Hiring Workers from Nepal: What You Need to Know as an Employer

In recent years, Nepal has become one of the best-known source countries for employers in Romania. If you are thinking about bringing Nepali workers into your company, you need concrete answers: how long it takes, for which positions it makes sense, what costs to expect and how to integrate them into your team. Let us take them one at a time.

Why employers choose Nepal

Working abroad has a long tradition in Nepal. The local economy cannot absorb the entire available workforce, so many people build their careers through international contracts. Many candidates have already worked in other countries, so they know what a long-term contract, shift work and strict work rules involve.

For you, as an employer, this means a few practical things:

• Candidates focused on long-term contracts. People who go to work far from home usually plan to stay for several years, not a few months.
• Working English. In addition to Nepali, many candidates speak enough English to follow work instructions. The level varies from person to person, which is why we check it at the interview.
• Established communities in Romania. The presence of other Nepali workers in the country helps newcomers adapt.

Which positions we recruit for from Nepal

We recruit both unskilled and skilled staff from Nepal, mainly for:

• manufacturing - operators, packing, assembly lines;
• construction - general laborers and tradespeople;
• hospitality (HoReCa) - kitchen staff, cleaning, room service;
• logistics and agriculture.

For roles that require a specific trade, we add a practical test to the interview and verify the stated experience. For unskilled roles, we focus on motivation, availability for your schedule and the ability to understand instructions.

What we check during selection

• Real experience, through concrete questions about previous jobs and, where relevant, a practical test.
• The level of communication the position requires: some roles only require understanding basic instructions, others involve constant communication with the supervisor.
• The candidate's expectations regarding pay, schedule, housing and length of stay, so there are no surprises after arrival.
• Agreement with the job conditions: shifts, outdoor work, physical effort.

How long the process takes

For Nepal, the estimated timeline is 7-8 months, from the start of selection to the workers' arrival in Romania. The stages are the same as for any non-EU country:

1. candidate selection and interviews, which you can attend;
2. obtaining the work permit (aviz de muncă) from the General Inspectorate for Immigration (IGI), in your company's name;
3. the long-stay visa for employment, which the candidate applies for at the Romanian diplomatic mission;
4. arrival, signing the individual employment contract and obtaining the single residence and work permit (permis unic);
5. onboarding at the workplace.

The practical takeaway: if you need people for next season or to expand a production line, start the conversation at least 8 months in advance. If your deadline is shorter, it is worth comparing other countries too, such as Cuba, where the process takes an estimated 3-5 months.

How much it costs

Recruitment starts from €500 / person. Paperwork is priced separately, and prices do not include VAT. On top of the recruitment cost, plan from the start for housing, transport to the workplace and the first days of training.

One important point: foreign workers are not a way to pay less. The employment contract complies with Romanian law, with at least the legal minimum wage and the same conditions as for Romanian colleagues in the same position. The real advantage is that you fill positions that would otherwise stay empty and that you can plan your team for the long term.

How to prepare for onboarding

Good onboarding starts before arrival. A few things that matter for workers from Nepal, as for anyone coming from another country:

• Decent housing close to the workplace, with a kitchen, because many prefer to cook for themselves.
• Work and safety instructions translated into English or, ideally, Nepali, plus hands-on demonstrations.
• A buddy colleague in the first month, who answers questions and checks that instructions have been understood.
• Respect for customs and holidays. Major holidays in Nepal, such as Dashain and Tihar, matter a lot to workers. Discuss in advance how days off can be arranged.

How we help

We handle sourcing and selecting candidates, organizing the interviews and preparing the paperwork, and after arrival we stay by your side during the onboarding period. You can find all the details about recruiting from this country on our dedicated Nepal page.

Want to know how much a team from Nepal would cost you and when they could start work? Request a quote and we will send you an estimate for the number of people and the position you need.