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Hire in Pakistan

Here’s where you get started with human resources best practices and hiring in Pakistan.

Currency of Pakistan

Pakistani Rupee (PKR)

The Capital of Pakistan

Islamabad

Time Zone in Pakistan

GMT+5

Important Facts About the Country of Pakistan

Introduction to Pakistan

Pakistan, officially the Islamic Republic of Pakistan, is a culturally rich country in South Asia known for its diverse heritage and historical significance. It is the world’s fifth-most populous nation, with a population exceeding 241.49 million (Pakistan Census 2023), and has the world’s second-largest Muslim population. The semi-industrialized economy flourishes, particularly along the fertile banks of the Indus River, contributing to Pakistan’s strategic importance in global trade. Noteworthy for its rich cultural tapestry and historical significance, the nation thrives in economic sectors such as textiles, leather goods, sports equipment, chemicals, carpets/rugs, and medical instruments, solidifying its status as a key player in the international marketplace.

What to Know about Pakistan's Geography

Pakistan spans 881 square kilometres. It has a 1,046 km coastline along the Arabian Sea and the Gulf of Oman in the south. To the east, it shares a border with India, while Afghanistan borders it to the west In the southwest, Pakistan is adjacent to Iran, and to the northeast, it shares a border with China. Additionally, Pakistan has a maritime boundary with Oman.

Climate in Pakistan

The climate varies from tropical to temperate, featuring arid conditions along the coastal south. The region experiences a monsoon season characterized by frequent flooding due to heavy rainfall, followed by a dry season with significantly less precipitation or none at all. Pakistan exhibits four distinct seasons.

The Culture of Pakistan

Civil society in Pakistan is largely predominantly hierarchical, placing significant emphasis on local cultural etiquette and traditional Islamic values that govern personal and political life. The country is characterized by a diverse population with various ethnic groups, including Punjabis (44.7%), Pashtuns (15.5%), Sindhis (14.1%), and Muhajirs (7.6%). This rich tapestry of ethnicities has been shaped by influences from South Asian, Iranian, Turkic, Central, and West Asian cultures.

Religions Observed in Pakistan

The state religion in Pakistan is Islam. Freedom of religion is guaranteed by the Constitution of Pakistan, which provides all its citizens the right to profess, practice and propagate their religion subject to law, public order, and morality. Most of Pakistanis are Muslims (96.47%) followed by Hindus (2.14%) and Christians (1.27%).

Languages Spoken in Pakistan

Urdu and English are the official languages of Pakistan. English is primarily used in official business, government, and in legal contracts. Urdu, the national language is understood by over 75% of Pakistanis. Additionally, Punjabi is the most common language and the first language of 38.78% of the population. Pakistan’s linguistic diversity extends to various regional languages spoken in different parts of the country, contributing to the rich tapestry of its cultural heritage.

Pakistan Human Resource Laws & Practices at a Glance

Pakistan Employment Laws You Should Know

Labor law in Pakistan is broad and contains several ordinances, acts, rules and regulations and all other statutes relating to industrial, commercial and labor establishments.

The Islamic Republic, with its federal capital at Islamabad, comprises four provinces: Punjab, Sindh, Khyber Pakhtunkhwa and Baluchistan. In addition, the states of Azad Jammu & Kashmir (AJK) and Gilgit Baltistan are also closely connected with open borders, shared laws and easy cross-border trade and employment.

The Constitution of Pakistan provides a federal democratic state based on Islamic principles of social justice. It contains a range of provisions concerning labor rights. The Constitution:

  • prohibits all forms of slavery, forced labor and child labor
  • provides a fundamental right to exercise the freedom of association and the right to unionize
  • prescribes the right of its citizens to enter into any lawful profession or occupation and to conduct any lawful trade or business
  • lays down the right to equality before the law and prohibits discrimination on the grounds of sex

The operating labor laws mostly apply to workmen or employees. The framework does not specifically include white collar workers. The following are some of the most commonly used labor laws and their applicability:

  • The West Pakistan Shops and Establishments Ordinance 1969 – regulates the working hours and other working conditions of persons employed in shops as well as commercial, industrial and other establishments.
  • The West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968 – applies to all industrial and commercial establishments in Pakistan wherein twenty or more workmen are employed, directly or through any other person (whether on behalf of himself or another person). This specifically applies to workmen.
  • The West Pakistan Maternity Benefit Ordinance 1958 – regulates the employment of women in establishments in Pakistan. It does not specify if ‘women’ is to include white-collar working women.
  • The Employers’ Liability Act, 1938 – provides that certain defenses will not be raised in suits for damages in Pakistan in respect of injuries sustained by workmen.
  • The Employees Old-Age Benefits Act 1976 – provides for certain old age benefits for the people who are employed in industrial, commercial and other organizations.
  • The Essential Personnel (Registration) Ordinance 1948 – provides for the mandatory registration of essential personnel with Employment Exchanges in Pakistan.
  • The Companies Profits (Workers Participation) Act, 1968 – provides for the participation of workers in the profits of companies.

The employment laws and statutes vary by province. For the purpose of this document, the employment law and regulations is focused on the province of Punjab.

Rules Governing Employment Contracts in Pakistan

The Industrial and Commercial Employment (Standing Orders) Ordinance, established in 1968, specifically regulates the employer-employee relationship and the contract of employment. Employers must issue a formal appointment letter to each worker upon employment. Employment contracts in Pakistan may be written. All employment contracts must state:

  • Names of Parties: Clearly state the names of both parties involved (employer and employee).
  • Start Date: Specify the starting date of employment.
  • Duration: For indefinite contracts, outline the start date; for fixed-term contracts, include the starting and end dates.
  • Job Title or Description: Clearly mention the job title or provide a brief description of the work.
  • Place of Work: Specify the location where the employee will be working.
  • Wages: Clearly outline the agreed-upon wages.
  • Terms and Conditions: Include any specific terms and conditions related to working hours, days of work, or other relevant details.
  • Notice Period: Clearly define the notice period required for termination.

Classification of Worker:

A worker is classified into the following two types, considering the nature of their job and the duration of their services. Employment contracts can be categorized as the following:

  • Indefinite Term Employment: An indefinite employment contract has no predetermined end date specified in the contract. The employment relationship continues until it is terminated by one of the parties.
  • Fixed Term Employment: A fixed-term contract is a type of employment agreement that specifies a predetermined duration for the employment relationship. The contract clearly states the start and end dates of the employment period. Once the contract reaches its end date, the employment relationship is terminated unless the parties agree to renew or extend the contract.

Contract Terms Required in Pakistan

The Labour Law requires every employer to provide every employee with an employment contract, showing the terms and conditions of their service. The employer is responsible to provide this contract at the time of appointment, transfer or promotion.

Every employee is entitled to a written certificate of service at the time of dismissal, discharge, retrenchment or retirement from service.

Sindh legislation however defines a contract employee as “an employee who works on contract basis for a specific period mentioned in the contract, in any establishment but does not include the third-party employment.

Khyber Pakhtunkhwa legislation also defines a contract employee as an employee 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 jobs. Such NOC is issued only for a period of six months at a time and contains certain conditions related to the job and employment of contract employees.

Pre-Employment Checks

There is no specific law governing background checks and any check may be carried out, especially once the consent of the applicant has been obtained.

However, the Constitution of Pakistan prohibits discrimination on the basis of union affiliations and also political views. These checks should therefore be avoided. However, the check is mandatory for any employment for BFSI (Banking Financial Services & Insurance).

The Duration of Probation Period / Trial Period in Pakistan

The duration of the probation period can be up to 3 months. This period allows both the employer and employee the flexibility to assess the suitability of their professional relationship. Importantly, during this probationary timeframe, either party has the right to terminate the employment contract without notice.

Pakistan’s Working Hours Prohibition

Employees’ normal working time must not generally exceed 48 hours per week in any week, or, where the factory is a seasonal one, for more than fifty hours in any week.

Overtime Rules and Conditions in Pakistan

The employee is obligated to work overtime whenever the employer requires them to do so. If the employee cannot perform overtime work, they have to provide supporting reasons as to why they are unable to do so.

Established Terms Regarding Bonus Pay in Pakistan

Bonus is paid to employees in recognition of good services rendered. This is conditional on the profitability of a company. If no profit is made, there is no bonus payable. This is also termed as Statutory or Profit Bonus as it is regulated by law.

Bonus is a statutory right for workers who have worked at least 90 days in an organization in the preceding year. Statutory or Profit Bonus is different from other bonuses that workers may receive on the basis of production, attendance, or Eid.

Rules Regarding Termination in Pakistan

Termination of an employment contract may be either termination on grounds with a notice, or termination on account of misconduct.

Termination can also be categorized in the following three categories.

  • “Automatic termination” where an employment contract is terminated automatically in circumstances such as the death of an employee or completion of the project/ contract for which an employee was hired.
  • An employee may resign from employment to avail some better work opportunity or when the work circumstances are not supportive and there is a material breach of contract on the part of the employer.
  • Termination initiated by an employer, which may be based on fair or unfair grounds.

The Labour Law requires a written employment termination letter stating the specific reasons for termination. This applies to both termination with a notice period and dismissal on the grounds of misconduct.

Other valid reasons for employment termination other than misconduct include serious illness, inability to perform the job to the required standards, and financial and economic changes impacting the organisation.

Serious misconduct suffices as reason for dismissal, but the employee must be given an opportunity to respond to the charges.

The employer may terminate an employment contract by giving a required notice and paying severance.

However, if the employer dismisses an employee with notice for “arbitrary” reasons, the employee may claim compensation.

Other Termination Formalities

In compliance with Labour Law, employees with a minimum of one year’s service (excluding any days of unpaid absence) are entitled to receive a statutory ‘End-of-Service Gratuity/Indemnity’ upon termination of their employment.

Gratuity serves as a benefit for services rendered in the past, mandated by Labour Laws as a legal obligation. It becomes a statutory right for employees who have completed a minimum of 12 months of service in an organization. The pertinent laws governing gratuity in the private sector include.

Every establishment is mandated to provide gratuity once an employee once the employee meets the minimum criteria. The Khyber Pakhtunkhwa Act and the Sindh Terms of Employment Act, 2015 reduced the minimum number of employee requirement to 10 for commercial establishments and 20 for industrial establishments.

An employee is eligible for gratuity if the following conditions are met:

  • The establishment has the minimum number of employees.
  • An employee is defined as “any person employed in any industrial or commercial establishment to do any skilled or unskilled, manual or clerical work for hire or reward”.
  • The employee must be permanent status. If an employee is temporary, badli, probationer or a contracted, the employee will not be eligible for gratuity under the law.
  • Voluntary retirement or voluntary redundancy in exchange for financial benefits.
  • Entitlements to gratuity include voluntary retirement or voluntary redundancy with financial benefits, termination by the organization for reasons other than misconduct, death of the employee while in service, and retirement of the employee.

Notice Period Obligations & Entitlements in Pakistan

Either party may terminate an employment contract giving one month’s notice. If one month’s notice is not served, an employee must be paid one month’s wages in lieu of notice. Only permanent workers are required to give (and be served notice) before terminating an employment contract.

In the case of an employee terminating the contract, the notice period is 30 days or paying of 30 days’ pay.

The notice of termination shall be given in writing by the employer, including the reason for termination which must be specified.

Compulsory Redundancy / Severance Pay in Pakistan

An employee whose employment has been terminated for any reason other than misconduct is entitled to a “severance pay or gratuity” which is equivalent to 30 days’ wages for every completed year of service, or any part thereof in excess of six months. Employers have the option to replace gratuity with a provident fund (a type of pension). Nevertheless, if an employee’s services are terminated due to misconduct, a gratuity would not be applicable.

The gratuity rate is 30 days’ wages for every completed year of service, or any period in excess of six months. Following the completion of one year of service, any duration exceeding six months is considered equivalent to a year (e.g., 1.6 years of service is treated as two complete years for gratuity processing, making the employee eligible for two gratuities after 1.6 years).”The wage calculation is based on ‘wages admissible to a fixed-rate worker in the last month of service’ or ‘the highest drawn pay by a piece-rate worker during the preceding 12 months.

Pakistan’s Post-Termination Restraints / Restrictive Covenants

According to Section 27 of the Contract Act, 1872, any agreement that restricts a person from exercising a lawful profession, trade or business is not valid. However, the courts of Pakistan have made decisions in the past in favor of such restrictive clauses, given that the restrictions are “reasonable.” The definition of “reasonable” will depend on the time period, geographic scope and the designation of the employee.

Policies Regarding Fixed Term Contracts in Pakistan

The Labor Law prohibits hiring fixed-term contract employees for tasks of permanent nature. The maximum length of a fixed-term contract in Pakistan is nine months (includes renewals).

An employee will become permanent if the employee has been working for the last nine months and has satisfactorily completed the probationary period.

Khyber Pakhtunkhwa and Sindh legislation allows hiring employees on contract where the term of the contract is specified by the contract itself.

What You Need to Know About Taxes and Social Security in Pakistan

Pakistan’s Personal Income Tax

Income Tax in Pakistan is governed by the Income Tax Ordinance 2001 under Section 149, which is a legal obligation on individuals to contribute a portion of their earnings to the government. This section outlines the provisions, rates, and regulations for calculating and paying income tax on various sources of personal income, ensuring adherence to the established tax framework.”

Individuals are required to declare their income, deductions, and exemptions accurately, and the tax rates are applied based on specified income slabs as per the Government of Pakistan.

Section 149 establishes the legal obligations, timelines, and procedures for filing tax returns, ensuring transparency and compliance with the tax laws. Non-compliance may result in penalties, emphasizing the importance of understanding and adhering to the regulations outlined in this section.

Below are the income tax brackets and rates applicable to the tax year from July 2023 to June 2024.

Annual Taxable Income (PKR) Income Tax
0 – 600,000 Nil
600,001 – 1,200,000 2.5% of excess over 600,000
1,200,001 – 2,400,000 15,000 + 12.5% of excess over 1,200,000
2,400,001 – 3,600,000 165,000 + 22.5% of excess over 2,400,000
3,600,001 – 6,000,000 435,000 + 27.5% of excess over 3,600,000
Over 6,000,001 1,095,000 + 35% of excess over 6,000,000

Laws Governing Social Security in Pakistan

Insurance (Life insurance is mandatory)

Employees are entitled for Life insurance in case of injury or death. All insurance claims by workman or his heirs are settled by the Commissioner of Workmen’s Compensation who is notified for a specific area by the provincial government.

Employee Old Age Benefit (EOBI) and Social Security

The following are payable by employers:

  • Social Security – 6% of minimum wage of insurable employees (mandatory for employees who fall under minimum wage PKR 32,000)
  • Employees Old-Age Benefits Institution (EOBI) – 6% of minimum wage of insurable employees (1% is deducted from Employee Salary and 5% is borne by the Employer)

Employees fulfilling criteria as provided under the Employee Old Age Benefit Act 1976 are eligible for pension. As an employee who attained the age of 60 years if male and 55 years if female, having fifteen years of services with paid contribution can apply for the pension. Employers deduct this amount from the salary and pay it over to the EOBI Institution on behalf of their employees together with the employer’s contribution. EOBI also provides a survivor’s pension to the heirs of an employee in case of his death if he had completed 3 years of service.

Insured employees are also eligible for an invalidity pension if they suffer from disability. The minimum contribution period for eligibility for an invalidity pension is three years during the period of five years preceding the month in which he sustains invalidity.

EOBI is federally governed and managed by the federal government, while social security is administered by the provincial government to provide support to workers earning the minimum wage.

Each province has autonomous social security institutions operating under the administrative control of the Labour and Human Resource Department, as per Provincial Government Rules. These institutions were established through the Provincial Employees Social Security Ordinance, of 1965. The provision of health facilities to workers and their dependents is governed by Provincial Social Security Laws. The Provincial Employees Social Security Ordinance, of 1965 mandates employers to contribute 6% of their employees’ wages to the Employees Social Security Institution. Each province has its own way of treatment of contribution.

Social Security institutes in the provinces focus on providing health facilities to workers through Social Security hospitals. Facilities not available in these medical outlets are arranged through other hospitals, with the cost covered by the Employees Social Security Institution (ESSI) wherever available. If the required facilities are not available within the country, arrangements are made abroad to meet the health requirements of the insured persons.

Employees Social Security Institution (ESSI) also provides the following benefits to secure workers and their families:

  • Sickness benefits
  • Injury benefit
  • Iddat benefit
  • Maternity benefits
  • Gratuity
  • Disablement pension
  • Survivor’s pension
  • Artificial parts
  • Funeral grant
  • Financial assistance
  • Free education for secured workers’ children

Deductions From Pay

In accordance with the Payment of Wages Act, the following deductions are permissible from a worker’s wages:

  • Fines
  • Deductions for absence from duty
  • Deductions for damages to or loss of goods expressly entrusted to the employee for custody, or for loss of money, where such damage or loss is directly attributable to neglect or default.
  • Deductions for house accommodation supplied by the employer.
  • Deductions for such amenities and services supplied by the employer as the Provincial Government may by general or special order authorize.
  • Deductions for recovery of advances or for adjustment of overpayment of wages.
  • Deductions of income tax payable by the employed person.
  • Deductions required to be made by order of a Court or other authority competent to make such order.
  • Deductions for subscriptions to, and for repayment of advances from, any approved Provident Fund.
  • Deductions for payment to co-operative societies approved by the Provincial Government or to a scheme of insurance maintained by the Pakistan Post Office.
  • Deductions made with the written authorization of the employed person, in furtherance of any war-saving scheme approved by the Provincial Government.
  • Deduction of EOBI contribution (employee share)
  • Deduction of Provident Fund (employee share)

Guidelines Regarding Employees in Pakistan

Salary Payment Requirements for Employers

  • Employees whose pay is calculated based on an annual or monthly sum must be paid at least once per month.
  • An establishment with less than 1000 employees must pay its employees before the seventh day from the last day of wage period. Establishments employing more than 1000 employees have until the 10th day from the last day of wage period to disburse pay. The law also requires that wages are to be paid on a working day and in current coin or currency notes only.
  • Wage payments through check are not permitted under the law.

Rules About Issuing Payslips

PIFRA monthly payslip is a project that is designed by the government of Pakistan. All employees can download their slips directly from their email inboxes by registering with PIFRA online. The monthly payment slip is the payment record of a 30-day cycle.

Timesheets & Record Keeping Guidelines for Employers

  • Employers must maintain a payroll record stating for all employees the date employment started and ended, the days worked, the amount of daily, weekly or monthly wages paid, fringe benefits as well as any piecework or commission payments.
  • Employers must keep a file for each employee stating their name, occupation, age, nationality, address, marital status, date of employment, wages (and any adjustments to them), any disciplinary sanctions penalties imposed, occupational injuries, diseases sustained and the date of and reasons for termination of employment. The file must include a leave card, recording annual leave, sick leave and other leave taken.

Annual Leave Entitlements for Employees

  • Employees are entitled to paid annual leave after they have completed one year’s service with an employer under Khyber Pakhtunkhwa Factories Act 2013 and Factories Act 1934 as adopted by Punjab through the Factories (amendment) Act 2012 and Sindh Factories Act 2015.
  • Employees who have completed a period of 12 months’ continuous service in a factory shall be allowed, during the subsequent period of 12 months, holidays for a period of 14 consecutive days.
  • If these leaves are not availed by the worker then can be carried forward but up to fourteen days only.
  • Annual leaves can be encashed only in case of separation from employment.
  • Under the Khyber Pakhtunkhwa Shops and Establishment Act 2015, Sindh Shops and Commercial Establishment Act 201, and Punjab Shops and Establishments Ordinance 1969, every employee is entitled to fourteen days of annual leave upon completion of twelve months of continuous employment.
  • These annual leaves can be accumulated up to thirty days and not availed leaves can be encashed on request of an employee.

Sick Leave

Employees are entitled to 10 days’ casual leave with full pay and a further 16 days’ sick or medical leave on half pay.

Casual leave is granted upon contingent situations such as sudden illness, unavoidable situations or any other urgent purpose. It should be obtained on prior application unless the urgency prevents the making of such application.

All employees are entitled to the following maximum paid sick leave supported by a medical report:

  • 121 days (in a calendar year) in case of ordinary illnesses
  • 365 days (in a calendar year) in case of cancer or tuberculosis

Sick leave might be extended on an unpaid basis.

Compassionate & Bereavement Leave

Bereavement Leave

Employees are granted paid leave of one day with full pay in the event of the death of a first level relative (father, mother, spouse, child, sister or brother). A proof of document (obituary papers) should be provided.

Marriage Leave for Employees

Employees are granted two days’ paid leave for their marriage. This is only for “one time” during their employment with the company.

Rules Regarding Maternity & Parental Leave

Private and public sector employers, overseen by the federal government, are now obligated to offer paid maternity and paternity leave to their employees, aiming to improve the balance between work and family life. This is made possible by the recently passed Maternity and Paternity Leave Act, 2020, which came into effect immediately.

For female employees:

  • Maternity leave is fully paid and can be availed for up to 180 days for the first child, 120 days for the second child, and 90 days for the third child.
  • Unpaid leave may be granted for additional children.

For male employees:

  • Paternity leave is fully paid and can be taken for up to 30 days for the first three separate births.
  • Unpaid leave may be granted for additional children.

It’s important to note that according to Clause 3 (2), such maternity leave may not be granted more than three times throughout the entire service of the female employee.

Public Holidays Celebrated in Pakistan

Pakistan holidays are a combination of Islamic, national and other religious holidays.

Religious festivals like Eid are celebrated according to the Islamic calendar whereas other national holidays (such as International Labor Day, Pakistan Day and Quaid-i-Azam Day) are celebrated according to the Gregorian calendar.

Benefits to the Employee in Pakistan

Statutory Benefits Paid to Pakistan Employees

 

 

The State provides the following four types of benefits to insured persons or their survivors, funded by social security and compulsory social insurance:

  • Old-Age Pension (or Reduced Pension)
  • Survivors’ Pension
  • Invalidity Pension
  • Old-Age Grant (if an employee is not eligible for pension)

The Invalidity or Disability Benefit Act provides for an invalidity benefit in the case of non-occupational accident, injury or disease resulting in permanent invalidity.

The Act provides for invalidity or disability pension if an employee sustains an employment injury (as defined in the Act) and suffers an earning capacity loss of at least 67%. The employee will be entitled to invalidity pension if they have:

  • at least 15 years of contributions
  • at least five years of contributions (of which at least three years must be in insurable employment)

The invalidity pension must be paid as long as invalidity persists. If an employee has been receiving disability pension for at least five years, the employee becomes entitled to invalidity pension for life. If a person reaches retirement age while receiving invalidity pension, the invalidity pension automatically converts into old-age pension.

Old age grant is paid to those employees who are not eligible for old-age pension (the requirement of at least 15 years of contributions is not met). However, if these employees have at least completed two years of insurable employment, they are entitled to a lump sum payment of one month’s earnings for each year of insured employment.

An Overview of Rules About Visas and Foreign Employees in Pakistan

General Information About Working Legally in Pakistan

Foreign employees will need to obtain work visas to live and work in Pakistan legally. They must have a job offer and meet certain requirements to apply for the visa.

The Ministry of Interior authorizes the Pakistan Missions abroad to grant entry work visas to foreign expatriates on the recommendations of Board of Investment for one-year (multiple) validity, extendable on a yearly basis in Pakistan.

  • Work Visa Entry — single entry up to three months (which will be extendable further up to two years)
  • Pakistan Missions must receive and approve entry work visas within a time frame of 48 hours.

Process for Obtaining Visa Extensions

Once a work visa has been granted for three months, the applicant can seek an extension with multiple entries for up to two years.

The Ministry of Interior receives applications and decides with due feedback from the stakeholders.

A Board of Investment’s letter of recommendation is mandatory for work visa extension cases.

The applicant’s family members can also be included in the visa application.

Upon receipt of a complete application on the portal, the Board of Investment’s Work Visa Recommendation Letter will be issued within seven working days.

The permit process to obtain a work visa in Pakistan can take three to four months.

Individuals with a valid visa who live in Pakistan can extend their visas for one year at a time. This will require the resubmission of business documents. The Ministry of Interior may grant longer extensions in certain circumstances.

Conversion of Business Visa into Work Visa and vice versa has been discontinued.

Public Holidays Observed in Pakistan in 2024

Occasion Date
1 Kashmir Day February 5
2 Pakistan Day March 23
3 Eid ul-Fitr April 10
4 Eid ul-Fitr Holiday April 11
5 Eid ul-Fitr Holiday April 12
6 Labour Day May 1
7 Eid ul-Adha June 17
8 Eid ul-Adha Holiday June 18
9 Eid ul-Adha Holiday June 19
10 Ashura July 16
11 Ashura July 17
12 Independence Day August 14
13 Eid Milad un-Nabi September 16
14 Allama lqbal Day November 9
15 Quiad-e-Azan Day/Christmas Day December 25
16 Day after Christmas * December 26

*Christmas holidays are observed by Christians only.

Note: For Islamic holidays, the dates of the holidays are based on anticipated dates and are subject to the appearance of the moon for which a separate notification will be issued by the Cabinet Division.

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