Can my employer legally keep my passport?

Almost never legally. In UAE (since 2021 Labour Law), Qatar (since 2020 reform), Saudi Arabia (since 2021), Kuwait, Bahrain and Oman, employers retaining workers' passports without explicit written consent is illegal. EU countries all prohibit passport retention. Japan and Korea also prohibit it. If your employer refuses to return your passport, contact the Nepali embassy immediately — this is a welfare emergency. The Nepali embassy in every Gulf country has a dedicated welfare line for exactly this situation.

What is the kafala system and is it still active?

Kafala (sponsorship system) historically tied Gulf migrant workers to a single employer — meaning you could not change jobs or leave the country without your employer's permission. Qatar abolished mandatory exit permits in 2020 and now allows workers to change employers freely. Saudi Arabia introduced Freedom of Movement reforms in 2021 allowing employer changes after 12 months. UAE allows employer transfer after 6 months, freely after first contract completion. Kuwait and Bahrain have introduced partial reforms. The kafala system is being progressively dismantled, but residency still requires an employer-linked visa — always check current rules for your specific destination.

What if my salary isn't paid?

In UAE, Qatar, Saudi Arabia and Oman, salaries must be paid through the Wage Protection System (WPS) — a government-mandated electronic salary transfer monitored by the labour ministry. If you do not receive your salary, report it immediately to: (1) the destination country's labour ministry hotline, (2) the Nepali embassy welfare desk, and (3) Glocal Workforce's welfare line. Bring or screenshot your bank statement showing unpaid deposits. Under WPS, employers who fail to pay are automatically flagged and face licence suspension.

Am I entitled to overtime pay?

Yes, in every country we recruit for. Gulf countries: 25% premium for day overtime, 50% for night work overtime (beyond 8 hours/day or 48 hours/week). EU countries: typically 50% premium plus mandatory compensatory rest periods. South Korea: 50% premium beyond 40 hours/week and on rest days. Japan: 25–50% premium depending on hours and day type. Malaysia: 1.5× regular rate for overtime. Overtime pay is a legal right, not a benefit — it cannot be waived in a contract.

Am I entitled to annual leave?

Yes, in every destination. UAE: 30 calendar days after 1 year (15 days after 6 months if service ends before 1 year). Qatar: 3 weeks for first 5 years, 4 weeks after 5 years. Saudi Arabia: 21 days for first 5 years, 30 days thereafter. Poland/EU: minimum 20 days per year, rising to 26 days. South Korea: 15 days after 1 year, increasing with tenure. Japan: 10 days after 6 months, scaling up. Many Gulf employers also provide a round-trip ticket to Nepal every 2 years as part of the standard package — confirm this in your contract.

What is end-of-service gratuity and how is it calculated?

End-of-service gratuity (ESG) is a mandatory payment at the end of your employment in Gulf countries. UAE: 21 days of basic salary per year for the first 5 years, then 30 days per year thereafter. Qatar: minimum 3 weeks basic salary per year of service. Saudi Arabia: 0.5 month per year for first 5 years, 1 month per year thereafter. Bahrain, Kuwait, Oman: similar structures at 15–21 days per year. Gratuity is calculated on basic salary only — not housing or food allowances. If your employer refuses to pay gratuity, the labour ministry in the destination country can compel payment.

What if I need to return to Nepal for a family emergency?

Annual leave entitlements apply. Emergency leave (death of an immediate family member) is typically 3–5 days under Gulf and EU law, at employer's discretion beyond that. If you have used your annual leave, you may need to take unpaid leave — negotiate with your employer in writing. If your employer denies all leave for a genuine family emergency and this violates your contract terms, this is grounds for a formal complaint. Contact the Nepali embassy — they can sometimes mediate with the employer to allow an emergency return.

Worker Rights Abroad — Nepali Worker Legal Rights in Every Destination 2026 | Glocal Workforce Nepal

Every destination country in which Glocal Workforce Nepal places workers has enforceable labour law that protects migrant workers. The Gulf Cooperation Council states have implemented Wage Protection Systems, abolished mandatory exit permits (Qatar 2020, Saudi 2021, UAE ongoing reforms) and introduced minimum wages. EU member states have the world's strongest labour-rights frameworks. Korea and Japan provide full legal parity with domestic workers. This guide explains your rights specifically as a Nepali migrant worker in each region — and tells you exactly what to do when those rights are violated.

Universal rights — every destination

Regardless of where you work, every Nepali migrant worker with a valid DOFE labour permit is entitled to:

A written employment contract in a language you understand, detailing role, salary, working hours, overtime rate, leave entitlement, accommodation, food arrangements and termination terms. You must receive this before you sign — not after you arrive.
The right to keep your passport. Your passport is your property. No employer in any country where GWN recruits has the legal right to permanently retain it.
On-time, full salary payment on the schedule specified in your contract (monthly for Gulf and EU; bi-weekly or monthly for Korea/Japan).
Safe working conditions. You can refuse unsafe work that poses an immediate threat to life, and report to the destination labour authority without fear of retaliation.
Medical treatment for work-related injuries at employer's expense.
Access to a phone and the right to contact the Nepali embassy at any time. An employer who restricts phone access or embassy contact is violating international labour standards.
End-of-service benefits upon contract completion — gratuity (Gulf), severance pay (EU/Korea/Japan).
The right to return to Nepal at the end of your contract without impediment.

Gulf countries

United Arab Emirates

Governed by Federal Decree-Law No. 33 of 2021 (UAE Labour Law), which replaced the 1980 law with significantly stronger worker protections.

Salary protection: Wage Protection System (WPS) — all salaries must be paid electronically via a WPS-registered bank account. Employers who fail to pay face automatic fines and business licence suspension.
Working hours: 8 hours/day, 48 hours/week standard. During Ramadan: 2 hours/day reduction for Muslim workers; non-Muslim workers may negotiate.
Overtime: 25% premium for hours above 8/day or 48/week; 50% for overtime work from 10 PM to 4 AM.
Annual leave: 30 calendar days after 1 year of service. Employer-paid return ticket every 2 years is common in standard contracts (confirm in yours).
End-of-service gratuity: 21 days basic salary per year for years 1–5; 30 days per year after year 5. Payable in full upon contract completion or termination without cause.
Employer change: Possible after 6 months (with mutual agreement) or freely after first contract completion. Exit permit abolished since 2021 — you do not need employer permission to leave the UAE.
Public holidays: Paid — UAE public holidays (10+ days per year).

Qatar

Major labour reforms 2018–2022 following World Cup preparations, driven partly by international scrutiny.

Minimum wage: QAR 1,000/month basic (approximately USD 275), plus QAR 300 food allowance and QAR 500 housing allowance if not provided by employer — total monthly minimum QAR 1,800.
Exit permits: Abolished in 2020. Workers can leave Qatar freely without employer permission — including for home leave and at end of contract.
Employer change: Workers can change employers freely without a No-Objection Certificate (NOC) since 2020 reforms.
WPS: Active. All salary payments must be via WPS-registered accounts.
Working hours: 8 hours/day. During summer (June–September) outdoor work is prohibited between 10 AM and 3:30 PM — a major safety protection for construction workers.
Annual leave: 3 weeks for first 5 years, 4 weeks after year 5. One round-trip ticket per year for some contracts; every 2 years is standard.

Saudi Arabia

Labour Law: Royal Decree M/51 and its amendments govern all employment. 2021 reforms introduced significant kafala restructuring.
Employer change: Workers can change employers after 12 months (or if employer violates the contract) without NOC, via the Musaned/Qiwa government portal.
WPS: Mandatory. Monthly salary payment via bank transfer.
Working hours: 8 hours/day, 48 hours/week. During Ramadan: 6 hours/day for Muslims.
Overtime: 50% premium above regular rate.
Annual leave: 21 days after first year, 30 days after 5 years.
Gratuity: 0.5 months per year for first 5 years, 1 month per year thereafter.
Important: Saudi Arabia retains some kafala elements — exit re-entry and final exit visas are still linked to employer approval in some cases. This is an area of ongoing reform — verify current rules for your contract year.

Kuwait, Bahrain, Oman

Kafala system remains with incremental reforms. Workers can apply to change employers in exceptional circumstances (contract violation, non-payment) via the relevant labour ministry.
WPS or equivalent electronic salary transfer systems active in all three.
Standard 8-hour workday, 48-hour workweek with overtime premium.
Annual leave: 21–30 calendar days depending on length of service.
End-of-service gratuity: 15 days/year for first 3 years; 30 days/year thereafter (varies slightly by country).
Exit restrictions: exit permits still required in Kuwait and Oman for domestic workers in some categories — verify for your specific role and contract.

European Union (Poland, Romania, Czech Republic, Croatia, Malta, Portugal)

EU member states apply some of the world's most comprehensive labour protections under EU Directives and national law.

Working hours: Maximum 48 hours/week including overtime (EU Working Time Directive). Mandatory daily rest: 11 consecutive hours. Mandatory weekly rest: 24 consecutive hours.
Overtime premium: Typically 50% above regular rate; some collective agreements provide 100% for weekend work.
Annual leave: Minimum 20 days (EU Directive); Poland: 20–26 days depending on service; Romania: 20–25 days; Croatia: 18–26 days.
Minimum wage: Poland: PLN 4,300/month (approximately EUR 1,000); Romania: RON 3,700/month; Czech Republic: CZK 18,900/month; Croatia: EUR 840/month (as of recent increases).
Health insurance: Mandatory employer contribution to state health insurance — you have full access to the destination country's public healthcare system.
Termination protection: 2–3 month statutory notice periods for contracts above 3 months; unfair dismissal provisions apply.
Trade union rights: Full right to join and participate in trade unions; employers cannot prevent this.
Equal treatment: EU law prohibits wage discrimination based on nationality — Nepali workers performing the same work as Polish/Romanian workers must receive the same wage.

Malaysia

Employment Act 1955: Covers all workers earning below MYR 4,000/month. Workers above this threshold are covered by their individual contract.
Working hours: 8 hours/day, 48 hours/week. Rest day: 1 day/week.
Overtime: 1.5× regular hourly rate for overtime; 2× on rest day; 3× on public holidays.
Annual leave: 8 days in year 1; 12 days years 2–5; 16 days after 5 years.
SOCSO (Social Security Organisation): Mandatory employer contribution — covers work-related injuries and occupational diseases. Register and confirm you are enrolled in the first week.
Minimum wage: MYR 1,500/month (approximately USD 330) nationwide.

South Korea (Employment Permit System)

EPS workers have full legal parity with Korean workers under the Labour Standards Act — one of the most worker-protective laws in Asia.

Working hours: 40 hours/week standard, 52 hours maximum (including 12 hours overtime).
Minimum wage: KRW 10,030/hour (2025 rate — updated annually).
Overtime: 50% premium for hours above 40/week; 50% for night work (10 PM–6 AM); 50% for holiday work.
Annual leave: 15 days after 1 year; rising to 25 days after 10 years.
Severance pay: 1 month basic salary per year of service after completion of 12 months employment — paid in a lump sum on departure.
National Health Insurance: Mandatory enrolment from day 1; employer and worker split contributions.
Employment Insurance: Mandatory — provides income support if you lose your job through no fault of your own.
Industrial Accident Compensation Insurance: 100% employer-funded — covers workplace injuries comprehensively.

Japan (Specified Skilled Workers)

SSW workers receive full legal parity with Japanese workers under the Labour Standards Law.

Working hours: 40 hours/week standard; overtime as mutually agreed but capped by law.
Minimum wage: Varies by prefecture — Tokyo (highest): JPY 1,163/hour; national minimum approximately JPY 1,004/hour (2024).
Overtime: 25% premium for regular overtime; 35% for late-night overtime (10 PM–5 AM); 35% for holiday work.
Annual leave: 10 days after 6 months continuous service, scaling to 20 days after 6.5 years.
Social insurance: Mandatory enrolment in Japan's shakai hoken (pension + health insurance) system from day 1.
Worker Accident Compensation Insurance (rodo saigai hosho): 100% employer-funded; covers workplace injuries regardless of fault.

What to do if your rights are violated

Rights violations follow a consistent escalation path — try each level before going higher:

Document first. Photograph workplace conditions; screenshot salary app or bank statement showing non-payment; save all written communications from your employer. Store everything in your email — not only on your phone, which can be confiscated.
Raise with your direct supervisor in writing. Send a WhatsApp or email message describing the issue specifically. A paper trail is your strongest protection.
Contact Glocal Workforce welfare desk.+977 9802374835 (WhatsApp). We can often resolve employer disputes directly, without escalation, by contacting the employer's HR department.
Contact the Nepali embassy welfare attaché (Shram Sahachari). Every major destination embassy has a Welfare Attaché specifically assigned to migrant worker cases. They are experienced, speak Nepali and have direct relationships with destination labour ministries.
File a complaint with the destination labour ministry:
- UAE: Ministry of Human Resources and Emiratisation (MOHRE) — hotline 800 60
- Qatar: Ministry of Labour — 16008
- Saudi Arabia: Ministry of Human Resources — 19911
- Poland: Państwowa Inspekcja Pracy (National Labour Inspectorate) — pip.gov.pl
- Korea: Ministry of Employment and Labour — 1350
- Japan: Labour Standards Inspection Office (nearest to your workplace)
Request emergency repatriation through the embassy if your safety is at immediate risk. The FEPB Welfare Fund covers the air ticket in genuine welfare emergencies.

Wage Protection System (WPS) — Gulf countries

WPS is a government-mandated salary payment system in UAE, Qatar, Saudi Arabia and Oman. All wages above a minimum threshold must be paid via WPS electronic transfer into a registered bank account. Benefits for workers:

Creates a government-monitored record of all payments — disputes are easily evidenced.
Non-payment is automatically detected: employers are fined, and after 3 months of non-payment, their business licences are suspended.
WPS salary slips serve as proof of income for future migration applications and bank loans.

Open a local bank account in the first week of arrival — Gulf employers are legally required to pay via WPS, so you need a local account to receive your salary. See our embassy directory for contacts, and our insurance guide for FEPB welfare fund coverage.

Your Rights as a Nepali Worker Abroad — Every Destination Covered