The Industrial Relations Advisers,
Management & Labour Laws Consultants
Room 3, 1st floor, Falaknuma
Building, Near The Laboratory & Haroon Radio, Abdullah Haroon Road,
Phone: 32727266 &
32729770 (S M Iqbal) Email:
Government of Pakistan
NEW LABOUR POLICY, 2010
creation of Pakistan, five labour polices have been announced by the
governments in the year 1955, 1959, 1969, 1972 and 2002. All these polices
basically laid-down the parameters for the growth of trade unionism; the
protection of workers’ rights; the settlement of industrial disputes and
redressal of worker grievances. After 2002, no Labour Policy has been
introduced although a number of developments took place in the intervening
period, which would have necessitated the same. In this scenario the Prime
Minister of Pakistan in his first speech emphasized the need to address the
labour issues and announced the lifting of ban on trade unionism, repeal of
Industrial Relations Ordinance, 2002, Removal from Service (Special Powers)
Ordinance, 2000 and other anti labour laws. In pursuance of Prime Minister’s
directions a new Labour Policy of the Government is placed.
all the previous policies, the Labour Policy of 1972 taken out by Shaheed
Zulfiqar Ali Bhutto was the most progressive one, which reformed the labour
out new benchmarks including new administrative infrastructure to manage the
workers’ welfare, viz Workers Welfare Fund Ordinance; Employees
Old-Age Benefit Act; amended Industrial Relations Ordinance with enhanced
protection of workers’ rights like imposing condition on the authority of
employer to terminate workers job. The scope of labour laws was enhanced and
benefits such as Workers’ participation in factory management; increase in
workers shares in company’s profits from 2% to 4% and then to 5%;
Nomination/election of shop-stewards to attend day to day workers’ problems;
Settlement of disputes through Works Councils; Establishment of Workers
Children Education Cess; Representation of workers on the Governing Body
established under Workers Welfare Fund Ordinance; and increased
profit-sharing, statutory bonus, group insurance scheme, group incentive
scheme, etc. were granted.
present Government’s fundamental commitment today is to create an enabling
environment for the application of universal principles of equality and
social justice as well as the constitutional and international rights of
workers. The rights and commitment based approach to labour issues is being
followed also in accordance with the edicts provided by the Constitution of
the Islamic Republic of Pakistan. In order to fulfill the obligations under
the Constitution as well as under the international covenants with regard to
well being and socio-economic protection of the workers, the announcement of
the new policy of the Government has become inevitable.
Government’s vision for the new Labour Policy contents are entrenched in the
four main guiding features. The process of globalization is posing a serious
problem of economic survival for the developing country. The foreign
investments demand restructuring and decentralization of the system.
new technologies demand the new labour policy is supported by the four
pillars outlined in therein.
new technologies demand a high level of professional competence along with
Considering the changes requirements of the time, it was imperative
re-establishing technical training and human resource development programmes
to train manpower in multiple trades.
new labour policy proposes to restructure training activities in order to
meet the demand of new technologies.
have a fruitful consultation with the stakeholder, Pakistan Tripartite
Labour Conference under the Chairmanship of the Prime Minister was held on
February, 2009 after about eight years, which culminated in useful
recommendations for legislative, institutional and administrative reforms to
meet the emerging challenges of the time. These recommendations were further
discussed in Provincial Tripartite Committees, and all these recommendations
are the basis of this new labour policy. The objective before the government
is that the new Labour Policy should ensure a harmonious working
relationship between workers and employers for improving performance and
efficiency of the industry. The text of the Labour Policy that follows
consists of four parts, Part-I: Legal Frame Work; Part-II: Advocacy: Rights
of Workers and Employers; Part III Skill Development and Employment; and
the end, I extend on behalf of the Government of Pakistan, my thanks to the
Secretary Ministry of Labour & Manpower and his team for their hard work and
dedication in finalizing the draft of the labour policy, which was overdue
for the past eight years.
also pay special tribute to Workers and Employers Organizations, Ministries,
Provincial Governments and all other stakeholders for their contributions
and useful suggestions towards the realization of this labour policy.
Minister for Labour and Manpower
May 01, 2010
LABOUR POLICY 2010
Social and economic
well-being of the people is one of the principal objectives of the present
people’s government. Labour Policy, like policies in other fields, should
also aim in attaining the objectives in a manner best suited to the
resources of the country and the present state of economy. There is an
urgent need to revitalize the economy, required sustained efforts, to
increase the level of productivity, promotion of investment and maximization
of employment. There is an equally genuine requirement to create among
workers and employers, a better awareness of their obligations to the
national objectives stated above. At the same time, the Government
recognizes that workers and employers must enjoy reasonable benefits as can
be sustained by the economy without suffering set-backs. Keeping these
priorities in view, the Government considers that a balanced labour policy
should be based on the following objectives:-
Workers’ right to
form unions and unions should be protected and an institutional framework be
made available to foster close cooperation between workers and employers at
adjustment of rights between workers and employers should be ensured in an
atmosphere of harmony, mutually beneficial to the workers and the
between workers and employers on matters of interest to the establishment
and welfare of workers should be made more effective.
of jobs should be available to the workers and there should be expeditious
redressal of their grievances.
be created that workers and employers are committed in enhancing the labour
higher jobs be ensured at all levels based on suitability and merit and for
this purpose arrangements should be made for in-service training facilities.
proper matching of job opportunities and the job seekers be strengthened and
standard procedures be streamlined.
schemes to be further strengthened.
Just and humane
conditions of work be guaranteed to all workers.
Forced labour in
all its forms to be eliminated.
relating to the employment of children to be strictly adhered to and be
The Labour Policy
has accordingly been divided into four parts, i.e.
Legal Frame Work;
of Workers and Employers;
LEGAL FRAME WORK
The Government is
of the considered view that an atmosphere of industrial peace and
understanding is the need of the hour. The Government would encourage and
assist the process with volition of both workers and employers. It will
protect legitimate rights and interests of workers and employers and
minimize the areas of friction which compel either of them to agitate. The
question of unwilling and reluctant workers has, however, remained a source
of concern equally for the Government, employers and trade unions’
leadership. The Government is committed for the welfare and protection of
The unions having
the support of sizeable number of members shall be, recognized, given due
protection, and provided all facilities to further the interests of their
members. Only those unions shall be recognized who to their credit have the
support, of a minimum of 15 per cent of total membership of the
establishment, which they represent. The rest of the unions by default shall
of Shop Stewards, Work Councils and Joint Management Boards which have up
till now remained dormant, shall be encouraged and re-activated for their
rightful participation in improving labour-management relations at plant
repealed the Industrial Relation Ordinance 2002 through the Industrial
Relations Act 2008. Now a new law in conformity with the International
labour Standards will be promulgated. Section 27B of the Banking Company
Ordinance shall be repealed.
Consolidation of Labour Laws.
The Labour Laws
are quite complex, over-lapping, anomalous, and at times render the subject
matter difficult to understand, besides creating confusion for those who
deal with them. Further, the penalties prescribed for offences and
non-compliance are very low, since some of these laws were framed during
pre-independence period. The Labour Laws will be consolidated and
rationalized into five core laws, viz;
Laws relating to
Laws relating to
employment and service conditions.
Laws relating to
occupational safety and health.
Laws relating to
human resource development.
Laws relating to
labour welfare and social security.
Social Insurance for old-age benefits and health services will be introduced
on self-registration/voluntary basis to allow all workers in formal and
informal sector of economy, including self employed persons, to benefit from
Issuance of Smart Cards
of workers will be linked with the Smart Cards being issued by NADRA. All
particulars of the workers with respect to name, employment history,
education, skills will be placed on the Chip of the Smart Card. This card
will also serve the purpose of registration under Social Security, EOBI and
workers Welfare Fund and will be a source of Data Bank of labour force for
re-skilling of workforce with respect to enhancement of employment within
the country and overseas.
The Government is
committed to implement the system of minimum wage as a fundamental element
of labour protection, and proposes to continue with the existing tripartite
minimum wage determination arrangements. An independent National Wage
Commission will be set up and the government will establish a Working Group
to make detailed recommendations for the purpose of specific functions and
operational arrangements for such a Commission, including its technical and
secretarial support requirements and its relations with provincial wage
of the Working Group will involve close cooperation with workers’ and
employers’ organizations, and will result in the preparation of a detailed
policy paper for the development and implementation of national wage policy,
including minimum wages, in the medium to longer term.
In line with
Manifesto of the Pakistan Peoples Party the Government shall gradually
enhance wages of the workers. The wages shall continue to be reviewed at
least once in a year and minimum gross emoluments will be progressively
The minimum wage
was raised from Rs. 4600/- to Rs. 6000/- in the year 2008, which will be
further enhanced to Rs.7000/- there are increase of about 17%.
commercial and other establishments registered under any law shall pay wages
to the employees through Cheque/Bank transfer.
Women Empowerment and
Labor Organization’s project Women Employment Concerns and Working Condition
in Pakistan (WEC-PK) funded by CIDA has been Implemented in collaboration of
Ministry of Labour and Manpower to enhance the quality and number of women
employment in Pakistan with ultimate goal of economic empowerment of women
in rural and urban areas. A number of productive programs have been
completed under this project aimed at creating conducive working environment
for women such as Sensitization and capacity building of policy makers and
implementing partners in public and private sectors; Direct Assistance to
Women in getting Decent Employment; Promoting Gender Equality in Private
Sector Employment in Pakistan; and promoting Women's participation and
Leadership in Trade Unions in Pakistan
titled “Towards Gender Parity” was initiated in January 2010 in
collaboration of Ministry of Labour for the period of one year. The focus of
the project activities would be on capacity building of stake holders on
relevant areas and International Labour Standards (ILS); Establishment of
coordination mechanism among partners to monitor, learn and share
experience; Promotion of gender- responsive data collection, analysis and
reporting through a joint effort of all stake holders; strategy for gender
equality in skill development and small and medium enterprise program;
strategy for implementation of Women Empowerment Act; Advocacy for the
implementation of national policy of Home-based Workers and pilot activities
for integration of HBWs into main stream.
will benefit from the application of ILO Convention on Equal Remuneration,
1951 (No. 100), ratified by Pakistan in 2001. Minimum and above-minimum
wages will be ensured on the basis of equal pay for equal work, and equal
pay for work of equal value, as between men and women, in accordance with
Pakistan’s obligations under ILO Conventions 100 and 111 concerned with
equality and non-discrimination respectively.
Women will also
benefit from better information concerning their working conditions and
arrangements in the informal economy, from improved maternity arrangements,
codes of conduct relating to sexual harassment and, where possible, day care
arrangements for their children.
The Government is
committed to providing women with equal opportunities for employment and
will re-examine existing legislation to ensure that women are not denied
access to suitable jobs that are arising due to Pakistan’s changing labour
the ages of 14 and less than 18 years will not be engaged in hazardous
working conditions and other working environments that adversely affect
their physical and moral development. They will also be provided greater
access to education and training, particularly training, tailored to
identified labour market needs.
young persons will be withdrawn and prevented from hazardous nature as, for
example, mining, tanneries, brick kilns, construction, and glass bangles
etc. Special programmes will be designed to focus young domestic workers
employed in private households. Payment of minimum wage will also be ensured
to the young persons.
The majority of
workers in Pakistan’s mining industry are employed on a contract basis,
often through a somewhat complicated system of sub-contracting making it
difficult to identify the actual employer. Mine workers are covered by
special legislation that place them outside mainstream labour legislation.
whether contract or permanent, will be provided with same protection as
other workers. They will benefit from minimum wage payments, access to
social security and improved safety and health in their workplaces.
Eradication of Bonded
shall abolish bonded labour in all its forms and shall make appropriate
amendments in law to make it more stringent, strictly implemented and
safeguard the interest of workers who have hither to remained under forced
industry is the back-bone of all the development activities and is estimated
to employ more than two million workers. Since the sector is witnessing
rapid expansion, health, safety and occupational hazards in this industry
are likely to pose new challenges and problems. In order to guard against
occupational hazards and to provide safe working conditions for those
employed in this vital sector of the economy, the Government shall enact
suitable legislation to ensure health and safety of construction workers and
to provide benefits available to other formal sector workers such as
Workmen’s Compensation, Social Security, Old-age Pension etc.
has already started the process to regularize/confirm contract employees.
All contract employees in public sector will be regularized/confirmed within
shortest possible time.
shall take legal as well as other measures to regulate and control the
employment of children in certain occupations and processes considered
hazardous and injurious to their health.
sector is being rapidly mechanized and requires technical skill.
Resultantly, the unskilled workers of this sector are becoming un-employed.
Moreover the labour laws are not applicable to this sector, therefore, the
agriculture labour force remain deprived of the benefits available under
various welfare legislations to their counterparts in the industrial
establishments. The Government, in the first instance, proposes to extend
the coverage of Workmen’s Compensation Act, 1923, to provide compensation in
case of injury as well as death to workers of mechanized farms in the rural
Informal Economy Workers
protection to the country’s large and diverse informal economy is a major
challenge. The informal economy supports millions of people across a large
geographic area, undertaking a wide variety of low-paid,
jobs, under working conditions that are frequently harsh, unhealthy, and
hazardous. Informal economy workers are not covered by labour laws.
Government is planning to make it mandatory for the labour administration to
take the initiative to see how it can best reach out to such workers and
provide them with basic protection through the provision of advisory
services, based on a ‘labour extension’ approach.
Workers in the
informal economy, including home workers and domestic workers, will benefit
from improved safety and health arrangements, access to social security
arrangements, and the payment of minimum wages, where an employee- employer
relation is evident. The employment of children less than 14 years will be
eliminated, and the employment of those between the ages of 14 and less than
18 years will be strictly controlled, through a combination of stronger
legislation and the introduction of labour extension services.
Health and Safety
Council on Health and Safety be set-up to identify health and safety hazards
for workers of all economic sectors and to make recommendations for safety
measures on a continuous basis.
Labour Conference and
is a pre-requisite for economic development and social progress of any
country. The necessity of enlightened and constructive outlook on the part
of both workers and employers, which will promote understanding and, obviate
confrontation is, therefore, essential. The Pakistan Tripartite Labour
Conference and Standing Labour Committee shall be activated to play more
effective role in resolving differences, if any, between workers and
employers and to create an environment of mutual trust and understanding for
the promotion of industrial peace. With a view to draw the maximum benefit
out of the experience of both the workers and the employers, greater
representation shall be given to their nominees while framing new social and
economic policies of the country, particularly at the time of the framing of
budget and Five Year Plans.
Monitoring Committees will be set up at District, Province and Federal level
to monitor implementation of Labour Laws, particularly with reference to
payment of wages, working environment and working time.
Expansion in Scope of
Workers’ Welfare Fund:
The scope of
Workers’ Welfare Fund Ordinance, 1971 will be extended; e.g.
will be established by developing 100,000 houses for allotment to the
To encourage the
private sector for providing housing facilities to the workers, the cost of
construction of houses for the workers shall be considered as direct
deduction against income as an admissible expenditure in the year in which
such costs are incurred by establishments constructing houses for their
buildings i.e. mosques, schools, dispensaries, community centers, shops and
parks will be provided in labour colonies to make them self-sufficient.
be awarded to workers’ children for higher studies e.g Ph.d, FRCS, etc
and to study abroad also.
for female workers and daughters of the workers will be without any
balloting and without any restriction on number @ Rs, 70,000/- per female
colleges will be established for children of workers at Karachi and Lahore.
In these colleges 60% admissions will be given to the children of workers
and 40% to the general public.
registered under the universal registration scheme of the EOBI will be
eligible to get benefits from the WWF.
On request of an
officer of the registered trade union, and subject to recommendation of the
dismissed/retrenched worker will be paid legal aid subject to maximum of
Employees’ Social Security Ordinance, 1965 is in operation and covers the
contingencies of employment injury, sickness and maternity. It is financed
entirely through employers’ contribution at the rate of 6 percent of the
wages of the secured workers up to Rs. 10,000/- p.m. The scheme is
administered by the Provincial Governments.
Though the Social
Security Scheme has been in operation for many years, it has not achieved
its full potential. Its coverage has remained almost static over the last
more than ten years. Implementation of the scheme would be improved and
intensified by undertaking the following activities:
Steps would be
taken to adopt geographical coverage rather than by notification of
The amount of
death grant to meet funeral expenses of a worker will be raised from Rs.1500
Scope of social
security medical services would be expanded to public health to cover
prevention of illness and promotion of good health.
condition for seasonal labour would be considerably improved.
In cases where
the social security hospital has no facilities for treatment, the worker
shall be referred to any public/private hospital and the respective Social
Security Institution will bear all costs of treatment.
registered worker will be provided medical facilities from the Social
Security Ordinance will be suitably amended to remove the lacunas and
difficulties experienced by the Provincial Governments.
The scheme is
operated under the Employees’ Old-Age Benefits Act, 1976 and covers
establishments employing 5 or more persons. All the employees irrespective
of their wage are covered under the scheme. However, contributions by
employers and benefits to the workers are payable on minimum rate of wages
notified under the Minimum Wages for Unskilled Workers Ordinance, 1962. The
scheme is financed through employers’ contribution at the rate of 5 percent
of the minimum wages and insured persons contribution at the rate of 1
percent of the minimum wages. The scheme provides Old-Age Pension,
Invalidity Pensions, and Survivors Pension (minimum Rs. 2000/- p.m.) and
Old-Age Grant. It is a federally administered scheme. This scheme has also
not achieved its full potential in terms of coverage of eligible
establishments and employees.
review of the scheme would be made and effective measures would be adopted
to achieve the following objectives:-
Measures would be
taken to gradually expand the coverage, including self employed persons and
increase the benefits under the EOB Scheme.
establishments and employees would be registered and evasions would be
checked through vigorous and efficient administration of the law.
The Act will
be made applicable to the contingent/project employees of such statutory
bodies which are otherwise exempted under the provisions of the Act.
contributions and recovery of arrears would be fully ensured through proper
decentralization, regular inspection and continuous vigilance.
accurate and up-to-date records of registration of employers, employees and
contributions and benefit management system would be ensured on computerized
of a registered insured person under the EOB Act will be paid Survivors
Pension without any condition of minimum insurable employment.
pension shall be paid to disabled children for life and unmarried daughters
till their marriage without any reference to the age.
be enhanced with the enhancement of Government Servants Pension at the same
The age for
entitlement of old-age pension will be reduced from 55 years to 50 years in
case of mine workers.
made in the law to remove any lacuna or administrative problem.
Establishment of Review
A review Board
shall be established to review the cases of such workers who had been
dismissed under the Removal from Service (Special Power) Ordinance, 2000.
ADVOCACY; RIGHTS OF
WORKERS AND EMPLOYERS: DECENT WORK.
The Labour Policy
envisages a harmonious working relationship between workers and employers
for improving the performance and efficiency of the industry. The rights and
obligations based approach to labour issues is being followed also in
accordance with the Constitution of the Islamic Republic of Pakistan. In
order to fulfill obligation under the Constitution as well as under
international covenants with regard to well being and socio-economic
protection of the workers, a strategy has to be evolved and pursued in
accordance with the concept of decent work in the employment sector.
growth is a pre-condition for expanding productive employment. But economic
growth in itself could not reduce poverty. Only productive and remunerative
employment could eliminate poverty and deprivation. Pakistan has ratified
many international commitments relating to labour standards such as 34 ILO
Conventions (33 in force) which include seven of the eight fundamental
conventions encompassing freedom of association, the abolition of forced
labour, equality at work, the elimination of child labour, the Convention on
the Rights of the Child, the Convention on the Elimination of All Forms of
Discrimination Against Women, Universal Declaration of Human Rights,
International Covenant on Economic, Social and Cultural Rights ,
International Covenant on Civil and Political Rights and
Convention of the UN. The Government believes that in the light of its
international commitments the strategic goal of decent work means paying
equal attention to economic and social development, with special attention
to safeguarding the rights and interests of the workers. The economic
globalization offers new opportunities, but
at the same time
it presents challenges to workers all over the world. The decent work
strategy responses to the social challenge. The decent work strategy of the
country comprises four elements that are closely related:
productive, remunerative and safe work;
workers’ basic rights and interests; and
focus for the decent work strategy at present is employment promotion and
further improvement of the social security system. Experience has shown that
rapid economic development and technological progress do not automatically
lead to more employment opportunities; however, individuals depend on
employment opportunities to earn a living and meet their basic needs. The
Government will insure full adherence of labour laws and workers friendly
environment in all establishments to promote decent work in the country.
SKILL DEVELOPMENT AND
The main elements
of Human Resource Development and Employment strategy are outlined below:-
In the absence of
determined measures to bring down the rate of population increase efforts to
enhance employment generation are expected to produce limited success.
Given the need to
create 1.25 million man years of additional employment annually and recent
declining employment elasticity, the growth rate of the economy need to
centre around a minimum of 8.3 percent per annum.
will be on employment generation in rural areas and surrounding small towns
through development of physical and social infrastructure and rural
will be taken to reduce unemployment among the educated not through
unproductive public sector employment in administrative jobs but to meet
real needs of the economy especially in the social sectors and private
Effort will be
made to accelerate development, increase productivity of small
scale/informal sector enterprises and to generate employment in less
developed regions to remove regional disparity.
austerity will be taken as cardinal planks of the entire policy package.
effort will be made to radically improve the participation of females in
income generating economic activities.
skilled labour force will be developed to help achieve significant gains in
productivity and efficiency primarily through the efforts of the private
Full support will
be provided to Pakistanis seeking employment opportunities abroad and
assistance in productive re-absorption of returning migrants.
self-employment will be incurred for those with education, skills and
entrepreneurship especially through better access to credit facilities.
emphasis will be given on Training of Trainers to maximize the multiplier
para-medical services, of which presently there is an acute shortage will be
apprenticeship schemes will be revitalized and intake will be enhanced.
The production of
skilled manpower for assimilation and spread of new modern technologies
especially in the application of electronics, computers and modern
production systems will be encouraged.
units and trade-tests (through the National Training Board Skills Standard
and Certification System) for those who are trained through the informal
“Ustad-Shagird” system will be introduced.
will encourage the involvement of private sector to organize intensive
in-plant training, actively participate in the establishment and management
of vocational training institute; and the National Training Board will be
reconstituted with a large representation of the private sector.
scheme shall be introduced in all schools run by the Workers Welfare Fund to
impart Technical Education to the students.
proportion of workers in the labour force with higher levels of education
and skills will be encouraged. This will be achieved by complementing
general school education with technical/vocational training and by easing
the path of school graduates to higher education with an emphasis on
will standardize courses/curricula and ensure uniform quality control.
The trade unions
will be engaged in identifying training needs and priorities and the
management of training programmes and training institutes.
Labour Market Information System shall be established with creation of Human
Resource Center at different cities.
challenging issue facing Pakistan today is the high rate of growth of
population and labour force growing at over 3 percent per annum, amongst the
highest in the world. Its population has a literacy rate of less than 60
percent. It possesses an insignificant base for the production of high level
scientific and middle level technical manpower, and the quality of education
has seriously deteriorated in recent years. The main objectives of the
country’s Labour Policy shall be to meet the requirements of the economy,
the employers and the working classes.
In formulating a
strategy to respond to these challenges the following key factors are taken
During the past
decade with an expected growth rate of the labour force of 3.3 percent per
annum, the economy is faced with the formidable task of creating 1.25
million jobs annually, if the unemployment and under-employment situation is
not to worsen.
The problem of
the educated unemployed youth is serious thus requires special programmes.
and skill training of the industrial work force remains very low.
Pakistan’s least utilized human resource. Woman labour force participation
depicts a gloomy picture.
manpower base in Pakistan lacks strategic depth in meeting contemporary
needs of the country. Only 20 percent of the relevant age groups pass
matriculation and only a quarter of these students pursue further studies in
Information is presently not collected in a consistent and systematic
financial crisis has aggravated Pakistan’s economic difficulties.
will ensure the special quota for employment of disabled persons in all
establishments in private as well as public sector. It will be ensured that
discrimination in any case should not be practiced in appointments and/or
promotions of persons with disabilities. Equal status and equal
opportunities will be provided to all workers including the handicapped. The
Government will establish complexes for education and training of disabled
workers and disabled children of workers under one roof, especially in
remote parts of the country from the Workers Welfare Fund.
The eunuchs are
the most neglected human resource segment of the society, subjected to
humiliation and molestation. They are not exposed to education and instead
are trained to beg, dance or forced into prostitution. Transgendered people
are misunderstood and ridiculed for being born in the wrong body and are
condemned to exist at the bottom rung of Pakistan’s social ladder. Such
people are even denied their right to inheritance, civil rights and
registration in the formal workforce. The Government will take cognizance
and provide them opportunities for education, job and all other facilities
of social welfare which a common citizen is entitled to.
EXPORT OF MANPOWER
Human resource is
one of the major capitals of any country. Presently, the highest amount of
foreign exchange is being earned through the remittances by the expatriate
Pakistanis. Procedures regarding export of manpower will be simplified and
streamlined by making necessary amendments in the Emigration Rules to ensure
expeditious processing of demands for overseas jobs.
Employment Promoters will be given further incentives to enable them to
improve their performance. Pakistan Embassies abroad will be asked to extend
necessary co-operation to the delegations of OEPs when they visit the labour
importing countries for procurement of manpower demands so that they may be
able to procure maximum demands for Pakistani labour.
promotion campaigns and visits to main employers especially in the Gulf
region will be encouraged.
will be viewed as a potential asset (a package of labour skills, experience
and investible resources) which will be tapped for the benefit of the
economy. Existing schemes to attract investments by migrants while abroad as
well as on return will be expanded and made more effective.
In addition to
above to enhance the export of manpower, major steps will be taken by the
Government, which shall include:
Manpower Export Committee in the Ministry to:
Pakistani emigrant workers
emigration and protecting emigrants
returning emigrants and effective use of diaspora resources
measures and implementation mechanism
Committee at National Level with following role and functions:
plan and strategy for enhancement of manpower export.
plan, functional language courses.
resources for training in Pakistan.
Shows/Job fairs in different countries.
to important employers and key government functionaries of labour receiving
countries to assess the training facilities in Pakistan - invest for
strength and capacity of skill training system of Pakistan - at par with
standards of Labour importing counties.
a Manpower Export, Research and Information Center (MERIC) – in Bureau of
Ministries and Provincial Governments.
Liaison Committee in Pakistani Missions
Manpower Export Committee.
Pakistani community as well as the private and public sector foreign
strategy and action plan for employment abroad.
information on the skills requirement, occupation wise emerging
opportunities to the Manpower Export Committee.
foreign employers & key Government functionaries, to be invited to Pakistan
for showcasing the prevalent training/skill standards, investment in
training institutions and hiring of manpower.
evaluation of Pakistani Missions inter-alia needs to be made in terms of
their initiatives for raising the number of Pakistani workforce, to provide
feedback on the key labour market developments, major economic programs and
2010 – M/s. S.M. Yaqoob