Nepal, a country in Asia, lies along the southern slopes of the Himalayan mountain ranges. It is a young country, with more than three-fifths of the population under 30 years of age.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Nepal.
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Nepal, a country in Asia, lies along the southern slopes of the Himalayan mountain ranges. It is a young country, with more than three-fifths of the population under 30 years of age.
*Please note that the official currency is the currency of remuneration when employed through WorkMotion in Nepal.
The national holidays mentioned below are valid for the year 2025.
| January 11 | Prithvi Jayanti | |
| January 14 | Maghe Sankranti | |
| January 30 | National Martyrs' Day | |
| January 30 | Sonam Lhosar (Tamang New Year) | Movable - The second new moon after the winter solstice |
| February 19 | Prajatantra Diwas | |
| February 26 | Maha Shivaratri | Movable - The 14th day of the Phalguna month according to the Hindu calendar |
| February 28 | Ghyalpo Lhosar | Movable - Tibetan New year |
| March 8 | International Women’s Day | |
| March 13 - 14 | Holi / Phagu Purnima / Basanta Utsav | Movable - The last full moon day of the Hindu calendar |
| March 31 | Ramjan Edul Fikra | Movable - As per Muslim calendar |
| April 6 | Ram Navami | Movable - The ninth day of the month of Chaitra of the Hindu calendar |
| April 14 | Nepali New Year | Movable - The first day of Bikram Sambat, the official calendar of Nepal |
| April 24 | Loktantra Diwas (Democracy Day) | |
| May 1 | Labor Day | |
| May 12 | Buddha Jayanti | Movable - The full moon day of May |
| May 29 | Ganatantra Diwas/Republic Day | Movable - The 15th of Jestha month |
| June 7 | Edul Aajaha | Movable - As per Islamic Lunar calendar |
| August 9 | Raksha Bandhan / Janai Purnima | Movable - The last day of Tihar |
| August 16 | Gaura Parba | Movable - As per Astrologers |
| August 16 | Shree Krishna Janmashtami | Movable - As per Hindu calendar |
| September 19 | Constitution Day | |
| September 22 | Ghatasthapana | Movable - The first day of Dashain month |
| September 29 | Fulpati | Movable - The seventh day of Dashain month |
| September 30 | Maha Ashtami | Movable - The eighth day of Dashain month |
| October 1 | Maha Navami | Movable - The ninth day of Dashain month |
| October 2 | Vijaya Dashami | Movable - The tenth day of Dashain month |
| October 3 | Ekadashi | Movable |
| October 4 | Dwadashi | Movable |
| October 5 | Kojagrat Purnima | Movable |
| October 20 | Laxmi Puja | Movable - The third day of Tihar |
| October 22 | Govardhan Puja | Movable - The fourth day of Tihar |
| October 23 | Bhai Tika | Movable - The fifth day of Tihar |
| November 5 | Guru Nanak Jayanti | Movable - Full moon of Kartik month - Annual holiday celebration for Sikhs |
| December 5 | Udhauli Parva | Movable - The full moon day of the eighth lunar month |
| December 25 | Christmas | |
| December 30 | Tamu Losar | Movable - 15th Poush of the Nepali calendar |
The approximate time for sharing the contract with an employee in Nepal is 6 business days assuming no special requests or changes to our standard employment contract. Any such requests or changes would need to undergo internal and external review, directly leading to a time delay.
NOTE: This number is subject to change and is only an estimation of the Contract Sharing Time. The estimated Contract Sharing Time begins from the moment that WorkMotion has received all required information from both the client and the employee.
The employer should deposit a total of 31% amount in the Social Security Fund (11% of basic remuneration of the employee and adding 20% of basic remuneration) and deposit the same in the Social Security Fund.
| Contributor | Amount (Basic Salary) |
| Employee | 11% |
| Employer | 20% |
| Total | 31% |
Such amount should be arranged by the Fund as follows:
| Category | Employer Contribution Allocation |
| Medical treatment, health, and maternity security scheme (health insurance) | 1% |
| Accident and disability security scheme (accident insurance) | 1.40% |
| Dependent family security scheme | 0.27% |
| Old Age Security Scheme (pension) | 28.33% |
| Total | 31% |
The limit on working hours is eight hours per day and 48 hours every week. A rest break is to be provided with half an hour rest after five hours of continuous work.
No employer can compel an employee to work more than the working hours set forth. However, if the nonperformance of work is likely to cause an adverse effect on the life, safety, and health of any person or a serious loss or damage to the employer, the concerned employee may be caused to work overtime.
The limit on overtime is set as not exceeding four hours a day and 24 hours a week. While employing any employee to work overtime, the employer should pay them remuneration at a rate of 1.5 times the basic remuneration receivable during regular hours of work.
While entering into an employment contract with an employee, the employer may so enter into the contract that they remain in a probation period for six months. The employer can terminate the employment contract with the employee if their work is not satisfactory during the probation period.
| Employment Condition | Termination Notice | Source/Other Details |
| Resignation by employee | Deemed to be accepted after 15 days | |
| Termination due to incompetence | 7 days (as an opportunity for clarification). |
|
| Employment-initiated termination |
|
Where the employer terminates the employment without giving the prescribed notice, the employer should pay the amount equal to the remuneration for the period. |
| Retrenchment | 30 days before the date of retrenchment | The notice should set out:
|
The limit on working hours is eight hours per day and 48 hours every week. A rest break is to be provided with half an hour rest after five hours of continuous work.
No employer can compel an employee to work more than the working hours set forth. However, if the nonperformance of work is likely to cause an adverse effect on the life, safety, and health of any person or a serious loss or damage to the employer, the concerned employee may be caused to work overtime.
The limit on overtime is set as not exceeding four hours a day and 24 hours a week. While employing any employee to work overtime, the employer should pay them remuneration at a rate of 1.5 times the basic remuneration receivable during regular hours of work.
While entering into an employment contract with an employee, the employer may so enter into the contract that they remain in a probation period for six months. The employer can terminate the employment contract with the employee if their work is not satisfactory during the probation period.
| Employment Condition | Termination Notice | Source/Other Details |
| Resignation by employee | Deemed to be accepted after 15 days | |
| Termination due to incompetence | 7 days (as an opportunity for clarification). |
|
| Employment-initiated termination |
|
Where the employer terminates the employment without giving the prescribed notice, the employer should pay the amount equal to the remuneration for the period. |
| Retrenchment | 30 days before the date of retrenchment | The notice should set out:
|
The employer should deposit a total of 31% amount in the Social Security Fund (11% of basic remuneration of the employee and adding 20% of basic remuneration) and deposit the same in the Social Security Fund.
| Contributor | Amount (Basic Salary) |
| Employee | 11% |
| Employer | 20% |
| Total | 31% |
Such amount should be arranged by the Fund as follows:
| Category | Employer Contribution Allocation |
| Medical treatment, health, and maternity security scheme (health insurance) | 1% |
| Accident and disability security scheme (accident insurance) | 1.40% |
| Dependent family security scheme | 0.27% |
| Old Age Security Scheme (pension) | 28.33% |
| Total | 31% |
