In recent months, significant developments have been reported regarding Pakistan’s expanding footprint in the global labour market. On 18 January 2026, news widely circulated on social media quoting Chaudhry Salik Hussain, the Federal Minister for Overseas Pakistanis and Human Resource Development, as stating that global demand for skilled Pakistani manpower is steadily increasing. According to these reports, substantial employment opportunities are available particularly in the member states of the Gulf Cooperation Council, as well as in countries such as South Korea and Japan, alongside other emerging international labour markets.
To respond to this growing demand, the government has reportedly introduced a new strategy centered on enhancing the skill profile of Pakistani workers. A key component of this initiative is the launch of soft-skills training programmes in collaboration with South Korea and Japan. These programmes are aimed at aligning Pakistani workers with international standards, improving workplace adaptability, and strengthening their competitiveness in the global job market. The emphasis is not merely on technical proficiency but also on communication skills, professional ethics, and cultural adaptability—qualities increasingly sought by international employers.
Further developments emerged from social media reports dated 26 February 2026 regarding an official visit to Italy by Mohsin Naqvi, the Interior Minister of Pakistan. During this visit, an agreement was reportedly concluded with the Italian government providing for the allocation of 10,500 job opportunities to Pakistani workers over a three-year period. Under this arrangement, 3,500 workers would be employed annually, with the positions categorized as follows:
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Seasonal workers: 1,500 individuals to be hired for time-bound roles.
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Non-seasonal workers: 2,000 individuals to be engaged in longer-term employment across various sectors.
This initiative is designed to address labour market shortages in Italy while simultaneously creating safe and legal employment avenues for Pakistani workers abroad. The programme reportedly includes provisions such as visa renewals, the possibility of family reunification, and earnings denominated in euros—factors that significantly enhance economic stability and social security for participating workers.
The Interior Minister is also quoted as affirming that the government is undertaking reforms to ensure that overseas employment processes are safe, transparent, and dignified. These reforms aim to strengthen regulatory oversight, improve facilitation services, and enhance legal protections for Pakistani workers in foreign jurisdictions.
In light of these developments, it becomes imperative to consider the case of Gilgit-Baltistan, an economically disadvantaged region where livelihood opportunities remain severely constrained. Harsh geography, the absence of a meaningful industrial base, limited private-sector growth, and acute land scarcity collectively restrict sustainable employment options for the local population. For the youth of this region, overseas employment represents not merely an opportunity but a vital economic lifeline.
As previously argued in a piece dated 06 January 2026 and published on windowtogb.com, a substantial and dedicated quota for overseas employment should be allocated specifically for Gilgit-Baltistan. Such a measure would provide the region’s hardworking and capable youth with a structured pathway to gainful employment, economic uplift, and long-term social stability. It would also ensure more equitable national participation in the benefits arising from Pakistan’s expanding global labour engagements.
It is worth noting that a federal vocational training institution has already been established in Gilgit-Baltistan to impart diverse technical and professional skills to local youth. However, in the absence of a clearly defined overseas employment quota, the certifications awarded risk remaining largely symbolic rather than transformative. Without institutional linkage between skill development and actual job placement abroad, the full potential of these initiatives cannot be realized.
At a time when international demand for skilled Pakistani manpower is reportedly on the rise and structured bilateral arrangements are being negotiated, the inclusion of Gilgit-Baltistan through a dedicated employment allocation is not merely desirable—it is both equitable and strategically prudent. Such an approach would convert policy announcements into inclusive national progress, ensuring that no region remains on the margins of opportunity..
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