Q. What are the maximum daily and weekly working hours under Pakistan labour law?
Employees can legally work up to 9 hours per day and 48 hours per week under federal labor law. The daily working hours include short breaks but exclude lunch or prayer breaks. Total hours including overtime must not exceed 60 hours a week.
Q. When does overtime begin, and what is the legal overtime pay rate in Pakistan?
Overtime begins when an employee works beyond 9 hours in a day or 48 hours in a week. Overtime must be paid at double the regular hourly rate, regardless of whether the employee is on a fixed or hourly wage. Employers are legally obligated to maintain overtime records and pay accordingly.
Q. Is there a legal limit on how many overtime hours an employee can work per day or week?
Overtime must not exceed 12 hours in a single day, including regular hours. Total weekly hours must remain under 60 hours, even with overtime. Additionally, the Factories Act restricts total overtime to 150 hours per quarter per worker.
Q. Do employees need to give consent for overtime, or can they refuse it under Pakistan labor law?
Employees cannot be forced to work overtime beyond legal limits, especially if it affects health or safety. Overtime should be agreed upon between the employer and employee. It must remain within reasonable bounds to comply with labor standards.
Q. What rest or meal breaks are employees entitled to during the workday in Pakistan?
Employees working more than 6 continuous hours must be given at least one hour of rest or meal break. For work involving continuous operations, breaks can be split but must total one hour. Breaks are not counted in the total working hours.
Q. Is a weekly rest day mandatory under Pakistan labor law, and must it be paid?
Every worker is entitled to one full day of rest per week, which is fully paid. Typically, Sunday is observed as the rest day, but it can vary depending on the organization. If a worker is made to work on that day, they must receive compensatory time off or double pay.
Q. Are working hours reduced during Ramadan for Muslim employees in Pakistan?
Working hours are typically reduced during Ramadan for Muslim employees, especially in the public sector. The daily hours are shortened by about one hour to accommodate fasting routines. While not always enforced in the private sector, many companies follow the same practice.
Q. Are there any restrictions on working hours for women, young workers, or hazardous jobs?
Women and adolescents are generally restricted from working night shifts (between 7 PM and 6 AM). Young workers under 18 are limited to shorter working hours under child labor laws. Additional protections apply in hazardous industries, as per occupational safety regulations.
Q. Is extra pay or compensatory time off required for work on rest days or public holidays?
Employees who work on their scheduled rest day or public holiday must be given double pay or one compensatory day off. This is mandatory under labor laws and must be recorded. Employers must ensure that such hours are compensated fairly and documented clearly.
Q. Do working hour and overtime rules apply to all employees, including office and managerial staff?
Labor laws apply mainly to workers under the Factories Act and Shops Ordinance. Managerial and supervisory roles may be exempt from standard hour limits. However, many companies still voluntarily apply these rules to ensure fairness and avoid disputes.
Q. How is overtime calculated for salaried versus hourly wage workers in Pakistan?
For hourly workers, overtime is calculated as twice the normal hourly rate. For salaried workers, the monthly wage is divided by 26 days and then by 8 hours to find the hourly rate. That amount is then doubled to calculate each hour of overtime pay.
Q. What records must employers maintain to track working hours and ensure compliance?
Employers must keep accurate records of daily attendance, working hours, rest days, and overtime logs. These documents are essential for audits, inspections, and legal compliance. Failure to maintain records can result in penalties or disputes at labor tribunals.
