Top 6 Legal benefits include;

Certainly! Here’s an overview of the six main legal benefits for employees in Pakistan:

6. Employees' Old-Age Benefits Institution (EOBI)
The Employees' Old-Age Benefits Institution (EOBI) is a social security program designed to provide financial support to retired workers. EOBI contributions are mandatory, with both employees and employers contributing toward the fund. Employers contribute 5% of the minimum wage, while employees contribute 1%. Through EOBI, qualified employees receive pensions for old age, disability, and survivors’ benefits. The main goal of EOBI is to ensure that workers have a financial safety net after retirement, providing them with regular payments based on their last drawn salaries and years of service.

5. Social Security
The social security program in Pakistan, managed by provincial Social Security Institutions, is designed to assist employees facing health and financial challenges due to injuries or illnesses. Social security benefits include access to healthcare facilities, such as treatment for work-related injuries, general medical services, and rehabilitation services. It also covers benefits for temporary or permanent disability and maternity leave benefits for female employees. Contributions toward social security are made by the employer, typically around 6% of an employee’s wage, and the scheme primarily benefits low-income workers.

4. Group Life Insurance
Group life insurance is a benefit provided by many companies, offering life coverage for employees at no cost to them. Under this plan, a fixed sum is paid to the family of an employee in the unfortunate event of their death. While not legally mandated, many companies in Pakistan offer group life insurance as part of their benefits package. The premium is paid by the employer, and employees do not need to pay anything. The sum insured usually varies by position and salary grade, providing financial security to the employee’s dependents.

3. Leaves
Under Pakistani labor laws, employees are entitled to various types of leave, including annual leave, sick leave, and casual leave. Generally, an employee earns 14 days of paid annual leave for every 12 months of continuous service. Sick leave, amounting to 10 days annually, is provided with full pay, though a medical certificate may be required for prolonged illness. Additionally, employees can take up to 10 days of casual leave for personal matters, emergencies, or family responsibilities. Public holidays, such as national and religious holidays, are also mandatory, providing employees with rest and work-life balance.

2. Bonus
The payment of bonuses is another significant benefit in Pakistan, especially common in the private sector. While the exact amount and eligibility criteria may vary by company, many organizations provide annual performance-based bonuses to employees. Some companies also offer festive bonuses around religious holidays like Eid. Bonuses motivate employees by recognizing their contributions and can be based on overall company performance or individual achievement. In some cases, the payment of bonuses is mandatory if outlined in the employment contract or company policy.

1. Provident Fund or Gratuity
Provident fund and gratuity are long-term savings benefits designed to reward employees for their loyalty and long-term service. The provident fund is a savings scheme where both the employee and employer contribute a certain percentage of the employee's salary each month. Upon leaving the company or retirement, the employee receives the accumulated fund, which can act as a financial cushion. Gratuity, on the other hand, is a one-time payment made to employees who have completed a minimum number of years with the organization. The payment is calculated based on the last drawn salary and years of service. Companies are required to offer either a provident fund or a gratuity scheme, providing financial security for employees as they leave the workforce.

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