If you’re a woman working in Nepal and your shift starts before sunrise or ends after sunset, there’s a legal safeguard you should know about: your employer is legally obligated to provide transportation to and from work.
The Legal Foundation: Section 33 of the Labour Act, 2074
“In employing a female worker where working hours begin after sunset or before sunrise, the employer shall make necessary arrangement for transportation to and from the workplace.”
This isn’t a courtesy—it’s a legal mandate. If your shift falls outside of normal daylight hours, safe and reliable transport must be arranged by your employer.
Who Is Protected?
- All female employees: whether working full-time, part-time, on a permanent or temporary basis.
- Workers across all industries where shifts extend beyond daytime hours.
When Does This Obligation Arise?
- If your work starts before sunrise (generally before 6:00 AM).
- If your work ends after sunset (generally after 6:00 PM).
What Are Employers Required to Do?
- Arrange transport both ways: from home to office and from office to home.
- Use official company vehicles, registered taxis, or reliable transport services.
- Ensure safety, comfort, and convenience—this should not be a last-minute or makeshift solution.
Reimbursing ride-share costs like Pathao or inDrive after the fact is not a substitute for making proper arrangements in advance.
Is Employee Consent Required?
Not for providing transportation. Employers are legally obligated to offer it. However, consideration for comfort and security preferences should be built into the planning.
What About Male Employees?
This specific legal protection applies only to female workers. The law does not place a similar requirement on employers for male employees.
Key Industries Where This Law Is Particularly Relevant
- Call centers and BPOs
- IT firms with flexible or international schedules
- Hospitals and health clinics
- Hotels and hospitality businesses
- Factories operating night or early morning shifts
- Media houses and financial institutions with early or late operations
Consequences of Non-Compliance
Employers who fail to comply may face:
- Formal complaints at the Labour Office
- Fines and penalties under labour laws
- Reputational damage—especially if a safety incident occurs during commute hours
Keeping transport logs and records is not just best practice—it can serve as critical evidence in case of inquiries or disputes.
Final Thoughts
For employers, arranging transportation for female staff during non-standard hours is more than a legal duty—it’s a matter of workplace safety and dignity. For female employees, being informed about this right is essential. Speak up, stay informed, and ensure your workplace respects the law.
