Workers from Nepal.
A stable team for years

Nepalese workers have spent decades on contracts in Qatar, the United Arab Emirates, Malaysia and South Korea, so they know shift work, strict health and safety regimes and life away from home. Employers consistently point to three things: very low turnover, a calm approach to physical work and loyalty to the company. This is a destination for plants that want a stable, long-term team rather than seasonal cover.

1) Needs analysis, quote and contract with the employer, 2) pre-selection by a licensed agency in Kathmandu – verification of experience, references and CTEVT/NSTB certificates, 3) type A work permit at the voivodeship office, 4) labour approval at the Nepalese Department of Foreign Employment, 5) candidate preparation and the national D visa – applications from Nepalese citizens are handled by the Polish Embassy in New Delhi, 6) arrival, accommodation, registration, PESEL number and onboarding at the plant.

Realistically 4–5 months from signing the contract to the first day of work. The longest stages are the work permit (usually 30–60 days), the labour approval procedure on the Nepalese side and the visa appointment in New Delhi. With larger groups the stages overlap, so subsequent batches arrive faster.

Poland does not run a national visa application point in Kathmandu. Applications from citizens and residents of Nepal are handled by the Polish Embassy in New Delhi together with the VFS Global application centre. This means the candidate must travel to India to submit documents and biometrics. We plan this stage in advance: appointment, transport, accommodation and a complete document set – this is where inexperienced agencies most often lose weeks.

English is the language of instruction in a large share of Nepalese schools and on technical programmes, and candidates with Gulf experience use it on construction sites and production floors. The level varies – we always verify it during the interview and describe it in the candidate profile. Nepalese workers also pick up basic Polish quickly.

Labour approval (Nep. Shramik Swikriti) is the consent of the Nepalese Department of Foreign Employment for a specific person to travel to a specific employer. Without it the worker will not be allowed to leave Kathmandu airport, even with a valid visa. The application requires, among others, a demand letter from the employer, an employment contract and a power of attorney. We handle it together with a licensed agency in Kathmandu.

The basis is the CTEVT system (Council for Technical Education and Vocational Training) and NSTB skill tests with levels 1–4 – for welders, electricians, masons, fitters and mechanics. On top of that come certificates and references from contracts in Qatar, the UAE and Malaysia. We verify qualifications by documentation before presenting a candidate; practical tests are a paid add-on, arranged in Kathmandu at the employer's request.

The budget consists of official fees (work permit, visa fee, VFS), the cost of the Nepalese procedure (labour approval, medical checks), the candidate's trip to New Delhi for the visa, the flight ticket and the agency fee. We present a precise calculation for a specific position and headcount in the offer before we start – with no hidden items.

Yes. Pay and other employment conditions must be no worse than for Polish employees in a comparable role – this is a condition for issuing the work permit and a point checked by the Labour Inspectorate and Border Guard. In addition, Nepalese foreign employment rules require the contract terms to match those declared in the labour approval procedure.

Manufacturing and processing, warehousing and logistics, construction and finishing works, hospitality and catering, and machine operation. These are sectors where regularity, shift work and readiness for a long contract matter – and that is exactly where this destination stands out.

Accommodation provided by the employer or the agency is the standard. We arrange tickets, airport transfer, housing that meets sanitary requirements, registration, a PESEL number and a bank account. We also suggest simple cultural solutions: access to a private kitchen, accounting for the Dashain festival in the holiday schedule and appointing a foreman-interpreter in larger groups.

Within the agreed trial period we provide a free replacement. Throughout the contract, one coordinator supports the company and the team, addressing problems before they turn into turnover.