Job Description Template for Nepal
Start from 8 roles a Nepali company actually hires, edit the wording, and get a JD that states the working hours and leave the Labour Act 2074 sets. The tool screens what you write against the 8 grounds Section 6(1) protects.
- 8 starting roles
- Statutory terms generated
- Wording screened on Section 6
- Copy as plain text
What the generator knows that a blank page does not
- Drafted, ready to edit
- 8 roles
- Protected by Section 6(1)
- 8 grounds
- The weekly ceiling, Section 28
- 48 hours
- Of employment, Section 10
- 5 types
Start from a role
Every field below is a draft to edit. Picking a role again replaces the wording and keeps your location, employment type and additions.
Wording screen
Nothing flaggedNo wording matched a protected ground under Section 6(1) or the two screens the Act leaves alone. This is a pattern check on the text, not a review of whether the requirements are genuinely needed for the work.
Section 6(2) allows a preference that is an inherent requirement of the work, so a finding here is a prompt to check rather than a verdict.
ACCOUNTANT Department: Finance Reports to: Finance Manager Location: Kathmandu Employment type: Regular employment (Labour Act 2074, Section 10) ABOUT THE ROLE Keeps the company's books current and its statutory filings on time, and closes each month with figures the management team can act on. KEY RESPONSIBILITIES - Record purchases, sales, receipts and payments in the accounting system daily, with the supporting bill attached to each entry. - Reconcile the VAT purchase and sales registers and file the return within the deadline for the company's filing cycle. - Prepare the monthly TDS deposit and the e-TDS return, and issue deduction certificates to vendors and employees. - Reconcile bank statements, the petty cash float and advances outstanding against staff at each month end. - Prepare the monthly trial balance, profit and loss and balance sheet, and explain material movements to the Finance Manager. - Support the statutory audit by producing schedules, vouchers and confirmations as the auditor asks for them. REQUIREMENTS - Bachelor's degree in management, accounting or a related field, or an equivalent professional qualification. - Working knowledge of Nepali VAT, TDS and income tax filing, including the IRD portal. - Practical experience with an accounting package used in Nepal, for example Tally, Swastik, IMS or an ERP module. - Able to work to a closing calendar and meet a filing deadline without being reminded. SKILLS Bookkeeping · VAT and TDS filing · Bank reconciliation · Spreadsheets · Audit support TERMS OF EMPLOYMENT - Working hours: within 8 hours a day and 48 hours a week (Section 28(1)). Overtime, where required, is paid at 1.5 times basic remuneration (Section 31(1)). - Leave: 13 days of public leave a year, 14 for a female employee (Section 41(1)); home leave at one day for every twenty days worked (Section 43(1)); 12 days of sick leave a year (Section 44(1)). - Festival expense: 1 month of basic remuneration each year (Section 37). - Social security: enrolment and contribution as the law requires, plus medical and accident insurance (Sections 54 and 55). We consider every application on merit. We do not discriminate on religion, colour, sex, caste, tribe, origin, language or ideological conviction (Labour Act 2074, Section 6).
Plain text, because the next place this goes is a job portal box or an email. Nothing is sent anywhere.
A JD Somebody Can Be Hired Against
A job description is read three times: by the candidate deciding whether to apply, by the interviewer deciding what to ask, and a year later by the manager deciding whether the job was done. Writing it once for all three is the whole exercise.
- 1
Start from the role, not the format
Pick one of the 8 drafts and rewrite it. They are written specific on purpose: an accountant's month contains reconciling the VAT registers before the deadline, not "handling accounting work", and only the first version tells a candidate whether the job is theirs.
- 2
Write responsibilities as work
A responsibility is something a person does that somebody could observe. A quality is not. Half the JDs in circulation list hard-working, team player and dynamic personality, none of which can be interviewed for and none of which appears in a performance review a year later.
- 3
State the terms the Act already fixes
Working hours within 8 a day and 48 a week, 13 days of public leave, 12 days of sick leave, festival expense of a month's basic. These are entitlements, not perks, and a JD that lists them as benefits is at least accurate about what the job comes with.
- 4
Screen the wording before it becomes an advertisement
The tool checks the text against 7 patterns, 5 of them on a ground Section 6(1) names. Section 6(2) allows a preference that is an inherent requirement of the work, so a finding is a prompt to check, not a verdict.
Last updated · Reviewed by Rajendra Regmi, Co-founder
What Section 6 Actually Says
Discrimination in hiring is discussed here almost entirely through borrowed material, most of it about a different country's law. The Nepali sections are short, and they are worth reading once.
8 grounds, named
Section 6(1) forbids an employer to discriminate against a labour on the ground of religion, colour, sex, caste, tribe, origin, language or ideological conviction, or on any other similar ground. That last phrase is doing real work: the list is not closed.
Age and marital status are not on the list
This is the correction worth making. An advertisement saying below 30 years or unmarried candidates preferred is not unlawful discrimination under Section 6(1), because neither ground is named there. Both are still bad practice, and both are frequently proxies for sex, which is protected. The tool flags them and says which category they fall into rather than blurring the two.
The exceptions are narrow and specific
Section 6(2) permits three things: a preference based on the inherent requirement of the work, assigning a pregnant employee to easier and more suitable work without reducing her pay, and a preference for a labour with a physical disability for a job suited to their condition. Nothing else in Section 6 permits a preference.
Equal pay is a separate section
Section 7(1) forbids discrimination in remuneration between labours for work of equal value on the ground of sex, and 7(2) says equal value is assessed on the nature of the work, the time it takes, the labour, the skill and the productivity. It is a pay rule, not a hiring rule, and it survives whatever the two offer letters happen to say.
Name the employment type
Section 10(1) recognises 5 types of employment and the JD is where the candidate first learns which one is on offer. Section 10(2) then decides any dispute about whether an employment is regular on the nature of the work, notwithstanding what the contract says, so a regular job advertised as a contract role is still a regular job.
No salary band here, on purpose
This tool prints the salary line you type and invents nothing. There is no defensible public source for a role's pay range in Nepal, and a fabricated band on a page that ranks would be quoted back at whoever published it. If you publish a range, publish one you can justify at the offer stage.
The JD Stops Being a File on Somebody's Laptop
A job description written in a document is out of date the first time the role changes, and nobody can tell you which version the person in the seat agreed to.
- Responsibilities, requirements, skills and KPIs are stored on the position as structured lists rather than as one block of prose.
- Editing the description archives the previous one, so the position carries its revision history instead of overwriting it.
- The employee acknowledges their job description at a specific revision, and that acknowledgement keeps a frozen snapshot of what they signed.
- The description is derived from the employee's position, so there is nothing to assign per person and nothing to keep in step by hand.
Job Descriptions in Nepal, Answered
The title, department, reporting line and location; the type of employment under Section 10 of the Labour Act 2074; what the person will actually do, written as work rather than as qualities; what the role requires; and the terms the Act already fixes, which are working hours within 8 a day and 48 a week, 13 days of public leave, 12 days of sick leave and festival expense of one month's basic.
No. The Labour Act 2074 requires an employment contract (Section 11(1)) and requires it to state the conditions of employment (Section 11(3)); it does not separately require a job description. The JD matters for a different reason: it is the document a probation confirmation, a performance review and a termination for unsatisfactory work all measure against.
Sex is one of the grounds Section 6(1) protects, so a preference has to fall inside Section 6(2)(a), which allows it only where it is an inherent requirement of the work. That is a narrow exception and an office role almost never meets it. Section 7(1) separately forbids paying differently for work of equal value on the ground of sex.
Age is not a ground named in Section 6(1), so an age limit is not discrimination under that section. It is still worth removing. An age ceiling usually stands in for something the employer could ask for directly, and it excludes the experienced candidates a growing team needs.
The description is the job: what it exists to do and what the person in it will be responsible for. The specification is the person: the qualifications, experience and skills needed to do it. Nepali usage runs them together into one document, which is fine as long as the two halves stay distinguishable, because they answer different questions at the interview.
When the job changes, which in a growing company is more often than annually. The practical trigger is the performance review: if the conversation is about work the description does not mention, the description is out of date and the next confirmation or appraisal will be measured against the wrong document.
That is a commercial decision rather than a legal one. Publishing a range attracts fewer, better-matched applications and saves a round of conversations; withholding it preserves negotiating room. What matters either way is that the offer letter breaks the figure into basic and allowance, because basic is the base for overtime, festival expense, gratuity and every statutory contribution.
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Hire Against the JD, Not Around It
NepalHRM keeps the job description on the position it belongs to, versions it when it changes, and records the employee's acknowledgement of the revision they signed.
- Structured responsibilities and KPIs
- Revision history per position
- Employee acknowledgement
- Free onboarding