When an employee leaves a job in Pakistan, two documents matter more than almost anything else on their file: the experience letter and the relieving letter. Future employers ask for them, embassies want them for visas, and banks request them for loans. Yet many businesses either forget to issue them or use loose wording that later causes disputes. This guide sets out the correct experience letter format for Pakistan, explains the employer's legal obligation, and gives you a clean sample you can adapt. For a document tailored to your exact facts, our lawyers can draft it for you - see the legal forms library or book a consultation.
What it is and when you need it
An experience letter (also called a service certificate or work experience certificate) is a formal statement from an employer confirming that a person worked for the company, in what role, for how long, and with what conduct. It is used as proof of employment history when the employee applies for a new job, a visa, or credit.
A relieving letter is the exit document. It confirms the employer accepted the resignation, records the last working day, and certifies that all handovers, clearances and dues are settled. It effectively releases the employee to join elsewhere. In practice, many Pakistani employers issue both together, or combine them into a single letter on the last day of service.
You need these documents at the end of any formal employment relationship - resignation, retirement, retrenchment, or end of a fixed-term contract. If you are still at the hiring stage, our employment offer letter template covers the other end of the employment journey.
The employer's legal obligation
Issuing a service certificate is not just courtesy - it is a statutory duty. Under Standing Order 19 of the Industrial and Commercial Employment (Standing Orders) Ordinance 1968, every permanent workman is entitled to a service certificate at the time of dismissal, discharge, retrenchment or retirement. The Ordinance applies to industrial and commercial establishments employing twenty or more workmen.
Since the 18th Amendment made labour a provincial subject, Punjab, Sindh, Khyber Pakhtunkhwa and Balochistan each maintain their own standing orders regimes that carry the same core duty. A relieving letter, while not named in the Ordinance in the same way, is treated as an important employment record and part of a proper exit process. An employer who withholds a certificate over an unrelated grievance can be challenged before the labour court or the relevant provincial labour department.
Key clauses to include
A strong experience and relieving letter is short but precise. Every element below reduces the chance of a later dispute:
| Clause / element | What it covers |
|---|---|
| Company letterhead | Official name, registered address, contact details and logo - establishes authenticity. |
| Date & reference number | Date of issue and an internal reference for the company's records. |
| Employee particulars | Full name, CNIC (optional), employee ID and last designation held. |
| Period of service | Exact date of joining and last working day, in DD/MM/YYYY format. |
| Role & responsibilities | Brief summary of the position and key duties or contributions. |
| Statement of conduct | Confirmation that performance and conduct were satisfactory during service. |
| Relieving & clearance | That the resignation was accepted, dues settled and the employee is relieved. |
| Authorised signature & seal | Signed by HR head or a director, with name, designation and company stamp. |
Keep the tone factual. Avoid subjective praise you cannot stand behind and avoid any statement about the reason for leaving unless it is accurate and agreed - loose wording here is the single biggest source of post-employment disputes.
Sample format (experience & relieving letter)
Below is a generic skeleton combining both documents. It is a starting point only - replace every bracketed placeholder with your details and have a lawyer review the final wording before it is issued at scale.
Please note: this template is a general guide, not legal advice. Conduct statements, non-disclosure reminders and any comment on the reason for leaving can carry legal weight. Have a lawyer tailor the letter to the facts and to your provincial labour law before relying on it.
Stamp duty and registration
Good news for employers: an experience or relieving letter is not a stamped or registered instrument. Unlike a lease or a sale deed, it is not chargeable under the Stamp Act 1899 and does not require registration under the Registration Act 1908. It is simply issued on company letterhead, signed by an authorised person and stamped with the company seal.
That said, stamp duty and registration rules differ where a document creates rights over property or money - for example a sale agreement (bayana) or a partnership deed. Because these values vary by province and change from time to time, confirm current rates with a lawyer before executing any stamped instrument. Our team at contractual documentation handles this end to end.
Common mistakes to avoid
Employers most often get into trouble by: backdating a letter to fit a request; using vague dates that do not match the appointment record; adding conduct remarks that contradict the exit interview; or refusing to issue a certificate to settle an unrelated score. Each of these can be raised before the labour court. Employees, in turn, should never alter or forge a letter - a falsified experience certificate can void a future job offer or visa and expose the holder to fraud liability.
Frequently asked questions
What is the difference between an experience letter and a relieving letter?
An experience letter certifies your role, tenure and conduct as proof of work history. A relieving letter confirms your resignation was accepted, records the last working day and states that dues are settled. Many employers combine both into one document.
Is an employer legally required to give an experience letter in Pakistan?
Yes. Standing Order 19 of the Industrial and Commercial Employment (Standing Orders) Ordinance 1968 entitles every permanent workman to a service certificate on dismissal, discharge, retrenchment or retirement. Provincial standing orders carry similar duties.
Does the letter need stamp duty or registration?
No. It is issued on company letterhead with an authorised signature and seal. No stamp duty under the Stamp Act 1899 and no registration under the Registration Act 1908 applies.
What makes an experience letter legally valid?
Official letterhead, accurate joining and last-working dates, the exact designation, a clear conduct statement, and an authorised signatory with the company seal. Inaccurate or backdated content can expose the employer to liability.
Can an employer refuse to issue one?
A permanent workman's service certificate is a statutory entitlement, so refusal can be challenged before the labour court. Genuine dues are handled through the relieving process, not by denying the certificate.