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legal framework for employment screening in Pakistan:




Employment screening is the process of gathering information about a job applicant in order to assess their suitability for the position. This information can include criminal background checks, education verification, and employment history.

The legal framework for employment screening in Pakistan is governed by the following laws:

  • The Employment of Labour (Standing Orders) Ordinance, 1968: This ordinance sets out the minimum standards for employment in Pakistan. It includes provisions on the conduct of employment screening, such as the right of employers to obtain information about a job applicant's criminal record.
  • The Data Protection Act, 2016: This act regulates the collection, use, and disclosure of personal data. It includes provisions on the use of personal data for employment screening, such as the need to obtain consent from the job applicant.
  • The Protection of Human Rights Act, 1996: This act protects the fundamental rights of all persons in Pakistan. It includes provisions on the right to privacy, which could be relevant to employment screening.

When conducting employment screening, it is important to comply with all applicable laws and regulations. This includes obtaining the consent of the job applicant before conducting a background check and ensuring that the information collected is relevant to the position.

If you are an employer in Pakistan, and you are considering conducting employment screening, it is advisable to consult with an attorney to ensure that you are complying with the law.

Here are some additional things to keep in mind when conducting employment screening in Pakistan:

  • The type of information that you can collect will depend on the position and the nature of the work. For example, you may be able to collect a criminal background check for a job that involves handling money, but you may not be able to collect a credit report.
  • You must obtain the consent of the job applicant before collecting any personal information. This consent must be in writing, and it must be specific to the information that you are collecting.
  • You must keep the personal information that you collect confidential. You should only disclose this information to authorized individuals.
  • You must destroy the personal information that you collect when it is no longer needed.

By following these guidelines, you can ensure that you are conducting employment screening in a legal and ethical manner.

If you are looking for a background screening firm in Pakistan, here are a few companies that you can consider:

  • Background Check Group is a leading background screening firm in Pakistan. They offer a wide range of services, including criminal background checks, education verification, and employment history checks.
  • AuthBridge: AuthBridge is another leading background screening firm in Pakistan. They offer a similar range of services to Prufens.
  • Employment Screening Pakistan: Employment Screening Pakistan is a smaller firm that offers background screening services. They are a good option if you are looking for a more affordable option.

When choosing a background screening firm, it is important to do your research and choose a company that has a good reputation and that offers the services that you need.

I hope this blog post has been informative. If you have any questions, please feel free to contact me.

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