Labor law is the area of law most commonly

relating to the relationship between trade unions,

employers and the government.

Submitted by: Ibrahim Azhar

Submitted to: Mam Qurat Ul Ain
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There are so many major labor laws in Pakistan that it might be remiss of me to try to put all of them into
3 pages. This is simply an overview relating the primary laws which could have a major effect on the
legality of enterprise and how to run it in terms of employees.

Domestic Work
Domestic work is one of the oldest occupations for women across the globe. The ILO Convention (C189)
defines domestic work as "work performed in or for a household or households". In the new convention
adopted by the ILO in June 2011 (C189) domestic work is different from care work that is performed by
household members as part of their responsibilities to their families and without the creation of a
relationship of employment. The various duties which fall under the banner of domestic work include;
1. Cleaning
2. Washing dishes or clothes
3. Ironing
4. Cooking
5. Security guards
6. Gardening
7. Driving
8. Child Care/Babysitting
9. Elder Care
10. Taking care of ill persons or persons with disabilities
11. Taking care of animals/pets etc.
12. Assistance in other household daily chores

Child labor
Both the labor laws and the constitution restrict the employment of children younger than 14. Be that as it
may, UNICEF and ILO and UNICEF separate between child labor and child working. As indicated by the
two associations, all work done by children can't be delegated child labor. There is a clear need to
separate between them. On the off chance that work isn't influencing the wellbeing, self-awareness and
training of a child this work can't be classed as negative doesn't hence fall into the classification of child
labor. This incorporates assisting in the privately-run company or working after school or amid the school
occasions or after school hours. Child work is looked on emphatically as helping children to create and
allows them to get familiar with the aptitudes that will be vital for them to turned out to be beneficial and
valuable individuals from society.
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Employees Old-age Benefits (EOB) Act, 1976 (XIV of 1976)

Applicability of EOB Extended
Section 1, Sub-section (4), Clause (i and ia)
The Act has made certain changes to broaden the current extent of this Section by diminishing the base
number of employees employed by an industry or foundation, all things considered, at risk to pay EOB.
As needs be, so as to bring inside its ambit more businesses or foundations, with the end goal of giving
advantages to the employees, EOB will be subject to be paid if at least five people are employed rather
than the present furthest reaches of ten people. Likewise, stipulation to this Section has additionally been
excluded.
Through a new amendment in Clause (ia), the minimum limit of employees has been reduced to five from
six currently provided, for purposes of voluntary application of the provisions of the said Act.

The Disabled Persons (Employment and Rehabilitation) Ordinance 1981

The Disabled Persons (Employment and Rehabilitation) Ordinance 1981 (the “1981 Ordinance”) provides
for the employment, rehabilitation and welfare of disabled persons and for matter connected therewith.
Applicable on employee.

The Workmen’s Compensation Act 1923

The Workmen’s Compensation Act 1923 (the “WCA”) provides for the payment by certain classes of
employers of compensation for injury caused to a workman by accident arising out of or in the course of
his employment.

The Provincial Employees’ Social Security Ordinance 1965

The Provincial Employees’ Social Security Ordinance 1965 (the “PESSO”) introduces a scheme of social
security for providing benefits to certain employees or their dependents in the event of sickness,
maternity, employment injury or death and for matters ancillary thereto
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The Employee Cost of Living (Relief) Act 1973

The Employee Cost of Living (Relief) Act 1973 (the “1973 Act”) provides for the payment of a cost of
living allowance to employees and applies to all “undertakings” in Pakistan.

The Workers’ Children (Education) Ordinance 1972

The Workers’ Children (Education) Ordinance 1972 (the “WCO”) provides for the education of workers’
children and matters ancillary thereto.

The West Pakistan Shops and Establishments Ordinance 1969

The West Pakistan Shops and Establishments Ordinance 1969 (the “1969 Ordinance”) regulates the work
hours and other conditions of work and employment of persons employed in shops and commercial,
industrial and other establishments in Pakistan. Applicable on employees.

The West Pakistan Industrial and Commercial Employment (Standing

Orders) Ordinance 1968
The West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968 (the
“Standing Orders”) applies to all industrial and commercial establishments in Pakistan wherein twenty or
more workmen are employed, directly or through any other person, whether on behalf of himself or
another person. This is specifically applicable on workmen.

The West Pakistan Maternity Benefit Ordinance 1958

The West Pakistan Maternity Benefit Ordinance 1958 (the “1958 Ordinance”) regulates the employment
of women in establishments in Pakistan. It does not specify if woman include the white collar working
woman.

The Employers’ Liability Act, 1938

The Employers’ Liability Act, 1938 (the “1938 Act”) provides that certain defenses shall not be raised in
suits for damages in Pakistan in respect of injuries sustained by workmen.