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Global HR Compliance in Botswana

Hiring internationally requires clarity around legal responsibilities, employment terms, and compliance risks. If you are planning to hire in Botswana , either local staff or foreign professionals, understanding the country’s labour regulations is essential.

This guide provides employers with a practical overview of employment contracts, working conditions, termination rules, and mandatory benefits in Botswana.

Why Companies Hire International Talent

Businesses expand internationally for two primary reasons:

  • Market expansion: Employing local sales professionals to represent and sell products or services in a new territory.
  • Access to specialised skills: Hiring foreign talent, particularly in high-demand sectors like IT, when equivalent expertise is unavailable or cost-prohibitive at home.

Once the right candidate is identified, the challenge becomes how to engage them legally, compliantly, and in a way that supports long-term retention. This is where our Employer of Record (EOR) solution comes in.

Hiring in Botswana Without Setting Up a Local Entity

If you need to hire staff in Botswana but don’t have a local presence, Acumen International enables you to do so without opening a subsidiary. We legally employ your workers on your behalf, handle employment contracts, payroll, and statutory compliance, and manage employee benefits and entitlements.

You stay focused on business development; we manage the employment risks, HR obligations, and government-facing processes.

This structure is ideal for:

  • Market testing or short-term operations
  • Hiring foreign or local employees without entity setup
  • Managing employment across multiple countries from a single provider

Employment Contracts in Botswana

Employment contracts in Botswana may be oral or written, express or implied. Regardless of form, the contract must define the working terms and bind both parties to their respective obligations.

If the employee continues working beyond the agreed contract period (without a formal extension), the employment is assumed to continue under the original terms unless explicitly renewed or renegotiated.

Minimum Employment Standards in Botswana

Hours of Work

  • 5-day workweek: Max 9 hours per day with a 1-hour rest break.
  • 6+ day workweek: Max 8 hours per day or 48 hours per week.
  • A 30-minute break is required after 5 consecutive hours of work.
  • Employees are entitled to at least 24 consecutive hours of rest per 7-day period. Shift workers must receive at least 30 consecutive hours of rest per week.

Probation Period

  • Must be defined in writing before employment begins.
  • Max 3 months for unskilled workers.
  • Max 12 months for skilled workers.
  • Termination during probation does not require cause or justification.

Annual Leave

  • Minimum 15 working days of paid annual leave per year.
  • At least 8 leave days must be taken within 6 months of accrual.
  • Unused leave can be carried forward for up to 3 years.
  • On termination, outstanding leave must be paid out in full.

Maternity Leave

  • 12 weeks of maternity leave (6 weeks before and 6 weeks after birth), with an additional 2 weeks if medically required.
  • Maternity allowance: Not less than 25% of basic pay or 50 thebe per day, whichever is higher.

Sick Leave

  • 14 working days of paid sick leave per year.
  • Absence exceeding 24 hours requires a medical certificate.
  • The employer must be informed as soon as possible.

Overtime

  • Max 14 hours of overtime per week.
  • Standard overtime: 1.5x basic hourly rate.
  • Rest days or public holidays: 2x hourly rate.

Minimum Wage

  • General private sector: 3.80 BWP/hour
  • Domestic workers: 2.70 BWP/hour
  • Agricultural sector: 550 BWP/month
    (Note: Last updated in 2015; verify current rates with Botswana’s Ministry of Employment.)

Termination and Severance in Botswana

Notice Period

  • Minimum notice must match the wage period (e.g. one month’s notice for monthly-paid employees).
  • Notice is also required during probation.
  • Payment in lieu of notice is allowed.

Dismissal for Cause

No notice is required if the employee is found guilty of serious misconduct. However, the burden of proof lies with the employer. The Industrial Court requires both procedural and substantive fairness in all termination decisions.

Severance Benefit

  • Employees with 60 months of continuous employment are entitled to a severance benefit, even if their contract ends normally.
  • Calculation:
    • 1 day of basic pay per month for the first 60 months
    • 2 days of basic pay per month for any additional months of service
  • This benefit is not applicable if the employee receives a gratuity or pension upon contract termination.
  • Plan Employment Costs in Botswana with the Global Payroll Calculator
  • Hiring internationally means you need more than just gross salary estimates, you need clarity on total employment costs, including taxes, contributions, and statutory benefits.
  • The Global Payroll Calculator helps you model actual employment costs in Botswana, factoring in local income tax brackets, severance benefit liabilities, maternity pay obligations, and employer contributions. Whether you’re comparing Botswana to other African markets or preparing a headcount proposal, this tool gives you accurate, real-time visibility into the full cost of employment.
  • Use it to:
  • Model monthly and annual employer costs for local or foreign workers
  • Compare Botswana with other countries for workforce planning
  • Avoid budget gaps caused by local regulatory obligations
  • Improve internal cost forecasting and decision-making.

Plan Employment Costs in Botswana with the Global Payroll Calculator

Hiring internationally means you need more than just gross salary estimates, you need clarity on total employment costs, including taxes, contributions, and statutory benefits.

Global Payroll Calculator helps you model actual employment costs in Botswana, factoring in local income tax brackets, severance benefit liabilities, maternity pay obligations, and employer contributions. Whether you’re comparing Botswana to other African markets or preparing a headcount proposal, this tool gives you accurate, real-time visibility into the full cost of employment.

Use it to:

  • Model monthly and annual employer costs for local or foreign workers
  • Compare Botswana with other countries for workforce planning
  • Avoid budget gaps caused by local regulatory obligations
  • Improve internal cost forecasting and decision-making

Why Choose Acumen International Employer of Record in Botswana

Acumen International helps you hire in Botswana without the delays, risks, or administrative complexity of setting up a company. We act as the legal employer of record, allowing you to:

  • Employ local or foreign workers in full compliance
  • Manage employment costs and payroll obligations
  • Support your global mobility needs
  • Access legal and HR expertise without multiple vendors
  • Focus on business while we handle employment logistics

Whether you’re exploring Botswana as a market or need to onboard a specialist quickly, we help you operate with speed, compliance, and clarity.

Need to hire in Botswana?
We’ll help you do it legally and efficiently without setting up a legal entity.

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