We advise employers, HR teams, employees and public-sector staff on employment contracts, terminations and workplace disputes.
Overview
Employment and labour law deals with the relationship between employers and the people who work for them: how they are hired, what they are paid, how work is organised and how the relationship ends. Service law is the related area that deals with people employed by the government or public bodies.
Disputes usually come from misunderstanding or poor records. An unclear contract, an informal change in duties or a termination without proper steps can each become a legal problem. The rules that apply depend on the kind of employer, the kind of work and the terms agreed.
We advise both employers and employees. For employers, that means clear contracts, sensible policies and correct steps when problems arise. For employees, it means understanding your rights and options before you decide what to do.
We aim to resolve matters through discussion where possible, and we represent clients before the appropriate forum when a dispute cannot be settled.
Who we help
- Employers and HR teams drafting contracts and workplace policies.
- Employees reviewing an offer, a contract or a proposed change to their terms.
- Employees and employers involved in a termination or workplace dispute.
- Public-sector employees with questions about their terms of service.
How we work
- We review the contract, policies and the facts of the situation.
- We explain where each side stands and the realistic options.
- We agree the scope and fee approach, including alternative fee arrangements where suitable.
- We negotiate, advise on documentation, or represent you where a dispute goes further.
What to bring to a first conversation
Bring the employment contract or offer letter, any staff handbook or policies, and recent correspondence such as warning letters, notices or payslips. Employers should also bring the role description and a note of what has happened so far. A dated timeline helps in either case. Different rules can apply depending on the type of employer and the kind of role, so tell us where you work and your job title early.
Typical work
Employment contract and workplace policy, drafted or reviewed
Read the related questionAdvice note on a termination, resignation or settlement
Read the related questionResponse to a workplace complaint or dispute
Read the related questionReview of confidentiality and restrictive terms
Read the related questionAdvice on a service matter involving a public body
Read the related question
How a dismissal dispute usually moves forward
The route depends on the employer and the job. This is a general outline.
Gather your documents
Collect the contract or letter, pay records, the termination notice and related messages.
Check the time limit and forum
We work out which body can hear the matter and by when it must be raised.
Write to the employer
A clear written request or notice sometimes resolves the matter or starts talks.
Try to settle
A settlement is written down so both sides know the terms.
Bring a formal complaint if needed
If talks fail, the matter goes to the body or court with the power to decide it.
Employment law and service law compared
| Compared on | Employment and labour | Service |
|---|---|---|
| Typical employer | A private business or organisation | The government or a public body |
| Where terms come from | The contract, policies and labour laws | Specific service rules and regulations |
| Typical issues | Pay, notice, dismissal, workplace policies | Promotion, seniority, transfer, discipline |
| Where a dispute goes | Depends on the type of claim | Often a specialist forum or the courts |
Frequently asked questions
Information on this website is general in nature and is not legal advice. Anything that depends on the law is marked until a lawyer has checked it.
What should an employment contract include?
It should name the employer and employee, describe the role, pay and working hours, and set out leave, notice and how the job can end. It should also cover confidentiality and any limits after leaving. Some terms may be required by law, depending on the job.
Can my employer end my job without notice?
It depends on your contract, the type of employment and the law. Many jobs require notice or a stated reason, and some dismissals are restricted. Do not assume it was lawful or unlawful. Keep your documents and get advice quickly, because time limits can apply.
What should I do if I am dismissed?
Ask for the dismissal in writing and keep your appointment letter, pay records and messages. Do not sign a settlement or resignation you do not understand. Get advice promptly, because time limits can apply and the correct forum depends on your type of employment.
More detail
Write down what happened and when, while you remember it clearly.
What is a service matter?
A service matter is a dispute about the job of a person employed by the government or a public body, such as promotion, seniority, transfer, discipline or removal. These jobs are usually governed by specific service rules. Which forum hears the case depends on the employer and the issue.
Where do I complain about unpaid salary?
The right place depends on your employer and your type of work. Private-sector workers and public-sector staff often use different routes. Start by gathering your contract and pay records, and by writing to the employer. Then get advice on the right forum and time limit.
How long do I have to bring an employment claim?
Employment claims are generally subject to time limits, and some are short. The limit depends on the type of claim and the forum. A claim brought too late can fail for that reason alone, so seek advice as soon as the problem arises.
What should an employer do before dismissing someone?
Check the contract, the company policy and the law on notice and procedure. Record the reason in writing, give the employee a chance to respond where required, and keep proper records. Acting without checking can lead to a claim. Seek advice before acting.
Do I need a lawyer for an employment dispute?
You may not need one for a simple matter, such as a question about a contract. Advice helps most when you have been dismissed, when money or a settlement is involved, or when the other side has a lawyer. A short early consultation can show what you need.
What documents should I keep from my job?
Keep your appointment letter and contract, payslips or bank records of salary, any policies you signed, performance reviews and warnings. Keep messages and emails about the issue, and any termination notice. Store copies safely outside work systems where you are allowed to.
Glossary
- Appointment letter
- A written offer or confirmation of a job, usually stating the role, pay and start date.
- Notice period
- The time an employer or employee must give before ending the job, set by the contract or the law.
- Termination
- The end of a job, whether by dismissal, resignation, expiry or agreement.
- Wrongful dismissal
- A dismissal that breaks the contract or the law. Whether it applies depends on the facts.
- Probation
- A trial period at the start of a job. Rights during probation depend on the contract and the law.
- Service rules
- The rules that set the terms for people employed by the government or public bodies.
- Settlement
- A written agreement ending a dispute on stated terms, often with a payment.
Sources
Official bodies named for reference. Check the current text of any law with the body itself or with a lawyer.
- Industrial Relations Act, 2012Covers some labour relations matters. Check which law applies to you and its current text.
- Pakistan Code (Ministry of Law and Justice)Official federal law database. Provincial laws may also apply.
- Supreme Court of PakistanOfficial source for the Court’s judgments and notices.
Questions about your own matter? Send us a message.
General information. Not yet reviewed by a lawyer.
How we write and check this content: editorial policy.
Information on this website is general in nature and is not legal advice.