The purpose of this paper is to analyze the emerging views and approaches to work-life quality (QWL), legal provisions, and expectations of the union leader for the enforcement of QWL initiatives in Nepal. It reviews and describes three major labor laws such as the Labor Act, 2017, Child?Labor (Prohibition and Regulation) Act, 2000, and Trade Union Act, 1992. To understand the expectations of union leaders, a questionnaire survey is administered by approaching 55 members of trade unions associated with All Nepal Federations of Trade Unions (ANTUF), General Federation of Nepalese Trade Unions (GEFONT), and Nepal Trade Union Congress (NTUC). The variables of QWL are adapted from Walton (1975). The evidence shows three approaches to QWL such as the scientific management approach, the human relations approach, and orientation to work are in practice. The results also reveal that Nepalese union leaders primarily expect adequate and fair compensation, safe and healthy working conditions, and opportunity for continuous growth and security to maintain an effective QWL situation in Nepal. Effective implementation of the QWL-related legal provisions favors a better QWL situation in Nepal. The ignorance of QWL initiatives would undoubtedly have negative consequences for Nepalese companies. The provisions in the labor laws are seemed to be enough if they are honestly implemented. Hence, effective implementation of the QWL-related legal provisions, thus, favors a better QWL situation in Nepal.
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