Latest Judgments

Newly reported judgments from the Supreme Court of Pakistan, the High Courts and tribunals, added as they are processed — free, full text, updated daily. Judgments marked NEW were added in the most recent update. 232594 judgments in total.

• HABIB BANK LIMITED, KARACHI Versus HABIB BANK EMPLOYEES FEDERATION OF PAKISTAN1998 PLC 520 · National Industrial Relations Commission · 1997-07-22Read full judgment →
• GENERAL MANAGER, FAISALABAD TELECOM REGION, PAKISTAN TELECOMMUNICATION CORPORATION, FAISALABAD Versus MUHAMMAD MUJAHID1998 PLC 514 · National Industrial Relations Commission · 1998-02-10Read full judgment →
• NATIONAL BANK OF PAKISTAN, KARACHI Versus MUMTAZ HUSSAIN ZAFAR1998 PLC 357 · National Industrial Relations Commission · 1997-12-29Read full judgment →
• EXECUTIVE ENGINEER, PAK. P.W.D. CENTRAL CIVIL DIVISION NO.3,LAHORE Versus RIZWAN ALI1998 PLC 350 · National Industrial Relations Commission · 1997-07-21Read full judgment →
• ABDUL HANIF Versus HOUSE BUILDING FINANCE CORPORATION1995 PLC 423 · National Industrial Relations Commission · 1994-11-27Read full judgment →
• ALL PAKISTAN POSTMAN AND LOWER GRADE STAFF UNION Versus ALL-PAKISTANPOSTAL EMPLOYEES UNION1995 PLC 420 · National Industrial Relations Commission · 1995-02-27Read full judgment →
• ZAKIR HUSSAIN Versus M/S SPENCER & CO (PAK) LTD KARACHI1993 PLC 979 · National Industrial Relations CommissionRead full judgment →
• PLASTICRAFTERS LABOUR UNION Versus PLASTICRAFTERS (PVT.) LTD1993 PLC 972 · National Industrial Relations Commission · 1991-08-31Read full judgment →
• GENERAL SECRETARY PAK-SAUDI FERILIZER Versus PAK-SAUDI FERTILIZER LIMITED MIRPUR MATHELO DISTRICT SUKKUR1993 PLC 937 · National Industrial Relations Commission · 1993-03-03Read full judgment →
• GULZAR KHAN Versus PAKISTAN TELECOMMUNICATION CORPORATION,' PESHAWAR1993 PLC 8 · National Industrial Relations Commission · 1992-05-03Read full judgment →
• MUHAMMAD NAWAZ Versus PROVINCIAL CHIEF EXECUTIVE, U.B.L, PROVINCIAL OFFICE, LAHORE1993 PLC 656 · National Industrial Relations Commission · 1992-12-19Read full judgment →
• PLASTICRAFTERS LABOUR UNION, C.BA., KARACHI Versus PLASTICRAFTERS (PVT.)LIMITED1993 PLC 647 · National Industrial Relations Commission · 1993-05-13Read full judgment →
• HAJI GUL Versus GENERAL MANAGER AND CHIEF EXECUTIVE, SHAHEEN AIRPORT SERVICES1993 PLC 492 · National Industrial Relations Commission · 1993-02-25Read full judgment →
• MUHAMMAD ALI Versus PLASTICRAFTERS (PVT.) LIMITED1993 PLC 473 · National Industrial Relations Commission · 1992-08-11Read full judgment →
• ZAFAR ALAM SARWAR Versus PROGRESSIVE PAPERS LIMITED1993 PLC 470 · National Industrial Relations Commission · 1992-05-30Read full judgment →
• MUMTAZ SALEEM Versus PAKISTAN TELECOMMUNICATION CORPORATION1993 PLC 445 · National Industrial Relations Commission · 1992-10-27Read full judgment →
• SUI NORTHERN GAS PIPELINES LTD., LAHORE Versus PIR MUHAMMAD1993 PLC 33 · National Industrial Relations Commission · 1992-06-10Read full judgment →
• GENERAL SECRETARY, SUI NORTHERN PROFESSIONAL ENGINEERS ASSOCIATION Versus SUI NORTHERN GAS PIPELINES LIMITED1993 PLC 168 · National Industrial Relations Commission · 1992-04-30Read full judgment →
• HOUSE BUILDING FINANCE CORPORATION EMPLOYEES' UNION PUNJAB (REGD.), CBA, LAHORE Versus G.M. HBFC, LAHORE ZONE1992 PLC 189 · National Industrial Relations Commission · 1991-10-30Read full judgment →
• MAKARWAL COLLIERIES LIMITED Versus WORKMAN EMPLOYEES' UNION,MAKARWAL AND . GULLAKHEL COLLIERIES, MAKARWAL, DISTRICT MIANWALI1992 PLC 185 · National Industrial Relations Commission · 1991-10-30Read full judgment →
• REGISTRATION OF THE ALL PAKISTAN RAILWAY EMPLOYEES Versus PEOPLES UNION 1N RE1991 PLC 613 · National Industrial Relations Commission · 1990-01-28Read full judgment →
• KARACHI PORT TRUST WORKERS (COLLECTIVE BARGAlNING AGENT) Versus KARACHI PORT TRUST1988 PLC 928 · National Industrial Relations Commission · 1988-02-14Read full judgment →
• NAZAR MUHAMMAD GENERAL MANAGER, TIP, HARIPUR Versus GHULAM ASGHAR1988 PLC 923 · National Industrial Relations CommissionRead full judgment →
• EMPLOYEES' UNION F.F.C. LIMITED FAUJI FERTILIZER, RAHIM YAR KHAN Versus WORKERS' UNION, F.F.C. LIMITED1988 PLC 894 · National Industrial Relations Commission · 1987-12-06Read full judgment →
• PAKISTAN WAREHOUSE CARRIERS WORKERS' UNION Versus THE BENCH OF THE NATIONAL INDUSTRIAL RELATIONS COMMISSION, ISLAMABAD1988 PLC 890 · National Industrial Relations Commission · 1988-03-12Read full judgment →
• AMIR ALI Versus GHULAM FARID, SUPERINTENDING ENGINEER, ELECTRICITY WAPDA, LAHORE1988 PLC 884 · National Industrial Relations Commission · 1987-12-08Read full judgment →
• PECO HEAD OFFICE EMPLOYEES' UNION Versus ALL PAKISTAN PECO WORKERS' UNION1988 PLC 880 · National Industrial Relations Commission · 1988-03-15Read full judgment →
• MUHAMMAD ASLAM ALVI Versus SUI NORTHERN GAS PIPELINES LTD., FAISALABAD1988 PLC 851 · National Industrial Relations Commission · 1988-01-26Read full judgment →
• AMIR ALI Versus GHULAM FARID1988 PLC 726 · National Industrial Relations CommissionRead full judgment →
• M.A.GHAFFAR KHAN.O.G.III, U.B.L. Versus UNITED BANK LIMITED1988 PLC 419 · National Industrial Relations Commission · 1987-11-02Read full judgment →
• HYDERABAD ELECTRONIC INDUSTRIES WORKERS' UNION, KARACHI Versus REGISTRAR/ MEMBER, NATIONAL INDUSTRIALRELATIONS COMMISSION1988 PLC 300 · National Industrial Relations Commission · 1987-04-09Read full judgment →
• BO/PP EMPLOYEES UNION Versus MESSRS P.P.L.1988 PLC 297 · National Industrial Relations Commission · 1987-10-07Read full judgment →
• 1986 PLC 9611986 PLC 961 · National Industrial Relations Commission · 1986-05-29Read full judgment →
• 1986 PLC 8561986 PLC 856 · National Industrial Relations Commission · 1986-01-20Read full judgment →
• CLASS IV EMPLOYEES' UNION, KARACHI Versus STATE BANK OF PAKISTAN1985 PLC 421 · National Industrial Relations Commission · 1984-10-17Read full judgment →
• 1984 PLC 3471984 PLC 347 · National Industrial Relations Commission · 1983-12-31Read full judgment →
• MUHAMMAD KAMAL Versus WAPDA1981 PLC 468 · National Industrial Relations Commission · 1980-12-13Read full judgment →
• IMDAD HUSSAIN Versus ADMINISTRATIVE OFFICER, GAMMON PAKISTAN LTD.1981 PLC 287 · National Industrial Relations Commission · 1980-08-10Read full judgment →
• S. C. SUBJALLY Versus IQBAL HUSSAIN1978 PLC 338 · National Industrial Relations Commission · 1977-08-15Read full judgment →
• S. M. ZAMIR ALAM Versus AGENT, T. J. V., TARBELA1976 PLC 917 · National Industrial Relations Commission · 1976-05-28Read full judgment →
• Members SILVER COTTON MILLS LTD., KARACHI Versus WORKERS' UNION1976 PLC 84 · National Industrial Relations CommissionRead full judgment →
• JUTE MILLS LTD., GHARO Versus HOOT KHAN AND 5 OTHERS1976 PLC 710 · National Industrial Relations Commission · 1976-07-10Read full judgment →
• MUHAMMAD DAUD Versus GENERAL MANAGER, HEAVY MECHANICAL COMPLEX, TAXILA1976 PLC 67 · National Industrial Relations CommissionRead full judgment →
• WORKERS’ UNION Versus RAFIQ & Co.1976 PLC 616 · National Industrial Relations Commission · 1976-05-08Read full judgment →
• SIRAJ KHAN Versus SUI GAS TRANSMISSION Co. LTD., KARACHI1976 PLC 599 · National Industrial Relations CommissionRead full judgment →
• RAILWAY MAZDOOR UNION Versus RAILWAY THROUGH CHAIRMAN, P. R.1976 PLC 585 · National Industrial Relations Commission · 1975-10-31Read full judgment →
• ZAMIR ALAM Versus PROJECT MANAGER, T. J. V., TERBELA1976 PLC 581 · National Industrial Relations Commission · 1975-04-26Read full judgment →
• MUHAMMAD BASHIR Versus MANAGING DIRECTOR, SUI NORTHERN GAS PIPELINES LTD.1976 PLC 505 · National Industrial Relations Commission · 1975-07-31Read full judgment →
• MUHAMMAD AMIN Versus SHAHJEHAN KHAN1976 PLC 367 · National Industrial Relations Commission · 1975-03-31Read full judgment →
• Syed HAROON BOKHARI Versus ABDUL JALIL AND OTHERS1976 PLC 360 · National Industrial Relations CommissionRead full judgment →
• NATIONAL REFINERY CONTRACTORS WESTERN ENGINEERING WORKS LABOUR UNION Versus MESSRS NATIONAL REFINERY LTD., KARACHI AND ANOTHER1976 PLC 350 · National Industrial Relations Commission · 1975-03-28Read full judgment →
• MOHARRAM KHAN Versus MAC DONALD LAYTON COSTAIN, HEAVY FOUNDRY & FORGED PROJECT, TAXILA, RAWALPINDI1976 PLC 292 · National Industrial Relations Commission · 1975-05-17Read full judgment →
• MUHAMMAD IQBAL Versus MACDONALD LAYTON COSTAIN, HEAVY FOUNDRY & FORGED PROJECT, TAXILA, RAWALPINDI1976 PLC 291 · National Industrial Relations Commission · 1975-05-17Read full judgment →
• SWAT SILK MILLS EMLOYEES' ASSOCIATION Versus SHAH JEHAN KHAN1976 PLC 272 · National Industrial Relations Commission · 1975-03-11Read full judgment →
• 1976 PLC 2591976 PLC 259 · National Industrial Relations Commission · 1975-12-08Read full judgment →
• 1976 PLC 2501976 PLC 250 · National Industrial Relations CommissionRead full judgment →
• MUHAMMAD SABIR Versus Tim AGENT, TARBELA JOINT VENTURE, HAZARA1976 PLC 185 · National Industrial Relations Commission · 1975-09-30Read full judgment →
• RAFIQ AHMAD KHAN Versus ASHIQ HUSSAIN FAROOQI1973 PLC 370 · National Industrial Relations CommissionRead full judgment →
• NAVEED HAFEEZ Versus PAKISTAN TELECOMMUNICATION CORPORATION LIMITED2025 PLC 160 · Lahore High Court · 2024-10-07
  master and servantwrongful terminationrecovery of damagessuit for declarationjurisdiction of civil courtstatutory corporationreinstatementbreach of contract
  Summary & questions settled

  This Regular First Appeal challenges the trial court's dismissal of the appellant's suit for a declaration, reinstatement, and recovery of damages for wrongful termination from Pakistan Telecommunication Corporation Limited. The core legal questions involve whether a civil suit for declaration and reinstatement is maintainable for an employee of a statutory corporation lacking statutory rules, governed instead by the master-and-servant principle, and whether the appellant successfully proved entitlement to damages. The Lahore High Court held that in the absence of statutory rules, the relationship is strictly governed by the rule of master and servant, rendering a civil suit for declaration and reinstatement unmaintainable, with the proper remedy for wrongful dismissal being a suit for damages or a grievance petition before the labour fora. The court further held that the appellant failed to prove mala fides, illegal termination, or actual loss through cogent evidence, and that the employer had lawfully terminated the contract in accordance with its terms following absences and disciplinary notices. The appeal was consequently dismissed.

  Questions settled

  • Whether a civil suit for declaration and reinstatement is maintainable for an employee of a statutory corporation governed by the principle of master and servant in the absence of statutory rules?
  • Does an employee terminated from a statutory corporation have the remedy to sue for damages rather than seeking a declaration for the subsistence of service?
  • Whether a claimant seeking damages for breach of contract of employment is required to prove actual loss and mala fides through cogent evidence?
  • Does a civil court have jurisdiction to adjudicate upon service matters of an employee governed by the law of master and servant where adequate remedies are available before labour fora?
  Read full judgment →
• Mst. TASAWAR BEGUM Versus EMPLOYEES' OLD AGE BENEFIT INSTITUTION ADJUDICATING AUTHORITY-III, ISLAMABAD2025 PLC 121 · Lahore High Court · 2024-11-12
  survivors' pensionfamily pensionold-age benefitswidow pensionstatutory interpretationconstitutional petitionEOBI
  Summary & questions settled

  This constitutional petition challenged the rejection of the petitioner's claim for a survivors' family pension by the Employees' Old Age Benefit Institution (EOBI), which had held that her marriage to the deceased pensioner at the age of sixty did not fulfill the criteria under Section 22B(2) of the Employees' Old-Age Benefits Act, 1976. The core legal question was whether Section 22B(2) validly restricts survivors' pension entitlement to spouses who married the insured person before he attained the minimum retirement/pension age, and whether such restriction is lawful. The Lahore High Court held that the impugned order rejecting the pension claim was lawful, as Section 22B(2) unambiguously curtails pension eligibility to prevent exploitation of the social security scheme and align with international regulatory practices regarding limited financial resources. The court laid down the principle that literal interpretation applies to clear statutory eligibility conditions for pensions, and that restrictions requiring marriage before a prescribed age are a valid legislative measure to protect institutional resources.

  Questions settled

  • Whether a surviving spouse who married a pensioner after he attained the minimum pension age is entitled to a survivors' pension under Section 22B(2) of the Employees' Old-Age Benefits Act, 1976?
  • Does Section 22B(2) of the Employees' Old-Age Benefits Act, 1976 impose a valid restriction regarding the timing of marriage for the grant of survivors' pension?
  • Is a petitioner who acquiesced and remained silent while another widow exclusively received the survivors' pension estopped from subsequently claiming the same pension?
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• ZULFIQAR ALI Versus FACTORY MANAGER/INDUSTRIAL RELATIONS MANAGER, PACKAGES LTD.2021 PLC 224 · Lahore High Court · 2021-04-26
  misconductdomestic inquirylabour lawconstitutional petitionbias of inquiry officerright to fair trialconcurrent findings
  Summary & questions settled

  This constitutional petition challenges the concurrent judgments of the Punjab Labour Court and the Punjab Labour Appellate Tribunal, which upheld the dismissal of the Petitioner from service due to misconduct. The core legal questions were whether the Petitioner was denied a fair opportunity to produce defence evidence during the domestic inquiry, whether the Inquiry Officer was biased, and whether the dismissal procedure complied with the law. The Court held that the Petitioner was afforded reasonable opportunities to lead evidence but chose to boycott the proceedings, thereby failing to substantiate his claims. The Court affirmed that the employer is not required to issue a second show-cause notice or supply the inquiry report to the employee. Furthermore, the Court found no evidence of bias or procedural irregularity in the inquiry. The key principles laid down are that an employee cannot insist on the order of witness examination to suit their own strategy, and that mere allegations of bias without solid foundation do not invalidate an inquiry. Additionally, the Court reiterated that concurrent findings of fact by labour forums are generally not subject to interference in constitutional jurisdiction.

  Questions settled

  • Is an employer legally required to provide a second show-cause notice or supply the inquiry report to a workman before dismissal?
  • Does the failure of an employee to produce evidence after being given reasonable opportunities allow the employer to conclude the inquiry?
  • Can an employee dictate the order in which witnesses are examined during a domestic inquiry?
  • Does an allegation of bias against an inquiry officer require solid foundation to invalidate inquiry proceedings?
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• NATIONAL BANK OF PAKISTAN Versus REGISTRAR TRADE UNION2020 PLC 189 · Lahore High Court · 2020-04-22
  writ jurisdictionalternative remedyindustrial relationscollective bargaining agentworkman statustrade union referendummaintainability
  Summary & questions settled

  This writ petition challenged an order passed by the Registrar/Authorized Officer of the National Industrial Relations Commission (NIRC) regarding referendum proceedings for a trade union. The core legal questions were whether the High Court should exercise constitutional jurisdiction when an alternative statutory remedy exists, and whether the High Court can adjudicate disputed questions of fact, specifically the determination of an employee’s status as a "workman," within writ proceedings. The Court held that the petition was not maintainable. It reasoned that Section 58 of the Industrial Relations Act, 2012, provides an adequate alternative remedy by allowing an aggrieved party to file an appeal before the Full Bench of the NIRC. Furthermore, the Court affirmed that determining whether an employee qualifies as a "workman" constitutes a mixed question of law and fact requiring evidence, which cannot be resolved through writ jurisdiction. The key principle laid down is that the High Court will not entertain a constitutional petition where an adequate alternative forum is available or where the resolution of the dispute necessitates a factual inquiry beyond the scope of writ jurisdiction.

  Questions settled

  • Is a writ petition maintainable when an alternative remedy of appeal is provided under the Industrial Relations Act 2012?
  • Can the High Court resolve disputed questions of fact, such as the determination of an employee's status as a workman, in its constitutional jurisdiction?
  • Does the Full Bench of the National Industrial Relations Commission possess the authority to exercise suo motu powers to examine the legality of orders passed by subordinate benches?
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• Ch. RAHMAT ALI MEMORIAL TRUST Versus PUNJAB EMPLOYEES SOCIAL SECURITY INSTITUTION2019 PLC 68 · Lahore High Court · 2017-10-04
  social security contributionspecial notificationgeneral notificationaccrued rightsdue processintra-court appealalternate remedy
  Summary & questions settled

  This intra-court appeal impugned an order passed by a learned Single Judge dismissing the appellant's constitutional petition on the ground of availability of an alternate and efficacious remedy. The appellant, a registered trust running schools and hospitals, was previously exempted from social security contributions via a special notification issued under the West Pakistan Employees Social Security Ordinance, 1965. Subsequently, respondents demanded contributions based on a later general notification. The core legal question was whether a general notification could take away accrued rights under a special notification without following due process and whether an alternate remedy existed. The Lahore High Court held that no efficacious alternate remedy was available under the Ordinance to decide the vires or applicability of competing notifications. The court further held that rights accrued under a special notification cannot be arbitrarily withdrawn by a subsequent general notification without providing a prior notice, a right of hearing, and due process. The appeal was accordingly accepted and the impugned order set aside.

  Questions settled

  • Whether an alternate and efficacious remedy is available under the West Pakistan Employees Social Security Ordinance, 1965 to challenge the applicability of competing notifications?
  • Can rights accrued under a special notification be withdrawn by a subsequent general notification without providing a right of hearing?
  • Does a general notification repeal or replace a prior special notification without express revocation and due process?
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• The COOPERATIVE MODEL TOWN SOCIETY Versus The PUNJAB LABOUR APPELLATE TRIBUNAL2019 PLC 190 · Lahore High Court · 2019-03-05
  labor disputemisconductadmissibility of evidencesummoning of witnessesrelevance of evidenceconstitutional petitiondismissal from service
  Summary & questions settled

  This constitutional petition challenged orders passed by the Punjab Labour Court and the Punjab Labour Appellate Tribunal, which declined the petitioner’s application to summon a former secretary as a witness in a labor dispute. The underlying matter involved the dismissal of an employee for alleged misconduct, specifically regarding the handling of dishonored cheques and the submission of false reports. The core legal question was whether the lower courts erred in dismissing the application to summon a witness when the application failed to specify the purpose or relevance of the proposed testimony. The High Court held that the Labour Court acted within its legal authority. Relying on Article 131 of the Qanun-e-Shahadat Order, 1984, the Court affirmed that a judge is empowered to determine the relevance of evidence before admitting it. Because the petitioner failed to demonstrate how the witness's testimony was relevant or necessary to prove the charges, the refusal to summon the witness was upheld. The Court emphasized that trial proceedings should not be unnecessarily prolonged by the introduction of irrelevant evidence.

  Questions settled

  • Does a court have the authority to inquire about the relevance of proposed evidence before admitting it?
  • Can a party compel the court to summon a witness without disclosing the purpose or relevance of the witness's testimony?
  • Is a court justified in dismissing an application to summon a witness if the application fails to state the specific facts intended to be proved by that witness?
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• Sh. SHAHBAZ AKHTAR Versus FACTORY MANAGER2018 PLC 305 · Lahore High Court · 2018-03-13
  wrongful dismissalreinstatementlabour lawcompensation in lieu of reinstatementindustrial relationsback benefitsconstitutional petition
  Summary & questions settled

  This constitutional petition challenges a judgment by the Punjab Labour Appellate Tribunal, which modified a Labour Court's order reinstating the petitioner after a wrongful dismissal. The petitioner, a contractual employee, was dismissed following allegations of unauthorized overtime authorization for a colleague. While the Labour Court ordered reinstatement, the Tribunal substituted this with maximum compensation under section 46(5) of the Industrial Relations Ordinance, 2002, citing potential industrial disharmony. The core legal question was whether the Tribunal correctly exercised its discretion to award compensation in lieu of reinstatement despite the absence of evidence suggesting a hostile relationship or misconduct by the employee. The High Court held that reinstatement is the primary remedy for wrongful dismissal, and compensation in lieu thereof is an exception reserved for cases where reinstatement is genuinely impractical due to strained relations or misconduct. Finding no evidence of such hostility or misconduct in this case, the Court set aside the Tribunal’s order, holding that the petitioner was entitled to reinstatement with back benefits, thereby affirming that labour laws prioritize the protection of employment rights over monetary compensation.

  Questions settled

  • Is reinstatement the primary remedy for a workman found to have been wrongfully dismissed?
  • Under what circumstances can a Labour Court award compensation in lieu of reinstatement under the Industrial Relations Ordinance, 2002?
  • Does the mere possibility of a strained relationship between employer and employee justify denying reinstatement to a wrongfully dismissed worker?
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• AMINULLAH KHAN Versus PUNJAB LABOUR APPELLATE TRIBUNAL2018 PLC 113 · Lahore High Court · 2017-11-14
  trans-provincial establishmentjurisdiction of Labour CourtIndustrial Relations Act 2012National Industrial Relations Commissiongrievance petitionLabour Appellate Tribunal
  Summary & questions settled

  The petitioner challenged the judgment of the Punjab Labour Appellate Tribunal, which had accepted a revision petition, set aside an order of the Labour Court, and transferred the proceedings to the National Industrial Relations Commission (NIRC) on the ground that the respondent establishment was a trans-provincial establishment. The core legal question was whether a provincial Labour Court or Labour Appellate Tribunal retains jurisdiction over industrial disputes and grievances involving trans-provincial establishments following the promulgation of the Industrial Relations Act, 2012. The Lahore High Court dismissed the petition, holding that after the promulgation of the Industrial Relations Act, 2012, provincial Labour Courts and Tribunals lack jurisdiction to entertain or adjudicate matters relating to trans-provincial establishments, such jurisdiction exclusively vesting in the NIRC. The key principle laid down is that matters and proceedings concerning trans-provincial establishments fall outside the jurisdiction of provincial labour forums and must be adjudicated by the NIRC.

  Questions settled

  • Whether provincial Labour Courts have jurisdiction to adjudicate industrial disputes involving trans-provincial establishments after the promulgation of the Industrial Relations Act, 2012?
  • Does a Labour Appellate Tribunal have the authority to transfer pending proceedings relating to a trans-provincial establishment to the National Industrial Relations Commission?
  • Does the repeal of the Industrial Relations Act, 2008 and the enactment of the Industrial Relations Act, 2012 affect the competence of provincial labour forums over trans-provincial employers?
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• SAMAD RUBBER WORKS (PVT.) LIMITED Versus AUTHORITY UNDER PAYMENT OF WAGES ACT 19362014 PLC 308 · Lahore High Court · 2014-02-21
  Payment of Wages Actgratuity claimdismissal of workmanjurisdiction of Authorityconstitutional petitionindustrial relations
  Summary & questions settled

  This constitutional petition challenged an order passed by the Authority under the Payment of Wages Act, 1936, which admitted an application for gratuity filed by a former employee. The petitioner-employer contended that the respondent was not a 'workman' and that the Authority lacked jurisdiction because the respondent had been dismissed from service, making the matter exclusively triable by a Labour Court. The core legal question was whether the Authority possessed jurisdiction to adjudicate gratuity claims and determine the validity of a worker's dismissal as a preliminary issue. The Court held that the Authority is empowered under the Payment of Wages Act, 1936, to adjudicate gratuity claims. Furthermore, the Court ruled that while the Authority may not have jurisdiction to decide the legality of a dismissal per se, it is competent to determine whether a worker was actually dismissed, particularly when the employer's conduct regarding the termination process is ambiguous. Consequently, the petition was dismissed, directing the Authority to proceed with the matter based on evidence.

  Questions settled

  • Does the Authority under the Payment of Wages Act, 1936, have the jurisdiction to adjudicate claims regarding the payment of gratuity?
  • Can an aggrieved worker file multiple claims through a single application before the Authority under the Payment of Wages Act, 1936?
  • Is the Authority under the Payment of Wages Act, 1936, competent to determine whether a worker was dismissed from service as a preliminary issue?
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• CHIEF EXECUTIVE, MEPCO Versus MUHAMMAD ARSHAD KHAN2008 PLC 400 · Lahore High Court · 2008-06-17
  compulsory retirementmisconductdisciplinary proceedingsvoid ab initiocoram non judiceback-benefitslabour lawlimitation
  Summary & questions settled

  This appeal challenged a Labour Court order that declared the compulsory retirement of a bill distributor (respondent No. 1) void and ordered his reinstatement with back-benefits. The appellant argued that the respondent's grievance petition was time-barred and that the respondent had waived his right to challenge the penalty by accepting pensionary benefits. The respondent contended that his departmental appeal remained pending and that the penalty was imposed by an unauthorized officer without due process. The High Court found that the appellant's own witnesses admitted that no formal inquiry officer was appointed, the inquiry was conducted by an unauthorized person, and the respondent was denied a fair opportunity to be heard. Consequently, the Court held that the disciplinary proceedings were coram non judice and void ab initio. The Court ruled that questions of limitation or laches do not apply to void proceedings and that the acceptance of pensionary benefits did not preclude the respondent from seeking legal remedy against an illegal termination. The appeal was dismissed.

  Questions settled

  • Can an employee challenge a termination order after accepting pensionary benefits?
  • Does the principle of limitation apply to disciplinary proceedings that are void ab initio?
  • Is a disciplinary order passed by an unauthorized officer without a formal inquiry valid?
  • Does the pendency of a departmental appeal toll the limitation period for filing a grievance petition?
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• PESCO (WAPDA) through Chief Executive Officer FESCO (WA.PDA) Versus IRSHAD HUSSAIN SHAH2008 PLC 390 · Lahore High Court · 2008-05-09
  compulsory retirementmisconductdate of birth interpolationLabour Court jurisdictionService TribunalRemoval from Service Ordinance
  Summary & questions settled

  This appeal is directed against the order of the Punjab Labour Court setting aside the compulsory retirement of the respondent and reinstating him with back-benefits. The respondent had been proceeded against for misconduct under the Removal from Service (Special Powers) Ordinance, 2000 for allegedly interpolating his date of birth. The core legal question was whether the Labour Court had jurisdiction to entertain the grievance petition of the employee against his retirement under the said Ordinance. The Lahore High Court held that the proceedings before the Labour Court were without jurisdiction as aggrieved persons under the enactment must seek redressal before the Service Tribunal. The appeal was accordingly allowed, setting aside the Labour Court's order while granting the respondent thirty days to approach the proper forum.

  Questions settled

  • Whether the Labour Court has jurisdiction to entertain a grievance petition against an order of compulsory retirement passed under the Removal from Service (Special Powers) Ordinance, 2000?
  • Does an employee aggrieved by an action under the Removal from Service (Special Powers) Ordinance, 2000 have a remedy before the Service Tribunal?
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• FAIZ AHMAD Versus PRESIDENT MUSLIM COMMERCIAL BANK LIMITED2008 PLC 381 · Lahore High Court · 2005-12-01
  retrenchment schemegrievance petitiontermination of servicecommercial discretionreorganizationindustrial relationspost-retirement benefits
  Summary & questions settled

  This appeal challenged the dismissal of a grievance petition by the Labour Court, which had upheld the termination of the appellant's services under a bank's retrenchment scheme. The appellant, a driver, contended that the retrenchment was illegal, arguing that the scheme lacked Board of Directors' approval, violated Standing Order 11-A, and that he was denied an option to remain in service. The respondent bank maintained that the retrenchment was a valid exercise of commercial discretion, approved by the Board, and compliant with Standing Order 13, as all drivers in the category were retrenched. The Court held that the Board of Directors had indeed authorized the scheme and that the option provided in the scheme related only to post-retirement benefits, not a choice to remain in service. Furthermore, the Court noted that the legality of the bank's reorganization and retrenchment had already been upheld by the National Industrial Relations Commission in previous unchallenged proceedings. Consequently, the Court dismissed the appeal, affirming that the employer acted within its rights to reorganize.

  Questions settled

  • Does an employer have the right to reorganize its establishment and retrench employees as a matter of commercial consideration?
  • Does the acceptance of legal dues by an employee constitute a waiver of their right to challenge the termination of their services?
  • Is a retrenchment scheme valid if it is authorized by a resolution of the Board of Directors?
  • Does the option provided in a retrenchment scheme regarding post-retirement benefits equate to an option to remain in service?
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• CHIEF ENGINEER (RESEARCH ZONE), IRRIGATION AND POWER DEPARTMENT, LAHORE Versus SENIOR MEMBER, NIRC, ISLAMABAD, LAHORE BENCH, LAHORE2008 PLC 362 · Lahore High Court · 2008-07-02
  civil servantsjurisdiction of NIRCPunjab Efficiency Discipline and Accountability Actservice tribunalinterim orderwrit petitiondisciplinary proceedings
  Summary & questions settled

  This writ petition was filed by the Chief Engineer, Irrigation and Power Department, Lahore, challenging interim orders passed by the National Industrial Relations Commission (NIRC) on a petition filed by departmental employees who faced disciplinary proceedings under the Punjab Efficiency, Discipline and Accountability Act, 2006. The core legal question was whether civil servants governed by provincial disciplinary legislation could invoke the jurisdiction of the NIRC to challenge departmental show-cause notices and interim actions. The Lahore High Court held that civil servants of the Punjab Government cannot invoke the jurisdiction of the NIRC for service disputes governed by the provincial enactment, and that the NIRC acted without jurisdiction in entertaining their petitions and issuing interim orders. The Court established the principle that matters pertaining to the terms and conditions of civil servants exclusively fall outside the purview of the NIRC and within the specialized domain of service tribunals, rendering orders passed by the NIRC in such matters void and without legal effect.

  Questions settled

  • Whether civil servants governed by the Punjab Efficiency, Discipline and Accountability Act, 2006 can invoke the jurisdiction of the National Industrial Relations Commission?
  • Does an interim order passed by a forum lacking inherent jurisdiction amount to a nullity in the eye of law?
  • Whether matters pertaining to the terms and conditions of service of civil servants exclusively fall within the jurisdiction of the Service Tribunal?
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• MAP RICE MILLS (PRIVATE) LIMITED through Authorized Signatories Versus MURTAZA SHAH2008 PLC 359 · Lahore High Court · 2008-07-02
  labour lawwrongful terminationhabitual absenteeismback-benefitsindustrial misconductlabour court procedurereinstatement
  Summary & questions settled

  This labour appeal challenges an order passed by the Punjab Labour Court, which reinstated a worker with back-benefits following his termination. The respondent, a worker, alleged he was terminated for refusing to withdraw a claim for overtime and bonus. The appellant, an industrial employer, failed to file a written reply despite being granted seven opportunities by the Labour Court, leading the court to close the appellant's right to produce evidence and decide the matter on the available record. The core legal question concerned the validity of the termination based on alleged absenteeism. The Labour Court found that the inquiry conducted was procedurally flawed and violated the relevant Standing Orders, noting that the worker's seven-day absence did not constitute 'habitual' absenteeism under the law. The High Court upheld the Labour Court's decision, finding no grounds to interfere, but modified the relief by limiting the respondent's entitlement to back-benefits to 50%. The judgment affirms that 'habitual' absence requires proof of a specific state of mind or mens rea, which was absent in this case.

  Questions settled

  • Does a seven-day absence from work constitute 'habitual' absenteeism under the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968?
  • Is an inquiry conducted without serving a show-cause notice legally valid in labour proceedings?
  • Must an employer prove mens rea or a negative state of mind to establish 'habitual' absenteeism as misconduct?
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• MUSLIM COMMERCLAL BANK LIMITED through President Versus MUHAMMAD ARSHAD MEHMOOD2008 PLC 322 · Lahore High Court · 2008-04-04
  labour lawworkman definitionmanagerial capacitylabour court jurisdictionindustrial relationsbank employee status
  Summary & questions settled

  This labour appeal challenges the judgment of the Labour Court No. V, Sargodha, which adjudicated a service dispute involving the respondent, a former Bank Manager. The core legal question was whether the respondent, who held the position of Manager at the time of his alleged misconduct, fell within the definition of a "workman" under the Industrial Relations Ordinance, 2002, thereby invoking the Labour Court's jurisdiction. The appellant contended that the respondent's managerial role excluded him from the statutory definition of a workman. The Court held that, based on the plain language of Section 2(xxx) of the Industrial Relations Ordinance, 2002, and binding precedent from the Supreme Court of Pakistan, an employee serving in a managerial or administrative capacity is excluded from the definition of a workman. Consequently, the Labour Court lacked the jurisdiction to adjudicate the matter. The High Court set aside the impugned judgment as being without jurisdiction, while granting the respondent liberty to pursue his grievance before an appropriate forum. The key principle established is that the nature of duties, specifically managerial or administrative functions, determines the status of an employee, regardless of ancillary tasks performed.

  Questions settled

  • Does an employee serving as a Bank Manager fall within the definition of a workman under the Industrial Relations Ordinance, 2002?
  • Can a Labour Court exercise jurisdiction over a dispute involving an employee employed mainly in a managerial or administrative capacity?
  • Are the decisions of the Supreme Court of Pakistan binding on the High Court under the Constitution of Islamic Republic of Pakistan, 1973?
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• Raja RASHID MAHMOOD Versus PRESIDENT, UNITED BANK LIMITED2008 PLC 319 · Lahore High Court · 2008-06-20
  workman statuslabour appealgrievance petitioncross-examinationtermination of servicebank employeeremand
  Summary & questions settled

  This labour appeal arose from the termination of the appellant, an Officer Grade-I in United Bank Limited, whose grievance petition before the Punjab Labour Court under section 46 of I.R.O., 2002 was dismissed as not maintainable on the ground that he was not a workman. The core legal question was whether the appellant qualified as a workman under labour laws, taking into account the nature of his duties and the effect of uncrossed evidence. The Lahore High Court held that the Labour Court erred in dismissing the petition, noting that the appellant had deposed that his duties were of a workman's nature and this testimony was left un-cross-examined by the bank. The Court set aside the impugned judgment and remanded the case to the Labour Court for a decision on merits. The key principle laid down is that the status of an employee as a workman is determined by the nature of their actual duties rather than their official designation, and un-cross-examined evidence on this point is to be treated as admitted.

  Questions settled

  • Whether the status of an employee as a workman is determined by their rank or the nature of their duties?
  • What is the legal effect when a party fails to cross-examine an opponent's evidence on a material fact?
  • Is a grievance petition under the Industrial Relations Ordinance maintainable by a bank officer whose duties correspond to those of a workman?
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• SECRETARY, IRRIGATION AND POWER DEPARTMENT, GOVERNMENT OF PUNJAB, LAHORE Versus MUHAMMAD AKHTAR2008 PLC 302 · Lahore High Court · 2008-03-12
  work-charge employeesregularization of serviceLabour Courtburden of proofindustrial appealscontinuous service
  Summary & questions settled

  This matter involves multiple first appeals against a consolidated judgment of the Labour Court, Multan, dated 16-12-2006, which granted the respondents' prayer for regularization of their service after they had continuously worked on a work-charge basis for over five years with unblemished records. The core legal questions pertained to whether work-charge employees fall within the ambit of the Industrial Relations Ordinance, 2002, whether the Labour Court erred in disposing of multiple cases through a single judgment without separately discussing evidence, and upon whom the burden of proof lay regarding continuity of service. The Lahore High Court dismissed the appeals in limine, holding that the respondents had successfully discharged their initial onus of proof regarding employment continuity, which the appellants failed to rebut by withholding employment records. The court established that work-charge employees fulfilling continuous service criteria are entitled to seek relief before the Labour Court, and procedural consolidation of identical matters without demonstrating prejudice does not vitiate the judgment.

  Questions settled

  • Whether work-charge employees serving continuously for a substantial period can seek regularization of service through the Labour Court?
  • Does the disposal of multiple similar cases through a single consolidated judgment by a Labour Court vitiate the proceedings in the absence of demonstrated prejudice?
  • Upon whom lies the burden of proof to establish continuity of service and employment periods when official records are maintained by the employer?
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• GHULAM ABBAS Versus PREMIER INSURANCE COMPANY LIMITED through Chief General Manager/Chief Executive2008 PLC 290 · Lahore High Court · 2006-03-20
  workman statusnature of dutiesgrievance petitionpreliminary objectiontermination of servicequestion of factlabour court jurisdiction
  Summary & questions settled

  This appeal arises from the dismissal of a grievance petition filed by the appellant, a former Local Manager, against the termination of his services by the respondent. The Labour Court had dismissed the petition on a preliminary objection, ruling that the appellant, holding a managerial position, did not qualify as a 'workman' under the relevant labour laws. On appeal, the Lahore High Court examined whether the status of a 'workman' could be determined solely based on designation without evidence. The Court held that a high-sounding designation or salary is not the determining factor for establishing the status of a workman; rather, the true nature of the duties performed is the sole criterion. Because the appellant had specifically asserted in his petition that he performed manual and clerical duties, the Court ruled that the Labour Court erred in deciding this disputed question of fact without recording evidence. Consequently, the High Court set aside the impugned order and remanded the matter to the Labour Court for a decision on merits after recording evidence.

  Questions settled

  • Does a high-sounding job designation automatically disqualify an employee from being classified as a workman?
  • Is the salary of an employee a relevant factor in determining their status as a workman?
  • Can a Labour Court decide the status of an employee as a 'workman' without recording evidence when the nature of duties is in dispute?
  • What is the primary factor for determining whether an employee is a workman under labour laws?
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• MUHAMMAD JAVED AKHTAR Versus PROVINCE OF PUNJAB through Secretary, Housing and Town Planning Agency, Lahore2008 PLC 284 · Lahore High Court · 2008-04-18
  work-charged employeeregularization of servicepermanent workmanservice lawjudicial precedentwrit petition
  Summary & questions settled

  The petitioner, employed as a supervisor since 1981, sought regularization of his services, challenging his status as a work-charged employee. The respondents contended that the petitioner, being a work-charged employee, possessed no vested right to regularization and suggested he pursue grievance procedures under the Industrial Relations Ordinance, 1969. The core legal question was whether a long-serving work-charged employee qualifies as a permanent workman and whether the benefits of prior judicial decisions regarding the regularization of similarly situated employees should be extended to him. The Court held that the petitioner, having served continuously for over two decades, could not be deemed a work-charged employee indefinitely. Applying the Industrial and Commercial Employment (Standing Orders) Ordinance, 1968, the Court determined the petitioner was a permanent workman. Relying on the principle established in Hameed Akhtar Niazi v. The Secretary, Establishment Division, the Court held that when a court decides a point of law regarding service terms, the benefit must be extended to other similarly situated employees to avoid unnecessary litigation. The petition was allowed, directing the respondent to regularize the petitioner's services.

  Questions settled

  • Can a long-serving work-charged employee be denied the status of a permanent workman?
  • Should the benefits of a judicial decision regarding service terms be extended to similarly situated employees who were not parties to the litigation?
  • Does an employee who has worked for more than nine months qualify as a permanent workman under the Industrial and Commercial Employment (Standing Orders) Ordinance 1968?
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• GHULAM YASIN Versus NOVARTIS PHARMA (PAKISTAN) LTD., KARACHI through Authorities2008 PLC 188 · Lahore High Court · 2008-02-01
  labour appealworkman definitionmedical information officergrievance petitionsales representativeindustrial relationstermination of services
  Summary & questions settled

  This labour appeal, filed under Section 47(3) of the Industrial Relations Ordinance 2002, challenged the dismissal of a grievance petition by the Punjab Labour Court. The appellant, formerly employed as a Medical Information Officer, contested his termination, arguing he was a "workman" entitled to legal protection. The core legal question was whether a Medical Information Officer, functioning as a sales representative, falls within the statutory definition of "worker" or "workman." The Lahore High Court dismissed the appeal, holding that the appellant did not qualify as a "workman." The Court reasoned that the appellant’s duties, which involved promoting products and providing information to doctors and chemists, did not constitute manual or clerical work as required by the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968, and the Industrial Relations Ordinance 2002. The key principle laid down is that a sales representative, whose role involves professional promotion rather than manual or clerical labour, is excluded from the definition of "workman" and thus cannot maintain a grievance petition under these labour statutes.

  Questions settled

  • Does a Medical Information Officer fall within the definition of 'worker' or 'workman' under the Industrial Relations Ordinance 2002?
  • Is a sales representative considered a 'workman' for the purpose of filing a grievance petition?
  • Does the definition of 'workman' under the West Pakistan Industrial and Commercial Employment (Standing Orders) Ordinance 1968 include persons employed in a managerial or administrative capacity?
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• NOUROZE ASSOCIATES (PVT.) LTD. through Manager Versus PRESIDING OFFICER, PUNJAB LABOUR COURT2008 PLC 140 · Lahore High Court · 2007-09-24
  constitutional petitionunfair labour practiceLabour Courtcriminal complaintprocedural requirements
  Summary & questions settled

  This constitutional petition challenges an order passed by the Presiding Officer, Punjab Labour Court, whereby notice was issued on a complaint alleging unfair labour practice and the General Manager of the petitioner was directed to appear in person. The core legal question was whether the Labour Court could mechanically treat a criminal complaint of unfair labour practice as a civil petition and issue directions for personal appearance without adhering to mandatory procedural requirements and recording preliminary evidence. The Lahore High Court held that the Labour Court erred in treating the criminal complaint as a civil petition without the application of a judicious mind or adherence to the prescribed procedure. The court set aside the impugned order and remanded the matter back for a de novo decision strictly in accordance with the law. The key principle laid down is that complaints regarding unfair labour practice must be dealt with as criminal matters following proper procedural requirements rather than being treated mechanically as civil petitions.

  Questions settled

  • Whether a Labour Court can treat a complaint of unfair labour practice as a civil petition?
  • Is it mandatory for the Labour Court to follow criminal procedure and record preliminary evidence on a complaint of unfair labour practice?
  • Can a Labour Court direct the personal appearance of a General Manager without the application of a judicious mind and due compliance with the law?
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• MUHAMMAD ARIF Versus THE MANAGER, PLANNING, FORMATION AND CONTROL (PIC) NOVARITS, CIBA GIEGY (PAK) LIMITED2005 PLC 172 · Lahore High Court · 2004-12-14
  back-benefitsillegal dismissalreinstatementlabour lawgrievance petitionburden of proofindustrial relations
  Summary & questions settled

  This appeal arises from a service dispute where the appellant, an Accounts Assistant, was dismissed from service and subsequently reinstated by the Labour Court, which awarded only 25% back-benefits. The core legal question concerns whether the Labour Court was justified in restricting back-benefits to 25% despite finding the dismissal illegal and in the absence of evidence that the appellant was gainfully employed elsewhere. The High Court held that the Labour Court’s decision to deduct 75% of the back-benefits lacked a foundational basis, as no evidence was cited to attribute delay to the appellant or prove alternative employment. Consequently, the Court accepted the appeal and awarded the appellant full back-benefits. The judgment establishes the principle that when an employee is reinstated following an illegal dismissal, they are entitled to full back-benefits unless the employer discharges the burden of proving that the employee was gainfully employed during the period of dismissal. Arbitrary deductions from back-benefits without specific, reasoned justification are legally unsustainable.

  Questions settled

  • Is an employer required to prove that a dismissed employee was gainfully employed elsewhere to justify the denial of full back-benefits?
  • Can a Labour Court arbitrarily reduce back-benefits without providing specific reasons or evidence for the deduction?
  • Does the reinstatement of an employee following an illegal dismissal entitle them to full back-benefits by default?
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• NATIONAL HIGH WAY AUTHORITY Versus TARIQ KHURSHID1999 PLC 52 · Lahore High Court · 1998-09-25Read full judgment →
• MUHAMMAD FAZIL Versus GENERAL MANAGER, FAISALABAD SERENA HOTEL, FAISALABAD1999 PLC 307 · Lahore High Court · 1999-03-25Read full judgment →
• COLONY TEXTILE MILLS LTD. Versus FULL BENCH, N.I.R.C.1998 PLC 495 · Lahore High Court · 1997-08-01Read full judgment →
• SUI NORTHERN GAS PIPELINES LTD. Versus N.I.R.C.1998 PLC 344 · Lahore High Court · 1997-05-15Read full judgment →
• MUNICIPAL CORPORATION, SIALKOT Versus YOUNIS MASIH1998 PLC 336 · Lahore High Court · 1996-11-19Read full judgment →
• 1996 PLC 7021996 PLC 702 · Lahore High Court · 1996-06-05Read full judgment →
• RAILWAY WORKERS' UNION REGD. Versus GOVERNMENT OF PAKISTAN, MINISTRY OF RAILWAYS1995 PLC 455 · Lahore High Court · 1995-03-09Read full judgment →
• ARSHAD ALI ANJUM Versus REGISTRAR, TRADE UNIONS, LAHORE REGION, NORTH ZONE, LAHORE , Mushtaq Masood, Malik Saeed Hassan and Quraishi Muhammad Hafeez1995 PLC 443 · Lahore High Court · 1995-03-06Read full judgment →
• SAMPAK PAPER AND BOARD MILLS Versus MAQSOOD AHMAD1995 PLC 429 · Lahore High Court · 1995-02-27Read full judgment →
• MUHAMMAD SHAKEEL, METER READER WAPDA, LAHORE Versus REGISTRAR OF INDUSTRYWISE TRADE UNIONS, ISLAMABAD1995 PLC 306 · Lahore High Court · 1995-01-22Read full judgment →
• ORIENT MATCH COMPANY LIMITED, SHAHDARA, LAHORE Versus PRESIDING OFFICER, PUNJAB LABOUR COURT NO. 2, LAHORE , SA. Latif1994 PLC 517 · Lahore High Court · 1993-12-13Read full judgment →
• SADIQ ALI KHAN Versus PUNJAB LABOUR APPELLATE TRIBUNAL1994 PLC 11 · Lahore High Court · 1993-09-27Read full judgment →
• THAI JUTE MILLS LIMITED, MUZAFFARGARH Versus VICE-COMMISSIONER EMPLOYEES' SOCIAL SECURITY INSTITUTION, LAHORE1993 PLC 997 · Lahore High Court · 1993-06-16Read full judgment →
• OKARA FLOUR AND GENERAL MILLS, OKARA Versus PUNJAB EMPLOYEES' SOCIAL SECURITY INSTITUTION, LAHORE1993 PLC 984 · Lahore High Court · 1993-07-21Read full judgment →
• CRESCENT TEXTILE MILLS LTD., LYALLPUR Versus PUNJAB LABOUR COURT NO 3 LAYAALLPUR1993 PLC 815 · Lahore High Court · 1993-05-09Read full judgment →
• AUTO MACHINE TOOLS AND PARTS INDUSTRIES (PVT.) LIMITED, LAHORE Versus REGISTRAR, TRADE UNIONS, LAHORE1993 PLC 808 · Lahore High Court · 1993-04-25Read full judgment →
• PUNJAB ROAD TRANSPORT CORPORATION Versus P.L.A.T.1993 PLC 798 · Lahore High Court · 1993-04-24Read full judgment →
• KAKA KHEL LABOUR AND STAFF UNION Versus FEDERATION OF PAKISTAN , Muhammad Saleem Saigol & Asad Ullah Siddiqui1993 PLC 784 · Lahore High Court · 1992-04-26Read full judgment →
• NABI SHER KHAN Versus PUNJAB LABOUR APPELLATE TRIBUNAL1993 PLC 724 · Lahore High Court · 1993-01-12Read full judgment →
• PUNJAB SMALL INDUSTRIES. CORPORATION Versus SHAMIM NARGIS1993 PLC 710 · Lahore High Court · 1991-11-12Read full judgment →