Small employers in Nepal hire on a conversation, and both sides lose by it. The worker has nothing to show a bank, a landlord or an embassy. The employer has nothing to point to when a notice period, a probation term or a salary figure is disputed a year later.
What the Labour Act, 2074 already requires
A written contract. Employment is meant to be on written terms, and the absence of one is a problem for the employer far more than for the worker.
Eight hours a day, forty-eight a week. Anything beyond is overtime, at the rate the Act sets.
Leave. Annual leave accrues with service, sick leave is provided for, and public holidays are separate from both. The template starts at 18, 12 and 13 days — reasonable, common figures — and you can change them upward.
Provident fund and gratuity. Contributed by both sides, either directly or through the Social Security Fund.
The last clause in the template says that where any term gives less than the law requires, the law applies instead. That line is what keeps a contract from quietly signing away something that cannot be signed away.
The terms worth settling on day one
Probation, and the notice during it. Cheap to agree now, contentious later. Fifteen days during probation and the agreed period after is the usual shape.
The duties. Vague duties are the most common source of a dispute. One line per duty, written plainly, is enough.
Confidentiality and ownership of work. Standard, short, and almost always forgotten in a verbal hire.
What happens on leaving. Return of property on one side, settlement of dues within a month on the other.
Common questions
Is this the same as an appointment letter?
An appointment letter announces the offer; a contract states the terms and is signed by both parties. This produces the contract, which is the document that actually binds. Many employers issue both.
Can the contract be in Nepali?
Yes. Type Nepali into any field and it renders correctly in the PDF, and you can mix Nepali and English in the same document.
Does a contract need to be registered anywhere?
A contract signed by both parties, with witnesses, is what most employment uses. Registration and reporting obligations depend on the size and type of the employer — check with a labour office or an accountant if you are unsure.
Is my information sent anywhere?
No. Everything stays in your browser. Nothing is uploaded, and there is no account unless you make one to sync your work across devices.
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