HR & Payroll Software for Hotels & Restaurants in Nepal
Split shifts per outlet, an outlet manager who approves only their own team, seasonal contracts that close on their end date, peak-season leave blackouts and PF/CIT/SSF/eTDS payroll underneath.
One Roster for the Property, One Payroll for the Group
Front office, housekeeping, kitchen and service run on different hours in the same building. NepalHRM keeps their rosters apart and their payroll together.
Hospitality HR Is Not Slower Than Other HR, It Is Shaped Differently
Split hours, constant joiners, leave demand that peaks against occupancy, and a pay component that is worked out somewhere else entirely.
Restaurant service runs a lunch block and a dinner block with hours off in between, and the weekend is not the same shape as a Tuesday. A single start and end time cannot describe it.
Hospitality turnover means onboarding is not an occasional event, it is a weekly one. Every ad-hoc joining checklist eventually loses a uniform, a locker key or a bank detail.
Dashain, Tihar and the trekking season are when staff want leave and when the property is full. Refusing it case by case is a conversation nobody wants to have twelve times.
The pool is calculated in a workbook and then typed into payroll, where it silently misses the statutory deductions that apply to it.
Rosters, Joiners, Leavers and the Salary Sheet
The four things a property's HR office repeats every single month, built to be repeated rather than rebuilt.
Split shifts and per-day exceptions
A shift carries its own breaks, paid or unpaid, and can override its start and end on named weekdays, so a Friday dinner service does not need a second shift definition.
A roster per outlet, published weekly
Front office, housekeeping, kitchen and restaurant each hold their own roster. Changes stay a Draft until you publish the week, so nobody works to a schedule you were still editing.
An outlet manager who approves their own outlet
A branch manager assignment authorises one person to view and approve attendance for one property or outlet, and nowhere else. It is an approval grant, separate from the org chart.
Onboarding that survives the turnover
A staged joining board ships with 5 stages and 20 ready-made tasks, fed straight from a hire, so the tenth joiner this month gets the same checklist as the first.
Exit clearance in 9 stages
Notice period, manager clearance, asset return, access revocation, finance clearance, final settlement, exit interview, handover and compliance, with a warning seven days before the last day.
Blackout dates for peak season
Name a date range as a blackout and the policy does the refusing, so Dashain, Tihar and your own peak weeks are handled once instead of argued about request by request.
Staff meals priced per day
A canteen or staff-meal deduction can be a per-day rate rather than a monthly figure, charged for the days actually worked, and the same mechanism runs a per-day duty allowance.
Seasonal contracts that close themselves
Fixed-term and part-time contracts carry an end date and their signed copies, and a daily sweep marks an expired season Expired instead of leaving it counted in headcount.
Payroll with the statutory work done
Approved attendance sets payable days, overtime is priced at its rate tier, then PF, CIT, SSF and eTDS calculate on current IRD slabs and the bank transfer file is generated.
NepalHRM carries it. It does not work it out.
Every hospitality HRMS demo eventually reaches this question, so here is the answer before the demo. The monthly share-out is calculated in the hotel's own sheet against its own rules, and NepalHRM does not reproduce that arithmetic. What it does is give the result a proper home: an earning component on the salary structure, priced as a fixed amount, a percentage, a one-off or a per-day rate. From there it is inside the payroll run rather than beside it, which is the part that actually matters, because a figure typed in at the end is the figure PF, SSF and TDS quietly miss.
- Your sheet keeps the share-out rule
- The result becomes a salary component
- PF, SSF and TDS then apply to it
- It appears as its own payslip line
The three modules a hotel switches on first
The roster runs the property, onboarding keeps up with the turnover, and payroll reads both.
Split shifts, per-weekday exceptions, rosters per outlet and the weekly publish step.
A 5-stage joining board with 20 tasks, resignations, and 9-stage exit clearance.
Payable days, overtime tiers, per-day components, PF, CIT, SSF and eTDS.
Questions from Hotel HR and F&B Managers
Yes. A shift holds its own set of breaks, marked paid or unpaid, and the unpaid gap between a lunch and a dinner block is what makes it a split shift. A shift can also override its start and end time on specific weekdays, so a longer Friday or Saturday service is an exception on one shift rather than a second shift definition to maintain.
It carries it, it does not calculate it. Nepal's service charge is pooled and shared out monthly, and that arithmetic stays in your own sheet. What NepalHRM gives you is a place to put the result: an earning component on the salary structure, fixed, a percentage, one-off or per day. Once it is a component it sits inside the payroll run, so PF, SSF and TDS apply to it properly rather than being missed by a manual addition.
Yes. A branch manager assignment authorises one employee to view and approve attendance for one branch, and it is deliberately separate from the reporting line in the org chart. So an outlet manager approves their own team's attendance without gaining visibility of the other properties, while HR keeps the consolidated view.
Yes. Blackout dates hold named ranges when leave is not available, so the policy carries the decision instead of a manager repeating it. Nepali public holidays, your own festival closures and property-specific dates all sit on the same calendar, and leave balances and attendance read from it on the Bikram Sambat fiscal year.
Onboarding runs from a staged board that ships with 5 stages and 20 ready-made tasks covering pre-joining, day one account setup, policy signing, the first week and first month training. A hire made in recruitment creates the employee record and moves the person onto that board without re-entry, so the process is the same for the first joiner of the month and the fifteenth.
Yes. Fixed-term, part-time, probation, internship and consultancy contracts all require an end date, and a daily job flips any contract past that date to Expired. Signed copies attach to the contract itself. That keeps a season's casual team out of your current headcount once the season ends, without anybody remembering to close the file.
Yes. PF, CIT, SSF and eTDS calculate on the current IRD slabs for every employee, including approved overtime at its rate tier and any per-day allowance or deduction. Payslips are bilingual in Nepali and English, and a bank transfer file is generated for the disbursement, so a property with a mix of permanent and seasonal staff still closes one payroll run.
Roster Every Outlet, Onboard Every Joiner, Close One Payroll
Bring one week's roster from your busiest outlet. We will build the shifts, set the blackout dates and run the payroll it produces.
- Split shifts per outlet
- Outlet-level attendance approval
- Peak-season blackout dates
- Free onboarding