Labour Ministry Issues Guideline for Internal Employment Decade

Labour Ministry Issues Guideline to Run “Internal Employment Promotion Decade” Program

The Ministry of Labour, Employment and Social Security has issued a guideline to implement the “Internal Employment Promotion Decade” program.

Under the Internal Employment Promotion Decade framework, the Ministry has released the “National Employment Promotion Program (Operation and Management) Guideline, 2082.” The guideline was approved through a minister-level decision on Poush 3, and the Ministry issued it on Sunday.

The Ministry stated that the guideline has been introduced to create employment opportunities within the country and address unemployment.

In line with the spirit of federalism, the Ministry aims to expand the program to all 753 local levels by covering shared jurisdiction and responsibilities of the federal, provincial, and local governments. Approved by exercising authority under the Right to Employment Act, 2075, the guideline focuses on developing the internal labour market and supporting the reintegration of people returning from foreign employment.

Key Program Areas

According to the guideline, five major areas have been identified for internal employment promotion. These include:

• Providing skill-based training to youth in line with labour market demand

• Using the skills, capital, and experience of returnee migrant workers to promote self-employment and entrepreneurship

• Ensuring minimum employment opportunities for registered unemployed people through local-level “Employment Service Centers”

• Operating reintegration programs for people returning from foreign employment

• Running other skill-based and concessional programs to promote internal employment

Responsibilities of Employment Service Centers and Local Levels

The guideline states that Employment Service Centers must conduct labour market surveys and manage records related to labour and employment.

Local levels are required to collect and regularly update details within their jurisdiction, including:

• Unemployed individuals and partially employed individuals

• Employment and self-employment status

• Training provider institutions

• Employers

• Banks and financial institutions

They must also prepare estimated records of potential jobs that may be created by government, private, cooperative, non-governmental organisations, associations, and other bodies.

The guideline further states that individuals seeking employment must register and maintain records of their preferences, including:

• Available jobs in the labour market

• Areas of interest for employment, self-employment, or foreign employment

• Preferred sector, profession, and occupation

Programs Targeting Returnee Migrant Workers

The guideline includes provisions for programs focused on people returning from foreign employment. Local levels may implement programs that promote and utilise the skills, experience, capital, and technology gained abroad to create jobs and develop entrepreneurship.

Skill Training Standards and Duration

To supply skilled and professional human resources according to labour market demand, the guideline allows the operation of vocational and skill development training of at least 390 working hours.

While running such training, both theoretical and practical components must be included. The guideline specifies that skill development training should follow an 80% practical and applied approach and a 20% theoretical knowledge approach.

For workplace-based training, the program may be conducted by involving workers currently engaged in the relevant industry or establishment.

Role of the National Vocational Training Institute

The National Vocational Training Institute will:

• Approve curricula related to skill development

• Conduct skill testing

• Handle standardisation and certification

Under the Institute, vocational training centres must conduct skill tests and submit them to the Institute for certification.

Budget, Financial Transfers, and Support

The guideline also provides for managing the human resources required to operate the program.

The National Employment Promotion Program will be implemented by the Ministry using the annual budget allocated by the Government of Nepal. From the allocated budget, conditional grants will be provided under financial transfer arrangements to run the program at the provincial and local levels. The guideline also states that provincial governments may provide such grants to local levels.

The Secretariat may also facilitate financial and technical assistance received from development partners to provincial and local levels for:

• Promoting internal employment

• Promoting employment and developing entrepreneurship by utilising the skills, capital, experience, and technology of returnee migrant workers

The guideline mentions that the Secretariat can operate the program by maintaining separate accounts for budgets received under the National Employment Promotion Program and returnee-focused programs.

Three-Tier Structure for Implementation

The guideline has arranged various committees from the federal level to the local level for program implementation:

• At the federal level, a National Steering Committee will be chaired by the Minister for Labour

• For implementation, a National Program Implementation and Coordination Committee will function under the leadership of a Joint Secretary

• At the provincial level, a Provincial Program Steering Committee will be chaired by the concerned minister

• At the local level, a Local Program Implementation Committee will be chaired by the Rural Municipality Chairperson or Municipal Mayor

The guideline states that Employment Service Centers at the local level will be mobilised as the main contact point (hub) for the program.

Target Groups and Digital System

The program will mainly cover:

• Unemployed individuals

• People actively seeking employment

• People returning from foreign employment

• Groups that require special state support

To balance labour market supply and demand, an electronic information system called “Shram Sansar” will be used. The guideline states that this system will serve as a bridge between employers and workers.

Staffing and Operational Support

To make the program effective at the local level, the guideline includes provisions for managing employment coordinators and additional technical personnel.

The Ministry believes that effective implementation of the guideline will increase decent employment opportunities within the country and reduce the outflow of skilled human resources. The Ministry stated that all local levels have already been informed through an official circular for implementation of the guideline.