About Employment Rights Law in Kathmandu, Nepal
The Employment Rights Law in Kathmandu, Nepal is largely influenced by the country's Labor Act 2074 (2017), which outlines regulations for working hours, wage payment, safety measures, employment contracts, and other workplace practices. This law aims to foster a healthy relationship between employers and employees, guaranteeing adverse employment conditions are eliminated.
Why You May Need a Lawyer
Individuals may need legal help in the field of Employment Rights under several circumstances. These include unfair dismissal or termination, wage and bonus disputes, discrimination in the workplace, violations of employment contract, and issues related to health and safety in the workplace. A lawyer can provide necessary legal advice, help you to navigate the local legal system, represent your case in court, and negotiate on your behalf.
Local Laws Overview
The key aspects of employment law in Kathmandu, Nepal, are defined in the Labor Act 2074. The act specifies a maximum of 48 working hours per week, with overtime not exceeding 4 hours per day. It ensures equal pay for equal work and prohibits discrimination based on gender, caste, religion, or culture. In case of termination or redundancy, the employer is obliged to provide reasonable severance pay. It also mandates the provision of suitable health and safety measures in the workplace.
Frequently Asked Questions
What are the minimum wages in Kathmandu, Nepal?
The minimum wage as established by the Ministry of Labour, Employment and Social Security in the Fiscal Year 2077/78 is NPR 15,000 (around USD 125) per month for laborers.
What is the maximum number of working hours?
The maximum number of regular working hours is limited to 48 hours per week with overtime not exceeding an additional 4 hours a day.
Are there provisions for maternity leave?
Yes, the law provides 98 days of maternity leave, including prenatal and postnatal periods. Also, an additional one hour break per day is provided one year after giving birth.
What are the provisions regarding terminations?
In a case of termination, the employer is required to provide a month's notice and pay all due wages as well as a reasonable severance pay.
Can foreign nationals work in Kathmandu, Nepal?
Yes, with a valid work visa, foreign nationals can work in Nepal. However, the Labour Act encourages hiring Nepalese citizens where possible.
Additional Resources
You can refer to the Ministry of Labour, Employment and Social Security's official website for more comprehensive details about labor laws in Nepal. For workplace disputes and legal aid, the Nepal Bar Association provides a list of labor-related laws and policies, as well as legal representatives specializing in this field.
Next Steps
If you have been a victim of an employment rights violation, or if you need legal assistance regarding employment law issues in Kathmandu, the best course of action is to contact a lawyer specializing in labor laws. Gathering all relevant documentation pertaining to your case will be the foundational step to proceed further in the legal process.
Lawzana helps you find the best lawyers and law firms in Kathmandu through a curated and pre-screened list of qualified legal professionals. Our platform offers rankings and detailed profiles of attorneys and law firms, allowing you to compare based on practice areas, including Employment Rights, experience, and client feedback.
Each profile includes a description of the firm's areas of practice, client reviews, team members and partners, year of establishment, spoken languages, office locations, contact information, social media presence, and any published articles or resources. Most firms on our platform speak English and are experienced in both local and international legal matters.
Get a quote from top-rated law firms in Kathmandu, Nepal—quickly, securely, and without unnecessary hassle.
Disclaimer:
The information provided on this page is for general informational purposes only and does not constitute legal advice. While we strive to ensure the accuracy and relevance of the content, legal information may change over time, and interpretations of the law can vary. You should always consult with a qualified legal professional for advice specific to your situation.
We disclaim all liability for actions taken or not taken based on the content of this page. If you believe any information is incorrect or outdated, please
contact us, and we will review and update it where appropriate.
