In Pakistan, labor laws have been established to regulate working hours, ensuring the well-being of employees and preventing exploitation.

The Factories Act, 1934 restricts the daily working hours for adult workers (those over 18 years old) to a maximum of nine hours. However, it's important to note that female employees cannot be required to work past 7 pm.

As for the weekly working hours, the maximum permissible working week is 48 hours. This is stipulated by both the Factories Act and the West Pakistan Shops and Establishments Ordinance, 1969.

In Pakistan, the regulations and compensation for overtime work are outlined in various pieces of legislation. According to The Factories Act, 1934, overtime allows for the extension of daily work hours to a maximum of 12 hours. However, weekly working hours, inclusive of overtime, should not exceed 56 hours. This translates to a maximum of 8 overtime hours per week, averaging roughly 1 hour and 20 minutes daily. Furthermore, annual overtime should not surpass 624 hours.

The Factories Act also mandates that overtime pay should be double the ordinary rate of wages for exceeding regular working hours. During festival holidays, overtime pay increases to triple the ordinary rate. However, there are exceptions. For instance, The Railways Act allows a minimum overtime rate of 1.25 times the ordinary rate in exceptional circumstances.

There are also age restrictions for overtime work. Young persons, between 14 and 17 years old, can work a maximum of 1.5 hours of overtime daily, and their annual overtime is capped at 468 hours.

In terms of obligation, employees are generally required to work overtime if needed by the employer. However, they can provide valid reasons for refusing overtime work.

In Pakistan, labor laws have been established to ensure the health, safety, and well-being of workers by mandating rest periods and breaks.

Daily Rest and Breaks

Under the Factories Act, 1934, workers are not allowed to work for more than five consecutive hours without a break for rest, meals, and prayer. The total rest period, including meals and prayer, should be at least one hour. There's no specific requirement for the duration of individual breaks within the one-hour period. However, it's common practice to provide breaks of 30 minutes after five hours of work or one hour after six hours.

Weekly Rest

All employees are entitled to a weekly rest period of at least 24 consecutive hours. This is usually on Sundays, but employers can negotiate alternative days with employee consent.

These are the minimum legal requirements. Employers can offer more generous breaks or flexible work schedules depending on their company policies.

Additional Considerations

During the holy month of Ramadan, working hours are reduced by 2 to 3 hours daily. For jobs deemed strenuous by the government regulatory authority, working hours might be further reduced to ensure worker well-being.

In Pakistan, labor laws have established specific regulations for night shift and weekend work.

Night work is defined by The Factories Act, 1934 (Section 2(m)) as "work performed between seven o'clock in the evening and six o'clock in the morning." The Employment of Women Act, 1938 (Section 4) prohibits women from working during these hours, aligning with International Labour Organization (ILO) Convention 89. However, exceptions can be made for pregnant women who can obtain exemptions from night work for a period of at least 16 weeks (8 weeks before childbirth) upon presenting a medical certificate. Furthermore, ILO Convention 171 mandates that employers provide alternative work arrangements for women working night shifts during pregnancy and after childbirth.

As for weekend work, The West Pakistan Shops and Establishments Ordinance, 1965, states that every worker shall be entitled to a whole day's rest in a week. Sundays are the most common rest day, but establishments can designate another day with the government's approval. Work performed on the designated weekly rest day is considered overtime and must be compensated accordingly.

These are general guidelines and specific regulations or exemptions may apply to certain industries or sectors. For the most up-to-date information, it is recommended to consult the relevant legislation or seek guidance from the Ministry of Labour & Manpower.