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：
石婉玉 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 the 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》节选内容之下半部分，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 the Pakistan Labor Law Overview - Part B. For the full version, refer to the Pakistan Chapter in the Invitation to Contribute to The Labor Law Environment Report of the “Belt and Road” Countries.)
二、外国公司雇佣规则 Employment Rules for Foreign Companies
（一） 概述 Overview
外国法人实体可以通过注册分公司或联络处，在巴基斯坦开展业务，或者根据其运营范围和需求，通过成立当地公司/子公司来实现。这些实体主要受《2017年公司法》（及其规则和规定）的监管，该法涉及公司的成立/注册、报告义务及相关合规事宜。
A foreign body corporate may establish its presence in Pakistan and carry out business through the registration of a branch office or a liaison office, or by incorporating a local company/subsidiary, depending on its operational scope and requirements. Such entities are primarily regulated by the Companies Act, 2017 (and the rules and regulations thereunder), which govern inter alia, the formation/registration of companies, reporting obligations and related compliances.
一旦按照适用法律正式设立并注册为独立法律实体，就可雇用当地人开展业务和实现目标，并可与这些人签订雇佣合同。
Once a separate legal entity is duly established and registered in accordance with applicable law, it may employ local persons to carry out its business and objectives and may enter into employment contracts with such persons.
在巴基斯坦设有分公司或联络处的外国公司或其当地子公司，如果根据适用法律被视为雇主，则必须遵守适用的劳动和就业法。
A foreign company (having its branch/liaison office) in Pakistan or its local subsidiary, to the extent it is deemed to be an employer under applicable law, is required to comply with applicable labor and employment laws, and the rights and obligations vis a vis employers and employees.
（二）雇佣限制 Employment restrictions
在满足特定行业要求（例如需雇佣一定比例的本地员工）的前提下，除下述规定外，外国公司在巴基斯坦直接或通过第三方雇佣员工不受特殊限制。
Subject to certain industry specific requirements (such as for example, where a certain percentage of local employees are required to be employed), there are no specific restrictions on foreign companies from hiring workers/employees in Pakistan, either directly or through a third party, subject to the below.
外国法人实体可以雇佣当地雇员代表其提供服务，作为独立承包商，或者以其他方式将其雇佣安排外包给第三方。然而，在这些情况下，可能会出现错误分类的风险，特别是在以下情形：(i)员工为外国实体的利益履行职责和/或参与其事务的管理和/或在其主要机构之一工作的部门工作，和/或在该实体的场所工作，和/或被外国实体长期雇佣，和/或仅为了执行其事务而工作，且不从事与第三方/雇主运营无关的独立工作；和/或（ii）外国实体保留或控制独立承包商、第三方或外包员工工作的手段和方法，或直接监督和控制这些员工。如果确定并证实了这一点，这些员工可能被视为外国实体的雇员，因此，这些人之间可能存在雇主与雇员的关系；相应地，该“雇主”可能需要遵守巴基斯坦适用的劳动和就业法律。
A foreign body corporate may employ a local worker to perform services on its behalf, as independent contractors, or may otherwise outsource its employment arrangements to a third party. In such cases however, a risk of misclassification may arise, especially where: (i) the employees perform their functions for the benefit of the foreign entity and/or are engaged in the running of its affairs and/or are engaged in a department which is one of its principal organs, and/or are engaged for work in its premises and/or have been employed by the foreign entity for a long duration and/or work solely for the performance of its affairs and are not carrying out independent work which has no concern with the third party/employer’s operations; and/or (ii) the foreign entity retains or assumes control over the means and method by which the work of the independent contractor, third party or outsourced employee is done or directly supervises and controls the employees. If so determined and established, such employees may be deemed to be the employees of the foreign entity and accordingly, a relationship of employer and employee may exist between such persons; accordingly, such “employer” may be required to comply with the applicable labor and employment laws of Pakistan.
此外，在信德省，根据省级立法，对通过代理、承包商、分包商或中间人雇佣人员的“雇员”定义存在限制。对此条款的一种解释是，通过这些人员雇佣的人被排除在“雇员”的定义之外，因此，他们无权享受此类立法通常赋予雇员的福利和保护。然而，这种解释既不符合巴基斯坦法院普遍采用的劳动法有益解释，也不符合信德省法院对外包就业活动的认可。无论如何，通过第三方服务提供商雇佣人员可能会因该立法中“雇员”定义的禁止而受到质疑。
Additionally, in the province of Sindh, under provincial legislation, a restriction in the definition of “worker” on employing persons through an agency, contractor, sub-contractor or middleman exists. One interpretation of such provision is that a person employed through such persons is excluded from the definition of a worker and therefore, is not entitled to the benefits and protections workers ordinarily receive under such legislation. However, this interpretation neither aligns with the beneficial interpretation of labor laws that is generally adopted by courts in Pakistan nor with the judicial recognition that has been provided to the activity of outsourcing of employment by the courts in Sindh. In any event, there is a remote risk that the employment of persons through third party service providers may be questioned on the basis of the prohibition in the definition of a “worker” under such legislation.
（三） 处罚措施 Penalties
如果雇主与当地雇员（包括作为独立承包商或由外包第三方雇佣的雇员）之间存在形成雇主-雇员关系的必要特征，雇主将因不遵守适用的就业和劳工立法而受到处罚。
In the event the necessary characteristics to form an employer-employee relationship between an employer and local employees (including those employed as independent contractors or by an outsourced third party) exists, the employer will be subject to penalties for non-compliance with applicable employment and labor legislation, in the event of its non-compliance with such legislation.
三、集体劳动关系 Collective Relations
（一） 工会和集体谈判代理人的地位与作用 Status/Role of Unions and Collective Bargaining Agents
《宪法》规定组建工会是基本权利，但需遵守法律为维护国家主权、公共秩序或道德而设的合理限制。
The Constitution recognizes trade union formation as a fundamental right, subject to reasonable restrictions for sovereignty, public order, or morality.
联邦层面：信息和通信技术行业及跨省企业的工会组建由《爱尔兰共和国法》规范。工会是雇员或雇主的协会，旨在规范劳资关系、制定工作条件，并可包含多个工会的联合体。工会的重要职能是作为集体谈判代理人（CBA），代表雇员与雇主协商就业条款、工作条件等事项，包括在司法程序中代表雇员及组织罢工。
Federal: Unions in ICT and multi-province establishments are governed by the IRA. A trade union is an association regulating employer-employee relations and may include federations. A key function is acting as a CBA, representing workers in negotiations, legal proceedings, and strike actions.
省级层面：各省工会的职能与联邦规定一致。
Provincial: Trade union roles align with federal IRA provisions.
（二） 职工代表大会的职责、组成和运作 Employee Representative Bodies- Duties, Composition and Operation
联邦法律规定的雇员代表机构包括：
Federal employee bodies include:
工会：代表雇员利益，协商雇佣条件，可组建联合会。
Trade Unions: Represent workers, negotiate terms, and may form federations.
集体谈判机构（CBA）：经选举产生，作为雇员唯一代表协商工资、福利等，有权依法宣布罢工。
CBAs: Elected to exclusively negotiate wages, benefits, and declare strikes.
工作委员会：适用于50人以上企业，雇员代表不少于雇主代表，由CBA提名或员工选举产生，旨在改善劳资关系、解决纠纷。
Works Councils: Mandatory in 50+ worker establishments, with equal/majority worker representation, tasked with dispute resolution and improving conditions.
联合管理委员会（JMB）：工厂或50人以上企业必须设立，雇员占30%代表，负责生产率、工资分类等事务。
JMBs: Required in factories/50+ worker establishments; 30% worker representation handles productivity, wages, etc.
车间代表：25人以上工厂设立，任期1年，负责处理雇员申诉。
Shop Stewards: Bridge workers-management in 25+ worker factories, with 1-year terms.
省级层面：
Provincial:
雇员管理委员会（WMC）：信德省和旁遮普省要求50人以上企业设立，雇员占50%代表，负责生产效率、薪酬等事务。俾路支省和开伯尔省遵循联邦规定，但职能受限。
WMCs: In Sindh/Punjab, 50+ worker establishments have 50% worker representation, addressing productivity and wages. Balochistan/KP follow federal law with limited functions.
联合管理委员会（JMB）：信德省和旁遮普省未设立，俾路支省和开伯尔省沿用联邦制度。
JMBs: Not established in Sindh/Punjab; Balochistan/KP adopt federal regime without CBA-nominated reps.
车间代表：各省规定与联邦类似，但代表需从50人以上车间或部门中产生。
Shop Stewards: Similar to federal rules but elected from 50+ worker departments.
（三） 集体谈判协议 Collective Bargaining Agreements
联邦层面：集体协议是雇主与工会或雇员代表签订的书面协议，用于规定雇佣条件，可修改《常设条例》，但不得剥夺雇员既有权利。协议对各方具约束力。
Federal: Written agreements between employers/unions modify the Standing Orders without reducing worker rights. Binding on parties.
省级层面：集体协议管理与联邦法律一致。
Provincial: Identical to federal governance.
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.
