Employment relations in Nepal are governed by the Labour Act, 2074 and the Labour Rules, 2075, which lay down strict provisions regarding working hours, minimum wages, benefits, safety, and termination. Our employment law practice serves both employers (from local startups to international NGOs and corporates) and individual employees seeking to resolve complex workplace issues.
For corporate clients, we draft compliant employment agreements, outline HR policies and handbooks, structure employee benefit schemes, and advise on voluntary retirement schemes (VRS) or layoffs. We ensure that your business operates without the risk of costly labour disputes or regulatory non-compliance.
For employees, we provide representation and legal advice regarding wrongful termination, unpaid wages or gratuities, workplace discrimination, and safety violations. We represent clients at the Labour Office, Labour Court, and the Supreme Court of Nepal to achieve fair outcomes.
Employment & Labour Law Services
Proactive advisory and robust dispute resolution for workplace matters.
Employment Contracts
Drafting and reviewing employment agreements for regular, contract, piece-rate, casual, and outsourced workers under Nepali law.
HR Policies & Audits
Creating legally compliant HR policies, bylaws, disciplinary procedure guidelines, and conducting employment law audits.
Labour Court Representation
Representing employers or employees before the Labour Office, Social Security Fund (SSF) authorities, and the Labour Court.
Termination & Layoffs
Guiding companies through legally defensible termination processes, redundancies, downsizing, and restructuring programs.
Collective Bargaining
Advising on collective bargaining agreements, managing union interactions, and resolving collective disputes.
Workplace Harassment
Establishing internal complaints committees and handling investigations into harassment, discrimination, or safety claims.
Why Choose Our Employment Law Team
Balanced Approach
We understand both employer challenges and employee rights, allowing us to find fair, lasting resolutions.
Up-to-Date Expertise
Deep familiarity with the Labour Act, SSF requirements, and changing administrative practices in Nepal.
Conflict Prevention
We structure policies and agreements to prevent disputes before they occur, saving time and money.
Strong Court Advocacy
Experienced representation at the Labour Court and appellate levels to protect your legal position.
Labour Law FAQs
The minimum wage in Nepal is determined and updated periodically by the Ministry of Labour, Employment and Social Security through gazette notifications. Employers must pay at or above this mandated basic salary plus allowance threshold, and make mandatory contributions to the Social Security Fund (SSF).
No. Under the Labour Act, 2074, an employee cannot be terminated without a valid reason and proper procedure. Even during probation, performance reviews must be documented. Termination requires notice (ranging from 3 to 30 days depending on service duration) or payment in lieu of notice, except in cases of proven misconduct after a formal inquiry.
Yes, registration and contribution to the Social Security Fund (SSF) is mandatory for all formal sector employers and employees in Nepal. The employer must contribute 20% and the employee contributes 11% of the basic salary, covering medical, accident, maternity, and retirement schemes.
Labour disputes must first be submitted to the internal workplace committee or the local Labour Office for conciliation or mediation. If unresolved, disputes can be escalated to the Labour Court for formal hearings and adjudication. We represent clients at both the mediation and court stages.
Fair and Compliant Workplace Solutions
Get professional assistance for HR policy drafting, labour compliance, or resolving employment disputes in Nepal.