Here are some essential provisions of the Labor Act 2017, the primary labor law of Nepal, that every worker should know as they are directly related to their fundamental rights:

Working hours
Under Section 28 of the labor law, no employee can work for more than eight hours a day or 48 hours a week. For overtime, the employee cannot work for more than four hours a day or 24 hours a week.

Leave and holidays
Chapter 9 of the labor law has provisions regarding the leave and holidays to be provided to employees, as follows:

Remuneration/stipend
According to Section 34 of the labor law, every worker is entitled to receive timely remuneration and benefits from the starting day of work. Section 107 of the labor law requires the government to fix the minimum remuneration as per the recommendation provided by the minimum remuneration fixation committee. As of now, the minimum remuneration is Rs 13,450/- per month, Rs 192/- for a day and Rs 26/- for an hour. Section 36 of the labor law states that an employee should be entitled to an annual increment of remuneration each year in an amount equal to at least half a day’s remuneration based on the monthly basic remuneration.

Terminal benefits
The labor law provides some terminal benefits for employees, as detailed below:

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It’s important to note that these rights extend to all aspects of employment, including hiring, firing, promotions, training, and compensation. This means that employees are entitled to receive equal pay for equal work, regardless of their race, gender, or any other characteristic protected by law.

Employees who have medical conditions or religious beliefs that require reasonable accommodations are also protected by law. Reasonable accommodations are changes to the way things are normally done at work that enable an employee to perform their job duties. For example, an employee who is deaf may need a sign language interpreter to participate in a meeting, or an employee who observes a religious holiday may need time off to celebrate.

In addition, any medical or genetic information that employees share with their employer must be kept confidential. This means that employers are not allowed to disclose this information to anyone without the employee’s consent.

Employees who believe that they have experienced discrimination or harassment have the right to report it without fear of retaliation. This means that employees can participate in a discrimination investigation or lawsuit, or oppose discrimination, without being punished or otherwise retaliated against by their employer.

In conclusion, it’s important for employees to understand their rights under federal employment discrimination laws. Other federal, state, or local laws may also apply, so it’s important to consult with a qualified legal professional to understand your rights fully. To learn more about these laws, visit federal, state, and local government websites for additional information.

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