Security Guard Employment Contract (Pakistan)

A Security Guard Employment Contract in Pakistan records the particulars of the engagement, fixing salary, working hours, leave entitlement and the grounds for termination.

The Industrial and Commercial Employment (Standing Orders) Ordinance 1968 (the Standing Orders Ordinance) is the principal statute governing the employment relationship for workers in industrial and commercial establishments in Pakistan. Standing Order 1 requires every covered establishment to issue a written contract of employment to each worker, specifying the nature of the appointment, the terms and conditions of employment, and the procedure for termination. Security companies operating in Pakistan — whether providing armed or unarmed guarding services — are commercial establishments under the Standing Orders Ordinance and are required to comply with its provisions including minimum notice for termination (Standing Order 12), the right to appeal against dismissal (Standing Order 15), and the procedure for disciplinary action (Standing Order 14).

The private security industry in Pakistan is regulated under the Private Security Companies (Regulation) Act 2013 — the federal statute governing the licensing, registration, and oversight of private security companies providing guarding services to commercial, residential, and industrial clients. The Private Security Companies (Regulation) Act 2013 requires all private security companies to be registered with the relevant licensing authority — the Interior Ministry at the federal level and the Home Departments of provincial governments — and to employ guards who have received prescribed training, obtained police clearance, and been verified by the National Database and Registration Authority (NADRA). Security guards deployed to diplomatic missions and sensitive installations additionally require vetting by the Inter-Services Intelligence (ISI) or the Intelligence Bureau (IB) under the instructions of the Ministry of Interior.

Armed security guards in Pakistan must comply with the Arms Act 1878 and the Arms Rules 1924 — the primary legislation governing the possession and carrying of firearms. An armed security guard may only carry a firearm if the employer holds a valid arms licence issued by the relevant licensing authority (the District Commissioner or Deputy Commissioner in the relevant district) and the guard's name is specifically authorised on the employer's arms licence as a licensed carrier. The security company is responsible for the safe custody, registration, and periodic inspection of all firearms held on its licence. A security guard who carries an unlicensed firearm commits a serious criminal offence under Section 13 of the Arms Act 1878, punishable by imprisonment.

The Minimum Wages Ordinance 1961 and the provincial Minimum Wages Boards prescribe minimum wage rates for workers including security guards — the minimum wage for unskilled and semi-skilled workers in Pakistan is revised periodically by the provincial governments. Security companies are required to pay at least the applicable minimum wage and to make statutory contributions including EOBI contributions under the Employees' Old-Age Benefits Act 1976, Social Security contributions under the provincial Social Security Ordinances, and Employees' Social Security Institution (ESSI) contributions where applicable. Security guard contracts must reflect these statutory minimums and contributions.

A Security Guard Employment Contract in Pakistan is required in the following situations where a security guard is engaged for employment and the terms of that engagement must be formally documented.

The contract is needed when a private security company licensed under the Private Security Companies (Regulation) Act 2013 recruits a new security guard for deployment to a client site — whether an industrial facility, commercial building, bank, shopping mall, hospital, residential compound, or diplomatic mission. The Standing Orders Ordinance 1968 requires a written employment appointment letter or contract to be issued to each worker at the commencement of employment.

The Security Guard Employment Contract is required when a company, factory, hospital, or institution directly employs security guards on its own payroll — rather than through a security services company — to guard its premises, assets, and personnel. Direct-employer security guard contracts must comply with the same Standing Orders Ordinance 1968 requirements as contracts issued by security companies.

The contract is needed when an armed security guard is to be deployed at a site where the employer's arms licence permits armed guarding — the contract must specify the guard's authorisation to carry the designated firearm, the conditions of that authorisation, and the guard's responsibilities under the Arms Act 1878 and the employer's weapons policy.

The Security Guard Employment Contract is required when a security guard is recruited for shift work — including night shifts, rotating shifts, or 12-hour shifts — where the specific shift pattern, overtime entitlements, and rest day provisions must be documented to comply with the Factories Act 1934 (for factory security guards) or the Standing Orders Ordinance 1968 (for commercial establishments).

The contract is needed when a security company enters into a client security services contract and the deployed guards must have documented employment terms that the client may inspect as part of its supply chain due diligence, compliance with the Punjab Responsible Business Conduct Rules, or requirements of international buyers and development finance institutions operating in Pakistan.

The contract is also required when security guards are to be provided with accommodation, meals, or transport allowances as part of their remuneration package — these benefits must be documented in the employment contract to avoid disputes over their taxability under the Income Tax Ordinance 2001 and their inclusion in the calculation of EOBI insurable wages.

A valid Security Guard Employment Contract in Pakistan under the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 and the Contract Act 1872 must contain the following essential elements.

Parties and Identity: Full legal name, CNIC number (13-digit NADRA number), father's name, and address of the security guard. The employer's full legal name, registration number under the Private Security Companies (Regulation) Act 2013 (if applicable), NTN, and business address. The guard's police clearance certificate reference and NADRA verification status should be noted.

Date of Joining and Probation: The date of commencement of employment and the duration of the probation period — typically three to six months for security guards under Standing Order 5 of the Standing Orders Ordinance 1968. During probation, the guard may be dismissed without notice subject to Standing Order 5(c).

Nature of Duties and Post: A clear description of the security guard's duties — access control, perimeter security, visitor management, asset protection, patrolling, incident reporting, and emergency response. The specific site or sites of deployment, the category of guard (unarmed/armed), and whether the guard may be relocated to other sites at the employer's discretion.

Shift Hours and Overtime: The daily working hours — typically 8 to 12 hours per shift — and the shift pattern (day shift, night shift, rotating). Under the Factories Act 1934 (for factory deployments), daily working hours may not exceed 9 hours, and weekly hours may not exceed 48. Overtime hours and the applicable overtime rate — at least one and a half times the ordinary rate under Section 59 of the Factories Act 1934 — must be stated.

Salary and Allowances: The monthly base salary, not less than the minimum wage prescribed by the relevant provincial Minimum Wages Board. Additional allowances — shift allowance, site allowance, uniform allowance, transport allowance, and meal allowance — must be itemised. The frequency of payment (monthly, fortnightly) and the mode of payment (cash or bank transfer) must be specified.

Statutory Contributions: A statement confirming that the employer will make EOBI contributions under the Employees' Old-Age Benefits Act 1976 (5% employer contribution on insurable wages), Employees' Social Security contributions under the applicable provincial Social Security Ordinance, and any other statutory contribution applicable. Employee contributions deducted from salary must also be stated.

Arms Authorisation (if armed): For armed guards — the specific firearm the guard is authorised to carry (make, model, and licence number), the conditions of carriage (only on designated sites, only during duty hours), the guard's responsibility to maintain the firearm in serviceable condition, and the strict prohibition on carrying the firearm off-duty or to non-designated locations. Reference to the Arms Act 1878, Arms Rules 1924, and the employer's arms licence number.

Uniform and Equipment: The uniform, equipment, and personal protective equipment (PPE) provided by the employer — description, ownership (employer's property), and the guard's obligation to maintain and return the uniform and equipment on termination.

Conduct Standards and Disciplinary Procedure: The conduct standards — prohibition on sleeping on duty, consuming alcohol or narcotics (particularly relevant given Pakistan Penal Code provisions on narcotics under the Control of Narcotic Substances Act 1997), accepting bribes, disclosing client information, or using excessive force. The disciplinary procedure must comply with Standing Order 14 of the Standing Orders Ordinance 1968 — a charge sheet, a show-cause notice, and an opportunity to be heard before any dismissal or major penalty.

Termination: The notice period for termination by either party — at least one month's notice or one month's pay in lieu under Standing Order 12 of the Standing Orders Ordinance 1968 for permanent employees. Summary dismissal without notice is permitted for specific serious misconduct under Standing Order 14, but requires compliance with the prescribed disciplinary procedure.

Forms-legal.com provides this Security Guard Employment Contract (Pakistan) template as a practical starting point for security companies and direct employers. The template reflects the Industrial and Commercial Employment (Standing Orders) Ordinance 1968, the Private Security Companies (Regulation) Act 2013, the Arms Act 1878, the Employees' Old-Age Benefits Act 1976, and the Minimum Wages Ordinance 1961.