Q. How many annual paid leave days are employees entitled to in Pakistan?
Employees who complete one year of continuous service are entitled to 14 days of paid annual leave under labor law in Pakistan. These are considered earned or privilege leave. Leave must be used within the year, unless carried forward.
Q. Can annual leave be carried forward or encashed in Pakistan labor law?
Unused annual leave can be carried forward to the next year for up to two years under the Factories Act. If the employee resigns or is terminated, unused leave must be paid in cash. This ensures no earned leave is lost.
Q. What is the sick leave policy in Pakistan and is a medical certificate required?
Employees are entitled to 8 days of sick leave with full pay or 16 days with half pay annually. A medical certificate is required if sick leave exceeds two days. Employers can refuse leave if documentation is not provided.
Q. What is casual leave in Pakistan and how many days are allowed per year?
Casual leave is for urgent or personal matters like attending to family issues. Employees can take up to 10 days of paid casual leave per year. This leave cannot be carried over or encashed.
Q. What is the duration of maternity leave in Pakistan labor law?
Female employees are entitled to 12 weeks of paid maternity leave under the Maternity Benefit Ordinance. The first 6 weeks must be taken before delivery, and the remaining 6 weeks after childbirth. The employer must pay full wages during this period.
Q. How often can maternity leave be taken under Pakistan labor law?
The Maternity and Paternity Leave Act, 2020 allows maternity leave for the first three childbirths. The first child qualifies for 6 months paid leave, the second for 4 months, and the third for 3 months. No leave is granted under this law for additional children.
Q. Is paternity leave available for male employees in Pakistan and how many days?
Under the 2020 Act, male employees are entitled to 30 days of paid paternity leave for each of the first three children. This leave can be taken before or after childbirth, as approved by the employer. The leave is fully paid.
Q. Are marriage, funeral, or Hajj leaves allowed under labor law in Pakistan?
These leaves are not explicitly stated in federal law but are often granted as part of company policy or public sector rules. Most employers offer 3–5 days for marriage or funeral, and Hajj leave is typically unpaid but approved.
Q. Can an employer reject leave if the employee has leave balance in Pakistan?
Employers can postpone or deny leave based on operational needs, especially for casual or annual leave. However, if the employee is entitled and has accrued leave, rejection must be reasonable and justified. Arbitrary denial can lead to disputes.
Q. Is advance notice required before taking annual or casual leave in Pakistan?
Yes, employees should apply in advance for annual or casual leave unless it's an emergency. Employers may require a few days’ notice and formal approval. Sudden leave without intimation may be counted as unpaid absence.
Q. What if an employee needs more time off after using all sick leave in Pakistan?
Employees who exhaust sick leave may request additional unpaid leave or use annual leave if available. In some cases, long medical leave may require board approval, especially in government or regulated sectors. Employers are not obligated to approve it.
Q. Do contract, part-time, or probationary employees get leave under Pakistan labor law?
Yes, core leaves like maternity, sick, and public holidays apply to all categories of employees. However, annual and casual leave may be pro-rated or based on the contract. Probationers and part-timers must still receive minimum legal entitlements.
