The Hidden Costs of Remittances: Nepali Migrants in the Gulf Countries
Migration Status of Nepal
In the Nepali year 2080 (from 2023-07-17 to 2024-07-15), a total of 741,297 (with re-entry) labor approvals were granted, with 11% of these being female workers. The approvals were processed by Nepal's Department of Foreign Employment. Of the total, 62% (460,102) were without re-entry into the labor market, including 12% female migrants. Among those without re-entry, 71% migrated to four Gulf countries, with Malaysia receiving 18%, Qatar 9%, Saudi Arabia 16%, and the UAE 28%. This data highlights the fact that Nepali migrants are heavily concentrated in the Gulf countries.
Looking at the skill categories of these labor approvals, it is concerning that 19.63% of migrants were unskilled laborers, while 0.10% were highly skilled, 0.37% were professionals, 8.11% were semi-skilled, and 71.78% were classified as skilled.
The four Gulf countries are key
destination countries for Nepali labor migration, as shown by the figures (326,435, 71% in four countries: Malaysia, Qatar, Saudi Arabia, and the UAE). In 2080, among
the new entry labor approvals, 8.12% were females migrating to the Gulf
countries. Interestingly, 91.4% of approvals were processed through recruitment
agencies, with only 8.6% done individually. Among them, notably,
74% of the labor approvals for the UAE were done, while Qatar accounted for
24%, Malaysia for 1%, and Saudi Arabia for 1%. This suggests a growing
awareness among migrants who are taking the process into their own hands, often
bypassing recruitment agencies. In many cases, Nepali youth migrate to the UAE
on a visit visa, then change their status to work permits after receiving jobs.
One of Nepal's key economic
pillars is remittances, which have consistently contributed over 25% to Nepal's
GDP in recent years. In 2023, for example, remittances accounted for
approximately 26.6% of the nation's GDP, amounting to around $11 billion annually.
On a daily basis, Nepal receives $30.67 million in remittances.
(Based on the Data of Labor Approval Status from
2023-07-17 to 2024-07-15)
😷Health and Death Toll in Destination Countries
Nepali workers, especially those in Gulf countries and Malaysia, are exposed to high-risk jobs and health-related issues. In Qatar, Nepali workers primarily work in construction, hospitality, security, agriculture, and driving. In Malaysia, Nepali workers are engaged in manufacturing, hospitality, and security services. In Saudi Arabia, they work in construction, domestic services, retail, and driving. The UAE also sees Nepali workers in construction, hospitality, and security sectors
Every year, thousands of Nepali youths leave the country
seeking better economic opportunities abroad. Gulf countries and Malaysia
remain top destinations. However, these opportunities often turn fatal. Recent
reports from Nepal’s embassies and the Foreign Employment Board reveal a grim
reality: Nepali workers are dying abroad at alarming rates. The reasons for
these deaths are not only tragic but also largely preventable.
(Sources/References: Business and Human Rights Resource Centre, IOM, SpringerLink, Nepal Migration Yearbook).
⚠️ The Death Toll: A Country-Wise
Breakdown
While remittances are a lifeline for the Nepalese economy, the darker side is the increasing number of workers suffering from injuries, illnesses, organ failure, mental disorders, and, tragically, death. Many workers are being pushed to the brink of death due to unsafe working conditions, suicides, workplace accidents, and heat strokes. In many cases, workers do not receive compensation, and postmortems are not conducted.
Here are some facts and figures:
Table 1: Deaths of Nepali Workers in Saudi Arabia (July
16, 2024 – March 23, 2025)
In Saudi Arabia, out of 138 deaths, natural causes accounted for 70 deaths
(~50.7%), traffic accidents for 21 deaths (~15.2%), suicides for 16 deaths
(~11.6%), workplace accidents for 16 deaths (~11.6%), and 15 deaths (~10.9%)
were of unknown causes. This shows that nearly half of all deaths were due to
non-natural causes, such as accidents and suicides.
🕯️ Note: 70 cases
labeled "natural causes" received no compensation. Post-mortems were
not conducted in most of these cases.
A total of 61 suicide cases were reported in Malaysia. The data peaked at nine suicides in April–June 2024 before dropping to five by July–August, then rising again to seven in September. After hitting a low of three in November, suicides fluctuated between four and five until March 2025 and then fell to two in early April. Suicides in Malaysia alone account for approximately 40% of all migrant suicides.
Table 3: Migrant Worker Suicides by Country (Last 3
Years)
There are also deaths in Qatar and the UAE due to various causes such as workplace accidents, suicides, road traffic incidents, heat strokes, and other factors (Data not available)
Why Are Nepali Workers Caught in a Death Trap?
- Poor
Working and Living Conditions
Many Nepali workers, especially in construction and manufacturing, endure gruelling work hours, extreme heat, and unsafe environments. In Saudi Arabia, 16 workers died in workplace accidents in just nine months, highlighting the neglect of safety protocols. - Mental
Health Crisis
In Malaysia, 61 Nepali workers committed suicide in a year. Mental health professionals attribute this to loneliness, financial stress, unmet expectations, and the lack of mental health support systems. - Lack
of Transparency and Accountability
In Saudi Arabia, more than half of the deaths are classified as "natural causes" without proper autopsies. This not only obscures the truth but also denies families the compensation they deserve. It reflects a systemic cover-up. - Other
Factors
Climate variability, disasters, lack of knowledge of regulations, violation of rules, and limited access to basic needs like water and healthcare contribute to the increasing danger to Nepali workers' lives.
Business and Human Rights: Where Is the Accountability?
There are challenges on both sides, for employers and workers, but employers must take responsibility for every step of the migration cycle, from the origin country to the workplace. Employers and recruitment agencies must ensure safe and humane working conditions, and consumers must consider the human impact of the products they purchase. Ethical recruitment, transparent agreements, and clear enforcement of labor rights are crucial for protecting workers and ensuring every step of the labor migration process is secure.
The governments of both origin and destination countries must protect workers' rights, health, and well-being through bilateral agreements and mandatory compensation mechanisms. Some countries have implemented these measures, while others have regulations on paper that are poorly enforced.
From a business and human rights perspective, these
deaths are not isolated incidents; they are symptomatic of institutionalised
exploitation.
- States’
Duty to Protect: Nepal and host countries are not ensuring maximum human
rights protections for migrant workers.
- Corporate
Responsibility to Respect: Recruitment agencies and employers abroad
are ignoring labor standards and avoiding accountability.
- Access
to Remedy: Families are often left without compensation or justice.
Nepal must demand transparent investigations, mandatory
insurance enforcement, and binding agreements with host nations to uphold labor
rights. International employers, including construction giants and supply chain
firms in the Gulf, must adhere to international due diligence standards.
🚨 What Needs to Happen —
Urgently
The government of Nepal must treat this issue in an
emergency manner. Nepali workers contribute significantly to the national GDP, and it
is crucial to establish mental health support desks at labor destinations, physical health checks every month, and well-being status checks regularly in
collaboration with embassies and businesses. Bilateral agreements should
include strict clauses on worker rights and safety. Legal aid and compensation
mechanisms should be strengthened and made more transparent.
Additionally, recruitment agencies and working groups must
ensure that ethical recruitment practices and pre-departure training are in
place. These measures can identify mental health issues and provide preventive
care before workers depart.
✋My Final Thoughts
Nepali workers are the backbone of our economy, sending home
billions in remittances. However, the government, recruitment agencies, and
employers profiting from this migration are failing to protect the lives of
these workers. Until the government, recruitment industry, and destination
countries adopt a rights-based, worker-centered approach, this death toll will
continue to rise.
Let’s raise workers' voices together. 👐
sources and references that can be cited for the data and facts mentioned in the blog post: : Foreign Employment Board Report, Nepal Embassy Riyadh Official Report, Nepal Embassy UAE, Ministry of Labor Nepal, [Interview/Article on Mental Health and Migrant Workers-Navraj Fuyal, Himal Press Coverage, Nepal Republic Media, ILO – Business & Human Rights, Interview Clinical Psychologist Dwarika Upreti, World Bank Migration and Remittances Report
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