Cook/Chef Employment Contract (Pakistan)
COOK / CHEF EMPLOYMENT CONTRACT
Governed by the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 | Punjab Domestic Workers Act 2019 | Minimum Wages Ordinance 1961
This Employment Contract is entered into on [Agreement Date] at [City], Pakistan, between:
EMPLOYER:
[Employer Name], CNIC / Registration No. [Employer CNIC Or Reg], address: [Employer Address], employer type: [Employer Type].
EMPLOYEE (COOK / CHEF):
[Employee Name], son/daughter of [Employee Father Name], CNIC No. [Employee CNIC], permanent address: [Employee Address].
The Employer has verified the Employee's identity against the original CNIC issued by NADRA. The Employer does not retain the Employee's CNIC or any other identity document as security — such retention is prohibited under the Punjab Domestic Workers Act 2019.
1. APPOINTMENT AND START DATE
The Employer appoints the Employee as [Job Title] with effect from [Start Date].
Contract Type: [Contract Type]
2. DUTIES AND RESPONSIBILITIES
[Duties Description]
The Employee shall maintain the highest standards of food hygiene, kitchen cleanliness, and personal health required for food handling. For commercial kitchen employees, a valid food handler's health certificate from the Punjab Food Authority / Sindh Food Authority or relevant provincial authority must be maintained at all times.
3. WORKING HOURS AND REST
Daily Working Hours: [Working Hours]
Weekly Rest Day: [Weekly Rest Day]
For commercial kitchen employees, overtime beyond 8 hours per day shall be compensated at double the ordinary rate under the Factories Act 1934. The Employee is not required to be on-call 24 hours a day.
4. SALARY AND BENEFITS
Monthly Salary: [Monthly Salary]
Payment Date: [Salary Payment Day]
Eid Bonus / Festival Allowance: [Eid Bonus]
For commercial employers: EOBI contributions (employer 5% + employee 1% of wages) shall be deducted and deposited under the Employees' Old-Age Benefits Act 1976. Social Security contributions shall be deducted and deposited under the West Pakistan Employees' Social Security Ordinance 1965.
5. LEAVE ENTITLEMENTS
Annual Leave: [Annual Leave]
Sick Leave: [Sick Leave]
Religious holidays: Eid-ul-Fitr (3 days), Eid-ul-Adha (3 days), Pakistan Day (23 March), Independence Day (14 August), and other public holidays declared by the Federal or Provincial Government.
6. TERMINATION
Either party may terminate this contract by giving [Notice Period] in writing, or by paying salary in lieu of notice. The Employer may terminate immediately without notice for serious misconduct — theft, violence, deliberate food contamination, repeated absence without leave, or persistent violation of food safety rules — after following a fair inquiry process. On termination for redundancy, retrenchment compensation of one month's wages per year of completed service shall be paid under the Standing Orders Ordinance 1968 (for commercial employees).
7. GENERAL PROVISIONS
This contract is governed by the laws of Pakistan applicable in [City]. For domestic workers in Punjab, the Punjab Domestic Workers Act 2019 applies. For commercial kitchen workers, the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968, the Factories Act 1934, and the Minimum Wages Ordinance 1961 apply. Any dispute shall be resolved by the relevant Labour Court or, for domestic workers, as per the Punjab Domestic Workers Act 2019.
Employer
________________
Signature
Cook / Chef (Employee)
________________
Signature
Witness
________________
Signature
What Is a Cook/Chef Employment Contract (Pakistan)?
A Cook/Chef Employment Contract in Pakistan establishes the rights and obligations of employer and employee, from pay and benefits to confidentiality and the end of the engagement.
The West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968 (Standing Orders Ordinance) is the primary statute governing employment in industrial and commercial establishments in Pakistan. For commercial cook and chef employment — in restaurants, hotels, catering businesses, hospital kitchens, school canteens, and corporate cafeterias — the Standing Orders Ordinance applies to establishments employing 20 or more workers, requiring the employer to maintain certified Standing Orders covering the terms of employment. For household domestic employment — cooks employed in private homes — the Standing Orders Ordinance does not apply, and the relationship is governed by the Contract Act 1872 and the general law of master and servant. However, a written employment contract provides essential protection to both household employers and domestic cooks, particularly for issues of wages, termination notice, and accommodation.
The minimum wage for cooks and domestic workers in Pakistan is a subject of ongoing regulatory development. Provincial governments in Punjab, Sindh, KP, and Balochistan annually notify minimum wage rates under the Minimum Wages Ordinance 1961, applicable to commercial establishments. The provincial minimum wages for unskilled and semi-skilled workers in 2024-2025 range from approximately PKR 32,000 to PKR 37,000 per month across provinces. Skilled cooks and head chefs in commercial establishments typically command salaries well above the minimum wage. For household domestic cooks, the Punjab Domestic Workers Act 2019 — the first provincial statute specifically protecting domestic workers in Pakistan — establishes minimum conditions of service for domestic workers in Punjab, including cooks employed in private homes. The Punjab Domestic Workers Act 2019 requires a written contract for domestic workers, sets minimum rest periods, prohibits withholding of identity documents, and requires at least one day of rest per week.
For hotel and hospitality sector employment, the Punjab Hotels and Lodging Houses Act and the Sindh Hotels Act impose additional regulatory requirements. Cooks employed in hotels and restaurants regulated by the Pakistan Tourism Development Corporation (PTDC) or provincial tourism authorities must also comply with food safety standards under the Punjab Food Authority Act 2011 and the Sindh Pure Food Ordinance 1960, including requirements for food handlers' health certificates.
Foreign chefs employed in Pakistan — by international hotel chains (Marriott, Serena, Pearl Continental, Movenpick), fine dining restaurants, or large catering companies — are subject to work permit requirements under the Foreigners Act 1946 and the relevant visa category under Pakistan's immigration regulations administered by the Directorate General of Immigration and Passports. The Employment of Foreigners Act 1938 also regulates the employment of foreign nationals in certain industries.
When Do You Need a Cook/Chef Employment Contract (Pakistan)?
A Cook/Chef Employment Contract in Pakistan is required in all situations where a cook or chef is employed on a regular, ongoing basis — whether in a household, commercial kitchen, or institutional setting — to establish clear terms of engagement and protect both parties.
A Cook/Chef Employment Contract is needed when a private household in Pakistan — in Karachi, Lahore, Islamabad, or any other city — employs a full-time or part-time domestic cook to prepare meals for the family. Under the Punjab Domestic Workers Act 2019, households in Punjab employing domestic workers including cooks are required to have a written contract. A written agreement prevents disputes over salary, working days, leave, and notice period that commonly arise in domestic employment relationships.
A Cook/Chef Employment Contract is required when a restaurant, dhaba, café, bakery, or catering business hires a head chef, sous chef, line cook, or kitchen helper on a permanent or fixed-term basis. For commercial food service businesses subject to the Punjab Food Authority Act 2011 or the Sindh Pure Food Ordinance 1960, written employment records — including employment contracts — are part of the documentation that food safety inspectors may review during inspections.
A Cook/Chef Employment Contract is needed when a school, college, university, hospital, or corporate office employs a cook or catering supervisor to operate the institutional cafeteria or canteen. The contract sets out food safety responsibilities, hygiene standards, and the employee's obligations under the institution's food safety policy.
A Cook/Chef Employment Contract is required when a hotel or hospitality business — including wedding venues, banquet halls, and event catering companies — employs cooks and kitchen staff under the Standing Orders Ordinance 1968. The contract specifies the applicable wage grade, working hours (including split shifts and weekend work common in hospitality), overtime entitlements under the Factories Act 1934 or the applicable provincial labour legislation, and accommodation arrangements for live-in kitchen staff.
A Cook/Chef Employment Contract is needed when a Pakistani family employs a cook who will live in the employer's home as part of their role — a live-in cook. The accommodation terms, house rules, privacy considerations, and the treatment of the accommodation as a non-cash benefit for income tax purposes under the Income Tax Ordinance 2001 must all be documented in the contract.
What to Include in Your Cook/Chef Employment Contract (Pakistan)
A thorough Cook/Chef Employment Contract in Pakistan under the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968, the Punjab Domestic Workers Act 2019 (for Punjab household employment), and the Contract Act 1872 must contain the following essential elements.
Party Identification: Full legal name, CNIC number, address, and contact details of the employer (individual household owner or company with SECP registration number) and the employee (cook/chef). The employee's CNIC number is essential — employers should verify the cook's identity against the original CNIC issued by NADRA before employment commences, and must not retain the CNIC as security (prohibited under the Punjab Domestic Workers Act 2019).
Job Title and Duties: The specific job title — Head Chef, Cook, Sous Chef, Domestic Cook, Kitchen Helper — and a clear description of duties: types of cuisine to be prepared, number of meals per day, meal planning responsibilities, grocery purchasing duties (if any), kitchen cleaning obligations, and any additional household or catering duties. Ambiguity about duties is the most common source of cook/chef employment disputes in Pakistan.
Salary and Allowances: The agreed monthly salary in Pakistani Rupees, confirming compliance with the applicable provincial minimum wage notification under the Minimum Wages Ordinance 1961. For commercial establishments, the applicable minimum wage for 2024-2025 in the relevant province must be stated. Additional allowances — food allowance, utility allowance, Eid bonus (typically one month's salary, paid as festival allowance in accordance with customary practice and many court decisions) — must be itemised.
Working Hours and Rest: The daily working hours (typically 8 hours per day for commercial establishments under the Factories Act 1934 or provincial labour laws), the weekly rest day (typically Friday or Sunday), and the start and end times of the working day. For household cooks, a clear specification of meal preparation times, rest breaks, and off-duty hours prevents the common dispute of cooks being expected to be available at all hours.
Leave Entitlements: Annual leave (minimum 14 days per year for workers who have completed one year of service under the Standing Orders Ordinance 1968); sick leave (10 days per year under the Standing Orders Ordinance); casual leave (10 days per year); and religious holidays including Eid-ul-Fitr, Eid-ul-Adha, and Pakistan national holidays under the Negotiable Instruments Act 1881 schedule of public holidays. For cooks in commercial kitchens, the leave entitlement must comply with provincial labour legislation.
Accommodation (if live-in): Whether accommodation is provided as part of the employment package — a room in the employer's home, servant quarters, or staff accommodation; any deduction from salary for accommodation; rules regarding the cook's family members residing in the provided accommodation; and the condition in which the accommodation must be maintained.
Food Safety and Health Requirements: For commercial kitchen employment — requirement for a valid food handler's health certificate from the Punjab Food Authority, Sindh Food Authority, or relevant provincial authority; obligation to follow food safety and hygiene protocols; and the procedure for reporting illness that may affect food safety.
Termination: Notice period required by either party to terminate the contract — typically one month for permanent employees under the Standing Orders Ordinance 1968; termination with cause (gross misconduct, theft, violation of food safety rules) without notice; and the retrenchment compensation formula (one month's wages per year of service) applicable under the Standing Orders Ordinance 1968 where termination is for redundancy rather than misconduct.
EOBI and Social Security: For commercial employers, confirmation that EOBI contributions under the Employees' Old-Age Benefits Act 1976 and Social Security contributions under the West Pakistan Employees' Social Security Ordinance 1965 will be deducted and deposited to the respective authorities — protecting the cook's retirement and medical benefit entitlements.
Forms-legal.com provides this Cook/Chef Employment Contract (Pakistan) template for households, restaurants, hotels, and institutional kitchens across Pakistan. The template reflects requirements under the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968, the Punjab Domestic Workers Act 2019, the Minimum Wages Ordinance 1961, the Employees' Old-Age Benefits Act 1976, and the Income Tax Ordinance 2001. Employers with complex staffing arrangements or who employ foreign chefs should consult an advocate enrolled at a provincial Bar Council.
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The minimum wage for a cook employed in a commercial establishment in Pakistan — a restaurant, hotel, catering company, or institutional kitchen — is determined by the provincial minimum wage notification issued annually by the provincial government under the Minimum Wages Ordinance 1961. For the financial year 2024-2025, the notified minimum wages are: Punjab: PKR 37,000 per month; Sindh: PKR 37,000 per month; Khyber Pakhtunkhwa: PKR 36,000 per month; Balochistan: PKR 32,000 per month. These are the minimum wages for unskilled and semi-skilled workers — skilled cooks, head chefs, and specialty chefs typically command significantly higher salaries based on experience, cuisine expertise, and the type of establishment. For domestic cooks employed in private households in Punjab, the Punjab Domestic Workers Act 2019 requires that wages paid to domestic workers — including cooks — must not be below the provincial minimum wage. For domestic workers in other provinces where a specific domestic workers Act has not yet been enacted, the general minimum wage applies to domestic workers by convention, though enforcement is less structured than for commercial establishments. Employers who pay below the minimum wage are liable to prosecution under the Minimum Wages Ordinance 1961 and the applicable provincial minimum wage rules, with fines and, for repeat violations, imprisonment. The applicable minimum wage at the time of signing the Cook/Chef Employment Contract should be verified with the provincial Labour Department.
Yes. The Punjab Domestic Workers Act 2019 (PDWA 2019) applies to domestic workers employed in private households in the Punjab province — including cooks, cleaners, drivers, nannies, gardeners, and other household service workers. Section 2 of the PDWA 2019 defines a domestic worker as any person employed in a private household to provide domestic services, which expressly includes cooks and food preparation staff. The PDWA 2019 establishes several mandatory protections for domestic workers in Punjab: the employer must provide a written contract of employment within 30 days of employment commencement; the worker is entitled to at least one rest day per week; the employer must not withhold the worker's CNIC or any other identity document; the worker is entitled to annual leave and sick leave as prescribed; the employer must not require the worker to work more than the agreed hours without appropriate compensation; and child domestic labour (employment of persons under 15 years) is prohibited. The PDWA 2019 also prohibits physical abuse, mental harassment, or any form of ill-treatment of domestic workers. Violations of the PDWA 2019 are punishable by fines under the Act. As of 2025, Sindh, KPK, and Balochistan have not yet enacted equivalent domestic workers protection legislation, though Sindh has drafted a similar bill. Household employers in Punjab must ensure their Cook/Chef Employment Contract complies with the PDWA 2019 requirements.
The required notice period to terminate a cook's employment in Pakistan depends on whether the cook is employed in a commercial establishment or a private household, and on the terms of the employment contract. For cooks employed in commercial establishments — restaurants, hotels, canteens, and catering businesses — covered by the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968, the minimum notice period is one month for permanent employees who have completed the probationary period. Notice must be given in writing, and if the employer terminates without giving the full notice period, the employer must pay wages in lieu of notice (one month's wages for each month's notice not given). For domestic cooks employed in private households in Punjab under the Punjab Domestic Workers Act 2019, the notice period is as agreed in the written contract — typically one to four weeks in practice. Where no notice period is specified, a reasonable notice period based on the length of service and the nature of the work is implied. Termination for serious misconduct — theft, violence, deliberate destruction of kitchen equipment, repeated violation of food safety rules — can be effected without notice under the misconduct provisions of the Standing Orders Ordinance 1968, but only after following the required show-cause and inquiry procedure. Summary dismissal without any process, even for apparent misconduct, exposes the employer to unfair termination claims before the Labour Court or NIRC under the Industrial Relations Act 2012.
Yes. Cooks and food handlers employed in commercial food establishments in Pakistan are required to hold valid health certificates confirming fitness to handle food, under the applicable provincial food safety legislation. In Punjab, the Punjab Food Authority Act 2011 and the Punjab Food Authority (Licensing and Registration) Regulations 2018 require all food business operators — including restaurants, bakeries, hotels, school canteens, and catering businesses — to ensure that all food handlers on their premises hold valid food handler's health certificates issued by the Punjab Food Authority (PFA) or a recognised medical authority. The PFA conducts periodic food safety inspections and can seal or close food businesses that employ food handlers without valid health certificates. In Sindh, the Sindh Pure Food Ordinance 1960 and the Sindh Food Authority Act 2016 impose similar requirements. The KP Food Safety and Halal Food Authority Act 2014 and the Balochistan Pure Food Rules apply in their respective provinces. A food handler's health certificate typically requires a medical examination confirming the cook is free from infectious diseases — particularly typhoid, tuberculosis, hepatitis, and skin infections — and is renewed annually. Some employers — particularly hotels and hospitals — require cooks to obtain medical certificates from specific approved medical facilities.
The Eid bonus (Eid allowance or festival bonus) payable to cooks and other employees in Pakistan is governed by a combination of statutory requirements, collective bargaining agreements, and established custom. Under the Factories Act 1934 and the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968, there is no single statutory 'Eid bonus' requirement in the way some other countries mandate festival bonuses. However, in Pakistan's labour law practice, the Eid bonus has become an established condition of employment through court decisions, collective bargaining agreements, and long-standing custom — such that its withdrawal or non-payment constitutes an unfair labour practice. The conventional Eid bonus in Pakistan is one month's basic salary (or one month's gross salary depending on the employer's policy) paid once per year, typically before Eid-ul-Fitr. Some employers pay two Eid bonuses — one before Eid-ul-Fitr and one before Eid-ul-Adha — particularly in industries where collective bargaining agreements exist. The Supreme Court of Pakistan and the Labour Courts have in numerous cases held that a consistent practice of paying Eid bonuses becomes an implied contractual term that cannot be withdrawn unilaterally.
Working hour limits for cooks employed in commercial establishments in Pakistan are governed by the Factories Act 1934 (for cooks employed in establishments classified as factories) and the West Pakistan Shops and Establishments Ordinance 1969 (for restaurant and hotel kitchen staff). Under the Factories Act 1934 (Section 34), no adult worker shall be required or permitted to work in a factory for more than nine hours in any day or 48 hours in any week. For commercial kitchen workers in restaurants and hotels — governed by the West Pakistan Shops and Establishments Ordinance 1969 — the maximum working hours are similarly 48 hours per week (8 hours per day), with a rest interval of at least one hour after five consecutive hours of work. Overtime work — beyond the standard daily or weekly hours — must be compensated at double the ordinary rate of wages under Section 56 of the Factories Act 1934. Cooks working in the hospitality industry are often required to work split shifts (morning and evening), weekend shifts, and public holiday shifts — all of which attract additional pay entitlements under the applicable provincial labour legislation. For domestic cooks employed in private households under the Punjab Domestic Workers Act 2019, the Act requires that the employer and domestic worker agree on working hours in the written contract, that the worker receives a minimum of one rest day per week, and that the employer does not require the worker to be on call 24 hours a day.
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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