When expanding to a new country, it can be difficult to find the right candidates to join your team and meet the country’s employment compliance laws. When hiring and recruiting in Eswatini, here are a few things to keep in mind.
Recruiting in Eswatini
You’ll want to ensure that you’re using the best recruitment channels to reach the talent pool in Eswatini while also adhering to the country’s legal requirements.
When it comes to recruiting in Eswatini, you can handle the process in-house or partner with an Employer of Record (EOR) with recruiting tools like G-P. With us, you can find top candidates globally through our rigorously vetted recruiting partners.
Laws against discrimination in Eswatini
When recruiting in Eswatini, you should be aware of the country’s laws regarding discrimination in the workplace. The Employment Act states that employers cannot discriminate against any person on the basis of:
- Race
- Religion
- Color
- National origin
- Sex
- Marital status
- Social status
- Political affiliation
- Tribal or clan extraction
To ensure compliance, you should avoid asking direct questions about these characteristics during conversations and interviews with potential hires. Make sure to also keep traits out of job listings and advertisements unless they are legitimate requirements for the position.
How to hire employees in Eswatini
The best way to hire Eswatini employees is through an employment contract. The country allows fixed-term or indefinite contracts, but they must be written in the local language. You should include everything from compensation and benefits to termination requirements to meet Eswatini employment compliance laws. All salary and compensation amounts should be in Swazi lilangeni instead of another currency.
Eswatini employment laws
Eswatini’s employment compliance laws can vary if employees are part of a labor union or Collective Bargaining Agreement (CBA). Labor unions are independent of Eswatini’s government, but the government has refused to recognize several labor unions. These unions practice collective bargaining, but individuals in the financial and garment industries may practice collective bargaining on their own.
Companies also need to meet Eswatini’s established workweek hours to stay compliant. Employees should not work more than 5.5 days a week. The weekly rest day should be agreed upon by both the employer and employee and specified in the employment contract.
Onboarding in Eswatini
Once you’ve found your ideal candidate in Eswatini, the next step is onboarding. The country does not have laws relating to the onboarding process, so most companies are free to onboard employees however they wish.
We recommend reviewing the employment contract and other important documents during the employee’s first day. Then, you should provide any important job trainings to ensure employees are comfortable with your company and their new position.
Grow globally with G-P.
G-P never forgets that behind every hire is a human being. That’s why we’ve backed our fully customizable suite of global employment products with our robust team of HR and legal experts, so we can remain at your side, ready to support you as you build your global teams. With the #1 Global Growth Platform, you have the recruitment tools and services you need to find your perfect full-time or contract match.
Contact us today to learn more about how we can help you recruit, hire, and onboard anyone, anywhere.