Child Labour Act & Rules: A Guide for Employers

Disclaimer:

Unofficial translation and educational summary. This publication is intended to reflect the relevant Nepali legislation and regulatory framework, including amendments and materials reviewed up to 1 September 2026. It is not a certified consolidated translation. If the English wording, section reference or summary differs from the official Nepali text or Nepal Gazette, the official Nepali text prevails.

At a Glance

Nepal’s child-labour framework sets minimum-age restrictions, prohibits children’s involvement in hazardous work and regulates the conditions under which permitted work may be performed.

This Highlight explains what employers and HR teams should check when verifying age, assessing job suitability, arranging working hours and maintaining records. It also considers practical controls for identifying child-labour risks in contractor and supplier arrangements.

Why This Matters

A young person’s willingness to work, or a parent’s consent, does not remove the employer’s responsibility to check whether the work is legally permitted. Age, job duties and working conditions must be assessed before engagement.

Clear recruitment checks and coordination with contractors and suppliers help identify child-labour risks early and protect children’s safety, education and development.

Major Provisions / Issues to Understand

1. Minimum-age restrictions

(Child Labour (Prohibition and Regulation) Act, 2056, Sections 2(a) and 3)

The Act sets a general minimum working age of 14—no child below that age may be employed as a labourer—and separately defines “child” as a person who has not completed 18 years.

HR should treat 14 as the minimum age for employment and ensure that workers aged 14 to under 18 receive the special protections applicable to children, including restrictions on hazardous work and working hours.

2. Prohibition on Hazardous Work
(Child Labour (Prohibition and Regulation) Act, 2056, Section 3(2) and Schedule)

No child may be engaged in any hazardous business or work listed in the Act’s Schedule, regardless of whether they have reached the minimum working age of 14.The hazardous-work list may be amended from time to time, so HR should check the current Schedule rather than rely on an earlier version.

Before engaging anyone under 18, HR should assess the proposed duties against the Schedule and repeat that assessment whenever the duties change.

3. Age Verification and Certificate of Fitness

(Child Labour (Prohibition and Regulation) Act, 2056, Section 7)

Before engaging a child aged 14 to under 18 as a labourer, the enterprise must obtain a certificate confirming the child’s fitness for the proposed work. The application must be submitted to the Labour Office, stating the nature of the work and the child’s age.

HR should verify age using reliable documents and ensure the required certificate is obtained before work begins. The certificate concerns fitness for the proposed work and does not replace age verification.

4.Working Hours and Rest
(Child Labour (Prohibition and Regulation) Act, 2056, Section 9)

Where a child aged 14 to under 18 is lawfully engaged, working hours must not exceed six hours a day or 36 hours a week, whether or not additional remuneration is offered. Work between 6 p.m. and 6 a.m. is prohibited.

The child must receive a half-hour rest after every three continuous hours of work and one day off each week. HR should maintain a separate attendance and scheduling profile to ensure these requirements are followed.

5. Employer records

An enterprise lawfully engaging a child aged 14 to under 18 must maintain the register required by the Act and make it available when requested by an authorized Labour Office official.

HR should also retain age-verification documents, required approvals, the certificate of fitness and individual attendance records. These should form part of the onboarding and ongoing recordkeeping process for every worker under 18.

6. Contractor and Supplier Exposure

Child-labour risks may arise in work performed through contractors, labour suppliers and subcontractors. Outsourcing should not be treated as sufficient assurance that age restrictions and hazardous-work prohibitions are being followed.

HR and Procurement should include child-labour checks in supplier due diligence, seek supporting evidence where appropriate and address suspected violations promptly. Any legal responsibility will depend on the organization’s role, the facts and the applicable law.

7. Remedies, Offences and Enforcement (Sections 19, 24 and 27)

Section 24 establishes the Child Labour Elimination Fund, financing rehabilitation, health, education and vocational training for children found working, and Section 27 empowers the Government to frame implementing Rules (the Child Labour (Prohibition and Regulation) Rules, 2062, including the Child Labour Elimination Committee). 

Any person violating the provisions of this act will be penalized with monetary fines as well as imprisonment as per section 19 of the act.  

What Employer Should Know

• Verify age before engagement.

• Assess proposed duties against the current hazardous-work Schedule.

• Obtain required approvals and the certificate of fitness before work begins.

• Apply the special working-hour, rest and safety requirements for workers under 18.

• Maintain the required register and supporting records.

• Include child-labour checks in contractor and supplier due diligence rather than relying only on assurances.

What Employee Should Know

Workers under 18 are entitled to special protections concerning permitted duties, working hours, rest and workplace safety. A parent’s or guardian’s consent does not make prohibited work lawful.

Employees should provide accurate age information and raise concerns about unsafe duties, excessive hours or suspected child labour with HR or the relevant authority.

International Employer Alert

International employers operating or sourcing in Nepal should check compliance with Nepal’s child-labour requirements alongside their own policies and contractual standards.

Age-verification and hazardous-work checks should extend to relevant contractor and supplier arrangements. A supplier’s declaration alone should not replace appropriate due diligence

HR Check — Evidence to Maintain

☐ Age-verification documents

☐ Assessment of duties against the current hazardous-work Schedule

☐ Required approvals and certificate of fitness

☐ Register of lawfully employed workers under 18

☐ Working-hour, rest and attendance records

☐ Relevant workplace health and safety records

☐ Contractor and supplier due-diligence records

☐ Reported concerns and corrective-action records

Common Mistakes

Relying on stated age without supporting documents; assuming parental consent permits prohibited work; assigning adult working hours to workers under 18; treating a certificate of fitness as permission for hazardous work; or accepting supplier assurances without appropriate checks.

Myth vs Law

MYTH: “Anyone aged 14 or above can perform the same work as an adult.”

HR CHECK: Reaching 14 does not remove the protections applicable to children. Workers under 18 remain subject to hazardous-work prohibitions and special requirements concerning working hours, rest and safety.

Practical Example

A supplier proposes assigning a 17-year-old worker to an employer’s site. Instead of relying only on the supplier’s assurance, HR requests age-verification records and checks the proposed duties and working arrangements.

Deployment is put on hold until the employer confirms that the work is permitted and the required approvals, fitness certificate and protective conditions are in place.

FAQs

1. Can a child below 14 be employed with parental consent?

No. Parental consent does not override the prohibition on employing a child below 14 as a labourer.

2. Can someone aged 14 to under 18 perform any type of work?

No. Hazardous work listed in the Act’s Schedule is prohibited. Permitted employment must also meet the applicable approval, fitness, working-hour and safety requirements.

3. Does a certificate of fitness replace other required approvals?

No. Fitness certification and employment approvals are separate requirements. Neither permits a child to undertake prohibited work.

4. Can workers under 18 work overtime if they agree or receive extra pay?

The Act’s limits of six hours a day and 36 hours a week cannot be exceeded by agreement or additional payment.

5. Is a supplier’s assurance sufficient to address child-labour risk?

Employers should seek appropriate supporting evidence and assess the actual duties and working conditions rather than rely solely on assurances.

6. What should HR do if a worker’s age is uncertain?

Resolve the uncertainty through reliable documents and the applicable age-determination process before allowing the proposed work to begin.

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