HR & Payroll Software for IT Companies in Nepal
Hybrid attendance bound to a real office radius and its Wi-Fi, a Dashain bonus that pays once and stops, salary bands with a range guard, and PF/CIT/SSF/eTDS payroll that does not need a workaround.
The Sector NepalHRM Actually Grew Up In
Every published NepalHRM customer story so far is a Nepali software, product engineering or digital company. This page describes what they run, not a sector we have read about.
A Tech Company's HR Problems Are Not a Factory's
Nobody is counting gate punches. The pressure is on where people work, how compensation holds its shape, and whether the review cycle has anything to read.
Hybrid means attendance cannot assume a door. Tie it to nothing and it is theatre; tie it to the wrong thing and your best engineers spend Monday morning arguing about a punch.
It is paid once, it is taxable, and it must not quietly repeat next month. Most teams either add it by hand every year or leave it recurring by accident.
In a market where an engineer has three offers, one urgent hire above the band resets everybody's expectation. The damage is invisible until the next review cycle.
Objectives, one-to-ones and review cycles live in documents that nobody can roll up, so the appraisal conversation starts by reconstructing the year.
Hybrid Attendance, Honest Compensation, Reviews With a Record
The parts a growing engineering team actually touches, without the enterprise ceremony that makes an HRMS unusable at thirty people.
Clock-in bound to a real office
An office location holds a latitude, longitude and a radius validated between 25 m and 2,000 m, so it can be an actual floor rather than a district-sized circle nobody can fail.
Wi-Fi networks as the second signal
A location can carry a list of Wi-Fi SSIDs alongside its coordinates, which is the check that works on a fourth floor where GPS is unreliable.
A home location per person
A location can be personal rather than shared: one engineer's home working spot, kept out of the company-wide picker so the office list stays a list of offices.
Dashain bonus that pays once
A one-off pay component is included only in the period it is assigned, then the row goes to disabled. The bonus is taxable, sits inside the run, and does not repeat by accident.
Salary bands with a range guard
Bands and reusable salary structures set the shape of an offer, and an out-of-band figure is flagged when it is entered rather than found in an audit six months later.
Increments on the record
Every salary change is written to a salary history log, so a review conversation reads the actual sequence of increments instead of somebody's recollection of it.
OKRs, reviews and one-to-ones
Performance periods hold objectives with key results and a progress slider, five review types rated one to five stars, and scheduled one-to-ones and check-ins.
Six roles, per-module permissions
Employee, team leader, manager, accountant, HR and admin, each with per-module permissions, so a startup founder is not the only person who can open payroll.
Payroll built for Nepal, not localised
PF, CIT, SSF and eTDS on the current IRD slabs, the CIT Optimizer for the maximum legal contribution, bilingual payslips and bank transfer files.
A radius small enough to actually mean something.
Location-based attendance fails in one of two directions. Draw the circle too wide and everyone passes from a cafe down the road, which makes the whole control theatre. Draw it too tight and a GPS fix on the fourth floor of a Kathmandu office block fails an engineer who is sitting at their desk. NepalHRM handles both ends: the radius on an office location is validated between 25 m and 2,000 m, so nobody can quietly draw a hundred-kilometre office, and the same location can carry a list of Wi-Fi networks as a second signal for the days GPS is unhelpful. Home workers get a personal location of their own, which stays out of the shared office list.
- Radius held between 25 m and 2,000 m
- Wi-Fi SSID list per location
- Personal home locations, kept separate
- GPS punch from Android and iOS
The three modules a software company switches on first
Records first, then the attendance model that fits hybrid, then the review cycle. Payroll follows once the structures are in place.
One profile with 15 tabs, a live org chart, six access roles and employee self-service.
Office locations, geo and Wi-Fi bound clock-in, web punch, regularisation and reports.
Performance periods, objectives with key results, five review types and one-to-ones.
Questions from Founders, People Leads and Finance
Through named office locations rather than a single company address. Each carries a latitude, longitude and a radius that must sit between 25 m and 2,000 m, and it can also list the Wi-Fi networks that count as being there. A location can be marked personal, which is how one engineer's home working spot is recorded without adding it to the company picker. Staff also punch from the Android and iOS apps with GPS.
Yes. A salary component can be a one-off rather than a recurring line: it is included only in the payroll period it is assigned to, and then the row moves to disabled on its own. Because it is a component and not a manual addition at the end, PF, SSF and TDS calculate on it correctly, and it appears as its own line on the payslip rather than inflating basic pay.
No. NepalHRM does not manage ESOP pools, vesting schedules or equity grants, and we would rather say so than let a demo imply otherwise. What it does hold is the cash side: salary bands, reusable salary structures, an out-of-band range guard, an increment history per employee and one-off bonus components. Equity administration stays with your company secretary or cap table tool.
Yes. Salary bands point at a reusable salary structure, so the employee-create wizard pre-populates the component grid instead of somebody retyping amounts per hire, and a figure entered outside the band is flagged at entry. Every change lands in a salary history log, which is what makes the next review cycle a reading exercise rather than a reconstruction.
Yes. Deductions calculate on the current IRD slabs, the CIT Optimizer suggests the maximum legally permitted CIT contribution to reduce an engineer's tax, and the eTDS file is produced ready to upload. Payslips are bilingual in Nepali and English, and bank transfer files are generated for NIC Asia, Nabil, Global IME, NBL and other major banks.
Every customer story published on this site is a Nepali tech company: a digital studio in Kathmandu, an IT services and product engineering firm, and a SaaS product team working distributed. They are on the customers page with their names on them. That is worth stating plainly, because an industry page usually describes a sector the vendor is hoping to enter rather than one it has already sold into.
There is a separate desktop activity tracker that records work hours and periodic screenshots on company machines, with capture frequency and tracked teams set by an administrator. It is a distinct module rather than part of core attendance, and it is switched off by default, so ask which plan includes it before assuming it is in your quote.
Run the HR Side of an Engineering Team Without a Spreadsheet Layer
Bring your office addresses, one salary band and this month's payroll. We will set up the locations, the band and the run, and you can compare the output line by line.
- Geo and Wi-Fi bound clock-in
- Bonus components that stop
- Salary bands with a range guard
- Free onboarding