A modern remote/hybrid work policy tuned for Pakistani employers — covering eligibility, attendance, data security and statutory compliance.
Pakistan's IT, BPO and professional services employers now run distributed teams by default. A written remote work policy protects both sides: employees get clarity on expectations, and employers stay compliant with PTA data-protection requirements, FBR payroll obligations, and EOBI registration — none of which change because someone works from home.
Get a properly formatted Microsoft Word (.docx) file with headings, bullets and placeholders already styled. Replace all [SQUARE BRACKETS] with your own details.
REMOTE WORK POLICY 1. PURPOSE This policy defines the terms under which employees of [COMPANY NAME] may perform all or part of their work from a remote location. 2. ELIGIBILITY - The role must be demonstrably remote-capable (no requirement for physical presence) - The employee must have completed probation with a rating of Meets Expectations or higher - Reporting manager approval is required for any ongoing remote arrangement - Interns and trainees are generally excluded 3. WORK MODES - Fully Remote: Employee works from an agreed remote location 5 days a week - Hybrid: Employee works 2-3 days in the office per week - Occasional Remote: Up to 5 remote days per month, manager-approved 4. WORKING HOURS Standard working hours — 9:00 AM to 6:00 PM, Pakistan Standard Time (PST, UTC+5) — continue to apply unless varied in writing. Employees must be reachable on Slack/Teams and respond within a reasonable window during working hours. 5. ATTENDANCE - Remote employees mark attendance on the Peoplifi mobile app with timezone stamp - Leave requests are submitted through the self-service portal, same as in-office employees - Statutory leaves (annual, casual, sick, maternity, paternity) apply identically 6. EQUIPMENT The Company will provide a laptop. Employees are responsible for: - A reliable internet connection (minimum 10 Mbps) - A quiet, private work area for client calls - Uninterrupted power supply (UPS/generator) in power-cut-prone areas 7. DATA SECURITY - Company laptops must run the approved endpoint security agent - No company data may be stored on personal devices - Client calls and confidential meetings must be taken in a private setting - Any suspected data incident must be reported within 24 hours 8. LOCATION AND TAX RESIDENCY Employees must remain Pakistani tax residents unless a separate arrangement is signed. Working from outside Pakistan for more than 30 days in a tax year requires written approval — we cannot support permanent establishment risk in third countries. 9. HEALTH AND SAFETY While the Company cannot inspect a home office, employees are responsible for maintaining an ergonomic and safe workspace. Work-related injuries in an approved remote setup are treated on par with office injuries under the Workmen's Compensation Act 1923. 10. REVOCATION The Company may revoke remote/hybrid arrangements at any time with 14 days' notice where operational needs require it. 11. ACCEPTANCE I have read and understood the above policy. Employee Name: ____________________ Employee ID: ____________________ Signature: ____________________ Date: ____________________
If the appointment letter lists the office as the work location, yes — with reasonable notice. Peoplifi's policy template includes a 14-day notice clause that is fair to both sides.
EOBI registration follows the employer's principal business address. Remote status does not change statutory registration or contribution — payroll runs identically.
If they change tax residency you may face permanent establishment risk in the new country. Most Pakistani employers cap overseas working at 30 days per year without a separate agreement.
Peoplifi generates Pakistan-compliant offer letters, warning letters and policy packs from your employee data in one click — no copy-pasting, no version drift.