Pakistan Leave Laws and Holidays

Employees are entitled to 14 days of annual leave after completion of one year of service with the same employer.

Employees must apply in advance for annual leave at a time convenient to the employer, unless otherwise agreed.

Annual leave is subject to approval by the employer, and the timing can be adjusted based on the needs of the organization.

Additional annual leave beyond the stipulated 14 days is not commonly granted unless under special circumstances and agreed by the employer.

Annual leave rights are accrued after an employee has completed one year of service with an employer.

Unused annual leave typically expires at the end of the year without carryover, unless otherwise agreed upon by the employer.

Any accrued but unused annual leave will be paid out to the employee upon termination of employment.

There is no automatic payout for unused annual leave at the end of the year unless terminated.

Specific rules regarding annual leave may vary depending on company policy and any applicable collective bargaining agreements.

Eligible male employees are entitled to up to 3 days of paternity leave, typically around the time of childbirth.

Employees are expected to provide advance notice in line with company policies, usually prior to the expected date of childbirth.

Paternity leave requires approval from the employer, and it must be scheduled according to the needs of the organization.

Additional paternity leave is generally not available beyond the stipulated period unless specific provisions are made in company policy.

Paternity leave is not accrued; it is granted per instance of childbirth.

Carry over of paternity leave does not apply as it is intended for use around the childbirth period only.

Paternity leave is not paid out upon termination, as it must be used at the time of childbirth.

There is no end of year payout for paternity leave as it does not accrue.

Paternity leave is specifically intended to be used at the time of childbirth and is strictly regulated in terms of timing and duration.

Study leave availability and duration vary significantly between organizations and are often based on the nature of study and its relevance to the job.

Employees are expected to apply for study leave well in advance, providing details of the study program and how it relates to their job performance or career development.

Study leave requires approval from the employer, which may consider the relevance of the study to the employee's job and the organization's operations.

Additional study leave may be granted based on the employee's performance, the relevance of the study to their job, and the benefit to the organization.

Study leave does not typically accrue in a traditional sense and is often negotiated on a case-by-case basis.

Carry over of study leave is not typically applicable as it is based on specific study requirements and schedules.

Study leave is not subject to payout upon termination as it is granted specifically for educational purposes and does not accumulate.

There is no end-of-year payout for study leave as it does not accrue annually but is granted based on specific educational pursuits.

Approval for study leave often requires demonstrating the educational program's relevance to the employee's current role or career progression within the organization.

Female employees are entitled to 12 weeks of maternity leave, which can be extended under certain medical conditions.

Employees are typically required to provide notice of at least several weeks, as per company policy, prior to commencing maternity leave.

Maternity leave needs to be approved by the employer, generally in accordance with the established company procedures.

Additional maternity leave may be granted in case of medical necessity or complications related to pregnancy or childbirth, supported by medical documentation.

Maternity leave does not accrue over time like annual or sick leave; it is a fixed entitlement per pregnancy.

Carry over rules do not apply to maternity leave as it is a one-time entitlement per pregnancy.

Payout for unused maternity leave upon termination depends on the terms of employment and any relevant labor laws at the time.

There is no end of year payout for maternity leave as it does not accrue annually but is granted per pregnancy.

Women on maternity leave are generally protected from dismissal or termination due to their absence, as stipulated by employment laws.

Employees are entitled to 10 days of casual leave per year for urgent or unforeseen matters.

Employees should notify their employer as soon as possible, preferably before the commencement of casual leave.

Casual leave must be approved by the employer, and is generally granted based on the urgency of the situation.

Additional casual leave is typically not granted; however, exceptional circumstances may be considered by the employer.

Casual leave entitlement accrues annually and cannot be accumulated beyond the stipulated annual quota.

Unused casual leave expires at the end of the year and cannot be carried over to the next year.

Unused casual leave is not paid out upon termination of employment.

There is no payout for unused casual leave at the end of the year.

Casual leave is specifically intended for unexpected or urgent personal matters requiring immediate attention.

Muslim employees are entitled to a once-in-a-lifetime Hajj leave of up to 60 days, which includes travel time, to perform the Islamic pilgrimage to Mecca.

Employees must provide advance notice, as specified by their employer, typically several months before the intended pilgrimage to allow for adequate planning.

Employer approval is required for Hajj leave. The employer may consider business needs and the number of employees applying for leave in the same period.

Since Hajj leave is a once-in-a-lifetime entitlement, no additional quota is applicable.

Hajj leave does not accrue over time but is a one-time entitlement.

Carry over does not apply to Hajj leave as it is a one-time use entitlement.

There is no payout for unused Hajj leave upon termination, as the entitlement is specific to performing Hajj.

Hajj leave does not have an end of year payout as it is not an annually accruing leave type.

Eligibility for Hajj leave typically requires that the employee has not performed Hajj before, and may be subject to seniority and the operational requirements of the employer.

Employees are typically granted 3 to 5 days of bereavement leave in the event of the death of a close family member.

Employees should inform their employer as soon as possible in the event of the death of a close family member.

Bereavement leave is usually granted automatically upon notification of the death of a close family member, though formal procedures may still apply.

Additional bereavement leave may be granted depending on the specific circumstances and the employer's policies.

Bereavement leave does not accrue and is granted as needed per event.

There is no carry over for bereavement leave as it is event-specific and does not recur annually.

There is no payout for unused bereavement leave upon termination as it is granted per specific bereavement events.

Unused bereavement leave does not apply for end-of-year payout as it must be used at the time of the bereavement event.

Bereavement leave is typically available for the death of immediate family members, and the definition of 'immediate family' can vary by employer.

Leave without pay is granted at the discretion of the employer and depends on the reasons for the leave and the employee's circumstances.

Employees should apply for leave without pay as early as possible, providing a detailed explanation and the expected duration of the leave.

Leave without pay requires explicit approval from the employer, taking into account the impact on the organization and the employee's reasons for the request.

Additional leave without pay is entirely at the employer's discretion and depends on individual circumstances and organizational policies.

Leave without pay does not accrue as it is not an entitlement but a concession granted by the employer.

There is no carry over for leave without pay as it does not follow standard leave accrual or usage rules.

There is no payout for leave without pay at termination as it is unpaid and does not accumulate.

Leave without pay is not eligible for end-of-year payout as it is unpaid and granted on a case-by-case basis.

Employees may need to provide substantial documentation or justification for taking leave without pay, especially for extended periods.

Employees are entitled to a quota of 10 sick leave days per year.

Employees should inform the employer as soon as possible in case of sickness.

Sick leave beyond two consecutive days requires a medical certificate to be submitted for employer approval.

Additional sick leave may be granted if supported by a medical certificate and depending on the employer's policies.

Sick leave entitlement accrues annually and is available after completion of probation period or as stipulated by employer.

Unused sick leave generally cannot be carried over to the next year.

Sick leave is not paid out upon termination, regardless of its unused status.

There is no payout for unused sick leave at the end of the year.

Extended sick leave may require detailed medical documentation and follow-up checks as per employer's policy.