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HR Consulting
Your people are your biggest investment and, often, your biggest compliance exposure. We help you hire, pay and manage them properly — under the labour laws of every country you employ in.
Overview
Employment rules differ sharply between Pakistan, the Gulf and the UK — from how contracts must be written and wages paid, to social security, end-of-service benefits and visas. We give founders, HR teams and finance directors a single, practical view of those obligations, and the documents and processes to meet them.
In Pakistan we work with the Industrial Relations Act, 2012 and its provincial counterparts, the Standing Orders Ordinance, 1968 and its provincial successors, provincial minimum wage and social security laws, the Employees' Old-Age Benefits Act, 1976 and salary taxation under the Income Tax Ordinance, 2001. For teams in the UAE, Saudi Arabia and the UK we cover local labour law, wage protection, social insurance and immigration requirements — and how employees moving between countries are taxed and protected.
Delivered from our Karachi head office for clients across Pakistan, the Middle East, Europe and the USA.
What we do
Policy manuals and handbooks written for how you actually work — recruitment, leave, conduct, performance, grievances and discipline — aligned with the law in each country you employ in.
Appointment letters and employment contracts for Pakistan, the UAE (including DIFC), Saudi Arabia and the UK, with the terms each law requires and the protections you need.
Salary structures, allowances and benefits designed within the law, monthly salary tax withholding and certificates, and payroll processing for Pakistan teams.
Registration and contributions for EOBI and provincial social security (SESSI, PESSI), and guidance on GOSI, DIFC DEWS, UK National Insurance and auto-enrolment.
HR compliance audits that test contracts, registers, wage payments, working hours and statutory benefits against the law, with a prioritised remediation plan.
Organisation structures, job descriptions and grading, and restructuring programmes planned and documented lawfully and humanely.
Advice for employees moving between Pakistan, the Gulf and the UK: residence visas and Iqama, work permits, tax residency, social security and end-of-service benefits.
Gratuity and end-of-service calculations, notice and final settlement, separation agreements and exit documentation that reduce the risk of disputes.
What you receive
Multi-jurisdictional regulatory framework
The principal laws, regulations and standards this service line works with in Pakistan, the UAE (including DIFC and ADGM), the United Kingdom and Saudi Arabia.
A guide to the principal frameworks, not an exhaustive list: which rules apply depends on your structure and activities, and laws change. Where a filing or representation must be made by a locally licensed provider, we coordinate that step with one.
Our approach
We listen, ask the right questions and explain your options in plain language.
A written scope, timeline and fixed fee — before any work begins.
Senior-led work, regular updates and documents you can rely on.
Reminders, updates when the law changes and a team that knows your file.
FAQs
It depends on your sector, your province and the size of your workforce. Most employers deal with the provincial standing orders or terms-of-employment law, the provincial minimum wage, EOBI, provincial social security (for example SESSI in Sindh and PESSI in Punjab) and salary tax withholding. Factories and larger establishments carry further obligations. We map the laws that apply to you at the start of an engagement. See our employment law and HR compliance checklist.
Employers in establishments covered by the Employees' Old-Age Benefits Act, 1976 register with the Employees' Old-Age Benefits Institution and pay a monthly contribution for each insurable employee — 5% by the employer and 1% by the employee, calculated on the minimum wage notified for EOBI purposes. Coverage and the wage base are revised from time to time, so we confirm the current position for you.
Under Federal Decree-Law No. 33 of 2021, a full-time employee with at least one year of continuous service is generally entitled to gratuity based on basic wage: 21 days' basic wage for each of the first five years and 30 days' for each further year, capped at two years' wages. Employees in the DIFC are generally covered by the DEWS savings plan instead.
Nitaqat is Saudi Arabia's Saudisation programme. It places private-sector employers in bands according to the proportion of Saudi nationals they employ, by activity and size, and the band affects access to government services such as work visas and permit renewals.
Yes, for Pakistan payrolls: monthly processing, payslips, salary tax withholding and statements, and EOBI and social security contributions — confidentially and on time. For Gulf and UK payrolls we design structures and review compliance, working with a local payroll provider where a local registration is required.
Knowledge Bank
Appointment letters, minimum wages, EOBI, provincial social security, salary tax, hours, leave and gratuity — the employment obligations every Pakistani employer should have under control.
Read the guideThe new slabs, what changed from last year, five worked examples and practical tips for salaried taxpayers — with a calculator to check your own figures.
Read the guideSubsidiary, branch or liaison office? The structures available, the regulators involved and how to keep the door open for repatriating profits.
Read the guideIndustries
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