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* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
Hiring in Swaziland presents opportunities in a growing economy with a diverse workforce and strategic location between South Africa and Mozambique.
The country's emphasis on manufacturing and services, coupled with recent GDP growth of 7.9%, highlights its potential for business expansion and development.
Swaziland offers access to fully-serviced industrial sites and competitive rates for purpose-built factory structures, enhancing operational efficiency for businesses.
Additionally, investors can benefit from financial incentives such as tax allowances, low corporate tax rates of 10%, and duty-free importation of machinery and equipment, further promoting a conducive environment for hiring and investment.
In Swaziland, it is a requirement for employment contracts to be documented in writing, and the use of fixed-term contracts is permissible. These contracts must be written in the official local language and currency. The essential elements that must be included in the employment contract are:
It is acceptable in Swaziland to have probationary periods lasting 3-6 months depending on the nature of the work.
The standard work schedule in Swaziland entails 48 hours per week, spread across a period of 6 days.
Employees in Swaziland can engage in overtime work with the approval of the employer. Compensation for overtime hours is set at 150% of the regular pay rate. Additionally, individuals working on rest days will receive remuneration at a rate of 200% for the hours worked.
In Swaziland, the minimum wage varies depending on the sector and skill level. For domestic workers, the minimum wage is approximately SZL 1,500 per month, while for other workers, it is around SZL 1,800 per month. These rates are meant to provide a basic standard of living, though many informal sector workers may earn less than these figures due to enforcement challenges.
The provision of a 13th salary is not mandated by law in Swaziland.
In Swaziland, income tax is levied on all income earned within the country, regardless of the recipient's residency status. The tax system follows a progressive rate structure for both resident and non-resident individuals.
Swaziland features three pension schemes: the Public Service Pension Fund (PSPF), the Members of Parliament and Designated Office Bearers Pension Fund (MOPADO), and the Eswatini National Provident Fund (ENPF). These schemes are statutory and operate on a Pay-As-You-Earn basis and is self-administered. Employees can also take out private pension funds or Retirement Annuities.
The tax-related information provided in this guide is intended for general guidance and informational purposes only. Reach out to our dedicated team for insights on remote hiring in Swaziland tailored to your needs.
Both the employer and the employee in Swaziland have the option to terminate an employment relationship by giving notice.
The termination of employment in Swaziland necessitates notice periods, and the duration of these notice periods is contingent on the length of the employee's tenure:
Unless specified otherwise in labour laws, an employee who has been terminated in Swaziland is entitled to receive severance pay. The amount is typically calculated at 10 working days' pay for each completed year of service after the first year of employment.
Swaziland observes the following 11 national holidays annually:
The Social Security program of Swaziland encompasses the following:
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