Employment Typesरोजगारीका प्रकार
Nepal's Labour Act 2074 recognises five employment types: regular, work-based, time-bound, casual and part-time. The type decides how the contract can end, what entitlements apply, and what has to be in writing.
Also called: types of employment Nepal, regular employment, time-bound employment, casual employment Nepal
Key facts
- Regular
- No fixed endThe default ongoing engagement.
- Work-based
- A defined piece of workEnds when the work is complete.
- Time-bound
- A fixed periodEnds on the stated date.
- Casual
- Seven days or fewer a monthShort, intermittent engagement.
- Part-time
- Up to 35 hours a weekRegular but reduced hours.
Why the classification matters
The type is not an HR label, it is the basis for how the engagement ends and what the employee is owed. A time-bound contract ends on its date without a termination process; a regular one does not. A part-time employee accrues entitlements on a pro-rated basis; a casual engagement is structured differently again.
Misclassification is the expensive kind of paperwork error. Treating a continuing role as a series of time-bound contracts, renewed indefinitely, is the pattern most likely to be challenged.
What has to be in writing
- The employment type itself, stated in the contract rather than left to be inferred.
- For time-bound work, the period. For work-based, the work.
- Remuneration split into basic and allowances, since contributions key off basic.
- Working hours, particularly for part-time, where the reduced hours define the entitlement.
Employment Types, answered
Five: regular, work-based, time-bound, casual and part-time. The type determines how the engagement ends and how entitlements are calculated.
An engagement of seven days or fewer in a month. Longer or continuing work does not fit the casual category regardless of what the contract is called.
Up to thirty-five hours a week. Beyond that the engagement is not part-time, and entitlements are assessed accordingly.
- Labour Act 2074, definitions and provisions on employment types.
This page explains general practice in Nepal. It is not legal or tax advice, and statutory figures are revised from time to time. Check the current Act, rule or notice before acting on it.
Put it into practice
Related terms
- Probation Periodपरीक्षणकालProbation is the initial period during which an employer assesses a new employee before confirming them. Nepal's Labour Act 2074 caps it at six months, after which the employee is confirmed or the engagement ends.
- Notice Periodसूचना अवधिA notice period is the time between notifying the other party that employment will end and the last working day. In Nepal the requirement depends on the ground for ending the engagement and on what the contract says.
- Labour Act 2074श्रम ऐन २०७४The Labour Act 2074 is Nepal's principal employment statute, in force since 2074 BS (2017 AD) and applied together with the Labour Rules 2075. It sets employment types, working hours, overtime, leave entitlements, probation and notice, and the funded gratuity and social security model.
- Minimum Wageन्यूनतम पारिश्रमिकThe minimum wage is the lowest remuneration an employer in Nepal may lawfully pay, fixed by the Government of Nepal on the recommendation of the Minimum Remuneration Fixation Committee. It is published as a basic component plus a dearness allowance and is revised on a recurring cycle.
- Employee Onboardingकर्मचारी भर्ना प्रक्रियाOnboarding is everything between an accepted offer and a new employee being productive: paperwork, identifiers, access, equipment, introductions and the first pieces of work. It is a process with owners and dates, not a first-day checklist.
- Applicant Tracking System (ATS)An applicant tracking system is software that manages hiring from job posting to offer: applications in one place, candidates moving through defined stages, and a record of who decided what.
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