Deceased quota for son/ daughter/ widow

The loss of a family breadwinner is an emotionally devastating event, compounded by the sudden financial insecurity it brings. To alleviate this hardship, the government provides the facility of employment on compassionate grounds, commonly known as the deceased quota. This right allows a son, daughter, or widow of the deceased employee to be considered for a job in the same organization. However, navigating the complex application process, bureaucratic delays, and unjust rejections can be overwhelming. At the law firm of Nouman Muhib Kakakhel – Lawyer & Legal Consultant, we provide dedicated legal assistance to families seeking their rightful claim. As experienced Deceased quota Lawyers in Islamabad and Peshawar, we ensure that your application is processed correctly and fight for your rights if they are denied.

Legal Framework Governing Deceased Quota Appointments

Employment on compassionate grounds is not governed by a single nationwide statute but by a body of rules, regulations, and judicial precedents. The right is typically derived from the specific terms and conditions of service applicable to the deceased employee’s organization (e.g., Civil Servants Rules, PEMRA Regulations, OGDCL Policies, etc.). Our expertise lies in navigating this intricate web of regulations. The key legal principles we leverage include:

Service Rules and Regulations: Each government department, autonomous body, and corporation (like SNGPL, SSGC, or WAPDA) has its own detailed rules for deceased quota appointments. We meticulously analyze the specific rules applicable to your case to ensure all eligibility criteria—such as the definition of “family,” income limits, and timeframes—are perfectly met.

Constitutional Principles: The superior courts of Pakistan have repeatedly held that a compassionate appointment is a right based on policy and rules, not mere charity. We build our cases on constitutional principles of equality and legitimate expectation, arguing that the arbitrary rejection of a meritorious application violates fundamental rights.

The Contract Act, 1872: While not directly applicable, the principles of fair dealing are invoked, especially in cases against semi-government or private corporations where the policy of compassionate appointment is part of the employee’s contract or the organization’s standing rules.

Judicial Precedents: Over decades, the judiciary has established a robust body of case law that defines the scope of this right. We are deeply familiar with these precedents and use them to persuasively argue your case before the relevant authorities and courts.