--- title: "Pakistan Hiring Guide 2026 | No Probation Notice" description: "Hire in Pakistan 2026: probation notice is zero days, notice post-probation is 4 weeks, annual leave 14 days. Teamed handles all five steps." canonical: https://www.teamed.global/country-hiring-guides/pakistan/hiring-guide --- Pakistan · Hiring guide child Served by Teamed vetted partner-entity network in Pakistan # How do you *hire a Pakistan employee* in 2026? During probation in Pakistan, either side can end the contract with no notice at all. Probation runs up to 3 months under the Standing Orders Ordinance 1968. Once the employee becomes permanent, the minimum notice jumps to 4 weeks for both sides. Last reviewed 13 Jun 2026 · Pakistan guide ![A tree-lined avenue in Lahore with colonial-era architecture and modern offices in the background.](/images/country-guides/pakistan-hiring-guide.webp) Illustration · Lahore, Pakistan Answer.cite this The Pakistan hire process has five steps. Offer letter, work-authorisation check, written employment terms, onboarding admin, first payday. Probation lasts up to 3 months. No notice is required from either side during probation. That changes on day one of permanent status. Once permanent, the minimum notice is 4 weeks for both employer and employee. Annual leave is 14 days after completing one year of service. ![Hands reviewing an employment contract at a desk in a modern Karachi office.](/images/country-guides/pakistan-hiring-guide-polaroid-1.webp) Permanent after probation ## What does the end-to-end Pakistan hire process look like? Five steps take you from accepted offer to first payslip. Offer letter, work-authorisation check, written employment terms, onboarding admin, first payday. The probation-to-permanent transition is the critical milestone. Probation can last up to 3 months. Full employment rights apply from the date permanent status is confirmed. | Step | What happens | Owner | Timing | | --- | --- | --- | --- | | 1. Offer letter | Written offer with role, salary, start date, and key terms | Client / Teamed drafts | Same day after verbal accept | | 2. Work-authorisation check | CNIC verification for Pakistani nationals; work permit check for foreign nationals | Teamed | Before the employee starts | | 3. Written employment terms | Appointment letter covering role, pay, probation, notice, leave, and Standing Orders compliance | Teamed (legal employer) | On or before day one | | 4. Onboarding admin | EOBI registration, Social Security enrolment, tax-card setup, bank details, benefits setup | Teamed | Days 1 to 7 | | 5. First payday | First payslip issued, withholding tax deposited with FBR | Teamed | End of first calendar month | 1. Issue the offer letter Send a written offer the same day as verbal acceptance. Include role, salary, start date, probation of up to 3 months, and the notice period of 4 weeks that applies once the employee becomes permanent. 2. Complete the work-authorisation check Verify the CNIC for Pakistani nationals, or confirm the work permit is in place for foreign nationals, before the employee starts. Record the document details and retain a copy. 3. Issue the written appointment letter The appointment letter setting out key employment terms must be given on or before day one. Teamed's standard Pakistan contract meets all requirements under the Standing Orders Ordinance 1968. Clients choose commercial terms; Teamed signs as the legal employer. 4. Complete onboarding admin Register the employee with EOBI for old-age pension contributions, enrol with the relevant provincial Social Security institution, collect the tax registration card and bank details, and set up any benefits. This runs across days one to seven. 5. Issue the first payslip and deposit withholding tax Run the first payroll at the end of the first calendar month. Deposit income tax withheld from the employee's salary with the FBR by the 15th of the following month. The employee receives their payslip and is on the payroll record. ## What must a Pakistan offer letter include? The offer letter is not the binding contract. It is the document the candidate decides against. Standard inclusions: role title, reporting line, start date, gross monthly salary, probation period of up to 3 months, notice after probation of 4 weeks, location, and any conditions such as references or work-authorisation. Three traps to avoid in Pakistan offer letters: - **Quoting net salary.** Income tax and EOBI deductions vary by earnings level. Committing to a net figure creates problems when rates change. Quote gross only. - **Leaving probation duration undefined.** The Standing Orders Ordinance 1968 sets a maximum of 3 months. If your offer letter is silent on probation, the candidate may assume permanent status from day one. State the probation period explicitly. - **Omitting the zero-notice probation rule.** Pakistani law allows either side to end employment during probation with no notice. Candidates from other markets may not expect this. Make it clear in the offer letter to avoid disputes later. Teamed's standard Pakistan offer letter template covers all required ground. Clients choose commercial elements. Teamed holds the legal-employer position and issues documents in both Urdu and English where requested. ## Pakistan work-authorisation checks Every employer must confirm work authorisation before the employee starts. Pakistani nationals are verified by their Computerised National Identity Card (CNIC). Foreign nationals must hold a valid work permit or employment visa issued by the Pakistani authorities before they can start. ### Pakistani nationals Pakistani citizens are identified and verified through their CNIC, a biometric identity card issued by the National Database and Registration Authority (NADRA). The employer checks the CNIC before the start date, records the card number, and retains a copy. No separate work-authorisation portal applies to Pakistani nationals. ### Foreign nationals Non-Pakistani nationals must hold a valid work permit (employment visa) before starting work. The work permit is issued by the Directorate General of Immigration and Passports under the Ministry of Interior. The employer applies for the permit before the candidate arrives in Pakistan. Common categories include the Employment Visa and the Business Visa. Employment without a valid work permit is an offence under Pakistani immigration law. Government of Pakistan · Directorate General of Immigration and Passports: Visa Categories Foreign nationals wishing to work in Pakistan must obtain an Employment Visa prior to commencing employment. The visa is applied for by the sponsoring employer. Employment without the correct visa category is an immigration offence. Source: [Directorate General of Immigration and Passports: Visa Categories](https://dgip.gov.pk/visa-categories) ### Ongoing checks for time-limited permits Work permits for foreign nationals are issued for a fixed period. The employer must track the expiry date and begin the renewal process before expiry. Teamed calendars each renewal and notifies the employee and client ahead of the deadline. ## The Pakistan written contract: what must it contain? Pakistan does not have a single codified law equivalent to the UK Section 1 statement. The Industrial and Commercial Employment (Standing Orders) Ordinance 1968 requires employers to issue an appointment letter covering the core terms of employment. The appointment letter is the binding document. It must be given on or before day one. The offer letter is not a substitute. What the Pakistan appointment letter must cover: - Names and addresses of both employer and employee - Job title and brief description of duties - Start date and place of work - Gross monthly salary and pay date - Probation period, if any, up to the maximum of 3 months - Notice period after becoming permanent: 4 weeks for both parties - Annual paid leave entitlement: 14 days after completing one year of service - Working hours: up to 48 hours per week - Sick leave and casual leave entitlements - Applicable collective agreement or standing orders, if any - Reference to the disciplinary procedure applicable to the employment - EOBI registration details once the employee completes eligibility The Standing Orders Ordinance 1968 applies to industrial and commercial establishments. Employers in other sectors may be covered by the Shops and Establishments Ordinance 1969 or other provincial legislation; the content requirements are broadly similar. Teamed's standard Pakistan appointment letter satisfies all current requirements under federal and major provincial rules. Key source: [Industrial and Commercial Employment (Standing Orders) Ordinance, 1968](https://www.nasirlawsite.com/laws/standing.htm). ## Onboarding admin in the first week Days 1 to 7 cover EOBI registration, Social Security enrolment, tax-card collection, bank details, and benefits setup. Teamed handles the payroll and compliance side. The client handles the operational and cultural side. | Onboarding task | Who does it | Day | | --- | --- | --- | | Appointment letter signed | Employee and Teamed | Day 0 or 1 | | CNIC or work-permit check completed | Teamed | Day 0 (before start) | | Tax registration card (CNIC-linked) collected | Employee submits to Teamed | Day 1 | | EOBI registration (old-age pension) | Teamed | Days 1 to 7 | | Provincial Social Security enrolment (PESSI/SESSI/ESIC depending on province) | Teamed | Days 1 to 7 | | Bank account details (for salary transfer) collected | Teamed | Days 1 to 7 | | Health or group insurance enrolment | Teamed (admin) and Client (decision) | Days 1 to 7 | | Equipment and system access | Client | Days 0 to 1 | | Manager introduction and first-week plan | Client | Days 0 to 7 | | 30-60-90 day plan documented | Client (manager) | Days 1 to 14 | ## How does Teamed handle Pakistan employment for you? Teamed becomes your legal [employer of record](/lp/employer-of-record) in Pakistan for [**from $599 per employee per month**](/pricing), with **zero FX mark-up** in any currency. Payroll, EOBI registration, Social Security enrolment, and the full Pakistan employment law stack run on **one platform**. **Real HR and legal experts** handle your Pakistan hires, from the first appointment letter through every monthly FBR withholding deposit. **An actual person**, not a chatbot or a pooled queue. There is **no setup fee** and **no exit fee**. Employer cost **passes through at cost, itemised** on every invoice. EOR payroll, contractor onboarding, and entity setup all live on **one platform**. A Pakistan contractor who converts to full employment keeps their record. Run the [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator) to see the month your Pakistan hire is ready to graduate to your own entity. Start from the Pakistan hiring overview; each guide here takes one layer of Pakistan employment law. Key sources: [Standing Orders Ordinance 1968](https://www.nasirlawsite.com/laws/standing.htm), [EOBI contribution rates](http://www.eobi.gov.pk/introduction/Contribution.html), and [DGIP visa categories](https://dgip.gov.pk/visa-categories). ## Frequently asked questions How long does it take to hire someone in Pakistan through Teamed? Teamed can onboard a Pakistani national within a few business days once the offer is accepted. The critical path is the CNIC verification, appointment letter, and EOBI registration. Foreign nationals who need a work permit take longer, as the permit must be in place before the start date. Payroll runs monthly, so the first payslip arrives at the end of the first calendar month. What notice period applies during probation in Pakistan? No notice is required from either side during probation in Pakistan. The Industrial and Commercial Employment (Standing Orders) Ordinance 1968 explicitly states that probationers are not entitled to any notice. The maximum probation period is 3 months, though market practice often extends this to six months by agreement. Once an employee becomes permanent, both parties must give 4 weeks notice. What must a Pakistan employment appointment letter include? The appointment letter must include the job title, start date, place of work, gross monthly salary, probation period of up to 3 months, the notice period of 4 weeks that applies after probation, annual leave of 14 days after one year of service, working hours up to 48 hours per week, and references to the applicable standing orders. It must be given on or before day one of employment. What is the statutory annual leave entitlement in Pakistan? Employees are entitled to 14 days of paid annual leave after completing one year of continuous service, under the Factories Act 1934. Pakistan has 11 federal gazetted public holidays per year. In addition, employees are entitled to casual leave and sick leave under the same Act. Leave entitlements may vary in sectors covered by provincial legislation. What social insurance registrations are required when hiring in Pakistan? Two registrations are required at the federal level and one at the provincial level. At the federal level, the employee must be registered with the Employees Old-Age Benefits Institution (EOBI) for old-age pension coverage. At the provincial level, registration with the relevant Social Security institution is required: PESSI in Punjab, SESSI in Sindh, or the equivalent body in other provinces. Teamed handles all three registrations as part of onboarding. Teamed Legal Operations The zero-notice probation rule in Pakistan catches hiring teams off guard in both directions. Companies assume they need to give notice to let someone go during probation. Employees assume they need to give notice to leave. Neither is true. Knowing the rule from day one avoids the confusion at a sensitive moment in the relationship. A note from Tom Price-Daniel Pakistan gives you up to 3 months of probation with no notice obligation on either side. Once that window closes, 4 weeks minimum notice applies to both parties. Get the appointment letter right on day one and the rest of the compliance stack follows naturally. Tom Price-Daniel · Co-founder, Teamed ## Related Pakistan guides - Hiring in Pakistan, overviewparent - [Pakistan termination and severance](/country-hiring-guides/pakistan/termination-and-severance)sibling - [Pakistan employer cost breakdown](/country-hiring-guides/pakistan/cost-breakdown)sibling - [Pakistan EOR vs entity](/country-hiring-guides/pakistan/eor-vs-entity)sibling - [Employer of Record overview](/lp/employer-of-record)core - [Crossover Calculator](https://www.teamed.global/tools/crossover-calculator)tool - [Talk to an expert](https://www.teamed.global/contact)CTA A note on this page. This is a guide, not legal, tax or accounting advice. Rules change and vary by jurisdiction, including between federal and provincial legislation in Pakistan. Verify current requirements with the Federal Board of Revenue (FBR), the Employees Old-Age Benefits Institution (EOBI), and the relevant provincial Labour Department before relying on any specific framework.