Employer of record services in Nepal

Grow your team in Nepal without an entity. Payroll, benefits, taxes and compliance, all handled in one easy-to-use platform.

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Quickly & easily employ in Nepal without an entity

Need to hire in Nepal without setting up a local entity? An Employer of Record (EOR) lets you employ people legally, quickly, and without the cost or complexity of opening a subsidiary. We handle compliance, payroll, and HR admin — so you avoid misclassification risk, stay on the right side of Nepal’s employment laws, and get your team onboarded and paid without delays.

Entity-free employment

Seamlessly employ in Nepal and 179 other countries without needing to set up an entity.

Stay compliant

Using an EOR ensures compliance with changing tax, labor and payroll laws.

Dedicated support

Get instant answers all your employment questions, with access to a named account manager just a phone call away.

Sync with your HR systems

Effortlessly sync your employees data for attendance, leave, onboarding, and benefits systems via our dedicated API. Easily setup by our hands-on onboarding team.

“Their expertise and understanding of the unique hiring, payment, and human resource practices in each country has been nothing short of outstanding. Our Client Success Manager, has done just that … ensured our success. Her availability and willingness to engage on a personal level has made all the difference.”

Director of Research Operations,

“Excellent service, especially from our account manager who has gone above and beyond to help us use the platform effectively. Our manager, significantly simplifies my workload. It is like having your own TopSource HR representative on your team.”

Chief Human Resources Officer,

“TopSource has been our go-to resource for international hiring. They are responsive, thorough, respectful and knowledgeable. The Client Success team has provided us with the utmost customer service, and the more we use TopSource, the more, it gives us access to more resources and knowledge.”

Senior Manager, Human Resources ,

Hire Anywhere with Our EOR Services

We help you legally employ and pay talent across 180+ countries—so you can scale faster.

Employing in Nepal

Growing your workforce in Nepal doesn’t need to be complex. Speak with our team to see how TopSource EOR makes it easy to hire in new countries, without setting up entities or getting lost in local regulations.

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More than an Employer of Record.

Employer of Record services are only one way that we help you accelerate your global growth goals. From talent advisory to entity management, we give you the tools you need to research, enter and expand into your key markets.

Market Selection Advisory

Compare available talent, compensation, additional costs and regulations across different countries

Salary Benchmarking

Identify and prioritize markets for growth based on talent, cost & regulations

Global Skills Analysis

Map skill availability by region to align talent strategies with business goals..

Talent Acquisition

Find, hire & onboard the highly skilled team members you need in each locality.

Talent Strategy Optimization

Optimize your talent strategy to enable your organization to achieve it’s global ambitions.

Global Benefits Review

Benchmark your global benefits to boost employee retention.

Frequently
asked questions

Yes. We manage Social Security Fund (SSF) contributions under Nepal’s Labour Act 2017, along with progressive income tax withholding. We also manage the Dashain bonus, a festival bonus tied to Nepal’s largest religious holiday that is a legally supported and near-universal expectation, typically equal to a proportional share of monthly salary based on time served in the preceding year.

Private health insurance, transport allowances, and clearly structured festival bonuses are common differentiators in Nepal’s smaller but growing IT and remote-services sector, which has expanded as international employers look to Nepal for cost-competitive, skilled technical talent.

Nepal’s Labour Act 2017 sets out notice and severance requirements that vary by the grounds for termination and length of service, with specific procedural steps required for redundancy-based terminations. Nepal’s labor framework, while less internationally documented than some neighboring markets, still requires the same level of documented, cause-based process to manage termination risk properly.

An EOR can typically onboard within one to two weeks for SSF registration, compared with the several weeks to a couple of months needed to establish a Nepali entity and register with the relevant tax and labor authorities.

Nepal’s Labour Act procedures and Dashain bonus expectations require local knowledge to manage well, and its emerging-market administrative processes can be slower to navigate without an established local presence. An EOR handles that compliance and carries the liability, which is typically the practical route for accessing Nepal’s growing remote-services talent pool.