本文作者/The Authors：
马欣·法鲁基
Maheen Faruqui
玛丽亚·艾哈迈德
Maria Ahmad
赛义达·西德拉·海德尔·沙阿
Syeda Sidra Haider Shah
马里姆·劳夫
Marrium Rauf
谢赫里亚尔·阿什拉夫
Sheheryar Ashraf
本文译者/The Translator：
Shi Wanyu
一、 前言 Foreword
作为“一带一路”倡议的重要合作伙伴，巴基斯坦凭借其人口红利、战略地理位置和不断改善的营商环境，正成为中资企业海外布局的关键节点。然而，该国独特的劳动法律体系为企业用工合规带来了多层次挑战。从严格的雇佣本地化要求、复杂的工会注册程序，到跨宗教节假日的薪酬计算规则，巴基斯坦劳动法在保护劳动者权益的同时，亦要求投资者精准把握法律文化差异。
As a vital partner in the Belt and Road Initiative, Pakistan, with its demographic dividend, strategic geographic location, and improving business environment, has become a key destination for Chinese enterprises expanding overseas. However, the country’s unique labor legal system poses multi-layered compliance challenges. From stringent local hiring quotas and intricate trade union registration procedures to wage calculation rules spanning interfaith holidays, Pakistani labor laws demand meticulous attention to legal-cultural nuances while safeguarding workers’ rights.
在《巴基斯坦劳动法概览》中，来自卡布拉吉与塔利布丁律师事务所的五位专业劳动法律师系统解构了巴基斯坦劳动法。本文将系统解析巴基斯坦劳动法律的核心特征，助力中资企业筑牢合规经营根基。
In Pakistan Labor Law Overview, five expert labor lawyers from Kabraji & Talibuddin Law Associates systematically deconstruct Pakistan's labor legislation. This article will provide a structured analysis of the core features of Pakistan's labor laws, assisting Chinese enterprises in establishing a solid foundation for compliant operations.
（下文为《巴基斯坦劳动法概览》节选内容之上半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之巴基斯坦篇）
(The following content is excerpted from Pakistan Labor Law Overview - Part A. For the full version, refer to the Pakistan Chapter in Invitation to Contribute to The Labor Law Environment Report of the “Belt and Road” Countries.)
二、 劳动法律制度 Labor law system
（一）概述 Overview
巴基斯坦1973年《宪法》（以下简称《宪法》）规定了与雇员和雇员权利有关的某些保护和保障，这些权利在《宪法》中被表述为“基本权利”；包括《宪法》以下条款所规定的：第11条（禁止奴隶制和强迫劳动及童工）、第17条（组建协会和工会的权利）、第18条（从事合法职业和工作的权利）、第25条（不因性别而受歧视）和第37条(e)款（促进人道和安全的工作条件）。
The Constitution of Pakistan, 1973 (the Constitution) provides for certain protections and safeguards in relation to the rights of workers and employees, articulated as “fundamental rights” under the Constitution; including as set out in the following Articles of the Constitution: Article 11 (the prohibition of slavery and forced and child labor), Article 17 (the right to form associations and unions), Article 18 (the right to enter upon lawful profession and occupation), Article 25 (no discrimination on the basis of sex) and Article 37 (e) (the promotion of humane and safe working conditions).
虽然这些权利一般都载于《宪法》中，但其执行和实现情况因具体的劳动法和政策而异，也取决于联邦政府和省政府对保护雇员和雇员利益的承诺。
Whilst such rights are generally enshrined in the Constitution, their implementation and realisation vary depending on specific labor laws and policies, and the commitment of the Federal and Provincial Governments to safeguard the interests of workers and employees.
根据宪法，巴基斯坦是一个联邦共和国，因此立法权在国民议会（联邦/国家层面）和省级议会（省级层面）之间共享。劳动福利的立法事务已下放至巴基斯坦各省（即信德省、旁遮普省、俾路支省和开伯尔-普赫图赫瓦省（KP）)。因此，关于劳动的法律制定权在各自省级管辖范围内属于巴基斯坦各省的专属立法领域；而在伊斯兰堡首都特区（ICT）则由联邦政府负责。鉴于此权限，每个省级议会和国民议会都制定了涉及各种就业和劳动问题的法律。
Under the Constitution, Pakistan is a federal republic, and as such the power to legislate is shared between the National Assembly (at the federal/national level) and the provincial assemblies (at the provincial level). The legislative subject of the welfare of labor has been devolved to the provinces of Pakistan (i.e. Sindh, Punjab, Balochistan and Khyber Pakhtunkhwa (KP)). Accordingly, the power to enact laws with respect to labor falls within the exclusive legislative domain of the provinces of Pakistan to the extent of their respective provincial jurisdiction; and lies with the federation with respect to the Islamabad Capital Territory (ICT). In light of such authority, each provincial assembly and the national assembly have enacted laws governing various employment and labor matters.
此外，还颁布了有关劳动权利救济的法律，包括劳动监察法和处理劳资纠纷法；目前，巴基斯坦处理劳资纠纷的解决系统包括调解、仲裁和诉讼。
Further, laws have also been enacted in respect of the relief of labor rights, including laws on labor inspection and laws related to the handling of labor disputes; at present, Pakistan’s dispute resolution system for handling labor disputes includes the conciliation, arbitration and litigation of labor disputes.
（二）重要法律 Important laws
联邦层面：巴基斯坦已制定多项法律规范雇主与雇员关系及特定行业的雇佣条款，涵盖工资、休假、工会权利、解雇及社会福利等事项。主要法律包括《1968年西巴基斯坦工商业雇佣条例》（以下简称《长期适用规则》）、《1969年西巴基斯坦商店和企业条例》、《2012年工业关系法》及《1934年工厂法》，这些联邦与省级法律共同构成了就业管理的重要立法框架。
Federal level: Pakistan has enacted various laws regulating employer-employee relationships and employment terms in specific industries, covering wages, leaves, union rights, termination and social benefits. Key legislations include the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance, 1968, West Pakistan Shops and Establishments Ordinance 1969, Industrial Relations Act 2012 and Factories Act,1934, which form the core legal framework for employment matters at both federal and provincial levels.
省级层面：省级法律与联邦制度基本相似，但在处罚规定上更为严格。
Provincial level: Provincial laws are largely similar to the federal regime, but impose more stringent penalties.
三、 雇佣条款 Terms of Employment
（一）工种类别 Categories of Workers
巴基斯坦《长期适用规则》将雇员分为六类：永久工（工作性质持续超9个月，享有最全面的法定保护，包括遣散费、团体保险等）、试用工（临时填补永久职位，试用期不超过3个月）、替补工（替代临时缺席员工）、临时工（临时性工作，期限不超过9个月）、学徒（按《1962年学徒条例》定义）和合同工（按计件工资雇佣）。永久工享有解雇通知、带薪假期等权益，而临时工和合同工的福利则受限于合同条款或法律特别规定。
Pakistan’s Standing Orders classify workers into six categories: permanent (engaged in work lasting over 9 months, entitled to comprehensive protections like gratuity and group insurance), probationers (temporarily filling permanent vacancies with ≤3-month probation), badlis (substitutes for absent workers), temporary (temporary work ≤9 months), apprentices (per the Apprenticeship Ordinance,1962), and contract workers (piece-rate basis). Permanent workers enjoy termination notices and paid leaves, while temporary/contract workers’ benefits are contractually or statutorily limited.
（二）合同内容 Contract Terms
雇佣合同需包含雇主与雇员的基本信息、工作内容、地点、工时、薪酬及解雇条款等。虽无法定格式，但通常还包括试用期、保密义务、竞业限制等条款。熟练雇员多签订详细合同，而非熟练雇员则更多依赖法律规定。
Employment contracts must include employer/employee details, job scope, location, working hours, remuneration, and termination clauses. While no statutory format exists, contracts often incorporate probation periods, confidentiality, and non-compete terms. Skilled workers typically sign detailed contracts, whereas unskilled workers rely on legal defaults.
（三）工作时间 Working Hours
联邦法律规定，成人每日工时不超过9小时（每周48小时），未成年人每日7小时（每周42小时），加班每年不超过624小时（成人）或468小时（青少年），且需支付双倍工资。所有工作场所须公示时间表，并在晚8点前关闭（特殊行业除外）。
Federal law caps working hours at 9 daily/48 weekly for adults and 7/42 for minors, with annual overtime limits of 624 hours (adults) or 468 (minors) at double pay. Establishments must display schedules and close by 8 PM (exceptions apply).
（四）最低工资 Minimum Wage
巴基斯坦实行联邦与省级最低工资制度，雇主不得支付低于法定标准的工资，违者面临监禁或罚款。旁遮普省、信德省等地区对熟练与非熟练工设定差异化标准。工资需在工资期结束后7天内支付，且不得单方面降低。
Pakistan enforces federal and provincial minimum wages; underpayment risks imprisonment/fines. Punjab and Sindh differentiate rates for skilled/unskilled workers. Wages must be paid within 7 days of the wage period and cannot be unilaterally reduced.
（五）公共假日和法定年假 Public Holidays and Statutory Annual Leave
巴基斯坦联邦法律规定，雇员享有宗教和国家公共假日（如伊斯兰教开斋节、基督教圣诞节等跨宗教节日），以及14天带薪年假（可累积至30天）。企业需公示假期安排，且员工每周至少享有一天休息日。信德省和俾路支省要求企业每周五或周日全天歇业，其他省份可由雇主自定每周休息日。
Under federal law, employees are entitled to religious and national public holidays (including cross-religious festivals like Eid and Christmas), plus 14 days of paid annual leave (accumulable to 30 days). Establishments must display holiday schedules, with employees guaranteed at least one weekly rest day. Sindh and Balochistan mandate full-day closures on Friday or Sunday, while other provinces allow employers to designate weekly off-days.
（六）数据隐私与限制性条款 Data Privacy & Restrictive Covenants
《2016年防止电子犯罪法》禁止未经授权处理雇员个人信息，违者可处监禁或罚款。竞业禁止条款需合理且具体方有效，但受《2010年竞争法》限制。
The Prevention of Electronic Crimes Act 2016 penalizes unauthorized handling of employee data with imprisonment/fines. Non-compete clauses are enforceable only if reasonable and specific, subject to Competition Act 2010 restrictions.
作者/About the Authors
马欣·法鲁基 Maheen Faruqui
马欣·法鲁基是卡布拉吉与塔利布丁律师事务所的合伙人，她处理过多种企业事务，主要集中在电力行业的项目融资、各领域的并购以及劳工和就业问题。她在起草、谈判和提供劳动及就业相关文件的咨询方面拥有丰富经验，包括劳动合同、政策和行为准则，并就适用的监管框架提供建议。特别是，她在处理与雇佣条款、员工福利和激励措施、外包安排及其附带权利和义务有关的事务中，成功领导团队完成了多项任务，涉及业务变更或分离对劳动力的影响，以及全球合规问卷和研究的相关事宜。
被誉为《IFLR1000》女性领袖的Maheen是巴基斯坦唯一获此殊荣的法律从业者。她同时被钱伯斯、《国际金融法律评论》、《亚洲法律杂志》等多家权威法律评级机构列为顶尖律师，并撰写发表了多篇涵盖不同法律领域的专业文章。
Maheen Faruqui is a Partner at Kabraji & Talibuddin and has worked on a diverse range of corporate matters, focusing primarily on project financing in the power sector, mergers and acquisitions in various sectors, and labor and employment matters. She possesses extensive experience in drafting, negotiating and advising on labor and employment related documents, including employment contracts, policies, and codes of conduct, and advising on the regulatory framework applicable thereto. In particular, she has successfully led teams on matters pertaining to employment terms, employee benefits and incentives, outsourcing arrangements and ancillary rights and obligations, and the effects on the labor force upon a change of control/separation of business, and in relation to global compliance questionnaires and research.
Named as IFLR1000’s Women Leaders, Maheen is the only practitioner recognized from Pakistan. She is also ranked highly by various reputable legal journals, including Chambers and Partners, IFLR, and Asia Law and has contributed to and published several articles on various topics.
玛丽亚·艾哈迈德 Maria Ahmad
玛丽亚·艾哈迈德是卡布拉吉与塔利布丁律师事务所的合伙人，擅长公司法和商法，提供多领域的争议解决和非争议性事务咨询，尤其在航空、银行与金融、就业、建筑、信息技术和能源等领域。她在诉讼、纠纷解决和商业仲裁方面拥有丰富的经验，代表本地和外国客户。
玛丽亚特别精通劳动法和就业法，拥有丰富的起草和审查与就业相关的合同和政策的经验。她为企业提供战略建议，帮助其遵守巴基斯坦联邦和省级的劳动法规，包括但不限于工资规定、雇员福利和社会保障义务以及职业健康和安全标准。此外，她在处理职场骚扰索赔方面也十分擅长，就申诉解决机制提供建议，并在巴基斯坦各地的劳工法庭上代理纠纷。玛丽亚拥有伦敦玛丽女王大学法律理论法学硕士学位，同时也是CIArb UK的成员。
Maria Ahmad is a Partner at Kabraji & Talibuddin, with a distinguished practice in corporate and commercial law, advising on contentious and non-contentious matters across multiple areas, notably aviation, banking and finance, employment, construction, IT, and energy. She holds significant experience in litigation, dispute resolution, and commercial arbitration, representing both local and foreign clients.
Maria is particularly well versed in labor and employment law, with extensive experience drafting and reviewing employment related contracts and policies. She provides strategic advice to corporations on compliance with federal and provincial labor laws in Pakistan, including but not limited to wages regulations, workers welfare and social security obligations, and occupational health and safety standards. She is also skilled in handling workplace harassment claims, advising on grievance redressal mechanisms, and acting in disputes before labor tribunals across Pakistan. Maria holds an LL.M. in Legal Theory from Queen Mary University of London, and is also a member of the CIArb UK.
赛义达·西德拉·海德尔·沙阿 Syeda Sidra Haider Shah
赛义达·西德拉·海德尔·沙阿是卡布拉吉与塔利布丁律师事务所的一名律师。她的业务范围广泛，协助客户处理多个领域的事务，包括劳动与就业、项目融资、风险投资基金、房地产、外国投资、电子商务、信息技术、知识产权以及巴基斯坦的企业合规机制。她曾为客户提供过关于控制权变更和业务分离相关的劳动问题咨询，以及遵守当地劳动法的建议。最近，西德拉协助一家公司在巴基斯坦联邦和省级劳动法下提供了全面的雇主赔偿义务建议。
Syeda Sidra Haider Shah is an Associate at Kabraji & Talibuddin. She has a diverse practice, assisting clients in various sectors, including labor and employment, project finance, venture capital funds, property and real estate, foreign investment, e-commerce, IT, intellectual property, and corporate compliance mechanisms in Pakistan. She has advised clients, including foreign entities, on labor matters related to change of control and separation of business, and compliance with local labor laws. Recently, Sidra assisted in delivering comprehensive advice to a corporation on employer’s compensation obligations under the federal and provincial labor laws of Pakistan.
马里姆·劳夫 Marrium Rauf
马里姆·劳夫是卡布拉吉与塔利布丁律师事务所的律师，经常为客户提供国内外、有争议和无争议的企业及商业事务服务。她的业务范围广泛，涵盖劳动与就业、项目融资、外国投资、监管合规、宪法权利、选举纠纷、国内仲裁以及一般商业纠纷等领域。她最近关于劳动法的工作包括为一家跨国实体提供咨询，涉及其员工重组作为业务流程外包交易的一部分。
她还具有立法和政策制定的经验，以及向国际人权监督机构提交材料的经验，她是巴基斯坦人权委员会的成员，该委员会是巴基斯坦最高独立人权组织。
Marrium Rauf is an Associate at Kabraji & Talibuddin and routinely acts for clients in corporate and commercial matters, both domestic and trans-border, contentious and non-contentious, involving diverse areas of law, which include labor and employment, project financing, foreign investment, regulatory compliance, constitutional rights, election disputes, domestic arbitration, and general commercial disputes. Her recent work relating to labor laws includes advising a trans-national entity on compliance matters in relation to its employee restructuring as part of a business process outsourcing transaction.
She also has experience in legislative and policy development, as well as in preparing submissions to international human rights monitoring bodies, and is a member of the Human Rights Commission of Pakistan, the apex independent human rights organization in Pakistan.
谢赫里亚尔·阿什拉夫 Sheheryar Ashraf
谢赫里亚尔·阿什拉夫是卡布拉吉与塔利布丁律师事务所的律师，业务范围广泛，协助客户处理包括劳动与就业、项目融资、风险投资基金、外国投资以及巴基斯坦的企业合规机制等领域的事务。他曾为客户提供劳动方面的咨询，涉及但不限于最低工资标准、独立承包商的责任以及遵守工作场所安全协议等问题。
Sheheryar Ashraf is a Junior Associate at Kabraji & Talibuddin and has a diverse practice, assisting clients in various sectors, including labor and employment, project finance, venture capital funds, foreign investment, and corporate compliance mechanisms in Pakistan. He has advised clients, including foreign entities, on labor matters including but not limited to minimum wages, obligations of independent contractors and compliance with workplace safety protocols.
石婉玉 Shi Wanyu
石婉玉律师先后毕业于中国劳动关系学院法学院和上海海事大学法学院，取得法学学士学位和法律硕士学位。执业领域为劳动法、企业合规、公司并购等商业综合事务。曾为多家大型央企、上市公司提供专项法律咨询及顾问服务。
Shi Wanyu graduated from the School of Law at China University of Labor Relations with a Bachelor of Laws and subsequently obtained a Master of Laws from Shanghai Maritime University School of Law. Her practice focuses on labor law, corporate compliance, mergers and acquisitions, and other comprehensive commercial matters. She has provided specialized legal advisory and consultancy services to multiple large-scale central state-owned enterprises and listed companies.
