[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"go_live_at":7,"first_published_at":14,"page_created_at":15,"published_at":14,"edit_url":16,"breadcrumbs":17,"seo":28,"rendered":37,"description":38,"body":39,"body_blocks":40,"call_to_action":41,"owner":48,"authors":56,"show_related_pages":58,"related_pages":59,"related_sites":80,"in_subsite":58,"contact_page_url":7,"banner_message":81},986,"contracts-and-dismissals","Contracts and Dismissals",null,"","Learn about employment contracts and dismissal laws in Pakistan. Understand worker rights, notice periods, and termination rules. Read more","Labour Laws Pakistan: Contracts and Dismissals","\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals","labourlaw.labourlawpage","en_PK","2025-07-28T12:45:37.650630+00:00","2025-11-27T06:28:38.720480+00:00","\u002Fcms\u002Fpages\u002F986\u002Fedit\u002F",[18,21,24,27],{"title":19,"slug":20},"Pakistan","en-pk",{"title":22,"slug":23},"Work in Pakistan","work-in-pakistan",{"title":25,"slug":26},"Labour Law","labour-law",{"title":6,"slug":5},{"title":29,"description":9,"image":30,"canonical":31,"robots":32,"og_type":33,"twitter_card":34,"locale":20,"created_at":35,"last_modified_at":36},"Employment Contract - Pakistan","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals\u002F","index, follow","website","summary_large_image","2025-07-28T14:45:37.650630+02:00","2025-11-27T07:28:38.865389+01:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Contracts and Dismissals\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-04-03\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Written Employment Particulars\u003C\u002Fh2>\n          \u003Cp>Standing Orders Ordinance requires that  every workman at the time of his appointment, transfer or promotion should be provided with an order in writing, showing the terms and conditions of his service. Similarly, every permanent worker is entitled to a written certificate of service \u003Cspan>at the time of his dismissal, discharge, retrenchment or retirement from service\u003C\u002Fspan>(S.O. 2-A  and 18of Standing Orders Ordinance, 1968)\u003C\u002Fp>\n\u003Cp>\u003Cspan>Similar provisions are found in the Khyber Pakhtunkhwa Industrial and Commercial Employment (Standing Order) Act 2013 (Standing Order 3 & 4) and the the Sindh Terms of Employment (Standing Orders) Act 2015 (Standing Order 3 & 17). \u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>\u003Cspan>For more information on employment contracts, please follow the link: \u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"http:\u002F\u002Fwww.paycheck.pk\u002Fmain\u002Flabour-laws\u002Femployment-security\u002Femployment-contracts\">Employment Contracts in Pakistan\u003C\u002Fa>\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Fixed Term Contracts\u003C\u002Fh2>\n          \u003Cp>Pakistani labour Law prohibits hiring fixed term contract workers for tasks of permanent nature. The maximum length of a fixed term (temporary) contract including renewals is 09 months. \u003C\u002Fp>\n\u003Cp>Khyber Pakhtunkhwa and Sindh legislation allow for hiring workers on contract where the term of the contract is specified by the contract itself. \u003C\u002Fp>\n\u003Cp>Sindh legislation however defines a contract worker as \"a worker who works on contract basis for a specific period mentioned in the contract, in any establishment but does not include the third party employment\".\u003C\u002Fp>\n\u003Cp>Khyber Pakhtunkhwa legislation also defines a contract worker as \" a worker who works on contract basis for a specific period mentioned in the Letter of Contract\". The legislation requires an employer to obtain a No Objection Certificate (NOC) from the Labour Department to contract out jobs of peripheral nature and not those which are related to core activity of the organization. Such NOC is issued only for a period of 6 months at a time and contains  certain conditions related to the job and employment of contract workers. \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Probation Period\u003C\u002Fh2>\n          \u003Cp>In accordance with the Standing Orders Ordinance, probation period is of 3 months duration only. (S.O. 1 of Standing Orders Ordinance, 1968)\u003C\u002Fp>\n\u003Cp>\u003Cspan>Similar provisions are found in the Khyber Pakhtunkhwa Industrial and Commercial Employment (Standing Order) Act 2013 (Standing Order 1) and the the Sindh Terms of Employment (Standing Orders) Act 2015 (Standing Order 1).\u003C\u002Fspan>\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_noticeseverance_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: employment contracts in Pakistan – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-04-03\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Written Employment Particulars\u003C\u002Fh2>\n\u003Cp>Standing Orders Ordinance requires that  every workman at the time of his appointment, transfer or promotion should be provided with an order in writing, showing the terms and conditions of his service. Similarly, every permanent worker is entitled to a written certificate of service \u003Cspan>at the time of his dismissal, discharge, retrenchment or retirement from service\u003C\u002Fspan>(S.O. 2-A  and 18of Standing Orders Ordinance, 1968)\u003C\u002Fp>\n\u003Cp>\u003Cspan>Similar provisions are found in the Khyber Pakhtunkhwa Industrial and Commercial Employment (Standing Order) Act 2013 (Standing Order 3 & 4) and the the Sindh Terms of Employment (Standing Orders) Act 2015 (Standing Order 3 & 17). \u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>\u003Cspan>For more information on employment contracts, please follow the link: \u003C\u002Fspan>\u003C\u002Fp>\n\u003Cp>\u003Ca href=\"http:\u002F\u002Fwww.paycheck.pk\u002Fmain\u002Flabour-laws\u002Femployment-security\u002Femployment-contracts\">Employment Contracts in Pakistan\u003C\u002Fa>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Fixed Term Contracts\u003C\u002Fh2>\n\u003Cp>Pakistani labour Law prohibits hiring fixed term contract workers for tasks of permanent nature. The maximum length of a fixed term (temporary) contract including renewals is 09 months. \u003C\u002Fp>\n\u003Cp>Khyber Pakhtunkhwa and Sindh legislation allow for hiring workers on contract where the term of the contract is specified by the contract itself. \u003C\u002Fp>\n\u003Cp>Sindh legislation however defines a contract worker as \"a worker who works on contract basis for a specific period mentioned in the contract, in any establishment but does not include the third party employment\".\u003C\u002Fp>\n\u003Cp>Khyber Pakhtunkhwa legislation also defines a contract worker as \" a worker who works on contract basis for a specific period mentioned in the Letter of Contract\". The legislation requires an employer to obtain a No Objection Certificate (NOC) from the Labour Department to contract out jobs of peripheral nature and not those which are related to core activity of the organization. Such NOC is issued only for a period of 6 months at a time and contains  certain conditions related to the job and employment of contract workers. \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Probation Period\u003C\u002Fh2>\n\u003Cp>In accordance with the Standing Orders Ordinance, probation period is of 3 months duration only. (S.O. 1 of Standing Orders Ordinance, 1968)\u003C\u002Fp>\n\u003Cp>\u003Cspan>Similar provisions are found in the Khyber Pakhtunkhwa Industrial and Commercial Employment (Standing Order) Act 2013 (Standing Order 1) and the the Sindh Terms of Employment (Standing Orders) Act 2015 (Standing Order 1).\u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance'>Labour Laws Pakistan: Notice and Severance\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-pakistan'>Minimum Wages Regulations - Pakistan\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fmaternity-and-work'>Labour Laws Pakistan: Maternity at Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fsick-leave'>Labour Laws Pakistan: Sick Leave\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-pk\u002Fwork-in-pakistan\u002Fcollective-bargaining-agreement\u002F'>Collective Bargaining Agreement\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":42,"link":43},"Contact Us",{"title":42,"url":44,"description":42,"rel":45,"type":46,"id":47},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54,"external":55},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[57],{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54,"external":55},true,[60,64,68,72,76],{"id":61,"short_title":7,"title":62,"url":63},987,"Notice and Severance","\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":65,"short_title":7,"title":66,"url":67},5092,"Employment Contracts in Pakistan","\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals\u002Femployment-contracts-in-pakistan",{"id":69,"short_title":7,"title":70,"url":71},5093,"Employment Contracts Worldwide","\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals\u002Femployment-contracts-worldwide",{"id":73,"short_title":7,"title":74,"url":75},5094,"Employment Termination in Pakistan","\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals\u002Femployment-termination-in-pakistan",{"id":77,"short_title":7,"title":78,"url":79},5095,"Employment Termination Worldwide","\u002Fen-pk\u002Fwork-in-pakistan\u002Flabour-law\u002Fcontracts-and-dismissals\u002Femployment-termination-worldwide",[],"\u003Cp>Paycheck.pk is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]