Compensation and benefits are important to your team and the health of your company. Employees expect a certain level of compensation and benefits that not only meets the statutory requirements but also goes above and beyond to fulfill their needs.
When expanding to Eswatini, employers need to meet the country’s compensation laws to stay compliant and provide the right benefits to encourage greater retention rates. Here are a few important aspects to consider.
Eswatini compensation laws
Eswatini’s minimum wage varies based on an employee’s position. For example, domestic workers must make at least SZL 531.60 a month, while unskilled workers and skilled workers must make at least SZL 420 and SZL 600 a month, respectively. These Eswatini compensation laws began in 2011, so you should watch for any changes to compensation laws in the future.
Employees can work overtime, but they must consent to perform the extra hours. All employees working overtime must get paid at least 1.5 times their normal wage rate.
Guaranteed benefits in Eswatini
Your Eswatini benefits management plan should first include guaranteed benefits required by law. You can start by including Eswatini’s 11 national holidays.
Eswatini also offers expecting mothers 12 weeks of maternity leave as a guaranteed benefit. They can take 6 weeks before the due date, but only 2 weeks are paid, and only if the employee has worked for at least 1 year.
Fathers will not receive any paternity leave unless the company provides this leave as an additional benefit.
Eswatini benefits management
When you disperse your Eswatini benefits management plan, supplemental benefits can be a great way to help attract and retain talent. You can offer performance-based bonuses, additional time off, or even a health insurance stipend to show employees you appreciate them and want them to stay with your company long-term. If you’re not sure what additional benefits to provide, you can conduct surveys or research local competitors to see what type of benefits are offered the most in your industry.
Restrictions for benefits and compensation
Companies choosing to expand the traditional way through establishing a subsidiary must incorporate in Eswatini before providing benefits.
Fortunately, an Employer of Record (EOR) like G-P can help you start working faster. When you partner with us, you can get to work without setting up new entities or worrying about compliance.
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.