Labour and employment law protects the rights of workers while also setting out employers’ obligations regarding wages, working conditions, and termination procedures. Disputes commonly arise over wrongful or unfair termination, unpaid wages or benefits, provident fund/gratuity entitlements, and workplace safety.
We represent both employees seeking to enforce their rights and employers seeking to ensure compliant, defensible HR practices — including before Labour Courts and the National Industrial Relations Commission (NIRC) where applicable.
Relevant Laws, Rules & Ordinances
- Industrial Relations Act, 2012
- Factories Act, 1934
- Payment of Wages Act, 1936
- Employees' Old-Age Benefits Act, 1976
- Provincial Employees Social Security Ordinance, 1965
- Minimum Wages Ordinance, 1961 (and periodic provincial minimum wage notifications)
- Punjab Industrial Relations Act (provincial variant, where applicable)
Frequently Asked Questions
Can my employer terminate me without notice or reason?
Generally no — most employment relationships require notice (or pay in lieu) and a valid reason for termination, particularly for permanent/confirmed employees, under the applicable Standing Orders and employment contract terms. Termination without due process can be challenged as wrongful/illegal.
What can I do if my employer hasn't paid my salary or benefits?
You can file a claim before the Labour Court under the Payment of Wages Act (or the relevant provincial equivalent) for recovery of unpaid wages, along with any statutory penalty. Provident fund and gratuity disputes can similarly be pursued through the Labour Court.
How is a workplace grievance/dispute formally raised?
The Industrial Relations Act sets out a grievance procedure — typically starting with a written grievance to the employer, and if unresolved within the statutory period, escalation to the Labour Court or (for collective disputes) the NIRC/relevant labour tribunal.
Am I entitled to gratuity or provident fund if I resign myself?
In most cases yes, provided you meet the minimum qualifying service period under the applicable scheme or company policy — resignation (as opposed to dismissal for misconduct) generally does not forfeit these entitlements, though the exact terms depend on your employment contract and company rules.
Can an employer legally form or ban a trade union?
Workers have a constitutionally protected right to form and join trade unions under the Industrial Relations Act, subject to registration requirements; employers cannot lawfully retaliate against employees for legitimate union activity.
Get Help With Labour & Employment
Every case is different, and the guidance above is general information, not a substitute for advice on your specific facts. If you’re dealing with a labour & employment matter, our advocates offer a free first consultation to review your situation and explain your options — reach out below or via WhatsApp to get started.