Minimum Wage and Salary in Pakistan 2026-27

The minimum salary in Pakistan is an important concern for employees, job seekers and businesses. Workers want to know the minimum amount they should legally receive, while employers need to understand the wage requirements applicable to their establishments.

Pakistan does not have one uniform minimum wage for every province. Punjab, Sindh, Khyber Pakhtunkhwa, Balochistan and Islamabad Capital Territory have separate legal frameworks and wage notifications.

For the 2026-27 financial year, some areas have already notified revised rates, while others continue to follow their previously notified minimum wages. Understanding these differences is essential before accepting a salary, preparing payroll or filing an employment complaint.

This guide explains the minimum wage in Pakistan, provincial salary rates, skilled and unskilled worker categories, employer responsibilities and the legal options available when an employer pays below the applicable minimum wage.

What Is the Minimum Salary in Pakistan?

Minimum salary is the lowest wage an employer is legally required to pay a covered worker for the work performed during a specified period.

In Pakistani labour legislation, the legal term is generally minimum wage rather than minimum salary.

The applicable minimum wage depends on several factors:

• Province or territory where the establishment operates.
• Whether the workplace is an industrial or commercial establishment.
• Whether the employee is classified as skilled, semi-skilled or unskilled.
• The employee's age and employment category.
• The applicable minimum wage notification and its effective date.

Minimum wage is a legal floor, not a maximum salary. Employers may agree to pay more depending on the employee's experience, qualifications, responsibilities and employment contract.

Minimum Wage in Pakistan 2026-27 - Latest Rates

The following figures provide a provincial overview of the latest rates identified in the available notifications and legal research as of 7 November 2026.

1. Minimum Wage in Islamabad 2026-27

The minimum wage in Islamabad has been revised to Rs. 40,700 per month for adult unskilled workers under the ICT minimum wage notification.

The notification was issued on 19 August 2026 and applies retrospectively from 1 July 2026.

Key details include:

• Monthly minimum wage - Rs. 40,700.
• Daily minimum wage - Rs. 1,565 for eight working hours.
• Working hours - 48 hours per week.
• Weekly rest - One day off.

The notification covers adult unskilled and juvenile workers in the specified industrial and commercial establishments in Islamabad.

The Finance Division has also issued a separate memorandum increasing the minimum gross salary of covered federal civil employees to Rs. 40,700. This is a separate government employment arrangement and should not be confused with a nationwide private-sector minimum wage.

2. Minimum Wage in Sindh 2026-27

Sindh has notified revised minimum wage rates with effect from 1 July 2026.

The Sindh Labour and Human Resources Department has published the following monthly rates:

• Unskilled workers - Rs. 43,000.
• Semi-skilled workers - Rs. 44,484.
• Skilled workers - Rs. 53,350.
• Highly skilled workers - Rs. 55,626.

The revised rates are based on the relevant provincial minimum wage notifications.

The notification dated 17 August 2026 addresses wage rates for semi-skilled, skilled and highly skilled workers in 60 specified industries. The Labour Department has separately published the unskilled worker rate.

Important conditions include:

• The applicable occupational classification determines the minimum wage.
• Permanent, probationary, temporary, piece-rated, contract, casual and time-rated workers are included within the specified coverage.
• The minimum wage is a guaranteed wage floor, not a maximum payment.
• Attendance bonuses, productivity incentives, variable payments and non-statutory allowances cannot be counted towards the minimum wage under the notification.
• Existing benefits such as accommodation, transport, medical facilities, EOBI and social security must not be withdrawn or adjusted against the minimum wage.
• Workers performing work of equal value must receive equal minimum wages without discrimination.

Employers should also maintain wage registers, salary slips and employment records.

3. Minimum Wage in Punjab 2026-27

The last minimum wage notification identified for Punjab fixes the minimum monthly wage at Rs. 40,000 for covered adult and adolescent workers.

The rate became effective from 1 July 2025.

Its equivalent rates are:

• Monthly minimum wage - Rs. 40,000.
• Daily minimum wage - Rs. 1,538.46.
• Hourly minimum wage - Rs. 192.31 for eight working hours.
• Monthly calculation - 26 working days.

No separate 2026-27 minimum wage revision was identified in the sources reviewed for this guide.

Therefore, Rs. 40,000 is the last identified notified rate, rather than a newly announced 2026-27 increase.

Important Punjab Labour Law Update

• Punjab enacted the Punjab Labour Code 2026, also known as Act IX of 2026.
• The Code contains provisions concerning minimum wages, remuneration, employment agreements, worker protection and labour dispute resolution.
• However, Section 1(3) provides that the Code will commence on a date specified by the Government through an official Gazette notification.
• The commencement notification and transitional provisions should be checked before relying on the Code as the operative law in an individual case.

4. Minimum Wage in Khyber Pakhtunkhwa 2026-27

• The last identified notified minimum wage in Khyber Pakhtunkhwa is Rs. 40,000 per month.
• The notification dated 10 September 2025 provides this rate with effect from 1 July 2025.
• It covers adult unskilled, juvenile and adolescent workers employed in industrial and commercial establishments, whether registered or unregistered.
• The provincial budget for 2026-27 announced a proposed increase to Rs. 45,000 per month.
• However, an official 2026-27 minimum wage notification confirming that proposed amount and its effective date could not be verified in the sources reviewed.
• Accordingly, Rs. 45,000 should not be presented as an operative legal rate without checking the relevant Government notification.
• The 2025 notification also addresses piece-rate workers and provides that existing benefits, including housing, medical facilities, provident fund and other welfare benefits, cannot simply be adjusted against the minimum wage.

5. Minimum Wage in Balochistan 2026-27

• The last minimum wage figure identified for Balochistan is Rs. 37,000 per month.
• The province regulates minimum wages under the Balochistan Minimum Wages Act, 2021.
• The available research did not establish a new 2026-27 wage notification revising this amount.
• Therefore, Rs. 37,000 should be treated as the last identified rate, not as a newly verified 2026-27 notification.

Employees and employers should confirm the latest applicable rate and its effective date with the Balochistan Labour and Manpower Department before relying on the figure for payroll or legal proceedings.

Does Pakistan Have One National Minimum Wage?

No. Pakistan does not have one minimum wage notification that automatically establishes the same private-sector wage throughout the country.

Following the devolution of labour matters, provincial governments regulate minimum wages through their respective legislation and notifications.

Islamabad Capital Territory operates under its applicable federal labour framework.

This means that an employer operating in Karachi may be subject to different minimum wage requirements from an employer operating in Lahore, Peshawar, Quetta or Islamabad.

For businesses with operations in multiple provinces, payroll compliance should be checked separately for each relevant workplace.

Who Is Entitled to Minimum Wage in Pakistan?

Minimum wage protection depends on the applicable law, statutory coverage and employment classification.

Depending on the relevant legislation and notification, covered categories may include:

• Adult unskilled workers.
• Semi-skilled workers.
• Skilled workers.
• Highly skilled workers.
• Temporary employees.
• Contract workers.
• Daily-rated workers.
• Piece-rate workers.
• Other specified categories of industrial and commercial workers.

Some occupations, including domestic work, agricultural work, mining and apprenticeships, may be governed by separate legislation or specific provisions.

An employee should not assume that a job title alone determines whether a minimum wage notification applies.

The actual duties, employment relationship, establishment and relevant legal provisions should be examined.

Minimum Wage for Skilled and Unskilled Workers

Minimum wage rates may differ according to the nature of the work performed.

An unskilled worker generally performs duties that do not require specialised technical training or advanced occupational qualifications.

A semi-skilled worker may perform duties requiring some practical training, experience or specific operational abilities.

A skilled worker generally performs specialised work requiring technical knowledge, training or occupational experience.

Highly skilled workers usually perform advanced technical, supervisory or specialised duties.

The classification should be determined under the applicable wage notification and occupational schedule rather than an employer's informal job title.

Sindh's 2026 notification provides a useful example of how different occupational categories can have different minimum wage rates.

Can an Employer Pay Less Than the Minimum Wage?

An employer cannot legally pay below the applicable notified minimum wage to a worker covered by the relevant legislation, subject to deductions permitted by law.

The minimum wage laws of Punjab, Sindh, Khyber Pakhtunkhwa and Balochistan contain provisions prohibiting payment below the applicable minimum rate.

An employer should not treat the following matters as automatic justification for paying less:

• Financial difficulties of the business.
• A verbal agreement with the employee.
• A probationary employment arrangement.
• A temporary or contractual job title.
• The employee's lack of bargaining power.

However, the exact legal coverage and treatment of deductions must be checked under the applicable statute and notification.

Can an Employer Reduce an Existing Salary After a Minimum Wage Revision?

Minimum wage is a floor rather than a ceiling.

If an employee is already receiving more than the notified minimum wage, the employer cannot automatically reduce that higher entitlement simply because a new minimum wage has been announced.

Applicable provincial legislation protects higher wage entitlements arising under contracts, agreements, awards and other recognised arrangements.

Employers should also avoid adjusting existing benefits against the minimum wage where the applicable notification expressly requires those benefits to continue separately.

What Can an Employee Do If the Employer Pays Below Minimum Wage?

An employee who believes that their employer is paying below the applicable minimum salary should take practical steps to establish the claim.

The following procedure can help.

Step 1 - Check the Applicable Minimum Wage

Identify the province, workplace, employee category and effective date of the relevant wage notification.

Do not rely only on social media announcements or unofficial salary charts.

Step 2 - Calculate the Salary Difference

Compare the legally applicable minimum wage with the amount actually paid.

Prepare a month-by-month calculation showing:

1. Applicable minimum wage.
2. Actual monthly wages received.
3. Outstanding difference.
4. Any disputed deductions.
5. Relevant payment dates.

Step 3 - Collect Supporting Evidence

Important documents may include:

• Appointment letter or employment contract.
• Salary slips.
• Bank statements.
• Attendance records.
• Employment records.
• Job descriptions and evidence of actual duties.
• Employer emails and WhatsApp messages.
• Payroll statements.

Step 4 - Send a Written Request to the Employer

• Ask the employer or HR department to explain the salary calculation and correct any shortfall.
• Mention the applicable minimum wage notification and request payment of the outstanding difference.
• Keep a copy of the communication and proof of delivery.

Step 5 - Contact the Relevant Labour Department

• If the employer does not resolve the matter, an employee may approach the relevant Labour Department, Inspector or competent authority under the applicable legislation.
• The correct procedure differs between provinces.
• In Islamabad, the ICT Labour Welfare Department identifies implementation of notified minimum wages and referral of wage cases to the authority under the Payment of Wages Act, 1936 among its functions.
• In Punjab, Sindh and Balochistan, the relevant minimum wage legislation provides statutory mechanisms for claims involving wages paid below the prescribed rates.
• In Khyber Pakhtunkhwa, the Minimum Wages Act provides for inspection and enforcement, while the applicable Payment of Wages legislation may also be relevant to the claim.

Step 6 - Obtain Legal Advice Before Filing

Before filing a formal application, determine the correct authority, applicable limitation period and relief available.

Where the dispute also involves unpaid salary, unlawful deductions or termination, additional legal remedies may need to be considered.

What Is the Time Limit for Filing a Minimum Wage Claim?

Limitation periods are particularly important in wage disputes.

The applicable period is not necessarily identical across Pakistan.

• For example:
• Punjab's Minimum Wages Act, 2019 provides a six-month application period for covered claims involving wages paid below the minimum rate. An application may be admitted up to one year if sufficient cause for delay is established.
• The Sindh Minimum Wages Act, 2015 provides a six-month period for specified wage claims, with a possible extension up to one year where sufficient cause is established.
• The Balochistan Minimum Wages Act, 2021 contains a similar six-month application period for specified wage claims, with an extension provision.
• Khyber Pakhtunkhwa has a separate statutory enforcement framework. The applicable claim procedure and limitation period should be checked under the relevant Minimum Wages and Payment of Wages legislation.

Employees should not delay seeking advice because a written complaint to an employer does not automatically suspend a statutory limitation period.

What Penalties Can Employers Face for Paying Below Minimum Wage?

Provincial minimum wage legislation provides enforcement mechanisms against employers who violate notified wage requirements.

Depending on the applicable law, consequences may include:

• Recovery of the unpaid wage difference.
• Financial penalties.
• Prosecution for statutory violations.
• Imprisonment where the relevant legislation provides for it.
• Inspection and examination of employment and payroll records.

The amount of a penalty and the procedure for enforcement depend on the relevant provincial statute.

For this reason, employers should maintain accurate payroll records and review minimum wage notifications whenever rates are revised.

Responsibilities of Employers Under Minimum Wage Laws

Businesses should take active steps to maintain wage compliance.

Important responsibilities include:

1. Identify the minimum wage notification applicable to each workplace.
2. Classify workers according to their actual duties and applicable occupational schedules.
3. Ensure that covered workers receive at least the notified minimum wage.
4. Review payroll whenever a new notification becomes effective.
5. Maintain accurate salary slips, attendance records and wage registers.
6. Ensure that lawful deductions follow the relevant statutory requirements.
7. Preserve existing contractual wage entitlements and benefits.
8. Respond properly to employee complaints concerning salary shortfalls.

Businesses operating in more than one province should not automatically apply the same wage rate to every employee.

How A.A. Dewan & Co. Can Help With Minimum Wage Disputes

Minimum wage disputes can involve questions of statutory coverage, employee classification, wage calculations, unlawful deductions and the correct legal forum.

A.A. Dewan & Co. provides employment and labour law assistance in Pakistan for employees and businesses dealing with employment-related legal matters.

Our assistance may include:

• Reviewing minimum wage disputes.
• Examining employment agreements and salary records.
• Assessing unlawful wage deductions.
• Preparing legal notices and wage payment demands.
• Identifying the appropriate Labour Department or statutory authority.
• Advising on employment compliance and legal remedies.
• Representing clients in qualifying employment and labour proceedings.

If your employer is paying below the applicable minimum wage, or your business needs assistance with labour law compliance, you can explore our Employment and Labour Law services in Pakistan.

Frequently Asked Questions

1. What is the minimum salary in Pakistan in 2026-27?

There is no single national minimum salary. The latest identified monthly rates include Rs. 43,000 for unskilled workers in Sindh and Rs. 40,700 for covered unskilled workers in Islamabad. Punjab, Khyber Pakhtunkhwa and Balochistan have different last-identified rates and notification positions.

2. What is the minimum wage in Pakistan per month?

The monthly minimum wage depends on the employee's location, category and applicable notification. For example, the notified unskilled worker rate in Sindh is Rs. 43,000 per month from 1 July 2026.

3. What is the minimum wage in Punjab for 2026-27?

The last identified notified rate is Rs. 40,000 per month, effective from 1 July 2025. A separate 2026-27 revision was not verified in the sources reviewed for this guide.

4. What is the minimum wage in Sindh in 2026?

The notified monthly rates are Rs. 43,000 for unskilled, Rs. 44,484 for semi-skilled, Rs. 53,350 for skilled and Rs. 55,626 for highly skilled workers in the applicable categories.

5. Is the minimum wage in KPK Rs. 45,000?

Rs. 45,000 was proposed in the Khyber Pakhtunkhwa 2026-27 budget. An official notification confirming the new rate and its effective date could not be verified. The last identified notified rate is Rs. 40,000.

6. What is the minimum wage in Balochistan?

The last rate identified in the available sources is Rs. 37,000 per month. Employees should confirm whether a subsequent provincial notification has revised the rate before relying on it.

7. Does minimum wage apply to private company employees?

Minimum wage legislation covers specified categories of workers in industrial and commercial establishments. The exact application depends on the relevant provincial law and notification.

8. Can an employer pay less during probation?

A probationary employment arrangement does not automatically exempt an employer from applicable minimum wage requirements. The employee's statutory coverage and relevant wage notification must be examined.

9. Can an employer include bonuses and allowances in minimum wage?

The treatment depends on the applicable legislation and notification. For example, the Sindh notification expressly prevents variable payments, attendance bonuses, productivity incentives and non-statutory allowances from being counted towards its guaranteed minimum wage floor.

10. Where can I complain if my employer pays below minimum wage?

You may approach the relevant Labour Department, Inspector or statutory authority, depending on your province and employment category. The correct forum and filing deadline should be verified before submitting a claim.

11. Can I claim unpaid salary as well as the minimum wage difference?

Potentially, yes. Unpaid earned salary and wages paid below the statutory minimum may involve related but distinct legal claims. The available remedies and competent authority depend on the applicable legislation and facts.

12. Does the minimum wage include overtime?

Overtime is governed by separate working-hours and wage provisions. The minimum wage should not automatically be treated as payment for additional hours worked beyond the legally permitted normal working hours.

Conclusion

Understanding the minimum salary in Pakistan is important for protecting employees' rights and ensuring that businesses comply with applicable labour legislation.

For the 2026-27 financial year, wage requirements differ across Islamabad and the provinces. Employers must follow the correct notification for their workplace and worker categories, while employees should understand their wage entitlements and available legal remedies.

If an employer pays below the applicable minimum wage, a worker may have a right to claim the wage difference and pursue other statutory remedies.

A timely review of employment documents, payroll records and the applicable legal notification can help prevent unnecessary disputes and protect the interests of both employees and employers.

Legal Disclaimer

This article provides general legal information and does not constitute an individual legal opinion. Minimum wage rates, statutory coverage, commencement provisions, notifications and limitation periods may change. The applicable legislation and official Gazette notification should be checked before taking legal action. No legal outcome is guaranteed.