Purpose, Legal Basis & Applicability

Footprint Adventure (hereinafter referred to as “the Company”) is committed to maintaining a lawful, ethical, inclusive, and safe working environment in accordance with the Labor Act of Nepal, applicable tourism regulations, and responsible tourism standards.

This Human Resources Policy applies to all personnel, including permanent employees, contractual staff, freelance guides, porters, assistant guides, drivers, and other field-based workers engaged by the Company across all destinations of operation.

This policy is binding during office duties, trekking assignments, expeditions, training programs, and any activity conducted under Footprint Adventure’s name.

Recruitment & Selection

Equal Opportunity & Role-Specific Fitness

The Company is an equal opportunity employer. Recruitment decisions are based on merit, qualifications, experience, and role-specific physical and technical competency.

Due to the nature of trekking and mountain operations:

  • Guides, porters, and field staff must meet minimum physical fitness and medical requirements necessary for high-altitude and remote-area work.
  • Guides must possess a valid Trekking Guide License issued by the Ministry of Culture and Tourism. 
  • Office-based and administrative roles are assessed separately and are not subject to trekking fitness requirements.
  • Discrimination on the basis of gender, caste, ethnicity, religion, nationality, age, or disability is strictly prohibited.

Transparency

All vacancies are communicated openly through public platforms, local networks, or community notice systems. Selection processes are conducted fairly and documented where required.

Pre-Employment Requirements

All candidates must submit valid identification, experience records, references, and licenses (where applicable). Medical fitness confirmation may be required for field staff. A two-phase interview will be conducted before hiring staff in the company. 

Employment Categories

  • Permanent Employees: Long-term office or operational staff are entitled to benefits under the Nepal Labor Act.
  • Contractual Employees: Staff engaged for fixed terms, projects, or trekking seasons.
  • Freelance / Field Staff: Guides, porters, assistant guides, cooks, and support crew engaged per itinerary or assignment.

Code of Conduct (Office & Field)

All personnel shall conduct themselves with honesty, discipline, and respect.

Professional Conduct

  • Staff must treat clients, colleagues, local communities, and partners with dignity and courtesy at all times.

Field Conduct (Guides & Porters)

  • Follow the lead guide’s instructions at all times.
  • Maintain group discipline, punctuality, and route safety.
  • Respect local customs, monasteries, villages, and sacred sites.

Alcohol, Drugs & Misconduct

  • Consumption of alcohol or prohibited substances while on duty, during treks, in office hours, or while responsible for clients is strictly forbidden.

Conflict of Interest

  • Staff shall not solicit personal business, commissions, or benefits from clients or suppliers.

Compensation, Wages & Benefits

  • Wages & Salaries: Paid fairly, transparently, and on time in line with industry standards.
  • Field Payments: Trek-based wages, allowances, and tips distribution (where applicable) shall be communicated clearly prior to departure.
  • Insurance: All guides, porters, and trekking staff are covered by mandatory travel and medical insurance during assignments.
  • Benefits: Paid leave, festival bonuses, and statutory benefits as applicable.

Working Hours & Leave

Working Hours

  • Standard working hours are seven (7) hours per day for office staff. Field staff working hours are determined by trekking itineraries, terrain, weather, and safety considerations.

Leave Entitlements

  • Annual Leave: 18 days (permanent staff)
  • Sick Leave: 12 days a year with medical verification 
  • Festival Leave: As per the Government of Nepal calendar
  • Maternity/Paternity Leave: As per the Nepal Labor Act

Overtime

  • Office/Operations Staff: Overtime is generally not applicable, as regular working hours are considered sufficient to complete assigned duties.
  • Field Staff (Guides/Porters): Due to the extended nature of work in mountainous and remote areas, any additional days worked beyond the agreed itinerary are compensated as overtime. Payment is made in accordance with prevailing labor laws and industry standards. 

Training, Capacity Building & Career Progression

  • Mandatory Training: First aid, altitude safety, emergency response, environmental practices, and client care for field staff.
  • Skills Development: Language training, leadership skills, and technical upgrades.
  • Career Pathway: Porters may progress to assistant guides and guides based on experience, training, and performance.

Occupational Health, Safety & Well-being

Safety Equipment & Preparedness
The Company provides or ensures access to appropriate safety gear. All treks include first-aid kits and emergency evacuation protocols.

Accident & Incident Reporting
Any injury, illness, or incident occurring during duty must be reported immediately to the lead guide or management and documented.

Fitness, Fatigue & Mental Well-being
Field staff must be physically capable of performing assigned duties. Adequate rest, acclimatization days, and workload management shall be observed to reduce fatigue, altitude illness, and mental stress.

Anti-Harassment, Dignity & Workplace Respect

  • The Company enforces zero tolerance toward sexual harassment, bullying, intimidation, or abuse, whether verbal, physical, or psychological.
  • Complaints may be raised confidentially to management without fear of retaliation. Appropriate disciplinary action shall follow due investigation.

Child Protection & Safeguarding

  • Employment of a person below the legal working age is strictly prohibited.
  • Any form of child exploitation, abuse, or inappropriate interaction is forbidden.
  • Staff have a duty to report safeguarding concerns immediately.

Grievance Redressal Mechanism

  • Employees may raise grievances related to wages, treatment, safety, or conduct.
  • Complaints shall be handled confidentially.
  • Resolution shall be fair, timely, and documented where necessary.

Disciplinary Procedure

Disciplinary action shall follow due process:

  • Verbal warning
  • Written warning
  • Final warning
  • Termination (if misconduct or non-compliance persists)

Termination & Resignation

  • Notice Period: One month or payment in lieu for permanent staff.
  • Immediate Termination: May occur in cases of gross misconduct, safety negligence, intoxication on duty, or serious policy violations.

Environmental Responsibility (Field-Specific)

  • All staff, especially guides and porters, must:
  • Follow Leave No Trace principles
  • Minimize waste and encourage proper disposal
  • Protect wildlife, trails, and water sources
  • Community Respect & Local Engagement
  • Staff must honor local traditions, religious sites, and community norms. The Company prioritizes local employment and community benefit.

Confidentiality, Data Protection & Media Use

Employees must safeguard company information, client data, and digital content. Photographing or sharing client images or trip details requires consent.

Policy Governance & Review

This policy is effective upon approval and shall be reviewed every two 2 years or as required by law.
Approved By: Managing Director

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