Employment Policy for Persons with Disabilities in Pakistan

In the landscape of Pakistan’s labor and social inclusion, one area remains historically underserved yet fundamentally transformative—employment for persons with disabilities (PWDs). Despite a population of over 240 million, with at least 10–15% estimated to have some form of disability, economic inclusion for this group continues to lag behind. The Employment Policy for Persons with Disabilities in Pakistan aims to shift this dynamic from one of marginalization to empowerment.

Introduction to Disability and Employment in Pakistan

In Pakistan, most persons with disabilities face a triple burden: stigma, physical barriers, and economic exclusion. From inaccessible buildings to lack of digital tools and discriminatory hiring practices, PWDs struggle to find stable and dignified employment.

Key statistics:

Nearly 80% of PWDs remain unemployed.
Only a fraction benefit from existing employment quotas.

Understanding the Employment Policy for Persons with Disabilities in Pakistan

The core objective of the policy is to mainstream PWDs into the labor market by removing systemic barriers. It covers a wide range of initiatives—from job quotas and vocational training to legislative enforcement and awareness campaigns.

The policy echoes global trends, inspired by international frameworks like the UN Convention on the Rights of Persons with Disabilities (UNCRPD), especially Article 27, which affirms the right to work for all.

Legal Framework Supporting Disability Employment in Pakistan

The foundation lies in multiple instruments:

Constitution of Pakistan: Guarantees equality under Article 25.
UNCRPD (ratified in 2011): Aligns national laws with global norms.
Domestic laws and ordinances: Provide actionable mechanisms.

Together, they constitute a multifaceted strategy for equal labor force participation.

Disabled Persons (Employment and Rehabilitation) Ordinance, 1981

This pioneering law introduced a job quota system for PWDs across federal and provincial levels, originally set at 1%, later increased in some regions.

Key features:

Establishment of National Council for Rehabilitation
Maintenance of disability employment records
Allocation of job placement funds

However, enforcement has been inconsistent.

The ICT Rights of Persons with Disabilities Act, 2020

One of the more recent progressive legislations, this Act applies to the Islamabad Capital Territory and:

Recognizes employment rights
Penalizes workplace discrimination
Mandates accessibility in recruitment processes

The Role of the UNCRPD in Shaping National Policy

Pakistan’s ratification of the UNCRPD necessitates alignment of all employment laws and policies with its principles. Article 27 specifically calls for:

Right to gain a living by work freely chosen
Prohibition of discrimination in employment
Support for self-employment and entrepreneurship

Provincial Employment Policies and Disability Rights

Under the 18th Amendment, provinces have tailored policies:

Punjab:

Increased quota from 2% to 3%
Provincial Council on Rehabilitation of Disabled Persons (PCRDP)

Sindh:

Sindh Empowerment of Persons with Disabilities Act, 2018
Includes provisions for workplace accessibility

KP and Balochistan:

Lagging behind in enforcement
Advocacy for harmonized frameworks continues

Inclusion in Public Sector Employment

All federal ministries and departments are legally obligated to reserve positions for PWDs. While compliance varies, some ministries exceed their quotas, while others cite technical constraints.

Employment Quota System in Practice

Breakdown by region:

Punjab: 3%
Sindh: 5%
Federal: 2%
Yet, actual employment often falls below these figures due to:
Lack of monitoring
Employer bias
Bureaucratic delays in certification

Challenges in Implementing Employment Policies

Lack of Accessible Infrastructure
Weak Institutional Coordination
Insufficient Data on PWDs
Limited Employer Sensitization
Disjointed Vocational Training Programs

Private Sector and Disability Inclusion in the Workplace

Companies are slowly recognizing the value of diversity. Some MNCs and local giants have introduced:

Inclusive hiring practices
Diversity training
Workplace accommodation policies

However, overall participation remains minimal.

Accessibility and Reasonable Accommodation at Work

Employers are encouraged—but not always mandated—to provide:

Adjustable workstations
Screen readers for the visually impaired
Flexible hours or remote work options

These are often rare outside urban hubs.

Role of Social Welfare Departments

These departments:

Issue disability certificates
Connect PWDs with training centers
Manage placement databases

Unfortunately, underfunding limits their outreach.

Vocational Training and Skill Development Programs

Agencies like TEVTA, NAVTTC, and STEP (by Milestone Society) offer:

Tailored skills for IT, crafts, and services
Internships and apprenticeship placements
Soft skills and digital literacy

Employment Discrimination and Legal Remedies

PWDs face covert biases. Though laws exist, few cases are filed due to:

Lack of legal awareness
Cost and complexity of litigation
Absence of independent disability tribunals

Judiciary and Disability Rights Enforcement

The judiciary has occasionally taken suo motu actions, compelling enforcement of quotas and directing access improvements in courts and public institutions.

Disability and Entrepreneurship in Pakistan

Self-employment offers a viable path for many. Organizations like PPAF and Akhuwat support:

Microloans for business setup
Mobile kiosks and e-commerce training
Home-based entrepreneurial models

The Role of Disabled Persons Organizations (DPOs)

These community-based groups drive:

Policy advocacy
Legal literacy
Job fairs and awareness campaigns

Examples include STEP, NOWPDP, and Pakistan Association of the Deaf.

International Organizations Supporting Disability Employment

Major players:

ILO: Promotes decent work for all
UNDP: Supports inclusive employment projects
CBM and Handicap International: Offer grants, training, and policy support

Role of Media in Promoting Disability Employment Awareness

Media plays a double role:

Raising visibility of rights
Challenging stereotypes

Campaigns like #DisabilityIsNotInability have created traction on social media and TV.

Impact of COVID-19 on Employment for PWDs in Pakistan

While the pandemic worsened job insecurity, it also:

Opened avenues for remote work
Accelerated digital skilling
Highlighted the digital divide

Digital Transformation and Remote Work for PWDs

Remote platforms like Fiverr, Upwork, and Rozgar.pk are being used by digitally literate PWDs for:

Freelancing
Telemarketing
Online tuition

Yet digital accessibility remains a major hurdle.

Gender Dimensions of Disability Employment

Women with disabilities face double discrimination—for their gender and impairment. Tailored interventions, including women-only training centers, are gaining traction.

Youth with Disabilities and Transition to Employment

Young people transitioning from education to employment require:

Career guidance
Internship pipelines
Campus-based support cells

Many universities now offer placement support through career services.

Monitoring and Evaluation of Disability Employment Policy

Tools for M&E:

Quota compliance audits
Annual reporting to Ministry of Human Rights
KPIs like placement ratio and job retention

Gaps in implementation tracking persist.

Community-based Rehabilitation (CBR) and Employment

CBR centers integrate PWDs into local labor markets using:

Village cooperatives
Peer mentoring
Family-business support systems

Public Awareness and Behavioral Change

Legal reforms are not enough without social acceptance. Public education campaigns are essential to dismantle entrenched stereotypes about work and disability.

Recommendations for Strengthening the Policy

Establish independent Disability Rights Commissions
Make accessibility compliance mandatory for all employers
Introduce tax incentives for inclusive hiring
Digitize disability registration and job-matching platforms

The Road Ahead: Vision 2030 and Beyond

Pakistan’s employment policy for PWDs must:

Embrace innovation
Align with SDG Goal 8 (Decent Work)
Promote inclusive entrepreneurship
Foster stronger global and regional partnerships

Conclusion: Enabling Environments for Economic Inclusion

Inclusion begins with access to livelihoods. Empowering persons with disabilities through employment is not charity—it’s smart policy. A more inclusive economy is a more productive, innovative, and resilient economy.

FAQs

What is the current employment quota for persons with disabilities in Pakistan?
It varies: 2% federally, 3% in Punjab, and 5% in Sindh.

How can a person with a disability apply for government jobs?
Through FPSC, PPSC, or direct department applications using a valid disability certificate.

Are employers legally required to provide reasonable accommodations?
Yes, under ICT Act 2020 and various provincial laws, but enforcement is still weak.

Is self-employment supported under the disability employment policy?
Yes, through microcredit programs and vocational training.

Which departments oversee employment for PWDs?
Primarily the Ministry of Human Rights and Provincial Social Welfare Departments.

What are common barriers to employment for PWDs in Pakistan?
Lack of infrastructure, discrimination, low digital access, and poor enforcement.