to any establishment from the operation of the provision of this Ordinance.
Registration under the Act
Every establishment, under the Act, other than a one man shop and factories employing
clerical staff within the factory premises, is required to be registered with the Deputy
Chief Inspector for the area within which such establishment is situated.
An application for registration of an establishment shall be made by the employer in
Form A and shall be accompanied by a Treasury Challan Under Head XXXVIMiscellaneous DepartmentsG. Miscellaneous(S) Receipts under the West Pakistan
Shops and Establishment Ordinance, 1969 for an amount of

Rs.2.00 in case of an establishment employing 1 to 5 workers.

Rs. 3.00 in case of establishments employing 6 to 10 workers.
Rs. 5.00 in the case of establishments employing 11 to 20 workers.
Rs. 10.00 in case of establishments employing more than 20 workers

Records and Registers under the Act

Every employer is required to maintain following Records and Registers under the Act:
a) Register of Employment and remuneration in Form IV
b) Register of Leave in Form V
c) Inspection Book in Form VI (for establishments excluding shops)
Weekly Holidays in Establishments
Every establishment must remain close for one day in a week.
In addition every employ shall be entitled for a one day holiday in a week (other than
annual, casual or sick leaves) and such holiday may be on the day on which the
establishment is closed. The day on which an establishment may be entirely closed shall
be either Friday or Sunday.
Other Leaves under the Act
Annual Leave
Fourteen (14) days with full wages. Any leave not allowed shall be
added to succeeding years leave up to maximum of 30 days. Provided that
encashment of the leave during service is not allowed.
Casual Leave
Ten (10) days with full wages in a calendar year but not to be
granted for more than three days at a time and shall not be accumulated.
Sick Leave
Eight Days in every year with full wages. If not availed,
may be carried forward but total accumulation of such leave shall not exceed sixteen
days at any one time.

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Festival holidays Ten (10) days in a year with full wages. The days and dates for
such festival holidays shall be notified to employees by the employer in the beginning
of the calendar year.
Penalties
The Ordinance provides two kinds of penalties, one for violation of the provisions
pertaining to weekly holidays, number of working hours, termination without notice, and
employment of children in an establishment, the amount of penalty for such violations is
three months imprisonment or with fine which may extend to Rs. 250 for the first offence
and Rs. 500 for subsequent offence. For other offences, imprisonment of 3 months and
fine up to Rs. 150 and for subsequent offence Rs. 250 or both may be imposed.

West Pakistan Industrial and Commercial Employment (Standing Orders)

Ordinance, 1968
Purpose of the Ordinance
The purpose of the Ordinance is to provide minimum service conditions for certain
establishments as specified by the Ordinance. This law also provides specification of
terms and conditions of service by employer like issuance of tickets to a permanent
workman, publication of working time, holidays, pay days, rate of wages, provision of
terms and conditions of service in writing etc.
Applicability
This law applies to every industrial or commercial establishment wherein twenty or more
workers are employed.
Definition of Workman under the Ordinance
Means any person employed in any industrial or commercial establishment to do any
skilled or unskilled, manual or clerical work for hire or reward.
Classification of Workmen in Standing Orders
Permanent
Probationers
Badlis,
Temporary
Apprentices
Important Standing Orders
Tickets/cards shall be given to every workman showing his or her nature of
employment.
Terms and conditions of service be provided in writing to an employee at the time of
appointment, transfer or promotion.

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The periods and working hours for all classes of workmen be exhibited in Urdu and
in the principle language of workmen on notice boards at or near the main entrance of
the establishment and shopkeepers office, if any.
Notice specifying the (a) pay days and (b) holidays shall be pasted on the notice
board.
Notice specifying the rates of wages payable to all classes of workmen be displayed
on the notice board.
In case of shift working, no shift working shall be discontinued without notice of one
month. However, no such notice is necessary where no permanent employee shall be
discharged as a result of such discontinuance of shift. In case of discharge of service
of an employee, regard must be had to the length of their service, those with the
shortest term of service being discharged first i.e. last in first out.
Annual holidays, festival holidays, casual and sick leave shall be as provided in
Factories Act, 1914; and
Other holidays in accordance with the law, contract, custom and usage.
Group Incentive Scheme: To provide incentive for greater production to group of
workmen in the factory. Such incentive shall be additional wages or additional leave
with wages or in both such forms. However, this provision is applicable to industrial
establishments where fifty or more workmen are employed.
Compulsory Group Insurance: Every employer is required to have all the
permanent workmen insured against natural death and disability and death and injury
arising out of contingencies not covered by the Workmens Compensation Act, 1923
or the Provincial Employees Social Security Ordinance, 1965.
Payment of Bonus: Every employer earning profit in any year shall pay for that year
within three months of the closing of that year to the workmen who have been in his
employment in that year for a continuous period of not less than ninety days bonus in
addition to the wages payable to such workmen which shall be up to one months
wages.
Termination of Employment: One months prior notice or one months wages in
lieu of such notice be given for termination of employment for any reason other than
misconduct by employer or the workman as the case may be.
Payment of Gratuity: To be paid in case a workman resigns or his services are
terminated for any reason other than misconduct. The gratuity shall be paid
equivalent to one month wages calculated on the basis of the wages admissible to
him in the last month of service if he is a fixed-rated workman or the highest pay
drawn by him during the last twelve month if he is a piece-rated workman for every
completed year of service or any part thereof in excess of six months. PROVIDED
that the provisions of this Standing Ordinance shall not apply in the first instance, to
any industrial establishment wherein not more than forty-nine persons were employed
on any day during the preceding twelve months except notified by the Government.

Penalties
Penalty for violation of any provision of the standing orders may be up to Rs. 5000 and in
case of continuous violation up to Rs. 200 for every day to which default continues.

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The Factories Act

Purpose of the Act
The purpose of the Act is to regulate and standardize the condition in factories falling
under the Act. The categories regulated are,
(a) basic standards for health and safety
(b) disposal of waste
(c) ventilation and temperature
(d) dust and fume
(e) overcrowding
(f) lighting
(g) availability of drinking water
(h) toilet facilities
(I) compulsory vaccination
(j) provision of canteens
(k) precaution in case of fire
(l) fencing of machinery
(m) working hours.
This law is very comprehensive and covers almost all the aspect of a healthy working
environment.
Applicability of the Act
The law applies to all factories employing 10 or more workers.

Definition of Worker under the Act:

Means a person employed directly or indirectly or through an agency whether for wages
or not, in any manufacturing process, or in cleaning any part of the machinery or
premises used for a manufacturing process, but does not include any person solely
employed in any other kind of work whatsoever, incidental to or connected with the
subject of manufacturing process, but does not include any person solely employed in a
clerical capacity in any room or place where no manufacturing process is being carried
out.
Notice to Inspector before Commencement of Work
Before the commencement of work in a factory, the occupier thereof is required to give a
written notice in Form A to the labor Inspector.
Penalties
The law provides different penalties for different offences which may vary from PKR 25
to Rs. 1000.
Working Hours and Weekly Holidays in Factories

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Weekly hours: No worker shall be allowed to work for more than forty eight hours
in any week, or where the factory is seasonal one, for more than fifty hours in any
week.
Weekly holiday: Shall be Sunday; however, a worker may be allowed or required to
work on Sunday if he had or will have a holiday for a whole day on one of the three
days immediately before or after that Sunday.
Compensatory holidays: Where a worker is deprived of any of the weekly holidays
as a result of the passing of an order or the making of a rule under the Provisions of
this Act exempting the factory or the workers from weekly holidays, such worker
shall be allowed as soon as circumstances permit, compensatory holidays of equal
number to the holidays so lost.
Daily Hours:
Nine hours in a day ordinarily which may be extended to ten hours
in a seasonal factory.
Intervals for rest: One hour or two intervals of half an hour each.
Notice of Period of Work: To be displayed and correctly maintained in the factory
and copy of such notice be sent to Inspector.
Register of Adult Workers: Must be maintained showing the name, age, nature of
work, the group, if any, of workers etc.
Annual Holidays: Fourteen (14) days with full wages after completion of 12 months
continuous service. Any leave not allowed shall be added to succeeding years leave
up to maximum of 28 days.
Casual Leave
Ten (10) days with full wages in a calendar year but not to be
granted for more than three days.
Festival holidays: Entitlement as declared by the Provincial Government.
Sick Leave
Sixteen (16) days on half average pay in a year.

The employment (Record of Services) Act, 1951

Purpose of the Act
The Act requires employers to maintain records of personnel employed in different
classes of employment.
Applicability/Procedure of the Act
It applies to all employers and employees in areas specified by provincial Government.
Employers are required to maintain a service book on each employee. However, on
termination of the employment, the service book is to be handed over to the employee.
Details of employment record covered in the service book are:

Scale of pay or rate of wages

Any increment in wages
Record Keeping for transfer of employment
Grant of leave other than casual leave
Discharge, dismissed or has resigned or retired from employment
Any fine or punishment.

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Penalties
Under this Act both employer and employee can be liable. In case employer violates the
provisions of the Act, it shall be punishable with fine which may extend to Rs. 50 and in
case of employee, he shall be liable for a fine extending to Rs. 5.
The Employment of Children Act, 1991
This Act imposes ban on employment of children in certain occupations and regulates
working conditions of children (aged 14 years) where they are allowed to work.
Applicability
The law applies to all the establishments through out Pakistan.
Working Hours
Under the Act, following working hours have been fixed for employment of children:
In a workshop factory or a Farm
up to 05 hours
In a shop or commercial establishment
up to 06 hours
Notice to Inspector
Every employer or establishment which employs any child is required to give notice of
such employment to the Inspector within whose jurisdiction such establishment is
situated. Such notice must be given within thirty days of the commencement of such
employment and must contain the following particulars:
a) The name, location and address of the establishment;
b) The name of the person in actual management of the establishment;
c) The address to which the communications relating to the establishment should be
sent; and the nature of the occupation or processes carried out in the establishment.
Maintenance of Register
Under the Act, every employer is required to maintain a register in respect of children
employed or permitted to work by such employer. The register must be available for
inspection by an Inspector at all times during working hours showing:
a) The name and date of birth of every child so employed or permitted to work;
b) Hours and periods of work of any such child and the intervals of rest to which he is
entitled;
c) The nature of work of any such child; and
d) Such other particulars as may be prescribed by the Government.
Penalties
Imprisonment up to one year or fine up to Rs. 20,000/- or both for violation of the
provisions of the Act.
The Apprenticeship Ordinance, 1962

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Purpose of the Act

To promote and regulate systematic apprenticeship programs in Pakistan and for securing
certain minimum standards of skill.
Applicability of the Ordinance
The law is applicable to industrial establishments having fifty or more employees. It
requires that an industrial establishments having more than fifty workers must train
apprentices in a proportion not less than 20% of persons employed. The incentive is
given in the form of income tax relief.
Payment of Stipend
The law requires payment of stipend to apprentices by the employer in following terms:
Year 01
Year 02
Year 03

50% of the wages of a skilled worker

60% of the wages of a skilled worker
70% of the wages of skilled worker

Provided that the working hours, leaves and holidays will be the same as are admissible
to other employees of the undertaking.
Record Keeping
Under the Act, the employer is required to maintain proper records of the apprentices and
his training program. Such record may be inspected by the competent authority at any
reasonable time.
Penalties
Imprisonment up to six months or fine up to Rs. 10,000/- or both and in case of
continuing offence Rs. 200 per day.

LEGAL SERVICE CELL

Small and Medium Enterprise Development Authority (SMEDA)

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