Purpose

This paper aims to examine the current quality of work-life (QWL) situation and the effectiveness of labor laws for promoting QWL in the context of Nepalese workplaces.

Design/methodology/approach

It uses a descriptive-interpretative-qualitative approach to analyze the responses. Information is gathered through discussions with 85 higher- and middle-level managers of large and medium-sized organizations.

Findings

The majority of Nepalese organizations accept safe and healthy working conditions, social relevance of work-life, social integration in the work organization, and work and total life space as the key aspects of QWL. They have become even more critical as a result of the COVID-19 pandemic. However, they face challenges in providing employees with opportunities for continued growth and security, immediate opportunity to use and develop human capacities, adequate and fair compensation and constitutionalism in the work organization. QWL-related provisions in Labour Act, 2017, play a vital role in promoting the QWL situation. The QWL programs offer many benefits to employees’ private and working lives. The lack of such programs would undoubtedly have negative consequences for Nepalese companies. Compliance with labor laws will promote a better QWL situation at Nepalese workplaces.

Research limitations/implications

Only managerial perspectives are considered for examining the current situation of QWL and the effectiveness of QWL-related provisions of the Labour Act, 2017. It excludes the views of union leaders.

Practical implications

This paper indicates that labor laws’ QWL-related provisions are effective. It also provides several policy measures for promoting a better QWL in Nepalese workplaces.

Originality/value

This study presents QWL-related legal provisions and the actual situation at the workplaces of Nepal. It also presents the key aspects of QWL in the context of Nepal.

中文翻译：

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工作生活质量状况和劳动法的有效性：管理视角

目的

本文旨在探讨尼泊尔工作场所当前的工作与生活质量 (QWL) 状况以及劳动法在促进 QWL 方面的有效性。

设计/方法论/途径

它使用描述性解释定性方法来分析响应。信息是通过与大中型组织的 85 名高层和中层管理人员的讨论收集的。

发现

大多数尼泊尔组织将安全和健康的工作条件、工作与生活的社会相关性、工作组织中的社会融合以及工作和总体生活空间视为 QWL 的关键方面。由于 COVID-19 大流行，它们变得更加重要。然而，他们在为员工提供持续成长和保障的机会、立即使用和发展人的能力的机会、充足和公平的薪酬以及工作组织的宪政方面面临着挑战。2017年《劳动法》中与QWL相关的条款对于促进QWL状况发挥着至关重要的作用。QWL 计划为员工的私人生活和工作生活提供了许多好处。缺乏此类计划无疑会给尼泊尔公司带来负面影响。遵守劳动法将促进尼泊尔工作场所改善 QWL 状况。

研究局限性/影响

在审查 QWL 的现状以及 2017 年《劳动法》中 QWL 相关条款的有效性时，仅考虑管理层的观点。它排除了工会领导人的观点。

实际影响

本文表明劳动法中QWL相关规定是有效的。它还提供了多项政策措施，以促进尼泊尔工作场所更好的 QWL。

原创性/价值

本研究介绍了与 QWL 相关的法律规定和尼泊尔工作场所的实际情况。它还介绍了尼泊尔背景下 QWL 的关键方面。