Payroll Outsourcing Services in Pakistan
Your staff stay yours. The payroll becomes ours — salaries paid on time, EOBI and provincial social security filed, records kept audit-ready, and one clear invoice every month.
Khawaja Manpower (SMC-Private) Limited — a registered Pakistani company
What we take over
- Monthly salary processing and bank payment
- EOBI registration and contributions
- PESSI, SESSI, IESSI or ESSI by work location
- Payslips, attendance and leave records
- Joining, exit and final settlement
Registered with the bodies that matter
Before a company hands over its payroll, it checks who it is handing it to. We are a registered Pakistani company and a registered employer. Our incorporation, tax and statutory registrations are all in place, and the documents are shared directly with clients during vendor prequalification.
SECP
Securities & Exchange Commission of Pakistan — our company incorporation
EOBI
Employees' Old-Age Benefits Institution — registered employer, contributions filed monthly
eobi.gov.pk →PESSI
Punjab Employees Social Security Institution — employee registration and contributions
pessi.punjab.gov.pk →Corporate procurement and buyer-audit teams ask vendors for exactly these: company registration, tax registration, and proof that statutory contributions are being filed for the workers involved. Because we hold them, your file is complete the day you appoint us — and the workers on your payroll are covered, which is the part an inspector asks about first.
Companies the Khawaja Manpower group has worked with
Three decades of manpower, outsourcing and payroll work across energy, telecom, engineering and industry — for operators who audit their vendors before they appoint them.
Client names and marks are the property of their respective owners and are shown to describe past engagements of the Khawaja Manpower group.
Payroll looks simple until the month it isn't
A salary paid late. An EOBI contribution missed. A worker registered in the wrong province. An inspector asking for records nobody kept. These are the companies that usually hand payroll to us:
HR teams drowning in it
Payroll eats the last week of every month — attendance, deductions, approvals, bank files, payslips, then the statutory filings. Outsourcing gives that week back to the work that actually needs your HR team.
Branch offices with no HR
A regional office with twelve people rarely has an HR function. Payroll ends up with whoever has time — which is how mistakes start, and how they quietly repeat for a year.
Staff in more than one province
The hardest case, and the one most companies get wrong. Two provinces means two social security institutions, two sets of inspectors, two wage notifications — plus EOBI federally.
Companies facing an audit
Export units assessed by their buyers, companies in due diligence, or anyone who just had a labour inspection and discovered the records do not exist.
Outgrown the spreadsheet
Up to a point, an Excel file works. Past it, one wrong formula repeats every month until an audit finds it — and then it is a year of corrections, not one.
One person knows everything
If your payroll lives in one employee's head and their laptop, you have a risk, not a process. It ends the day they resign — usually at month end.
What we run every month
Salary processing from attendance and approvals, checked before release. Bank transfer into each employee's own account — no cash, no third-party hands. Payslips issued. Income tax deductions recorded for your tax consultant. EOBI and the right provincial institution filed. Attendance, leave, joiners, leavers and final settlements maintained. One invoice at the end of it.
How Pakistani payroll compliance actually works
EOBI is federal. One registration, one monthly contribution cycle, the same rules whether your employee sits in Karachi or Peshawar. Social security is not. Each province runs its own institution, under its own law, with its own registration process and its own inspectors.
| Where the employee works | Institution | Main cities |
|---|---|---|
| Punjab | PESSI | Lahore · Rawalpindi · Faisalabad · Multan · Sialkot · Gujranwala |
| Sindh | SESSI | Karachi · Hyderabad · Sukkur |
| Islamabad Capital Territory | IESSI | Islamabad |
| Khyber Pakhtunkhwa | ESSI | Peshawar · Abbottabad · Mardan |
| Balochistan | Provincial institution | Quetta · Gwadar · Hub |
A head office in Karachi with a plant in Lahore is not one compliance stream — it is two social security institutions plus EOBI. Register the Karachi staff where head office sits and the registrations stay wrong until somebody claims a benefit and the claim is refused. Minimum wage is also notified separately by each jurisdiction, on different dates, and the one that changed is rarely the one being watched.
The monthly cycle, step by step
A payroll month runs to a calendar, not to goodwill. This is the cycle we commit to in writing.
Cut-off
Attendance, leave, overtime, joiners, leavers and salary changes collected by an agreed date.
Calculation
Gross, allowances, overtime and deductions computed against your structure and policy.
Your review
You receive the payroll register before any money moves. Nothing is paid that you have not approved.
Payment & payslips
Salaries released by bank transfer on the agreed date; payslips issued to every employee.
Filings & reporting
EOBI and provincial social security filed, then your summary and one invoice.
What you hold at month end
What is included, and what is not
Most payroll disputes start with an assumption nobody wrote down. So here it is, before you sign anything.
Included in the monthly fee
- Salary calculation, review and bank payment
- Payslips for every employee
- EOBI and provincial social security filings
- Attendance, leave and overtime records
- Joining documentation and final settlement
- Monthly reporting and one invoice
- A named contact, and an escalation name above them
Not included — and we say so up front
- Corporate tax filing or tax advice — that stays with your tax consultant
- Legal advice on penalties or past non-compliance
- Deciding your salary structure or increments — that is your policy
- Hiring and firing decisions — they remain your employees
- Funding the payroll — salaries are paid from funds you release
In-house vs payroll software vs outsourcing
Software is a tool, not a service. It calculates what you tell it to calculate and files nothing with anybody. Most companies that "have payroll software" still do the statutory work by hand.
| In-house | Payroll software | Outsourced to us | |
|---|---|---|---|
| Who does the work | Your HR/accounts staff | Your staff, with a tool | Our team |
| Who knows the law | Whoever learned it | Nobody — it follows settings | Our job to know it |
| Provincial registrations | You handle each one | You still handle each one | We handle them |
| When your payroll person resigns | Payroll is at risk | Payroll is at risk | Nothing changes |
| Cost shape | Salaries plus time | Licence plus staff time | One per-employee fee |
| Records in an audit | Depends on the person | Depends on the person | Produced on request |
Moving your payroll across
Switching payroll mid-year worries people. It should not, if it is done properly.
Discovery
Headcount, locations, salary structures, existing registrations, cut-off date and policies.
Gap review
What registrations exist and what is missing — in writing, before we start, not during your first inspection with us.
Data migration
Employee records, contracts, salary history and statutory details moved across.
Parallel run
The first month runs alongside your existing process, so figures can be compared before anything is relied on.
Go live
Monthly cycle begins, with one named contact and an escalation name above them.
Payroll is the most sensitive data a company holds — salaries, CNICs, bank accounts, addresses. Access is limited to the named team on your account, a confidentiality agreement is signed before any data moves, and if the engagement ever ends, your records are handed back in a usable format. No hostage-taking, which is more common in this industry than it should be.
Who we do this for
Payroll rules do not change by sector, but the pressure does. A factory worries about inspections, a bank about records, an export unit about its buyer's audit.
How we charge
A per-employee monthly rate, agreed before we start, with exactly what it covers written into the agreement. No percentage of payroll, no deductions from anybody's salary, and no charge that appears later for something you assumed was included. The rate depends on headcount, how many jurisdictions your staff sit in, and whether you want attendance management as well. Send the numbers and you get a figure, not a brochure.
Frequently asked questions
Do our employees stop being our employees?
No. On payroll outsourcing they remain your employees — you hire, manage and terminate. We process and administer the payroll on your behalf. If you want them employed by us instead, that is staff outsourcing, which is a separate service.
Our company is small. Is this only worth it for large employers?
No, and the economics often work better the other way. EOBI and provincial social security follow the law rather than your headcount: registration and monthly contributions apply whether you employ one person or a hundred. A company with thirty staff carries the same compliance obligations as one with three hundred, but cannot justify a full-time specialist to handle them.
We have staff in Karachi and Lahore. Is that two contracts?
One contract, one invoice. Behind it, each employee is registered with the institution for the province they work in — SESSI for Sindh, PESSI for Punjab — while EOBI is handled federally for everyone. Handling that split correctly is a large part of what you are paying for.
Some of our past registrations were never done. Can you fix that?
We will tell you plainly what is missing and what putting it right involves. We will not pretend a gap does not exist, and we will not advise you on penalties or exposure — that belongs with your legal or tax advisor, and we work alongside them.
Do you file our company's tax returns?
No. We maintain payroll deductions and records and give your tax consultant the data they need. Corporate tax filing and tax advice sit with them. Any provider who tells you they will handle "all your tax" is describing a different, regulated job.
What happens if a salary is calculated wrongly?
We correct it and pay the difference in the same cycle wherever possible, and we tell you what caused it. The review step exists so that you see the register before payment, which is where most errors are caught.
Can you manage attendance as well, not just payroll?
Yes. We maintain attendance and leave records as part of the service, and for site-based or shift workforces we can run the time-office function. Tell us what systems you already use.
How quickly can you take over?
Discovery and data migration usually take a few working days, and most clients go live from the start of the next payroll month. A mid-month switch is possible but rarely worth the risk.
Do you handle final settlement and gratuity?
We process final settlements per the employment contract and your policy, with the calculation shown. Where gratuity or similar entitlements are involved, the policy position is yours to set and we apply it consistently.
Which cities do you cover?
All of Pakistan. Payroll is administrative work and does not require a local office — which is why we can serve an employer in Karachi as reliably as one next door in Rawalpindi.
Get a payroll quote
Send your headcount, the cities your staff work in, and your current payroll cut-off date. You get a per-employee rate, what it includes, and a transition plan — not a brochure.
