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This research aims to explore people management (PM) dimensions in Nepalese recycling startups (R-startups).

It follows a case study and qualitative research approach. Information is collected from Internet searches and R-startups’ blogs. For research purposes, 12 cases out of 30 R-startups are selected using convenient and purposeful non-probability sampling methods.

Three major findings are as follows: (1) the founders of R-startups have become more environmentally aware and motivated to source materials, manufacture products and deliver them without harming the environment; (2) the founders are establishing work-flow to create future employment opportunities and (3) the PM dimensions in R-startups appear to be sustainable and apparently linked with Sustainable Development Goal (SDG) 12.5, which aims to reduce waste generation substantially through prevention, reduction, recycling and reuse.

Since researchers use widely accessible internet information, there is no possibility of interfering with the website's text and data. The analysis is solely based on the opinions of founders/co-founders of R-startups.

This research presents PM dimensions in R-startups and contributes to the literature in this new field of study. Although on a small scale, this research can provide a basis for minimizing circulatory gaps and closing the loop through circular business (CB). It also provides insights into managing waste in order to create opportunities and wealth.

This is one of the few unexplored areas of academic research. The critical PM dimensions investigated in this study can serve as a baseline for future theoretical development in the context of a specific country.

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.

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.

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.

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.

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.

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.