Workplace Code of Conduct (Pakistan)
WORKPLACE CODE OF CONDUCT
[Employer Name]
Effective Date: [Effective Date]
Issued under: Industrial and Commercial Employment (Standing Orders) Ordinance 1968 | Protection Against Harassment of Women at the Workplace Act 2010
1. PREAMBLE
[Employer Name] (Registration No. [Employer Registration]), with principal offices at [Employer Address], is committed to maintaining a safe, respectful, and ethical workplace for all employees. This Workplace Code of Conduct establishes the standards of professional behaviour, ethical obligations, and disciplinary framework governing all employees of [Employer Name] in its [Industry Type] operations, effective from [Effective Date].
This Code of Conduct is issued in accordance with the Industrial and Commercial Employment (Standing Orders) Ordinance 1968, the Protection Against Harassment of Women at the Workplace Act 2010, and the applicable provincial industrial relations legislation.
2. SCOPE AND APPLICATION
This Code applies to the following categories of workers: [Worker Categories].
Standard Working Hours: [Working Hours]. Overtime: [Overtime Policy].
3. STANDARDS OF PROFESSIONAL CONDUCT
3.1 Dress Code
[Dress Code]
3.2 Attendance and Punctuality
[Attendance Policy]
3.3 Use of Company Technology and Information Systems
[IT Use Policy] Employees must comply with the Prevention of Electronic Crimes Act 2016 (PECA) at all times in their use of digital systems.
3.4 Confidentiality
[Confidentiality Obligation]
3.5 Anti-Corruption and Conflicts of Interest
No employee shall offer, accept, solicit, or receive any bribe, illegal gratification, or gift that creates an actual or apparent conflict of interest, in violation of the Prevention of Corruption Act 1947 and the National Accountability Ordinance 1999. Employees must disclose any personal or financial interest that may conflict with the interests of [Employer Name] to their supervisor and the HR Department in writing.
4. MISCONDUCT AND DISCIPLINARY PROCEDURE
4.1 Minor Misconduct
The following acts constitute minor misconduct attracting oral warning, written warning, or censure: [Minor Misconduct]
4.2 Major Misconduct
The following acts constitute major misconduct that may result in suspension, demotion, or dismissal following a fair inquiry under Section 8 of the Standing Orders Ordinance 1968: [Major Misconduct]
4.3 Penalty Scale
[Penalty Scale]
4.4 Disciplinary Procedure
Before any penalty is imposed for major misconduct, the employee shall be issued a show cause notice specifying the alleged misconduct and given a minimum of three days to respond. If the explanation is unsatisfactory, a departmental inquiry shall be conducted by an Inquiry Officer appointed by management. The employee shall have the right to be heard, present evidence, and call witnesses. The Inquiry Officer shall submit written findings to management, which shall determine the penalty. The employee shall have the right to appeal to the Labour Court as provided under the applicable industrial relations legislation.
5. PROTECTION AGAINST HARASSMENT
[Employer Name] maintains a strict zero-tolerance policy on sexual harassment and any other form of harassment at the workplace, in compliance with the Protection Against Harassment of Women at the Workplace Act 2010.
5.1 Inquiry Committee
The Inquiry Committee constituted under Section 4 of the Protection Against Harassment of Women at the Workplace Act 2010 comprises: [Inquiry Committee Members].
5.2 Grievance and Complaint Procedure
[Grievance Procedure]
Any employee who believes they have been subjected to harassment may also file a complaint directly with the Office of the Ombudsperson for Protection Against Harassment of Women at the Workplace established under Section 7 of the Protection Against Harassment of Women at the Workplace Act 2010.
6. MANAGEMENT COMMITMENT
I, [CEO Name], CEO / Managing Director of [Employer Name], commit to full compliance with this Workplace Code of Conduct and to maintaining a safe, respectful, and professional workplace for all employees.
Signature: _________________________
Name: [CEO Name]
Designation: CEO / Managing Director
Date: [Effective Date]
Company Seal: _________________________
EMPLOYEE ACKNOWLEDGMENT
I, the undersigned employee of [Employer Name], acknowledge that I have received, read, and understood this Workplace Code of Conduct. I agree to comply with its provisions and understand that any breach may result in disciplinary action up to and including dismissal.
Employee Name: _________________________
CNIC No.: _________________________
Designation: _________________________
Signature: _________________________
Date: _________________________
CEO / Managing Director
________________
Signature
Employee (Acknowledgment)
________________
Signature
What Is a Workplace Code of Conduct (Pakistan)?
A Workplace Code of Conduct in Pakistan is a formal written policy adopted by an employer establishing the standards of professional behaviour, ethical obligations, disciplinary rules, and consequences for misconduct that govern all employees in an industrial or commercial establishment. The Workplace Code of Conduct (Pakistan) is grounded in the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 (the Standing Orders Ordinance), which is the primary federal legislation governing the conditions of employment and disciplinary framework for workers in industrial and commercial establishments in Pakistan.
The Industrial and Commercial Employment (Standing Orders) Ordinance 1968 applies to every industrial and commercial establishment employing fifty or more workers, and requires every such employer to define and publish standing orders — written rules covering classification of workers, manner of intimating working hours, holidays and wages, leave, termination of employment, and disciplinary procedures. Section 3 of the Standing Orders Ordinance requires employers to submit draft standing orders to the Certifying Officer (designated under Section 2(d) of the Ordinance) for certification. Once certified, the standing orders become binding on both employer and worker and form the primary reference for employment disputes before Labour Courts established under the Industrial Relations Act 2012.
At the provincial level, each province has enacted its own industrial relations legislation following the 18th Constitutional Amendment 2010, which transferred labour to the provincial concurrent list under the Fourth Schedule of the Constitution of Pakistan 1973. Punjab operates under the Punjab Industrial Relations Act 2010 (PIRA 2010), Sindh under the Sindh Industrial Relations Act 2013 (SIRA 2013), Khyber Pakhtunkhwa under the KPK Industrial Relations Act 2010, and Balochistan under the Balochistan Industrial Relations Act 2010. The Standing Orders Ordinance 1968 remains the federal baseline applicable to establishments in the Islamabad Capital Territory (ICT) and to interprovincial establishments.
The Workplace Code of Conduct is broader than the certified standing orders — while standing orders address statutory minimum requirements, the Code of Conduct addresses the full spectrum of professional conduct expected from employees: attendance and punctuality, dress standards, use of company property and information technology systems, conflicts of interest, anti-corruption and anti-bribery obligations under the National Accountability Ordinance 1999, confidentiality obligations consistent with the Prevention of Electronic Crimes Act 2016 (PECA), anti-harassment obligations under the Protection Against Harassment of Women at the Workplace Act 2010, and social media conduct.
The Protection Against Harassment of Women at the Workplace Act 2010 specifically requires every organisation in Pakistan with more than one employee to adopt a Code of Conduct for protection against harassment and to establish an Inquiry Committee. Section 2(c) of the Protection Against Harassment of Women at the Workplace Act 2010 defines the 'Code of Conduct' as the document annexed to the Act as its Schedule, which all employers must adopt. Many employers incorporate the statutory harassment code of conduct into their broader Workplace Code of Conduct for administrative convenience.
A thorough Workplace Code of Conduct strengthens the employer's legal position in disciplinary proceedings before Labour Courts — demonstrating that the employee had clear notice of prohibited conduct and applicable penalties, which is essential for a valid dismissal under Section 8 of the Standing Orders Ordinance 1968. Without a documented Code of Conduct, an employer may face difficulty proving that a dismissed worker had been warned and was aware of the misconduct rules.
When Do You Need a Workplace Code of Conduct (Pakistan)?
A Workplace Code of Conduct in Pakistan is required or strongly advisable in several recurring operational and legal situations.
A Workplace Code of Conduct is required when an industrial or commercial establishment employing fifty or more workers prepares and submits standing orders under Section 3 of the Standing Orders Ordinance 1968. The Code of Conduct supplements the certified standing orders with detailed behavioural expectations that the standing orders framework mandates but does not itself spell out in detail.
A Workplace Code of Conduct is required under the Protection Against Harassment of Women at the Workplace Act 2010. Every organisation — regardless of size — must adopt a Code of Conduct that includes prohibitions on sexual harassment, a formal complaint mechanism, and an Inquiry Committee. Non-adoption is an offence under Section 11 of the Protection Against Harassment of Women at the Workplace Act 2010, punishable by fine.
A Workplace Code of Conduct is needed when an establishment is seeking certification for export to markets requiring labour compliance — such as the European Union's Generalised Scheme of Preferences Plus (GSP+) certification, which requires Pakistan's exports to comply with ILO core labour standards including freedom from forced labour and non-discrimination. Buyers in the EU, USA, and UK conduct social audits of Pakistani suppliers and require production of a Workplace Code of Conduct as part of due diligence.
A Workplace Code of Conduct is needed when an employer wishes to take disciplinary action — including dismissal — against a worker for misconduct such as insubordination, dishonesty, habitual absence, or violence. Section 8 of the Standing Orders Ordinance 1968 requires that before dismissal for misconduct, the worker must have been given a show cause notice and an opportunity to explain. The Code of Conduct provides the reference point for what constitutes misconduct and the applicable penalty, making the disciplinary process defensible before Labour Courts.
A Workplace Code of Conduct is required when a company listed on the Pakistan Stock Exchange (PSX) under the Companies Act 2017 must comply with the Code of Corporate Governance issued by the Securities and Exchange Commission of Pakistan (SECP). The SECP Code of Corporate Governance requires listed companies to adopt a code of ethics and business conduct approved by the Board of Directors.
A Workplace Code of Conduct is also needed when a company registers on Pakistan's freelance or technology export platforms, applies for recognition by the Pakistan Software Export Board (PSEB), or seeks ISO 9001 quality management certification — all of which require documented workplace policies covering professional conduct and grievance procedures.
What to Include in Your Workplace Code of Conduct (Pakistan)
A thorough Workplace Code of Conduct in Pakistan under the Standing Orders Ordinance 1968 and the Protection Against Harassment of Women at the Workplace Act 2010 must contain the following essential sections to be effective, legally compliant, and enforceable before Labour Courts.
Scope and Application: The Code of Conduct must identify the employer (full legal name, registration number under the Companies Act 2017 or the relevant registration authority), the categories of workers covered (permanent, contractual, apprentices, probationers), the geographical scope (all branches, factories, and offices), and the effective date. It must state that the Code applies to conduct both on company premises and at off-site locations including client premises, company events, and communications using company equipment.
Employment Classification and Hours: Classification of workers as permanent, probationary, temporary, or badli (substitute) under Standing Order No. 1 of the Model Standing Orders under the Standing Orders Ordinance 1968. Standard working hours, shift timings, overtime rules under Section 34 of the Factories Act 1934 (maximum sixty hours per week including overtime), and attendance recording requirements.
Conduct Standards: Professional behaviour expectations — punctuality, respect for colleagues and supervisors, care for company property, compliance with lawful instructions. Specific prohibitions including: theft, fraud, or dishonesty under any circumstances; violence, intimidation, or threatening behaviour; reporting for duty under the influence of alcohol or narcotics (engaging Section 510 of the Pakistan Penal Code 1860 for public intoxication); carrying weapons on company premises without authorisation; and defamation of the company, its management, or colleagues through social media or other channels.
Anti-Harassment Policy: In compliance with the Protection Against Harassment of Women at the Workplace Act 2010, the Code must prohibit sexual harassment — defined as unwelcome sexual advances, requests for sexual favours, and other verbal, non-verbal, or physical conduct of a sexual nature that creates a hostile work environment. The Code must establish the Inquiry Committee (at least three members including at least one woman) and the complaint procedure with timelines consistent with Section 4 of the Protection Against Harassment of Women at the Workplace Act 2010.
Anti-Corruption and Conflicts of Interest: Prohibitions on accepting bribes, gifts above a specified value, or kickbacks in violation of the Prevention of Corruption Act 1947 and the National Accountability Ordinance 1999. Disclosure obligations for personal interests that may conflict with the employer's interests — including ownership of businesses that compete with or supply the employer. Provisions consistent with SECP's Guidelines on Corporate Governance for listed companies.
Confidentiality and Data Protection: Obligations to protect confidential business information, trade secrets, and customer data. Reference to obligations under the Prevention of Electronic Crimes Act 2016 (PECA) — particularly Sections 3 to 7 covering unauthorised access to information systems and data — and the SECP's data protection guidelines for financial institutions.
Disciplinary Procedure: The disciplinary process must track Section 8 of the Standing Orders Ordinance 1968: minor misconduct addressed by oral or written warning; major misconduct addressed by show cause notice, inquiry, and penalty up to and including dismissal. The list of acts constituting major misconduct (wilful insubordination, theft, habitual absence, fraud, disorderly behaviour) must be explicitly stated. The right of appeal to the Labour Court under Section 25-A of the Industrial Relations Act 2012 (or provincial equivalents) must be disclosed.
Grievance Procedure: A documented internal grievance procedure accessible to all workers for raising complaints about working conditions, unfair treatment, or Code of Conduct violations — consistent with ILO Convention No. 158 on Termination of Employment and the industrial relations framework.
Forms-legal.com provides this Workplace Code of Conduct (Pakistan) template as a practical foundation for employers establishing formal conduct standards under the Standing Orders Ordinance 1968. Employers in Punjab should additionally comply with the Punjab Occupational Safety and Health Act 2019 and the Punjab Employees Efficiency Discipline and Accountability Act 2006 (for government departments). Legal advice from an Advocate specialising in labour law and enrolled with the relevant provincial Bar Council is recommended before finalising and distributing the Code of Conduct.
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author = {{Forms Legal}},
title = {Workplace Code of Conduct (Pakistan) (Pakistan)},
year = {2026},
howpublished = {\url{https://forms-legal.com/pakistan/business/policies/workplace-code-of-conduct-pakistan}},
note = {Free legal document template}
}Also available for these jurisdictions:
Frequently Asked Questions
A Workplace Code of Conduct is legally required in Pakistan in two specific situations. First, the Protection Against Harassment of Women at the Workplace Act 2010 requires every organisation — regardless of size — to adopt a Code of Conduct for protection against harassment at the workplace. The Schedule to the Act prescribes the minimum content of the Code, including the definition of harassment, prohibited conduct, and the establishment of an Inquiry Committee. Non-compliance is an offence under Section 11 of the Act, punishable by fine imposed by the Ombudsperson for Protection Against Harassment of Women at the Workplace (the federal or provincial Ombudsperson). Second, industrial and commercial establishments employing fifty or more workers are required under Section 3 of the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 to submit standing orders — which are the statutory equivalent of a workplace conduct code — to the Certifying Officer for certification. In practice, most medium and large employers combine these requirements into a comprehensive Workplace Code of Conduct. For companies listed on the Pakistan Stock Exchange, the SECP Code of Corporate Governance further requires a board-approved code of ethics. Beyond legal minimums, a documented Workplace Code of Conduct is essential for defending disciplinary actions before Labour Courts and for compliance with international buyer requirements under social audit standards.
The harassment Code of Conduct required under the Protection Against Harassment of Women at the Workplace Act 2010 must include specific elements prescribed in the Schedule to the Act. The Code must define sexual harassment — covering all forms of unwelcome sexual advances, requests for sexual favours, and verbal, non-verbal, or physical conduct of a sexual nature that creates a hostile, intimidating, or offensive work environment. The Code must prohibit all forms of harassment defined in Section 2(h) of the Protection Against Harassment of Women at the Workplace Act 2010. The Code must establish an Inquiry Committee of at least three members, including at least one woman and at least one person from senior management, empowered to receive complaints, conduct inquiries, and recommend penalties. The complaint procedure must allow the complainant to file a written complaint within three months of the incident (extendable for good cause) with the Inquiry Committee or directly with the Ombudsperson. The penalties prescribed by the Act range from minor penalties (fine, censure) to major penalties (dismissal) depending on the severity of the harassment. The Code must also contain a commitment from the highest level of management — signed by the CEO or Chairman — endorsing the zero-tolerance policy on harassment. Organisations that fail to constitute an Inquiry Committee or fail to act on complaints face action by the federal or provincial Ombudsperson under Section 8 of the Protection Against Harassment of Women at the Workplace Act 2010.
The Industrial and Commercial Employment (Standing Orders) Ordinance 1968 is a federal statute that requires employers of industrial and commercial establishments employing fifty or more workers to issue certified standing orders — a set of written rules governing the employment relationship. Section 3 of the Standing Orders Ordinance 1968 requires every such employer to prepare draft standing orders covering: classification of workers (permanent, probationary, temporary, badli); manner of intimating hours of work, holiday, payment of wages, and leaves; termination of employment; suspension pending inquiry; acts and omissions constituting misconduct; and procedure for redress of grievances. The draft standing orders must be submitted to the Certifying Officer (typically the District Officer Labour) for certification under Section 5 of the Ordinance after consultation with workers' representatives. Once certified, the standing orders are binding on all workers of the establishment under Section 7 of the Standing Orders Ordinance 1968. A comprehensive Workplace Code of Conduct expands on the standing orders by adding detail on professional conduct standards, technology use, anti-corruption measures, and international compliance requirements. Both the standing orders and the Code of Conduct are produced to Labour Courts — constituted under the Industrial Relations Act 2012 and provincial equivalents — in unfair dismissal or misconduct cases, to demonstrate procedural compliance with Section 8 of the Standing Orders Ordinance 1968.
Misconduct in Pakistani labour law is defined by reference to the certified standing orders of the establishment and the Model Standing Orders issued by the Government under the Standing Orders Ordinance 1968. The Model Standing Orders list the following as acts of misconduct justifying disciplinary action up to and including dismissal: wilful insubordination or disobedience of lawful orders of superiors; theft, fraud, or dishonesty in relation to the employer's or a fellow worker's property; wilful damage to or loss of employer's goods; taking or giving bribes or any illegal gratification; habitual absence without leave or habitual late attendance; habitual neglect of work; striking work or inciting others to strike in contravention of the Industrial Relations Act 2012; riotous or disorderly behaviour on the premises; habitual breach of standing orders; collection of money without the employer's permission; engaging in trade within the establishment; conviction for a criminal offence involving moral turpitude; and making false entries in registers or records. The Standing Orders also distinguish between minor misconduct (attracting warning or censure) and major misconduct (attracting suspension, demotion, or dismissal). Under Section 8 of the Standing Orders Ordinance 1968, dismissal for misconduct requires a show cause notice, an opportunity to the worker to explain, and a fair inquiry — without these procedural steps, the dismissal is an unfair labour practice challengeable before the Labour Court.
An employer in Pakistan can dismiss a worker for violating the Code of Conduct, provided the dismissal follows the mandatory procedural requirements of Section 8 of the Standing Orders Ordinance 1968 and the relevant provincial industrial relations legislation. The procedure requires: (1) the employer to issue a written show cause notice to the worker specifying the alleged misconduct and giving the worker a minimum of three days to explain in writing; (2) if the written explanation is unsatisfactory or no explanation is received, the employer must hold a departmental inquiry — appointing an inquiry officer, giving the worker an opportunity to present their defence and call witnesses, and recording the proceedings; (3) the inquiry officer submits findings to management, which then decides the penalty after considering the gravity of the misconduct and any mitigating factors. Dismissal without these procedural steps constitutes an unfair dismissal challengeable by the worker before the Labour Court under Section 25-A of the Industrial Relations Act 2012 (for federal establishments) or the relevant provincial industrial relations law. Reinstated workers typically receive back wages from the date of wrongful dismissal. The Code of Conduct must be part of the certified standing orders or formally communicated to the worker with proof of receipt for it to be enforceable in disciplinary proceedings — courts in Lahore, Karachi, and Islamabad have quashed dismissals where the worker was not demonstrably aware of the conduct rule violated.
Effective communication of the Workplace Code of Conduct to employees in Pakistan requires both formal distribution and documented acknowledgment, to ensure the Code is enforceable in Labour Court proceedings. The employer should provide a physical copy of the Code of Conduct to every employee at the time of joining — either as part of the appointment letter package or as a separate document — and obtain a signed acknowledgment confirming receipt and understanding. For establishments with Urdu-speaking workers, the Code of Conduct must either be in Urdu (the national language under Article 251 of the Constitution of Pakistan 1973) or accompanied by a certified Urdu translation — Labour Courts have declined to enforce disciplinary actions where the worker demonstrates they could not understand an English-only document. The employer should conduct orientation training covering the Code of Conduct for all new joiners, with attendance recorded. For existing employees, a formal launch of an updated Code of Conduct should be communicated via notice boards — as required by Section 6 of the Standing Orders Ordinance 1968 for posting of certified standing orders — email, or company intranet. Annual refresher training is best practice. Signed acknowledgment forms should be retained in the worker's HR file for a minimum of six years to be available in potential Labour Court proceedings. Forms-legal.com recommends maintaining an acknowledgment register with CNIC numbers of all employees who have received and acknowledged the Code.
This template is provided for informational purposes only and does not constitute legal advice. Laws vary by jurisdiction and change over time. Consult a qualified attorney for advice specific to your situation.Full disclaimer
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