Hire in Pakistan through our Employer of Record (EOR)

An Employer of Record (EOR) is a third-party organization that takes on the legal and administrative responsibilities of employing workers on behalf of another company. This arrangement allows businesses to hire employees in countries where they don't have a legal entity, effectively expanding their global reach without the need to establish a local subsidiary or branch office.

In the context of Pakistan, an EOR can be particularly useful for foreign companies looking to tap into the country's diverse talent pool or expand their operations without navigating the complexities of local labor laws and regulations. By partnering with an EOR, businesses can focus on their core operations while the EOR handles payroll, tax compliance, benefits administration, and other HR-related tasks.

How Does EOR Work?

The EOR model operates through a series of steps:

1. Client Agreement: The company (client) partners with an EOR provider, outlining the terms of their collaboration.

2. Employee Hiring: The client selects the employees they wish to hire in Pakistan.

3. Employment Contract: The EOR becomes the legal employer of the workers, issuing employment contracts that comply with Pakistani labor laws.

4. Payroll and Benefits: The EOR manages payroll, ensuring timely payments and adherence to local tax regulations. They also administer benefits as per Pakistani employment standards.

5. Compliance: The EOR takes responsibility for maintaining compliance with Pakistani labor laws, tax regulations, and other relevant legal requirements.

6. Day-to-Day Management: While the EOR handles administrative tasks, the client company retains control over the employees' daily work activities and responsibilities.

Benefits of Using an EOR

Employing an EOR in Pakistan offers several advantages:

1. Rapid Market Entry: Companies can quickly establish a presence in Pakistan without the need to set up a legal entity, saving time and resources.

2. Risk Mitigation: EORs are well-versed in Pakistani labor laws and regulations, helping companies avoid potential legal pitfalls and compliance issues.

3. Cost-Effectiveness: By eliminating the need for a local subsidiary, companies can save on setup and operational costs associated with maintaining a legal entity in Pakistan.

4. Flexibility: EORs allow businesses to scale their operations up or down in Pakistan without the long-term commitments typically associated with establishing a local presence.

5. Local Expertise: EORs provide valuable insights into Pakistani business practices, cultural norms, and market conditions, facilitating smoother operations.

6. Focus on Core Business: By outsourcing HR and administrative tasks to the EOR, companies can concentrate on their primary business activities and strategic goals in the Pakistani market.

7. Access to Talent: EORs can help companies tap into Pakistan's diverse talent pool, enabling them to hire skilled professionals across various sectors.

8. Simplified Multi-Country Operations: For businesses operating in multiple countries, using an EOR in Pakistan can streamline their global employment processes, providing a consistent approach across different markets.

By leveraging the services of an EOR, companies can navigate the unique challenges and opportunities presented by Pakistan's business landscape more effectively, paving the way for successful market entry and expansion.

Pakistan's employment landscape is characterized by a young and growing workforce, with a significant portion employed in the informal sector. The country faces challenges in skill development and job creation, particularly for its youth. Despite these challenges, Pakistan's labor market is evolving, with increasing opportunities in various sectors and a growing emphasis on education and vocational training.

Overview of Labor Laws

Pakistan's labor laws are designed to protect workers' rights and regulate employment relationships. Key aspects include:

• The Industrial Relations Act, which governs labor-management relations and collective bargaining
• The Factories Act, which sets standards for working conditions, health, and safety in industrial establishments
• The Minimum Wages Ordinance, which establishes minimum wage rates for different categories of workers
• The Employment of Children Act, which prohibits child labor and regulates the employment of adolescents

These laws provide a framework for fair employment practices, but enforcement can be inconsistent, particularly in the informal sector.

Cultural Considerations

Cultural norms play a significant role in shaping Pakistan's work environment:

• Family-centric culture: Employees often prioritize family commitments, expecting some flexibility in work schedules for personal obligations.
• Indirect communication: Workplace communication tends to be indirect and respectful, with deference shown to authority figures.
• Relationship-building: Strong interpersonal relationships are valued in the workplace, with time invested in developing rapport before focusing on business matters.
• Hierarchical structure: Organizations typically have steep hierarchies, with decision-making authority concentrated at the top.
• Respect for authority: Employees are expected to show respect to superiors, often addressing them with titles and honorifics.

Understanding and adapting to these cultural norms is crucial for successful business operations in Pakistan.

Challenges of Direct Hiring

Direct hiring in Pakistan can present several challenges:

1. Skill mismatch: There is often a gap between job requirements and available skills in the workforce, making it difficult to find suitable candidates.

2. Complex labor laws: Navigating Pakistan's labor laws can be challenging for foreign companies unfamiliar with the local legal landscape.

3. Cultural differences: Understanding and adapting to local work culture and communication styles can be challenging for international employers.

4. Informal sector dominance: With a large portion of the workforce in the informal sector, finding and verifying qualified candidates can be difficult.

5. Administrative burden: Managing payroll, taxes, and compliance with local regulations can be time-consuming and complex for foreign companies.

6. Language barriers: While English is widely used in business, proficiency levels can vary, potentially leading to communication challenges.

7. Retention issues: High employee turnover rates in some sectors can make it difficult to maintain a stable workforce.

To overcome these challenges, many companies choose to partner with local experts or use services like Employer of Record (EOR) to simplify the hiring process and ensure compliance with local regulations.

Pakistan's payroll and tax system is a complex framework that governs the financial responsibilities of both employers and employees. This system ensures that workers receive fair compensation while contributing to the country's social welfare and economic development. Let's delve into the intricacies of payroll and taxes in Pakistan, exploring the obligations of both employers and employees.

In Pakistan, employers are required to withhold income tax from their employees' salaries before disbursement. This process, known as Tax Deduction at Source (TDS), is a crucial component of the country's tax collection system. The amount deducted varies based on the employee's income tax bracket, with those earning less than PKR 600,000 annually being exempt from this tax.

Employers must also make contributions to various social security programs, ensuring their workforce is protected and supported. On the other hand, employees are responsible for paying income tax on their earnings and contributing to social security schemes that provide them with essential benefits.

Employer Contributions

Income Tax Withholding

Employers in Pakistan are obligated to deduct income tax from their employees' salaries before payment. The rate of this Tax Deduction at Source (TDS) is determined by the employee's income tax bracket. To ensure accurate deductions, employers should consult the latest tax tables published by the Federal Board of Revenue (FBR).

The calculation of the deducted tax is based on the employee's taxable income, which is their gross salary minus any exempt allowances. Employers must deposit the withheld tax within seven days of the end of the week in which the salary was paid.

Employee Social Security Institution (ESSI) Contributions

Employers with more than five employees are required to contribute to the Employee Social Security Institution (ESSI). The standard employer contribution rate is 5% of the employee's wages, as notified under the Minimum Wages Ordinance, 1962. However, it's important to note that rates may vary by province.

To calculate the contribution, employers multiply the contribution rate by the employee's wages as specified under the Minimum Wages Ordinance. The payment deadline for ESSI contributions can differ by province, so it's advisable to consult the relevant provincial social security institute for specific deadlines.

Additional Employer Responsibilities

Employers must register with the FBR to obtain a National Tax Number (NTN), which is essential for tax filing and remittance purposes. They are also required to electronically file bi-annual income tax withholding statements with the FBR by July 31st and January 31st for the respective tax periods.

Employee Contributions

Income Tax

Income tax is a direct tax on salaried income in Pakistan. Employees with a taxable income exceeding PKR 600,000 annually are subject to this tax. The amount of tax is determined by the tax tables published by the FBR, which consider the employee's taxable income (gross salary minus exempt allowances) to determine the applicable tax bracket and deduction amount.

Employee Social Security Institution (ESSI) Contributions

Employees working for establishments with more than five workers are required to contribute to the ESSI. While the employer contributes 5%, employees typically contribute 1% of their wages as notified under the Minimum Wages Ordinance, 1962. However, it's important to note that specific rates and calculation methods can vary by province.

Tax Exemptions and Allowances

Certain allowances are exempt from income tax calculations, which can reduce an employee's taxable income base. These may include:

1. House rent allowance
2. Conveyance allowance
3. Medical allowance (up to a specific limit)

It's crucial for employees to understand these exemptions as they can significantly impact their overall tax liability.

Understanding the intricacies of payroll and taxes in Pakistan is essential for both employers and employees. While employers bear the responsibility of accurate tax withholding and social security contributions, employees should be aware of their tax obligations and potential exemptions. As tax rules and regulations in Pakistan are subject to change, it's advisable for both parties to stay informed about the latest updates from the Federal Board of Revenue and relevant provincial authorities.

Pakistan offers a comprehensive set of employee benefits, ensuring the well-being and financial security of its workforce. As an Employer of Record (EOR), Rivermate expertly manages these benefits, ensuring compliance with local regulations while providing valuable support to both employers and employees. By partnering with an EOR, companies can navigate the complexities of Pakistan's benefit system with ease, focusing on their core business operations while maintaining a satisfied and productive workforce.

Mandatory Benefits

In Pakistan, employers are legally required to provide several essential benefits to their employees:

• Paid Time Off:

  • 11 paid national and religious holidays annually
  • 14 consecutive days of paid annual leave after one year of continuous service
  • 10 days of casual leave with full pay each year
  • 16 days of sick leave per year with half pay

• Social Security and Old Age Benefits:

  • Employers contribute 5% of the minimum wage per employee monthly to the Employees' Old-Age Benefits Institution (EOBI)
  • 6% contribution of the minimum wage towards social security benefits

• Workers' Compensation:

  • Coverage for medical care related to work injuries or illnesses
  • Compensation for loss of earnings due to temporary or permanent disability
  • Death benefits for dependents in case of work-related fatalities

Optional Benefits

Many employers in Pakistan offer additional benefits to attract and retain top talent:

• Health Insurance:

  • Group health insurance plans for employees and dependents
  • Employee Assistance Programs (EAPs) for confidential counseling and support

• Financial Benefits:

  • Gratuity payments upon retirement or termination after a certain period of service
  • Voluntary provident fund schemes with employer and employee contributions

• Work-Life Balance Benefits:

  • Flexible working hours to accommodate personal commitments
  • Remote working options for eligible positions
  • Childcare assistance through on-site facilities or subsidies

• Training and Development:

  • In-house training programs and workshops
  • Tuition reimbursement for skill development
  • Sponsorship for conferences, seminars, and professional development courses

By offering a mix of mandatory and optional benefits, employers in Pakistan can create a comprehensive package that supports employee well-being, fosters loyalty, and enhances overall job satisfaction. As an EOR, Rivermate ensures that companies can efficiently manage these benefits while maintaining full compliance with local regulations.

The process of termination and offboarding in Pakistan involves several important steps and considerations, guided by the country's labor laws and regulations. Understanding these procedures is crucial for both employers and employees to ensure a smooth and legally compliant separation process.

Notice Period and Termination

When an employer decides to terminate an employee's contract, they must provide written notice. The length of this notice period depends on the employee's tenure:

• One month for those employed less than a year
• Two months for those employed between one and three years
• Three months for those employed for three years or more

During this period, employees continue to receive their full salary and benefits. Employers may choose to provide payment in lieu of notice, allowing for immediate termination.

Grounds for Dismissal

Pakistani law outlines several valid reasons for termination, including:

• Misconduct (e.g., theft, fraud, insubordination)
• Incompetence or poor performance
• Extended unauthorized absence
• Violation of laws related to job duties
• Negligence causing financial loss to the company

It's important to note that employers must conduct a fair inquiry before dismissing an employee, giving them a chance to explain their actions.

Severance Pay

For terminations not due to employee fault, severance pay is required. The amount is calculated based on the employee's final salary and length of service:

• No severance pay for less than one year of service
• One month's pay for each year of service for those employed one year or more

However, employees dismissed for misconduct or gross negligence may forfeit their right to severance pay.

Offboarding Process

The offboarding process typically includes:

1. Conducting an exit interview
2. Retrieving company property (e.g., laptops, access cards)
3. Revoking access to company systems and data
4. Settling any outstanding financial matters
5. Providing necessary documentation (e.g., experience letter, relieving letter)

Final Thoughts

Navigating termination and offboarding in Pakistan requires careful attention to legal requirements and company policies. Both employers and employees should be aware of their rights and obligations to ensure a fair and compliant process.

Pakistan offers various visa and work permit options for foreign nationals seeking employment opportunities in the country. The process can be complex, but understanding the basic requirements can help streamline your journey to working in Pakistan.

Types of Visas

Foreign workers typically need to obtain one of the following visas:

1. Business Visa: For short-term business activities
2. Work Visa: For long-term employment in Pakistan

Work Permit Requirements

To work legally in Pakistan, foreign nationals must obtain a work permit. Here are the key steps:

1. Job Offer: Secure a job offer from a Pakistani employer
2. Visa Application: Apply for a work visa at a Pakistani embassy or consulate
3. Work Permit: Your employer must apply for your work permit with the Board of Investment

Required Documents

Typical documents needed for visa and work permit applications include:

• Valid passport
• Completed visa application form
• Passport-sized photographs
• Letter of employment or invitation from a Pakistani company
• Educational and professional certificates
• Police clearance certificate from your home country

Processing Time and Validity

• Visa processing time: 4-6 weeks
• Work permit processing time: 4-8 weeks
• Validity: Usually 1-2 years, renewable

Important Considerations

• Regulations may change, so always check with the Pakistani embassy for the most up-to-date information
• Some positions may require additional clearances or approvals
• Certain sectors have restrictions on foreign employment

By understanding these requirements and working closely with your employer, you can navigate the process of obtaining the necessary permissions to work in Pakistan more efficiently.