Nepal Leave Laws and Holidays

Pregnant employees are entitled to 98 days of maternity leave, which can be taken before or after delivery.

Employees are required to provide advance notice in line with company policy, typically at least a month before the expected delivery date.

While maternity leave is a statutory right, notifying and getting confirmation from the employer is advisable.

The maternity leave period is fixed at 98 days and additional leave beyond this period would typically require using other types of leave or special permission.

Maternity leave does not accrue over time and is available per pregnancy.

Carryover of maternity leave to another period is not applicable.

Since maternity leave must be used within the confinement period, it does not apply at termination.

Maternity leave is event-specific and does not have an end-of-year payout.

Employers are required to ensure the health and safety of pregnant employees, including providing lighter work duties if necessary.

The number of festival leave days varies each year and is determined based on the national festival calendar of Nepal.

Notice period for festival leave is usually not applicable as the dates are predetermined based on the festival calendar.

Festival leave does not typically require approval as it corresponds with national holidays and major festivals.

Additional festival leave is not typically available as these leaves are fixed and coincide with specific dates.

Festival leave does not accrue and is granted based on the festival dates each year.

Carry over of festival leave is not applicable as it is tied to specific dates and expires at the end of each festival.

There is no payout for unused festival leave upon termination, as these days are specific to actual festival dates.

Festival leave is not subject to end of year payout, as it must be used on the dates of the festivals.

Festival leave is strictly governed by the national festival calendar and must be taken on the specified dates.

Employees are entitled to 12 days of paid sick leave per year, which accrues monthly.

Employees should inform their employer about the sick leave as soon as possible, ideally on the first day of absence.

Sick leave generally needs to be justified by a medical certificate, especially for longer periods of absence.

If the illness persists beyond the standard sick leave days, additional leave may be granted with appropriate medical documentation.

Sick leave rights accrue monthly from the date of employment commencement.

Unused sick leave typically does not carry over to the next year; it expires at the end of each year.

Unused sick leave is not paid out on termination of employment.

There is no end-of-year payout for unused sick leave.

In some cases, sick leave can also be used to take care of immediate family members, subject to employer's policies.

Employees are entitled to 13 days of mourning leave in the event of the death of an immediate family member.

Employees should inform their employer as soon as possible in the event of the death of an immediate family member to arrange for mourning leave.

While formal approval may not be needed, notification and some form of confirmation of the event are typically required.

Additional mourning leave may be granted on a case-by-case basis, depending on the circumstances and employer's policies.

Mourning leave does not accrue and is only granted as needed per occurrence.

There is no carry over for mourning leave as it is granted based on specific bereavement events.

Mourning leave does not have a payout upon termination as it is granted only in the event of an immediate family member's death.

There is no end of year payout for unused mourning leave as it cannot be accrued or carried over.

Mourning leave typically covers events involving immediate family members, which are usually defined in the employment policy.

Employees are entitled to 15 days of paid annual leave for each year of service after completing one year of employment.

Employees must provide advance notice to the employer, typically a few weeks, before taking annual leave, though the exact period may vary based on company policy.

Annual leave requires approval from the employer, which is generally granted based on work requirements and leave schedules.

Additional annual leave beyond the standard quota is not commonly granted, though exceptions may occur at the employer's discretion.

Annual leave accrues monthly but is only accessible after the completion of one year of continuous service.

Unused annual leave can be carried over to the next year, but there might be a limit on the carryover period, after which the leave will expire.

On termination of employment, any unused annual leave must be paid out to the employee.

There is generally no payout for unused annual leave at the end of the year unless the employment contract or company policy specifies otherwise.

Specific rules regarding annual leave can vary significantly between different companies, and employees are advised to consult their HR department for details.

Fathers are entitled to 15 days of paid paternity leave, which can be used in conjunction with the birth of their child.

Fathers are expected to provide advance notice before taking paternity leave, typically as soon as reasonably possible after confirming the pregnancy.

Paternity leave requires employer approval, though it is generally granted in line with statutory rights.

Additional paternity leave beyond the standard quota is not commonly granted.

Paternity leave is granted per event (birth of a child) and does not accrue over time.

Paternity leave must be used within a specified period around the birth event and cannot be carried over.

Paternity leave is event-specific and thus not subject to payout on termination.

There is no end-of-year payout for unused paternity leave as it must be used in relation to the birth event.

Paternity leave is specifically granted to be used around the time of birth and is intended to support the father in caring for the newborn and the mother.

Employees are typically granted a certain number of days as casual leave each year, usually 10 days in a year for full-time employees. This leave is for urgent, short-term needs such as personal matters or unforeseen circumstances.

Casual leave usually does not require a prior notice; however, employees are expected to inform their employer at the earliest opportunity. In cases of planned absence, notice should be given in advance, where possible.

Casual leave needs to be approved by the employer, but the process is generally informal. Employees are expected to submit a request or inform their manager, depending on company policy.

Additional casual leave beyond the annual quota is not typically granted unless specified in exceptional cases or company policy, such as an extended emergency or a significant personal event.

Casual leave is granted in bulk at the start of the year, and it does not accrue incrementally over time. If not used in the given year, it is generally lost and cannot be carried over.

Any unused casual leave typically does not carry over to the next year. It must be utilized within the current year or else it expires.

Casual leave is usually not eligible for payout when an employee leaves the company, as it is meant for short-term personal leave and does not accumulate over time.

At the end of the year, unused casual leave is typically not paid out. The leave expires and cannot be carried forward to the next year.

Casual leave is often provided with flexibility, but it is not meant to cover extended absences. Employees should use this leave for personal emergencies or urgent matters and not as a replacement for annual or other types of leave.

Compassionate leave is usually given in cases of family emergencies, such as the death of a close relative, or for employees facing extreme personal hardship. Typically, employees are entitled to a few days (e.g., 3 to 7 days), but the exact quota can vary.

While employees are expected to inform their employer as soon as possible, compassionate leave generally does not require a long notice period. Immediate notice is acceptable in case of urgent family matters.

Compassionate leave requires approval from the employer. In most cases, the employer grants leave upon verification of the personal situation, such as a death in the family or a critical illness of a family member.

In cases of severe or prolonged emergencies, additional compassionate leave may be provided. However, this is generally not a standard practice and depends on company policies and the severity of the situation.

Compassionate leave is not accrued like annual leave. It is granted on an as-needed basis, depending on the specific circumstances of the employee. This leave is not accumulated or carried over year to year.

Compassionate leave cannot be carried over to the next year as it is given in response to an immediate, unforeseen situation. Once granted and used, it is considered exhausted.

As compassionate leave is not accrued or intended to be a long-term benefit, there is no payout for unused leave upon termination. It is only available when the employee faces a personal crisis.

Like casual leave, unused compassionate leave is not paid out at the end of the year. It is meant to be used when necessary and does not carry over to the next year.

Certain employers may extend compassionate leave for extraordinary circumstances, such as prolonged illness or crisis. These extensions depend on the employer's discretion and company policies.