Global Mobility Services in Pakistan

Recruitment finds people. Mobility moves them. Our global mobility services in Pakistan cover the second job: taking a worker who has already been chosen and getting him legally, correctly and on schedule from Pakistan to your site.

That includes people we never recruited. If you have already selected staff yourself, through referrals, returning employees or your own HR team, we can act as your licensed Overseas Employment Promoter and process them under licence OP&HRD/4162/SKT.

Mobility is not recruitment

The two services are often sold as one thing. They solve different problems.

	Recruitment	Mobility
The question it answers	Who should we hire?	How do we move the people we have?
Starting point	An empty position	A named individual
Core work	Sourcing, testing, shortlisting	Documentation, clearance, deployment
Who it suits	Employers filling vacancies	Employers who already know who is coming

Plenty of employers need only the second. Paying recruitment fees for candidates you found yourself is money wasted.

Deploying workers you have already selected

This is the most common mobility request we get, and the least well served.

A Gulf employer finds Pakistani workers through existing staff, family referrals or a previous contract. The people are chosen. The problem is that a foreign employer cannot legally move a Pakistani worker abroad on its own. Emigration from Pakistan for employment runs through a licensed Overseas Employment Promoter, full stop.

We take your named candidates and run them through the legal process:

Job order registration with BEOE against your attested demand letter
Document verification: passport, CNIC, certificates, experience letters
Medical at an embassy-approved hospital
Visa endorsement and stamping
Protector of Emigrants clearance
Pre-departure briefing and dispatch

No sourcing, no trade testing you did not ask for, no shortlist you did not need.

Moving families and dependants

Workers on longer contracts often bring families later, and the paperwork is different from an employment file.

Dependant visas typically need attested marriage certificates, birth certificates and a Family Registration Certificate, each running through NADRA, then MOFA, then the destination embassy. Requirements vary by country and by the sponsor’s salary band and job category, so confirm the rules for your destination before starting.

We handle the Pakistan-side attestation and documentation. Sponsorship approval itself sits with the employer and the destination authorities.

Redeployment between countries

A worker finishing a contract in one country and moving to another is not simply transferred. In most cases he returns to Pakistan and re-enters the process: new visa authority, new medical, new Protector clearance for the new destination.

Employers moving crews between projects in different countries should plan for this rather than assume continuity. The advantage is that these workers already hold verified documents and Gulf experience, so their files move faster than a first-time candidate’s.

Repatriation

Every demand letter carries a repatriation clause, and it is the clause employers think about least.

At the end of a contract, or if a contract is terminated early, the return journey and its terms are set by what your demand letter said. Vague repatriation wording is a common source of dispute, because the worker and the employer read it differently at exactly the moment neither is inclined to be generous.

Get the repatriation terms specific at demand letter stage. We will flag the wording before you attest it.

What we handle, stage by stage

Stage	What happens on the Pakistan side
Job order registration	Your demand letter registered with BEOE
Document verification	Passport, CNIC, certificates and experience letters checked before submission
Attestation	Educational and personal documents through HEC or IBCC, then MOFA, then the embassy
Medical	Embassy-approved hospitals only, with unfit cases flagged early
Visa endorsement	Submitted after medical clearance
Protector clearance	Filed for every departing worker, without exception
Pre-departure briefing	Contract terms and destination rules explained in Urdu or Punjabi
Travel	Flight coordination, individually or as a group

Our scope is the Pakistan side. Accommodation, transport and onboarding in the destination country are the employer’s responsibility, and any agency claiming otherwise is describing something it does not control.

Why global mobility services in Pakistan need a licensed OEP

Three reasons, and they are not optional.

It is the law. Emigration for employment from Pakistan runs under the Emigration Ordinance 1979. A worker who leaves without Protector of Emigrants clearance has emigrated illegally, regardless of how genuine the job is.

It protects the employer. An improperly processed worker can be stopped at the airport, and the employer discovers the problem when the crew does not arrive.

It protects the worker. Protector clearance is what gives a worker recourse if the employer defaults on the contract. Without it, he has none.

Our licence, OP&HRD/4162/SKT, is on the BEOE register and renewed to 31 December 2026. Check it before you commit.

What we need from you

Attested demand letter with job categories, headcount, contract period and basic salary, quoted on eight hours a day and twenty-six days a month, plus the facility terms including repatriation.
Power of attorney appointing us as your agents in Pakistan, quoting the employment visa number and issuing authority.
Candidate details if you have already selected people: full names as they appear on the passport, and copies of passports and certificates.

Send drafts before attesting. A correction after attestation means repeating the whole attestation chain.

Testimonials

Those who trust us

Aroop Manpower Services made our recruitment process much easier. They understood our workforce requirements, provided suitable candidates, and kept communication clear throughout the process.

I had a smooth experience with Aroop Manpower Services. The team guided me through the recruitment and documentation process and explained each step clearly.

We needed skilled workers within a specific timeframe, and Aroop Manpower Services helped us coordinate the recruitment efficiently. Their team was professional and responsive.

The staff was helpful and professional throughout my application. They explained the required documents, interview process, and other formalities clearly.

Our experience with Aroop Manpower Services was positive. They understood our hiring requirements and maintained good communication during candidate selection and processing.

Aroop Manpower Services provided helpful guidance during my overseas employment process. The team was responsive whenever I had questions and helped me understand the required procedures.

We appreciated the professional approach of the Aroop Manpower team. They helped coordinate candidates according to our requirements and made the recruitment process organized and straightforward.