Kanza.A Khan’s Post

Little know how about Probation period "Rules and Laws as Per Employment Laws of Pakistan" 1. HR Departments mostly indulge themselves in illegal Practices by not Allowing Casual / Sick leaves to Probationers. 2. Only and ONLY 3 months of Probation Period is allowed. This period is Fixed by law. Before completion of Probation Period both sides have equal opportunity to either Say YES or N. There is NO "MAY BE" Either side (employer and Employee ) can 2.1. Terminate the employment or 2.2.Confirm the employment. 3. There is No extension of Probation Period as per law. If company Fails to give a confirmation letter before or expiry of Probation Period, employee will be deemed as a confirmed / permanent employee. 4. The Probation Period can be reduced to two months or one month, but it can never be increased. 5. If Terms for Extension of Probation Period is mentioned in Terms of employment in the Appointment letter then both parties are legally bound to execute it in legal terms. 6. During Probation, employee is entitled to Sick leaves and casual leave, Weekly-Off, festival leaves with Full Pay. 7. PLEASE NOTE THAT there is a "NO" requirement for a Probation Period for Contractual / Short-term employment. Please add if something is missing, however it should be under Law. #shareforawareness #linkedincommunity #bylaw

#Probation Period: #Rules & #Regulations in Pakistan Here's a breakdown of probation period laws in Pakistan: Probation Period Duration: The #probation period is fixed at 3 months by law. This period can't be extended. Both employer and employee can either confirm or terminate the employment during this time. There's no option for "maybe"-it's a clear #yes or #no. Leaves Entitlement: Probationary employees are entitled to casual and sick leave, along with weekly offs and festival holidays, all with full pay. Denying this right is an #illegal practice in #HR. Probation Extensions: As per law, #probation cannot be extended beyond #3 months. If no confirmation letter is issued before the end of this period, the employee is #automatically considered a #permanent #employee. Reducing the Probation Period: #Employers can reduce the probation period to one or two months, but increasing it beyond #3 months is not allowed. #Legal Obligation in Contracts: If the terms of #employment specify conditions for #probation #extension, both parties are #legally bound to honor these terms. No Probation for #Contractual Employment: There's no need for a #probation period for #short-term or #contractual employment. How to Use this Info: #Share this to raise awareness and ensure your rights and #duties are clear. #HRCompliance #EmploymentLaw #ProbationPeriod #EmployeeRights #WorkplacePolicy

Probation Period: Rules & Regulations in Pakistan Here's a breakdown of probation period laws in Pakistan: Probation Period Duration: The probation period is fixed at 3 months by law. This period can't be extended. Both employer and employee can either confirm or terminate the employment during this time. There's no option for "maybe"-it's a clear yes or no. Leaves Entitlement: Probationary employees are entitled to casual and sick leave, along with weekly offs and festival holidays, all with full pay. Denying this right is an illegal practice in HR. Probation Extensions: As per law, probation cannot be extended beyond 3 months. If no confirmation letter is issued before the end of this period, the employee is automatically considered a permanent employee. Reducing the Probation Period: Employers can reduce the probation period to one or two months, but increasing it beyond 3 months is not allowed. Legal Obligation in Contracts: If the terms of employment specify conditions for probation extension, both parties are legally bound to honor these terms. No Probation for Contractual Employment: There's no need for a probation period for short-term or contractual employment. How to Use this Info: Share this to raise awareness and ensure your rights and duties are clear. #linkedincommunity #Employementlaws

Probation Period: Rules & Regulations in Pakistan Here's a breakdown of probation period laws in Pakistan: Probation Period Duration: The probation period is fixed at 3 months by law. This period can't be extended. Both employer and employee can either confirm or terminate the employment during this time. There's no option for "maybe"-it's a clear yes or no. Leaves Entitlement: Probationary employees are entitled to casual and sick leave, along with weekly offs and festival holidays, all with full pay. Denying this right is an illegal practice in HR. Probation Extensions: As per law, probation cannot be extended beyond 3 months. If no confirmation letter is issued before the end of this period, the employee is automatically considered a permanent employee. Reducing the Probation Period: Employers can reduce the probation period to one or two months, but increasing it beyond 3 months is not allowed. Legal Obligation in Contracts: If the terms of employment specify conditions for probation extension, both parties are legally bound to honor these terms. No Probation for Contractual Employment: There's no need for a probation period for short-term or contractual employment. How to Use this Info: Share this to raise awareness and ensure your rights and duties are clear. #linkedincommunity #Employementlaws

Probation Period: Rules & Regulations in Pakistan Here's a breakdown of probation period laws in Pakistan: Probation Period Duration: The probation period is fixed at 3 months by law. This period can't be extended. Both employer and employee can either confirm or terminate the employment during this time. There's no option for "maybe"-it's a clear yes or no. Leaves Entitlement: Probationary employees are entitled to casual and sick leave, along with weekly offs and festival holidays, all with full pay. Denying this right is an illegal practice in HR. Probation Extensions: As per law, probation cannot be extended beyond 3 months. If no confirmation letter is issued before the end of this period, the employee is automatically considered a permanent employee. Reducing the Probation Period: Employers can reduce the probation period to one or two months, but increasing it beyond 3 months is not allowed. Legal Obligation in Contracts: If the terms of employment specify conditions for probation extension, both parties are legally bound to honor these terms. No Probation for Contractual Employment: There's no need for a probation period for short-term or contractual employment. How to Use this Info: Share this to raise awareness and ensure your rights and duties are clear. #linkedincommunity #Employementlaws

Probation Period: Rules & Regulations in Pakistan Here's a breakdown of probation period laws in Pakistan: Probation Period Duration: The probation period is fixed at 3 months by law. This period can't be extended. Both employer and employee can either confirm or terminate the employment during this time. There's no option for "maybe"-it's a clear yes or no. Leaves Entitlement: Probationary employees are entitled to casual and sick leave, along with weekly offs and festival holidays, all with full pay. Denying this right is an illegal practice in HR. Probation Extensions: As per law, probation cannot be extended beyond 3 months. If no confirmation letter is issued before the end of this period, the employee is automatically considered a permanent employee. Reducing the Probation Period: Employers can reduce the probation period to one or two months, but increasing it beyond 3 months is not allowed. Legal Obligation in Contracts: If the terms of employment specify conditions for probation extension, both parties are legally bound to honor these terms. No Probation for Contractual Employment: There's no need for a probation period for short-term or contractual employment. How to Use this Info: Share this to raise awareness and ensure your rights and duties are clear. #linkedincommunity #Employementlaws

Probation Period: Rules & Regulations in Pakistan Here's a breakdown of probation period laws in Pakistan: Probation Period Duration: The probation period is fixed at 3 months by law. This period can't be extended. Both employer and employee can either confirm or terminate the employment during this time. There's no option for "maybe"-it's a clear yes or no. Leaves Entitlement: Probationary employees are entitled to casual and sick leave, along with weekly offs and festival holidays, all with full pay. Denying this right is an illegal practice in HR. Probation Extensions: As per law, probation cannot be extended beyond 3 months. If no confirmation letter is issued before the end of this period, the employee is automatically considered a permanent employee. Reducing the Probation Period: Employers can reduce the probation period to one or two months, but increasing it beyond 3 months is not allowed. Legal Obligation in Contracts: If the terms of employment specify conditions for probation extension, both parties are legally bound to honor these terms. No Probation for Contractual Employment: There's no need for a probation period for short-term or contractual employment. How to Use this Info: Share this to raise awareness and ensure your rights and duties are clear. #linkedincommunity #Employementlaws

Mandatory things a beginner HR should know.

#Copied Rules and Laws for #Probations as Per Employment Laws of Pakistan 1. Our Incompetent HR Departments mostly indulge themselves in illegal Practices by not Allowing Casual / Sick leaves to Probationers.  2. Only and ONLY 3 months of Probation Period is allowed. This period is Fixed by law. Before completion of the Probation Period, both sides have equal opportunity to either Say YES or NO. There is NO "MAYBE"  Either side (employer and Employee ) can 2.1. Terminate the employment or  2.2.Confirm the employment. 3. There is No extension of the Probation Period as per law. If the company Fails to give a Confirmation letter before or Expiry of the Probation Period, the Employee will be deemed as a Confirmed / Permanent Employee. 4. The Probation Period can be reduced to two Months or One Month, but it can never be increased.  5. If Terms for Extension of Probation Period is mentioned in Terms of Employment in Appointment letter then both parties are legally bound to execute it in legal terms. 6. During Probation, the employee is entitled to Sick leaves and Casual Leaves, Weekly Off, and Festival Leaves with Full Pay. 7. PLEASE NOTE THAT There is "NO" requirement for a Probation Period for Contractual / Short term employment.  Our Incompetent HR Departments mostly indulge themselves in illegal Practices by not Allowing Casual / Sick leaves to Probationers. Credit: Researched and Written by Muhammad Imran Shahid  Feel free to seek any further clarifications. #Probationlaws #AnnualLeaveLaws #LabourLawCompliance #HRRegulations #WorkplaceCompliance #LeaveManagement #LabourRights #LegalCompliance #HRPolicy #EmployeeBenefits  #LabourLawUpdates  #FairEmployment

Rules and Laws for #Probations as Per Employment Laws of Pakistan 1. Our Incompetent HR Departments mostly indulge themselves in illegal Practices by not Allowing Casual / Sick leaves to Probationers.  2. Only and ONLY 3 months of Probation Period is allowed. This period is Fixed by law. Before completion of Probation Period both sides have equal opportunity to either Say YES or NO . There is NO "MAY BE" Either side (employer and Employee ) can 2.1. Terminate the employment or  2.2.Confirm the employment. 3.There is No extension of Probation Period as per law. If company Fails to give Confirmation letter before or Expiry of Probation Period, Employee will be deemed as Confirmed / Permanent Employee.  4. The Probation Period can be reduced to two Months or One Month, but it can never be increased.  5. If Terms for Extension of Probation Period is mentioned in Terms of employment in Appointment letter then both parties are legally bound to execute it in legal terms. 6. During Probation , employee is entitled to Sick leaves and Casual Leaves , Weekly Off, Festival Leaves with Full Pay.  7. PLEASE NOTE THAT There is "NO" requirement of Probation Period for Contractual / Short term employment. Our Incompetent HR Departments mostly indulge themselves in illegal Practices by not Allowing Casual / Sick leaves to Probationers.  Researched and Written by Muhammad Imran S. Feel free to seek any further clarifications. (WhatsApp only 03349168904) #Probationlaws #AnnualLeaveLaws #LabourLawCompliance #HRRegulations #WorkplaceCompliance #LeaveManagement #LabourRights #LegalCompliance #HRPolicy #EmployeeBenefits  #LabourLawUpdates  #FairEmployment #copied