Many Nepali employers are navigating the transition from the traditional Provident Fund model to mandatory SSF enrollment — understanding the difference matters for both compliance and employee communication.
Employee Provident Fund (EPF)
The traditional model: employer and employee each contribute a fixed percentage (commonly 10%) of basic salary into a retirement-focused fund, historically managed via the Employees Provident Fund (EPF) organization, covering primarily retirement savings.
Social Security Fund (SSF)
SSF bundles a broader set of benefits — provident fund, gratuity, medical and health insurance, and other protections — under a single unified scheme, and is increasingly mandatory across sectors rather than optional.
Which Applies to Your Business
SSF enrollment requirements have expanded significantly and now apply to most formal-sector employers — confirm current applicability for your specific industry and size rather than assuming your business remains on the older EPF-only model.
Communicating the Change to Employees
Employees moving from EPF to SSF sometimes see changes in net pay or benefit structure — proactive communication about what's changing and why avoids confusion and complaints once payslips reflect the new deductions.
Company Sathi can assess whether your business needs to transition from EPF-only to full SSF enrollment.
