HR & Compliance

Pharma marketing is one of the most regulated forms of business promotion. From doctor engagement programs, CME (Continuous Medical Education) events, hospital conferences, product showcases, distributor meets, to promotional field campaigns everything must be approved, documented, and ethically executed. The slightest mismatch in compliance can lead to regulatory scrutiny, financial loss, and long-term reputation damage.

Running a business in Nepal comes with unique HR challenges. From payroll compliance and employee verification to remote hiring regulations, even experienced managers can struggle to keep up with evolving labor rules. Whether you’re managing an INGO team, scaling an IT company, or looking for EOR services in Nepal to hire remote employees, understanding these challenges can save your business time, money, and legal risk.

The Social Security Fund (SSF) governed by the Contribution-Based Social Security Act 2074 (2017) is a cornerstone of labor policy in Nepal. Designed to protect formal-sector employees against financial risks, SSF replaces traditional fragmented benefits (like separate Provident Fund and Gratuity pools) with a unified, state-backed social insurance model. For employers, HR managers, and international businesses managing local talent in Nepal, maintaining full compliance with SSF regulations is both legally mandatory and essential for employee retention.