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Hiring employees in Pakistan can be challenging due to evolving labor regulations, tax codes, and contractual obligations. Aniday's Employer of Record (EOR) service helps you legally employ workers in Pakistan without needing a local entity—while ensuring compliance with Pakistan's Labor Code.
As your Employer of Record, Aniday becomes the legal employer of your Pakistani staff. We manage labor contracts, payroll, personal income tax (PIT), compulsory insurances, and ensure full compliance with Pakistan's employment laws. You retain full control over daily operations. If you already have a legal entity in Pakistan, you might need Professional Employer Organization (PEO) services in Pakistan instead.
Comprehensive compliance and support tailored specifically for Pakistan's market
Full adherence to Pakistan's comprehensive labor regulations, including minimum wage requirements, working hours, and termination procedures.
Assistance with finding and managing office space, sourcing and buying devices, and handling employee reimbursements.
Comprehensive handling of all mandatory requirements including personal income tax, provident fund contributions, and gratuity calculations.
Begin hiring in Pakistan immediately without the time and cost of establishing a local subsidiary or navigating complex registration processes.
Streamlined employee registration with authorities, tax code setup, and ongoing support to ensure smooth operations from day one.
Deep understanding of Pakistani business culture, labor practices, and regulatory environment to ensure successful operations.
A streamlined approach to compliant hiring in Pakistan with step-by-step guidance
Consultation
We align on your hiring goals and role specifics, understanding your business needs and compliance requirements for Pakistan.
Contract Setup
Employment contracts drafted and signed in compliance with Pakistan labor law requirements.
Employee Onboarding
Register employee with authorities, set up tax ID, provident fund, and all required documentation for legal employment.
Pakistan has no single national minimum wage. The garment sector (RMG) has a minimum wage of PKR 32,000/month (from 2023), EPZ workers receive PKR 12,800/month (from Dec 2023), while other sectors have industry-specific minimum wage boards.
Standard working hours are 8 hours/day, 48 hours/week. Overtime is limited to up to 2 extra hours/day (max 60 hours/week) and must be paid at 200% of regular wages.
PIT is progressive with income above PKR 600,000/year being taxable. Employers use a PAYE (Pay As You Earn) system to deduct tax monthly. Advance tax is required based on the higher of last year's tax or 75% of estimated liability.
Permanent employees earn 14 days of paid annual leave (approximately 21-22 days/year). Workers are entitled to 11 days of public or religious holidays annually. Maternity leave is 12 weeks paid leave (8 weeks before + 8 weeks after childbirth) for eligible female employees with minimum 6 months service.
If a provident fund is established, both employee and employer typically contribute 8-10% of base wage each. After 5+ years of service, employees are entitled to gratuity of 1 month's basic salary per completed year (or 45 days if over 10 years).
Minimum notice period is 30 days for employees with over 1 year of service. Termination must have legal grounds (misconduct, incapacity, redundancy). Retrenchment compensation may apply in some cases. Unlawful termination can result in financial penalties.
Companies that are profitable must contribute 6-7% of wages into the Social Security. This is a mandatory requirement under Pakistan labor law for profitable companies.
On average, it takes 3-10 business days, including contract signing, tax code registration, and provident fund setup.
Read real success stories and see why Aniday is the trusted EOR partner for compliant employment and workforce management in Pakistan.
