What additional benefits are the C-suites availing?
Lucrative salaries and perks associated with certain professions often become the talk of the town. In publicly listed companies, this information is transparent and published in their annual reports. Salaries and incentives for government employees are also publicly known. However, in privately owned corporates and industries, these matters remain confidential within the organisation and are considered ‘business secrets.’
For publicly listed companies or those operating under the regulation and supervision of prudent regulatory bodies, individuals can gauge their growth and the benefits they receive from the company. Nepal Rastra Bank has issued a directive on Good Corporate Governance, which includes guidelines on employee benefits, codes of conduct, and a transparent recruitment process.
“In the regulated sectors, people can easily understand the rules of the game, and things are transparent,” said Vijaya Bahadur Shah, Former CEO of Himalayan Everest Insurance Company Ltd. However, regulators in other sectors are not as proactive as those in the financial sector. The Nursing Council, for instance, is often criticised for its lack of action in ensuring basic salary standards for nurses – a key factor driving the emigration of healthcare professionals, especially nurses.
Limited opportunities create difficult situations for professionals in technical fields, forcing them to accept relatively low-paying jobs. Despite possessing high-level skills, many professionals such as nurses, pilots, and drivers sometimes remain unemployed due to a lack of opportunities and an oversaturated job market. This often leads to frustration among those who pursue technical and vocational education and attempt to find employment within Nepal.
The rule of thumb to maximise profit is either to minimise the cost of production/operation or to raise the prices of products and services. However, raising prices in a market-led economy (due to competition) is not an easy affair, which is why producers and operators try to minimise input costs.
How much does C-suite draw in Nepal?
Growth Sellers Pvt. Ltd. – a leading HR solutions provider based in Lalitpur, Nepal – has conducted a salary survey covering positions from officer level to C-suites across companies from various industrial and service clusters, revealing some interesting insights.
The salary survey was conducted by collecting data and information from comparators using structured survey questionnaires shared with them. Both monetary incentives and non-monetary benefits were gathered during the survey period. According to Growth Sellers, data collection involved key informant interviews and the completion of survey forms via calls, emails, and in-person meetings.
“The data received were based on information provided through the salary survey sheets, calls and emails during this period. The report includes salary data for all applicable positions within the respective organisations. The salary data collected represent the average for each position across various departments.”
The survey covered manufacturing sector companies, service industries such as internet service providers, major corporates, and multinational companies.
The data presented below are compared with Company ‘A’ and the market average for case analysis.
The table presented above shows a comparison of the gross salary of Company ‘A’ with the industry average. It also highlights the difference between Company ‘A’s gross salary and the industry average, where the salaries for the positions of Deputy Manager, Assistant Manager, Senior Officer, Officer, and Assistant were found to be lower than the industry average. The salaries for the remaining positions were found to be higher than the industry average.
The median of Company ‘A’ is compared with the industry average for monthly gross salary. The salaries of the Deputy Manager, Assistant Manager, and Assistant at Company ‘A’ were found to be below the industry average median, while the salaries for the remaining positions were found to be significantly above the industry average.
Skewness
To avoid data skewness, the companies selected for the survey fall within a defined range. Though some are highly efficient and compliant with labour laws, adhering to best management practices. In the booming ICT sector, a significant gap is observed despite conscious efforts in sampling. For example, in ICT sector companies, ICT Company ‘A’ offers Rs. 250,000 and Rs. 178,000 to the General Manager and Deputy General Manager, respectively. However, ICT Company ‘B’ provides Rs. 688,500 to the General Manager and Rs. 370,500 to the Deputy General Manager.
Additional benefits to C-suites and other employees
Companies offer additional benefits to C-suites, which may vary to some extent across different organisations. The survey conducted by Growth Sellers in companies from various sectors shows that the average required working time is 8 hours. However, sales teams and factory workers may be required to work overtime, which is linked to incentives. The additional benefits and incentives mentioned in the story are based on the survey findings.
- Accommodation
C-suites receive housing facilities or rent allowances of up to Rs. 25,000. Company ‘A’ mainly extends this benefit to factory managers and chief technical officers. Similarly, three other companies offer accommodation facilities to their factory staff. - Recreation
Almost all companies, including Company ‘A’, organise an annual picnic as a recreational activity for employees. In addition to this, Multinational Companies (MNCs) also provide various club memberships and designate a separate day for employees to meet with their family members. 
Food & Beverages
The food and beverage benefits offered by companies primarily include canteen subsidies for factory staff. MNCs have stated that their employees are also provided with evening snacks.- Transportation
Transportation facilities are generally offered for night shifts, specifically for factory staff. Company ‘A’ provides this benefit similarly to other companies, covering pick-up and drop-off for night shift factory employees. - Company Products & Services
This benefit involves the distribution of company products to employees either as bonuses or incentives. Company ‘A’ offers its products as complimentary gifts during Dashain, while MNCs distribute their products to employees twice a year. - Loan
Companies have a variety of loan schemes for their employees. MNCs offer housing loan subsidies, two-wheeler vehicle loans, and education loans for employees’ children. Manufacturing companies often collaborate with banks and financial institutions to provide education loans. MNCs also provide vehicle and education loans according to their company policies.
Manufacturing companies offer loans of up to three months’ salary. A distillery company also offers housing, vehicle and education loans. At MNCs, eligibility for a housing loan requires a minimum of five years of service. They offer four-wheeler loans to Deputy Managers and above, and two-wheeler loans to Officers and employees below Manager level. Company ‘A’, which is considered for the case analysis, provides loans equivalent to three months’ basic salary at 0% interest. - Provident Fund (PF)/Gratuity/Social Security Fund (SSF)
Company ‘A’ and the manufacturing companies included in the analysis are the only ones registered with the Social Security Fund (SSF). Other companies continue with Provident Fund and gratuity schemes. - Insurance
Insurance policies vary among companies. The standard offering includes a GPA (General Personal Accident) coverage of Rs. 700,000 and medical insurance of Rs. 100,000. Company ‘A’ provides this same insurance plan and additionally offers term life insurance of Rs. 700,000 for employees up to Level 7, and Rs. 1,000,000 for those above Level 7.
Beyond insurance, some companies also offer various medical services. For example, MNCs provide hospitalisation facilities. Company ‘A’ does not have a separate medical service but provides coverage as per the SSF guidelines. - Incentives
Company ‘A’ provides incentives of up to six months of gross salary. Other companies, including MNCs and a brewery company surveyed, offer performance-based incentives to their sales teams, depending on target achievements. - Vehicles
Vehicle facilities depend on the employee’s position within the company. Company ‘A’ was found to provide better vehicle benefits compared to others. It provides four-wheelers to Managers and Heads of Departments; four-wheelers to Deputy Managers in the Sales team; two-wheelers to Deputy Managers in other departments; and two-wheelers to Officers through Assistant Managers. Two-wheelers are also given to Assistant and Senior Assistant-level staff in Sales. Other companies generally offer vehicle facilities starting from Officer level and above.
Daily Allowance (Headquarter and Outstation)
The daily allowance for C-suites at headquarters is mostly on an actual cost basis, although some companies offer fixed amounts ranging from Rs. 500–600. For Senior Managers, it ranges from Rs. 400–1,500; for Managers, Rs. 350–1,250; for Deputy Managers, Rs. 350–1,100; for Assistant Managers, Rs. 300–1,000; and for Senior Officers, Rs. 300–700. Officers receive Rs. 275–500; Senior Assistants, Rs. 275–500; and Assistants and Support staff, Rs. 200–300. Company ‘A’ was found to offer allowances on the lower end of these ranges.
For outstation duties, the daily allowance for C-suites is mostly on an actual basis, though fixed rates range from Rs. 2,700–4,500. For Senior Managers, it ranges from Rs. 1,200–5,000, with MNCs often reimbursing actual expenses. For Managers, it is Rs. 1,100–5,000; for Deputy Managers, Rs. 650–5,000; for Assistant Managers, Rs. 650–5,000; and for Senior Officers, Rs. 700–4,000. Officers receive Rs. 500–4,000; Senior Assistants, Rs. 375–2,000; and Assistants and Support staff, Rs. 900–1,800. Company ‘A’ was found to offer outstation daily allowances on the higher end of the range.
Composition
In terms of employee composition, 2.5% are support staff, 50% are at the assistant level, 14% are supervisors, 27% are at the officer level, and 6.5% are executives.
