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Compensation & Benefits in Swaziland.








Country Capital



Lilangeni (SZL)

Compensation and benefits are important to your employees and the health of your company. Employees expect a certain level of compensation and benefits that meet the statutory requirements and go above and beyond. Plus, employers need to meet Eswatini’s compensation laws to stay compliant and provide the right benefits to encourage greater retention rates.

G-P can help source the best benefits for your company. We offer Eswatini, or Swaziland, compensation and benefit outsourcing services using our Employer of Record solution. We’ll take on all matters of compliance and ensure your employees get the right compensation and benefits.

Eswatini Compensation Laws

Eswatini’s minimum wage varies based on an employee’s position. For example, domestic workers must make at least 531.60 Swazi lilangeni a month, while unskilled workers and skilled workers must make at least 420 and 600 Swazi lilangeni 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 one and a half times their normal wage rate.

Guaranteed Benefits in Eswatini

Your Eswatini benefit management plan should first include guaranteed benefits required by law. You can start by giving employees days off for Eswatini’s 11 national holidays. Generally, employees should get another 11 days of paid annual leave, with the option to take one month of unpaid compassionate leave each year.

Eswatini also offers female employees 12 weeks of maternity leave as a guaranteed benefit. They can take six weeks before the due date, but only two weeks are paid, and only if the employee has worked for at least a year. Fathers will not receive any paternity leave unless your company provides this leave as an additional benefit.

Eswatini Benefits Management

When you disperse your Eswatini benefit management plan, it can pay to include supplemental benefits that employees may expect. 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 the company long-term. If you’re not sure what additional benefits to provide, you can also talk to employees to see what type of benefits mean the most.

Restrictions for Benefits and Compensation

Companies choosing to expand the traditional way through establishing a subsidiary must incorporate in Eswatini before providing benefits. Fortunately, G-P can use an existing subsidiary to help you start working faster. When you choose Eswatini compensation and benefits outsourcing with us, you can get to work faster without waiting or worrying about compliance.

Choose G-P Today

G-P understands the intricacies of an expansion. Our experts will ensure that you meet Eswatini’s compensation laws, and they’ll give you the peace of mind you need to move forward with confidence. Reach out to us today to learn more about how Eswatini benefit and compensation outsourcing can help your company.


THIS CONTENT IS FOR INFORMATIONAL PURPOSES ONLY AND DOES NOT CONSTITUTE LEGAL OR TAX ADVICE. You should always consult with and rely on your own legal and/or tax advisor(s). G-P does not provide legal or tax advice. The information is general and not tailored to a specific company or workforce and does not reflect G-P’s product delivery in any given jurisdiction. G-P makes no representations or warranties concerning the accuracy, completeness, or timeliness of this information and shall have no liability arising out of or in connection with it, including any loss caused by use of, or reliance on, the information.

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