Green Light Group of Company registered under the Foreign Employment Act 2042 B.S. (1985) and 2064, Foreign Employment Regulation B.S.2056 (1999), and law of Nepal and company registration act 20 Ashwin 2063 (6 October 2006) and Nepal Standard Industrial Classification Act B.S.2056(2000). Council for Technical Education and Vocational Training (CTEVT) constituted in 1989 (2045 BS) Act 1989 is the CTEVT Assembly. National Skill Testing Board (NSTB). Tourism Act, 2035 (1965) and Hotel, Lodge, Restaurant, Bar and Tourist Guide Rules, 2038 (1978).


The Code of Ethical Conduct provides a framework to promote professionalism, integrity, quality, honesty and trust of overseas employment service and career development with job seekers, employers and other stakeholders.

  • Promote fair practices in recruitment and improve the image, reputation and credibility of overseas employment service and career development as per needs and requirements of National and International market.
  • Promote self-accountability and accountability with clients, job seekers, fellow business enterprises and other stakeholders.
  • Regulate the conduct of overseas employment service with ethical standards that comply with the Nepal Foreign Employment Act 2042 B.S. (1985) and 2064, Foreign Employment Regulation B.S.2056 (1999) as well as international labor standards and recruitment policy of Nepal government.
  • Authority

The principles for practice contained within the Code comply with the Code of Conduct of Nepal Foreign Employment Act 2042 B.S. (1985) and 2064, Foreign Employment Regulation B.S.2056 (1999)as well as the guidance included in various documents developed under and by the law, the Code of Professional Practices developed by recruitment and employment federations and the Joint Statement in Pursuit of Ethical Practices, issued during the Conference of Alliance of Asian Associations of Overseas Employment Service Providers (in Manila in April 2014).

Principles of Code of Ethical Conduct

3.1. Legal compliance

Share holders, investors and staffs must obey all relevant legislation, statutory and non-statutory requirements and official guidelines to such requirements during the provision of their services.

3.2. Business standards and best practices

  • We must follow the highest principles of integrity, professionalism and fair practice in handling all transactions with job seekers or prospective migrant workers, employers and other stakeholders.
  • We abstain from activities that set a bad example, such as withholding the documents of job seekers or taking token money from them as a service charge when there is no job available and against recruitment policy of Nepal Government for the overseas employment.
  • We must refrain from immoral or unhealthy competition for money and charging exorbitant fees or service charges.
  • We must have well-defined and clear business policies.
  • We must engage with job seekers, employers and the regulatory body in a manner that is transparent, open, honest, equality and of high quality.
  • We must present job seekers accurate information on all types of fees and recruitment costs as per recruitment policy of Nepal government and international labor Act.

3.3. Job advertisement

  • All details of a job advertisement must be accurate, complete and clear.
  • A job advertisement must clearly mention the required occupational qualifications, working conditions, Salaries and wages for the category of jobs announced.
  • A job advertisement must not overstate nor understate the reality of Salary and wages, benefits, working conditions, accommodation, Transportation, Medical, bonus, leave day entitlement, health insurance and other living conditions of workers in their country of destination. Similarly, the contractual obligations and challenges that could arise for workers must be clearly explained before any contract is signed.
  • All advertised vacancies must be registered with an office of labor department of Nepal and update current requirements in company website.
  • We must clearly explain in job advertisements that the agency and local and sub-agents and job seekers are to directly contact the provided address and phone numbers.

3.4. Recruitment

  • We must make all effort to protect job seekers against fraud, misinterpretation and unethical practices in the recruitment process for overseas employers.
  • Gender discrimination must be prevented by paying full consideration to the rights and needs of female job seekers and Endeavour to protect their dignity at all times.
  • We must be vigilant with job seekers who appear underage for foreign employment, bearing in mind the age limits established for different countries and different job categories by the Government of Nepal and recipient country government.
  • We must ensure that each worker recruited for an overseas employer has read and fully understands their Foreign Service agreement.
  • We must not misinterpret the medical fitness, qualifications, authenticity of documents and any other required information of a job seeker to the prospective employer.
  • We must abstain from recruiting workers for jobs in which a worker may be subjected to a dangerous or hazardous work environment.
  • We must directly carry out the recruitment process.
  • We must only use legal and protected means to send workers overseas for employment and must not use such reasons as holiday travel, visiting relatives or business trips for the purpose of sending workers for employment.

3.5. Protection and welfare of workers

  • We must not take any action that may lead to the disturbance or violation of the labor or human rights of migrant workers.
  • We must respect the international instruments on the protection of migrant workers’ rights.

3.6. Training

  • We must be conscious of the global shortage of skilled labor and raise awareness about these needed skills among intended job seekers to urge the acquisition of skills that are in high demands.
  • We must organize pre-departure orientation for workers to provide them practical information on their contract, living conditions, work environment, responsibilities, laws and culture of the destination/recipient country.
  • We must make prospective overseas workers aware of the negative implications of irregular migration as well as the dangers of human trafficking and smuggling.

3.7. Handling of complaints and dispute settlement

  • We must respond promptly to a complaint made about their (or their employees) work or services offered.
  • If an overseas worker (or prospective worker) registers a complaint with the Protector of Emigrants Office about an overseas employment promoter regarding such violations as the provision of false information on the visa or travel schedule, withholding of documents or charging exorbitant service fees, then that overseas employment service must respond appropriately within the time frame specified.
  • All disputes between workers, overseas employers and overseas employment promoters must be settled on the basis of the contract signed between the parties and in compliance with the laws of the source and recipient country or under the framework of any bilateral agreement between the Government of Nepal and the government of the recipient country.

3.8. Obligation to Clients, Job Seekers and Customer Care

  • We must maintain an office environment that is customer friendly.
  • We must employ staff members trained in public relations and courteous interactions with job seekers, and promoters must put in place appropriate measures to protect the privacy of job seekers, with special attention to women.
  • We must maintain the confidentiality of job seekers’ and clients’ personal data, with exemptions for data that is legally required to be shared.
  • We must abstain from engaging in any activity that may unethically jeopardize job seekers’ current or future employment prospects.
  • We must provide job seekers with appropriate advice on employment and placement options, including current labor market information.

3.9. Partnership development

  • We must maintain a professional working relationship with the Labor Ministry of Nepal, Labor Department of Nepal, diplomatic missions in recipient country and Employers in recipient countries and any other relevant departments.
  • We must work closely with their respective business partners, associates and clients are mutually supportive.
  • We must be fair with competitors and abstain from taking contracts from others by raising their prices excessively over the agreed levels, which could in turn burden migrant workers.
  • We must act with fairness, honesty and courtesy when dealing business with business partner, associates and clients.

Awareness of the Code of Ethical Conduct

  • This “Code of Ethical Conduct” on its website and update any amendments immediately.
  • We must display the “Code of Ethical Conduct” prominently to our business partner, associates, employers and clients, share holders, investors and staffs, agents, sub-agents and others a require.
  • We must inform concern about the Code in its scheduled meetings, and the Code must be kept as a living document that is updated from time to time.

Implementation of the Code of Ethical Conduct

We must take responsibility for the implementation of the “Code of Ethical Conduct” by its all concern members. Reported violations must be investigated swiftly and thoroughly, and any warnings or other disciplinary action must be documented and highlighted in the Board and Executive Committee.