Botswana is ranked among the world’s fastest growing economies, averaging 5% per year over the past decade. Diamond mining currently accounts for a quarter of GDP, around 85% of export revenues, and approximately one-third of the government’s revenues. Tourism is the 2nd largest contributor to foreign exchange reserves. Botswana has benefited from a wealth of natural mineral resources.
The country’s regulatory environment facilitates growth, and openness to foreign trade and investment promotes financial resilience. The economic growth will be driven by the construction, services sector, mining activity, and intensified public investments.
Principal Languages: English, Tswana
Government: Parliamentary Republic
Capital City: Gaborone
Other Major Cities: Francistown, Molepolole, Selebi-Phikwe, Maun
A written employment contract is a common practice observed in Botswana. The essence of the contract of employment is that the employer should provide work and employee should place his services at the disposal of employer. Wages and other terms of conditions are agreed in the employment contract. Contracts are also asked for by the Botswana Unified Revenue Service with a view to verifying the taxable income or benefit of the employee.
Regular working hours cannot exceed 48 in a week or 8 in a day. Sunday is the usual weekly day-off.
Employers must pay 1.5 times the regular wages for the overtime performed on an ordinary working day. The rates are twice the hourly wages for rest days and public holidays.
Paid public holidays are:
- Jan. 1: New Year's Day
- Good Friday
- Easter Monday
- May 1: Labor Day
- President's Day
- Mid-July: Public Holiday (The day following the President’s Day)
- Sept. 30: Botswana Day
- Dec. 25: Christmas Day
Employees are entitled to 15 days’ paid annual leave each year.
Employers must pay basic salary for a minimum of 14 days’ sick leave each year.
Pregnant employees are entitled to 12 weeks’ maternity leave (6 weeks before and 6 weeks after the childbirth). During maternity leave, employers must pay at least 25% of the employee’s basic wages.
The Worker's Compensation Act states that employers are required to compensate an employee who is incapacitated due to a work-related injury or occupational disease. Employers are required to apply for an insurance policy to cover liability under the act.
How GPS can Help
With our Global PEO/Employer of Record services, companies can expand into Botswana and hire their employees without having to establish a branch office or subsidiary in Botswana.
- Your candidate is hired via our Botswana PEO. If needed, we can also help you find the right talent in any country with our comprehensive global staffing services
- Your new employee begins work quickly as we take care of employment contracts, statutory and non-statutory benefits, and running their payroll – all in full compliance with the Botswana laws
- Global PEO Services experts manage all day-to-day operational issues, such as employee expenses, and severance/termination if required.
- No contractor risks, pass on the compliance burden to Global PEO Services.
Spin Off/M&A Support
- Ensure continuity of payroll, benefits and HR support when acquiring or spinning off a business with employees overseas.
24/7 Support in 150+ Countries
- Empower your teams with 24×7 support and a single point-of-contact model in which experienced client services directors are in continuous communication with information and advice.
- We are backed by a mix of 300+ multidisciplinary experts from HR, Payroll, Finance, Tax, and Legal domains who are ready to respond to the expected and unexpected needs of your business on the shortest notice.
Easy Visibility into Your Employee Time & Attendance and Benefits Data
With our Global PEO, you get access to our proprietary Mihi SaaS solution for time and attendance, vacation, leave management and benefits enrollment and management. Mihi enables clients to have easy access to employee data in real time. It is designed specifically for companies with a global workforce, especially when working in multiple countries with low headcount.
Ready for Growth When You Are
When ready, we can seamlessly transition you from the PEO/EOR model to your own legal entity and provide ongoing international HR, finance, legal, compliance and staffing support. Learn more about our end-to-end international expansion services here.