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Hiring & Recruiting in NpNepal.






Country Capital



Nepalese rupee (Rs, रू) (NPR)

Finding the right employees is crucial to your company’s success wherever you are. When you expand internationally, you need to take different business cultures and employment laws into account to ensure a smooth hiring experience. Familiarizing yourself with new employment laws and finding candidates can be challenging processes on your own.

At G-P, our global PEO services simplify the recruitment and hiring processes. We’ll hire your employees through our subsidiary and ensure they receive all the proper compensation and benefits under their employment contracts. Onboard employees in a few days and stay compliant the entire time with our Nepal hiring outsourcing services.

Recruiting in Nepal

Before you can recruit employees within the country, you have to make sure your company meets all the legal requirements. If you run an in-country subsidiary, you must register with the Office of Company Registrar, the Department of Industry (DOI), and the Inland Revenue Department (IRD). These qualifications will allow for the legal employment of citizens.

The recruitment process typically starts with advertising your positions online and in newspapers to garner attention. From there, you can conduct interviews, identify the best recruits for the job, and set them up with an employment contract.

To get the attention of candidates, you need to find ideal ways to advertise your open positions. You can place classified ads in big-name newspapers such as The Himalayan Times or The Kathmandu Post. Reputable job sites such as merojob.com and jobsnepal.com are excellent places to post open positions online. With your job listed, you should receive contacts and candidates for interviews.

Laws Against Discrimination in Nepal

An important legal aspect to keep in mind during recruitment is privacy laws. The Privacy Act allows individuals to keep information private in the presence of a public entity. If you need to catalog personal details for tax purposes, you must receive consent and only access that information for its intended purpose. Classified sensitive information includes:

  • Race, origin, or caste.
  • Religion.
  • Political affiliation.
  • Sexual orientation.
  • Property records.

How to Hire Employees in Nepal

Once you complete the interview process and find the people right for your company, you’ll need to draft an employment contract. This document will outline the expectations and requirements of the job and keep employment terms clear between you and your employee. These contracts include information such as:

  • Length of contract.
  • Compensation.
  • Benefits.
  • Time off.
  • Termination policies.

In Nepal, the Labor Act outlines a range of employment types, including time-based and work-based jobs. It’s vital to outline the exact specifications of these positions. If you’re offering a work-based position, clarify what the project’s completion looks like to ensure your employee understands the terms of their termination.

Nepal Employment Laws

Employment terms should meet the laws outlined in the most recent Labor Act to ensure your company is compliant. These terms include working hours, maternity leave and paid time off, and required benefits.

Nepali workers operate on a 48-hour workweek that includes eight hours each day. They can work up to four hours in overtime per day and a total of 24 hours each week. Employees should receive 1.5 times their original pay during these hours.

Other notable requirements include maternity leave and festival allowances. Women get 14 weeks of maternity leave, and 60 of those days are paid in full. Men earn 15 days of fully paid paternity leave. All employees receive an annual festival allowance equivalent to one month’s pay.

Onboarding in Nepal

Onboarding practices vary depending on the industry and your company. Before you start the onboarding process, consider how you want to train your employees and the environment you’ll create to support success. Establish a schedule for the first week, including any training programs you want to include, and familiarize your new employees with daily operations.

You may want to be physically present for the onboarding process to make your employees feel welcome. It’s also helpful to outline behavior expectations and review employment contracts with them to ensure everyone is on the same page.

Benefits of Hiring Outsourcing in Nepal

Finding recruits and managing compliance from your home country can be challenging — outsourcing with G-P can alleviate many responsibilities. Rather than setting up your own subsidiary to contract legal employees, we’ll hire your workers through our entity. Expanding on your own could take months or even a year. However, our global PEO can help you get started right away.

We’ll ensure all employees receive legal compensation and benefits and that your company complies with local laws and regulations. If any problems arise, the risk is on our shoulders as the Employer of Record. When you work with us, you can even confirm payroll from our industry-leading software and stay connected to your team no matter where you are.

Work With G-P To Expand Globally

Recruiting and hiring can be complicated processes across country borders. At G-P, we’ll give you the support you need by offering quick onboarding and employee management services. Get started on your company’s expansion, focus on what you know best, and allow us to handle the details.

Contact us today to learn more about our global PEO services.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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