Overseas Employment Agreement (Pakistan)
OVERSEAS EMPLOYMENT AGREEMENT
Under the Emigration Ordinance 1979 | Emigration Rules 1979 | Contract Act 1872
This Overseas Employment Agreement ("Agreement") is entered into on [Agreement Date] at [Agreement City] between:
WORKER: [Worker Name], holder of CNIC No. [Worker CNIC] and Passport No. [Worker Passport Number], resident of [Worker Address] ("Worker"); and
EMPLOYER: [Employer Name], having its registered address at [Employer Address] ("Employer").
Overseas Employment Promoter (OEP): [OEP Name].
1. EMPLOYMENT TERMS
1.1 Position: The Employer engages the Worker as [Job Title] at [Work Location], [Destination Country].
1.2 Contract Duration: [Contract Duration], commencing on [Commencement Date].
1.3 Working Hours: [Working Hours]. Overtime shall be compensated at the rates prescribed by the labour law of [Destination Country].
2. SALARY AND BENEFITS
2.1 Salary: The Employer shall pay the Worker a gross monthly salary of [Monthly Salary], consistent with the BEOE minimum wage benchmark for the applicable occupation and destination country.
2.2 Accommodation: [Accommodation].
2.3 Meals: [Meals].
2.4 Annual Leave: [Annual Leave] with full pay, consistent with the applicable bilateral MoU between Pakistan and [Destination Country].
2.5 Medical Coverage: [Medical Coverage].
2.6 Return Air Ticket: [Return Air Ticket]. In the event of the Worker's death during employment, the Employer shall bear the cost of repatriating the mortal remains to Pakistan.
3. TERMINATION AND DISPUTES
3.1 Either Party may terminate this Agreement by giving 30 days' written notice. Termination without cause by the Employer obliges the Employer to provide a return air ticket to Pakistan and to pay all outstanding wages.
3.2 Disputes shall be referred first to the Labour Attaché at the Pakistani Embassy or Consulate in [Destination Country] for mediation. Unresolved disputes may be pursued through the Bureau of Emigration and Overseas Employment (BEOE) or the courts of [Destination Country] as applicable.
4. BEOE ATTESTATION
4.1 This Agreement is submitted to the Bureau of Emigration and Overseas Employment (BEOE) for attestation as required under Section 12 of the Emigration Ordinance 1979. The BEOE-attested version of this Agreement constitutes the authoritative record of the Worker's agreed employment terms.
SIGNATURES
WORKER: [Worker Name]
Signature: _________________________ Date: _____________
CNIC: [Worker CNIC] Passport: [Worker Passport Number]
EMPLOYER: [Employer Name]
Signed by: _________________________ Date: _____________
BEOE ATTESTATION STAMP: _________________________
Worker
________________
Signature
Employer Representative
________________
Signature
What Is a Overseas Employment Agreement (Pakistan)?
An Overseas Employment Agreement in Pakistan defines the working relationship between employer and employee, including remuneration, place of work, probation and notice periods.
The Emigration Ordinance 1979 authorises the Ministry of Overseas Pakistanis and Human Resource Development to prescribe the minimum terms that must appear in any overseas employment contract submitted to BEOE for attestation. BEOE's attestation process involves verifying the identity of the worker, confirming that the foreign employer and the job position are genuine, checking that the salary and working conditions meet minimum standards, and stamping the contract as attested evidence of the agreed employment terms. The attested contract is the reference document against which any subsequent contract substitution or deviation by the foreign employer is measured.
Bilateral labour agreements between Pakistan and destination countries form the legal framework within which individual Overseas Employment Agreements operate. Pakistan has bilateral Memoranda of Understanding (MoUs) on labour with Saudi Arabia, the United Arab Emirates, Kuwait, Qatar, Bahrain, Oman, Malaysia, South Korea, and several European countries. These MoUs set minimum wage floors, maximum working hours, mandatory rest days, accommodation standards, and repatriation obligations that are incorporated by reference into individual overseas employment agreements. Under the MoU with South Korea, for example, the Employment Permit System (EPS) provides a standardised employment contract approved by the Ministry of Employment and Labour of Korea and administered in Pakistan by BEOE in cooperation with HRD Korea.
The Overseas Employment Corporation (OEC), a government-owned enterprise established under the Overseas Employment Corporation Act 1977, supports government-to-government labour placements and provides model overseas employment agreement templates that comply with BEOE requirements and the terms of bilateral MoUs. Workers placed through OEC channels benefit from additional welfare protections including OEC's monitoring of the foreign employer's compliance with the agreed contract.
Social security, pension, and workers' compensation entitlements for Pakistani overseas workers depend on the destination country's bilateral social security agreement with Pakistan and the specific terms of the overseas employment agreement. Pakistan has bilateral social security agreements with several GCC countries providing reciprocal recognition of social security contributions. The Overseas Pakistanis Foundation (OPF), established under the Overseas Pakistanis Foundation Act 1979, administers a welfare fund that supplements protections for workers whose foreign employment contracts are breached by employers in countries without bilateral social security arrangements.
The legal framework governing the Overseas Employment Agreement (Pakistan) in Pakistan draws on several key statutes and regulatory bodies. Under the Industrial and Commercial Employment (Standing Orders) Ordinance 1968, employers in Pakistan must issue appointment letters with terms of service. The Industrial Relations Act 2012 governs collective bargaining and the National Industrial Relations Commission (NIRC). The Employees Old-Age Benefits Institution (EOBI) administers pensions under the EOBI Act 1976. The Federal Board of Revenue (FBR) administers PAYE under the Income Tax Ordinance 2001. Labour Courts adjudicate employment disputes. Parties executing a Overseas Employment Agreement (Pakistan) in Pakistan should confirm the document reflects current law, including any amendments enacted since the original drafting date. The Emigration Ordinance 1979 sets the foundational requirements.
When Do You Need a Overseas Employment Agreement (Pakistan)?
An Overseas Employment Agreement in Pakistan is required whenever a Pakistani worker intends to take up employment abroad and must obtain an emigration clearance (EC) stamp from the Bureau of Emigration and Overseas Employment (BEOE) under the Emigration Ordinance 1979.
The Pakistan Overseas Employment Agreement (Pakistan) agreement is needed when a worker is being recruited by a foreign employer directly — for example, a hospital in Saudi Arabia hiring a Pakistani nurse, a construction company in Qatar hiring a civil engineer, or a manufacturing firm in Malaysia hiring a machine operator. The worker must present an overseas employment agreement in BEOE-approved format, attested by the employer and the BEOE, before the EC stamp can be issued.
The agreement is required when an Overseas Employment Promoter (OEP) licensed under Section 17 of the Emigration Ordinance 1979 is facilitating the placement. OEPs serve as authorised intermediaries between Pakistani workers and foreign employers, and they are responsible for confirming that the overseas employment agreement submitted for BEOE attestation accurately reflects the terms offered by the foreign employer. The OEP's licence number must appear on the agreement.
The Pakistan Overseas Employment Agreement (Pakistan) agreement is needed when a domestic worker — house maid, driver, cook, gardener, or caretaker — is being engaged by a private household employer abroad, particularly in GCC countries where domestic workers are a major category of Pakistani migrant labour. GCC domestic employment agreements must comply with the destination country's domestic worker law (such as Qatar's Law No. 15 of 2017 on Domestic Workers) as well as BEOE requirements.
The agreement is also required when a skilled professional — doctor, engineer, IT specialist, accountant — is accepting employment abroad and falls within a category requiring emigration clearance (as opposed to the 'Emigration Not Required' category for certain qualified professionals). Even for ENR-category professionals, having a formal overseas employment agreement protects the worker's rights if the foreign employer breaches the agreed terms after arrival.
The Pakistan Overseas Employment Agreement (Pakistan) document is needed when a Pakistani company is seconding an employee to a foreign subsidiary, joint venture, or client organisation, as the secondment arrangement should be documented in an overseas employment agreement supplementing the worker's existing Pakistani employment contract, clarifying which entity is responsible for salary, taxes, social security contributions, and repatriation.
What to Include in Your Overseas Employment Agreement (Pakistan)
A valid Overseas Employment Agreement in Pakistan under the Emigration Ordinance 1979, the Emigration Rules 1979, and the Contract Act 1872 must contain the following essential elements to satisfy BEOE attestation requirements and to protect the worker's rights in the destination country.
Party Identification: Full legal name of the worker with CNIC number, passport number, and Pakistani residential address; full name and address of the foreign employer with their commercial registration number in the destination country; and, where applicable, the name and BEOE licence number of the Overseas Employment Promoter facilitating the placement.
Job Description and Classification: The specific job title, occupational category under the International Labour Organization (ILO) ISCO classification system, a detailed description of job duties and responsibilities, and the physical location of the workplace in the destination country — including city, country, and name of the establishment or project site.
Salary and Benefits: The gross monthly salary in the currency of the destination country, all allowances (housing, food, transportation), overtime rates, annual leave entitlement (minimum 30 days per year under most bilateral MoUs), sick leave entitlement, public holidays, and end-of-service gratuity calculation formula. BEOE's minimum wage benchmarks by destination country and occupational category apply — the agreed salary must not be less than the applicable BEOE minimum.
Working Hours and Rest: Maximum daily and weekly working hours, mandatory rest day(s) per week, and overtime compensation rules consistent with the destination country's labour law and the applicable bilateral MoU between Pakistan and the destination country.
Accommodation and Meals: Whether the employer provides free accommodation and meals or a cash allowance in lieu, the standard of accommodation, and the worker's rights regarding shared accommodation. GCC bilateral MoUs typically require employer-provided accommodation for unskilled and semi-skilled workers.
Medical Coverage: The employer's obligation to provide health insurance or to bear medical expenses for work-related illness and injury under the destination country's workers' compensation law. The agreement should specify whether medical coverage is thorough or limited to work-related conditions.
Return Air Ticket and Repatriation: The employer's obligation to provide a return air ticket to Pakistan at the end of the contract, on termination without cause, or in cases of medical incapacity. Under bilateral MoUs with GCC countries, repatriation of the worker's remains to Pakistan at the employer's expense is a standard provision.
Contract Term and Renewal: The initial contract period (typically one or two years), the procedure for renewal, and the notice required from each party for non-renewal or early termination.
Termination and Dispute Resolution: Grounds for termination by either party, the notice period required, compensation payable on termination without cause by the employer, and the dispute resolution mechanism — including the role of the Pakistani Embassy Labour Attaché in mediating disputes before formal legal proceedings in the destination country.
Forms-legal.com provides this Overseas Employment Agreement (Pakistan) template as a starting point for workers and OEPs preparing documentation for BEOE attestation. The agreement must be reviewed against the current BEOE minimum standards schedule and the applicable bilateral MoU with the destination country before submission. Workers should retain a copy of the BEOE-attested agreement throughout their overseas employment as the authoritative record of their agreed employment terms.
Additional compliance elements for a Overseas Employment Agreement (Pakistan) used in Pakistan include: Under the Industrial and Commercial Employment (Standing Orders) Ordinance 1968, employers in Pakistan must issue appointment letters with terms of service. The Industrial Relations Act 2012 governs collective bargaining and the National Industrial Relations Commission (NIRC). The Employees Old-Age Benefits Institution (EOBI) administers pensions under the EOBI Act 1976. The Federal Board of Revenue (FBR) administers PAYE under the Income Tax Ordinance 2001. Labour Courts adjudicate employment disputes. Forms-legal.com provides this template as a starting point for Pakistan-compliant documentation.
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note = {Free legal document template}
}Frequently Asked Questions
Bureau of Emigration and Overseas Employment (BEOE) attestation is the process by which the BEOE formally certifies that an overseas employment agreement submitted by a worker and an Overseas Employment Promoter (OEP) or employer meets the minimum standards prescribed under the Emigration Ordinance 1979 and the Emigration Rules 1979. The attestation process involves BEOE officials verifying the genuineness of the foreign employer (cross-checking against BEOE's employer registration database and destination country commercial records), confirming that the salary and working conditions meet applicable bilateral MoU standards, checking that the OEP's licence is valid, and stamping the agreement as attested. BEOE attestation is mandatory because it is a prerequisite for the emigration clearance (EC) stamp required for departures in categories requiring clearance under Section 12 of the Emigration Ordinance 1979. An unattested agreement does not satisfy the EC requirement, and a worker who travels on an unattested agreement has no recourse against the OEP under the Emigration Ordinance 1979 if the foreign employer breaches the contract. Attestation provides the worker with the legal foundation to challenge contract substitution or exploitation at the destination country's Pakistani diplomatic mission.
Pakistan has bilateral Memoranda of Understanding (MoUs) on labour cooperation with all six Gulf Cooperation Council (GCC) member states: Saudi Arabia, United Arab Emirates, Kuwait, Qatar, Bahrain, and Oman. These MoUs are administered by the Ministry of Overseas Pakistanis and Human Resource Development in coordination with the respective GCC labour ministries. Key provisions typically include: minimum wage floors by occupational category; maximum working hours (generally 48 hours per week with overtime compensation); mandatory rest periods; employer-provided accommodation; annual leave of at least 30 days; employer-paid return air ticket; medical insurance; and repatriation of mortal remains in the event of death. The MoUs also establish bilateral Joint Committees that meet periodically to review implementation and resolve systemic issues. Saudi Arabia and the UAE are the two largest destinations for Pakistani workers, with bilateral MoUs covering hundreds of thousands of workers annually. The Kafala (sponsorship) system operating in GCC countries — under which a worker's residence status is tied to their employer — creates particular vulnerabilities that the bilateral MoUs and the Overseas Employment Agreement aim to address through transparent, BEOE-attested documentation.
A Pakistani worker whose overseas employment agreement is breached by a foreign employer has several avenues of recourse. First, the worker can approach the Labour Attaché at the Pakistani Embassy or Consulate in the destination country, which is empowered to mediate employment disputes and assist workers in enforcing their BEOE-attested contract terms. Second, the worker can file a complaint with the Bureau of Emigration and Overseas Employment (BEOE) against the licensed OEP that facilitated the placement — under the Emigration Ordinance 1979, OEPs are required to ensure genuine employment offers and may be held liable for misrepresentations by the foreign employer. Third, the worker can file a complaint with the Overseas Pakistanis Foundation (OPF) for welfare assistance including emergency financial support and repatriation funding. Fourth, where the breach involved deceptive recruitment, the Prevention of Trafficking in Persons Act 2018 provides grounds for FIA investigation and prosecution. Finally, civil claims may be pursued in Pakistani courts under the Contract Act 1872 against the OEP for failure to deliver the contracted employment, though claims against the foreign employer directly require initiating proceedings in the destination country. Workers should document all breaches and retain copies of the attested employment agreement, payslips, and correspondence as evidence.
The Employment Permit System (EPS) is a South Korean government programme administered by the Human Resources Development Service of Korea (HRD Korea) that permits workers from designated sending countries — including Pakistan — to work legally in South Korea in specified industrial sectors including manufacturing, construction, agriculture, and services. BEOE is Pakistan's designated implementing agency for EPS, responsible for administering the EPS-TOPIK Korean language test, conducting worker selection through random lottery, verifying worker documentation, and issuing emigration clearances for EPS workers. The standardised EPS employment contract is approved by South Korea's Ministry of Employment and Labour and provides for: a maximum contract term of three years (extendable); minimum wage equal to South Korea's national minimum wage; employer-provided accommodation or housing allowance; national health insurance; industrial accident compensation insurance; employment insurance; and return air ticket. EPS workers may not change employers during their contract except in limited circumstances such as workplace closure or worker abuse. The bilateral Pakistan-South Korea MoU on EPS sets the annual quota of Pakistani workers and prescribes the recruitment process. EPS has become one of the most transparent and worker-protective labour migration channels available to Pakistani workers.
Yes. Pakistani women are legally permitted to travel abroad for employment under the Emigration Ordinance 1979, and the law does not impose gender-based restrictions on emigration for work. However, BEOE has historically applied certain administrative requirements for women travelling for domestic work, including requirements for a No Objection Certificate (NOC) from the woman's guardian (mahram) for travel to GCC countries, which has been the subject of ongoing policy review and criticism from women's rights groups and international labour rights organisations. The Ministry of Overseas Pakistanis has issued guidelines aimed at protecting Pakistani women domestic workers from exploitation in GCC destination countries, including mandatory pre-departure orientation, standard overseas employment agreement terms for domestic workers, and the prohibition on OEPs sending women to employers in countries or households not approved by BEOE. Professional and skilled women workers — nurses, teachers, doctors, IT professionals — travel under the standard emigration clearance or 'Emigration Not Required' framework without additional guardian-related requirements. Women who face exploitation abroad are entitled to all protections available under the Prevention of Trafficking in Persons Act 2018, bilateral MoUs, and OPF welfare programmes.
Pakistani workers employed abroad benefit from significant tax advantages under the Income Tax Ordinance 2001. Under Section 51 of the Income Tax Ordinance 2001, salary income received by a Pakistani resident from an employer outside Pakistan for services rendered outside Pakistan is exempt from Pakistani income tax, provided the worker remits the equivalent amount to Pakistan through normal banking channels within two months of receipt. This exemption is a major incentive for overseas workers to remit earnings through official channels (banks and exchange companies registered with the State Bank of Pakistan) rather than through informal hawala networks. Workers who remit through official channels also benefit from the State Bank of Pakistan's Roshan Digital Account scheme and the Overseas Pakistanis Foundation (OPF) welfare benefits that are available only to registered overseas workers. The destination country may impose its own income tax on the worker's salary — GCC countries generally impose no personal income tax, while Malaysia, South Korea, and European destination countries levy income tax at varying rates. Pakistan has Double Taxation Avoidance Agreements (DTAs) with several destination countries to prevent double taxation. Workers should seek advice from a tax practitioner enrolled with the Federal Board of Revenue (FBR) regarding their specific tax obligations.
An Overseas Employment Promoter (OEP) in Pakistan must hold a valid licence issued under Section 17 of the Emigration Ordinance 1979 by the Bureau of Emigration and Overseas Employment (BEOE) before it can lawfully recruit and place workers abroad. Before paying any fee or signing an agreement, a worker should ask the OEP for its BEOE licence number and confirm that the number is current on the BEOE register, as the licence number must also appear on the overseas employment agreement submitted for attestation. Dealing only with a licensed OEP matters because the Emigration Ordinance 1979 holds the OEP responsible for ensuring the employment offer is genuine and the contract terms are accurate, and a worker who is recruited through a licensed OEP can later file a complaint with the BEOE if the foreign employer breaches the contract. A worker who travels through an unlicensed agent or on an unattested agreement has no such recourse under the Emigration Ordinance 1979 and is far more exposed to fraudulent recruitment, which can also be investigated under the Prevention of Trafficking in Persons Act 2018.
Contract substitution happens when a foreign employer, after the Pakistani worker arrives in the destination country, forces the worker to sign a new contract with worse terms than the one agreed before departure — typically a lower salary, longer hours, or fewer benefits. The BEOE-attested Overseas Employment Agreement is the central safeguard against this practice: because the Bureau of Emigration and Overseas Employment verifies and stamps the contract before the emigration clearance is issued under the Emigration Ordinance 1979, the attested document becomes the authoritative record of the agreed terms against which any later deviation is measured. A worker who is pressured into a substituted contract abroad can present the attested agreement to the Labour Attaché at the Pakistani Embassy or Consulate, which is empowered to mediate the dispute and assist in enforcing the original terms, and can also complain to the BEOE against the licensed OEP that arranged the placement. For this reason, the worker should keep a copy of the BEOE-attested agreement, payslips, and any pressure correspondence throughout the overseas employment as evidence.
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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