If you’re considering expanding into Botswana, G-P can help you source the best benefits and compensation for new hires. Our experts truly understand Botswana’s compensation laws, and we’ll manage compliance, so your only focus can be growing your company.
Botswana compensation laws
Botswana’s minimum wage varies based on the industry and type of work you’re involved in. For example, quarrying industry employees make at least BWP 6.77 an hour, while individuals in the agriculture, forestry, and fishing industries earn at least BWP 1,000 an hour (2019). These rates are subject to change, so make sure to research any changes before drafting an employment contract.
Employees can work only 14 hours of overtime each week at 1.5 times their normal hourly rate. If employees work on a public holiday or another rest day, Botswana compensation laws stipulate that they are entitled to twice their normal wage rate.
Guaranteed benefits in Botswana
All employees are entitled to certain guaranteed benefits, such as paid time off for holidays and vacation. The country celebrates 8 national holidays where employees get the day off, and they’re also entitled to 15 days of paid leave per year — 8 days of leave need to get taken within 6 months, and the remaining days must be used within 3 years of employment.
Pregnant employees are generally entitled to 12 weeks of maternity leave and can take 6 weeks before the birth and 6 after. Employees will need a doctor’s certificate to take this leave and should obtain at least 50% of their basic pay while on maternity leave.
Botswana benefits management
Once you decide on a Botswana benefits management plan, you should include supplemental benefits that are not required by Botswana compensation laws but are expected by employees. For example, Botswana has a universal healthcare system, but companies can consider either providing private healthcare or give employees a stipend to source their own plan.
If you’re not sure what kind of additional benefits would make sense for your team, you should look at the benefits other companies in your industry are offering. You can also interview employees to figure out what kinds of benefits are the most attractive for the local workforce.
Restrictions for benefits and compensation
The biggest restriction for benefits and compensation comes with the incorporation process. You must set up a subsidiary in the country before you can hire employees, pay them, and offer benefits. However, a global EOR like G-P can make your expansion easier. When you work with us, we’ll source the best benefits, ensure you meet all of Botswana’s compensation laws, and keep you compliant — all without having to set up new entities.
Partner with G-P to build your everywhere workforce.
As your partner in global expansion, G-P will handle payroll and compliance, so you can focus on growing your team and scaling your business. Our market-leading Global Growth Platform™ is powered by the first fully customizable suite of global employment products and backed by the industry’s largest team of in-country HR and legal experts to streamline payroll management and help you offer competitive, compliant local benefits.
Learn more about our platform and request a proposal today.