SAEED AHMED vs NESTLE PAKISTAN LIMITED — 2026 PLC 53 SUPREME-COURT

Case information

Citation: 2026 PLC 53 SUPREME-COURT
Court: Supreme Court of Pakistan
Year: 2026
Reporter: PLC
Parties: SAEED AHMED vs NESTLE PAKISTAN LIMITED
Subject matter: Labour

Fields are extracted from the reported citation and judgment text. Where a detail is not stated in the record, it is not shown.

Judgment text as reported

SAEED AHMED VS NESTLE PAKISTAN LIMITED. Disciplinary proceedings---Misconduct---Burden of proof---Employer's obligation to prove misconduct---Scope---In the disciplinary proceedings under the Industrial Relations Laws, the primary burden rests on the employer to prove the misconduct so that the matter be decided on preponderance of the evidence which is so clear, credible and gives support to the finale with little room for doubt---By and large, when any employee challenges his termination or dismissal from service, the burden often shifts upon the employer to establish that the action was based on independent, unbiased and logical reasons and while terminating the employee or dismissing the employee from service, the principle of natural justice and due process was religiously followed and the employer has to produce substantial evidence to persuade the court that the decision was not motivated by any revenge, bias and/or with any prejudiced aspiration---To prove the guilt on the charges of misconduct is a serious matter and at least for the delinquent, the stakes are much higher than the employer, therefore, before declaring guilty, due diligence should be made.

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