FOCUS ON Out of Sight, Not Out of Reach: The Hidden Risks of Running an Offshore Team in Pakistan Engaging developers and project staff in Pakistan as independent contractors looks simple and economical. Pakistani law, however, looks at what actually happens, not at what the contract says.
By Yousaf Amanat, Yousaf Amanat & Associates Many foreign companies build their Pakistan operations the same way. A team of engineers and coordinators works from a shared office, each person on a fixed monthly fee, with a company email address, often paid through a global payments platform. No local entity is set up and no employment contracts are signed. The arrangement is cheap, quick and, on paper, tidy. Our recent diligence work on a cross-border acquisition showed how many exposures sit behind that tidiness: misclassification, tax presence, intellectual property and data. Contractors in name, employees in law Labour law in Pakistan is provincial. In Punjab, the Punjab Labour Code, 2026 defines a worker broadly, extending it to contractors, agency workers and people engaged indirectly. It also lets a principal be treated as the employer where an arrangement operates as a device to deprive workers of their rights, where the workers perform the principal's core operations, or where the principal controls the means and method of the work. An indefinite engagement, a fixed monthly fee, core-business duties and reserved control over place, equipment and communications tick most of those boxes before a single fact is investigated. A company's own statement that the team is treated as employees is direct evidence of control. Employee-style benefits such as leave, a thirteenth month and annual increments, offered while statutory contributions are withheld, can be read as the very device the Code targets. A foreign governing law and forum clause is unlikely to displace mandatory labour and social security law for work performed in Pakistan by Pakistani residents. Individual claims may nonetheless be unlikely. Contractors enjoy a concessional tax regime for IT exports and are often content with their benefits. The sharper risk is an inspector from a pension or social security body visiting the shared office, classifying the team as employees and demanding back-dated contributions. That risk needs no complaint from anyone. It is the strongest argument for ensuring the team does not work from an office in Pakistan. The permanent establishment trap Under section 2(41) of the Income Tax Ordinance, 2001, a foreign company can have a permanent establishment through a fixed place of business, a dependent agent who habitually concludes contracts, or services furnished through personnel engaged for that purpose. A sizeable team with a permanent presence doing integral work from a shared location puts a services permanent establishment squarely in view. The consequences are largely retrospective: tax on profits attributable to Pakistan, tax registration, registration as a foreign company with the Securities and Exchange Commission of Pakistan, and liability, with penalty and default surcharge, for tax that should have been withheld on every payment to the team. Quantifying the exposure is for the authorities, who would typically require returns for each year in question before deciding what to levy. Companies should not assume a comfortable cap or look-back period. Who owns the code? The author of a work is its first owner under the Copyright Ordinance, 1962. A commissioned-work exception is narrow and does not reach software, and Pakistan has no general work made for hire doctrine for contractors. Ownership therefore depends on a written, signed assignment. Several gaps appear in practice. Work by a substitute or subcontractor is not covered by the contractor's own assignment. The Ordinance limits an author's assignment to ten years whatever the contract says about perpetual rights. If individuals are later reclassified as employees, first ownership may shift to the employer. Departed developers often leave without signing anything, and undisclosed open-source or prior code can quietly contaminate a product. Registration is optional and involves public advertisement and a copy on the public record, which can weaken trade secret protection for source code. Contractual assignments and confidentiality usually serve better. Contracts of this kind should also carry attesting witnesses, because Article 17(2)(a) of the Qanun-e-Shahadat Order, 1984 requires attestation of written instruments creating financial or future obligations. Data Pakistan has no general data protection statute in force and no general restriction on transfers abroad, though the Prevention of Electronic Crimes Act, 2016 criminalises unauthorised access to data. Contractual confidentiality and device security standards are the practical safeguards, and a pending data protection bill may change the picture. Devices holding company data should be encrypted. The paper arrangement problem The worst position is a payments or employment platform that contracts with the team on paper while the company continues to direct them as employees. That mismatch between documents and conduct may be treated as evidence of a device, and an interposed intermediary that does not genuinely manage the team may be treated as an employment agency whose workers become the company's employees. How to counter the risks Two sound routes exist. The first is to make the contractor model real. The platform's local entity acts as agent of record and contracts directly with each individual, while the company contracts only with the platform. Work is defined by deliverable-based, time-bound statements of work. Control over manner, means, place, equipment and monitoring is removed. Contractors use their own equipment and workspace, and no company-run office exists in Pakistan. Non-company email addresses are used, instructions are framed at service level and independence is reviewed annually. Intellectual property and confidentiality obligations then run back to back from each individual through the platform to the company, with security standards and indemnities for any failure in the chain. The second route is conversion to employment, which adds social security, minimum wage, leave and termination costs and may meet resistance from people who value contractor tax treatment. Neither route cures past exposure, and even a genuine structure mitigates rather than eliminates risk. Acquirers should therefore review every individual agreement, obtain confirmatory assignments from current and former contributors, run open-source scans, and seek warranties, specific indemnities or retentions for historic exposure. The principle running through all of this is simple: in Pakistan, substance beats paper. This article is for general information and is not legal advice. Specific advice should be taken on any particular arrangement.