August 2026 Africa Regulatory Updates Round-Up

Several African countries have introduced or advanced new labour and social protection laws in August 2026.

For businesses employing staff across the continent, whether directly or through an employer of record, these changes affect contracts, leave entitlements, payroll and reporting obligations.

To help you stay ahead of these changes, our experts have compiled a selection of the month's key regulatory updates and what their potential impact could be.

Missed last month's Regulatory Updates Round-Up? Click to discover the July updates.

1.     Botswana

New Employment & Labour Relations Act

The Employment and Labour Relations Act 27 of 2025 comes into force on 1 September 2026.

It brings together several previously separate labour laws into one framework, but it also introduces:

• New limits on fixed-term contracts
• Wider leave entitlements
• Protections against discrimination
• Paternity leave
• Negotiated packages for retrenchment,
• Stronger enforcement powers with penalties for non-compliant employers

It also allows the Employment and Labour Relations Council to set up sector-specific councils to negotiate employment terms.

Likely impact

Businesses employing staff in Botswana should review any fixed-term contracts now, as the new restrictions may mean converting some roles to permanent status.

Leave policies, retrenchment procedures and anti-discrimination practices should also be checked against the new requirements before the 1 September deadline.

Employers who rely heavily on fixed-term arrangements are likely to feel the greatest impact and should plan for this well ahead of commencement.

Public Service Act Promulgated

The Public Service Act 18 of 2026 has been signed into law, though its start date is still to be announced.

It sets out employment rights for public service workers, aligns Botswana's approach with international labour standards, and creates frameworks for collective bargaining and dispute resolution in the public sector.

Likely impact

This Act applies to the public service rather than private employers.

However, organisations that contract with or supply government bodies in Botswana should be aware of the changes, since they may affect procurement relationships and public sector labour relations.

There is no fixed effective date yet, so this is one to watch rather than act on immediately.

Updated Standard Specifications

Botswana's Minister of Trade and Entrepreneurship has issued updated standard specifications covering a wide range of areas, including personal protective equipment, cleanrooms and information security, effective from 31 July 2026.

Likely impact

Employers with workplace health and safety obligations, particularly those providing protective equipment, should check whether their current supplies and practices still meet the updated specifications.

This is a compliance detail rather than a major policy shift, but it is worth a quick review for businesses in affected sectors.

2.     Egypt: New Bodies Bring the 2025 Labour Law into Effect

Egypt's Cabinet has approved 2 resolutions that put key parts of Labor Law No. 14 of 2025 into practice.

The first sets up a Supreme Council for Social Consultation, bringing together government, employer and worker representatives to shape labour policy and pre-empt disputes.

The second establishes a fund to support informal and irregular workers, covering emergency aid, social insurance contributions, training and a pathway into formal employment.

Likely impact

Employers in Egypt should expect a more structured, tripartite approach to labour policy going forward, with employer representatives having a formal seat at the table.

Businesses that rely on informal or irregular labour may also see gradual pressure and support to bring these workers into the formal system, which could affect workforce planning and cost structures over time.

3.     Ghana: several tax bills passed

Ghana's Parliament has passed a package of tax and customs bills covering:

• Excise duty
• Customs procedures
• Income tax
• VAT

Of most relevance to employers, the income tax changes exempt the national daily minimum wage from income tax and revise individual tax rates, while the customs and VAT reforms tighten compliance requirements more broadly.

Likely impact

Employers running payroll in Ghana should update their systems to reflect the minimum wage tax exemption and any changes to individual tax rates once the bills take effect.

Finance and payroll teams should also review the customs and VAT changes if the business imports goods or is VAT-registered, as compliance requirements are being tightened.

4.     Mauritius: e-EDF facility now available for 2026/2027

The Mauritius Revenue Authority has opened its e-Employee Declaration Form facility for the 2026/2027 income year.

Employers can download the relief, allowance, deduction and rate details that employees have submitted, and must continue using each employee's 2025/2026 EDF details for August 2026 payroll until a new one is submitted.

Likely impact

Payroll teams in Mauritius should start collecting updated e-EDF submissions from employees and download the new details through the MRA facility. In the meantime, August payroll should continue to use last year's EDF information for any employee who has not yet submitted a new form, to avoid processing errors.

5.     Mozambique: government calls for women hiring targets

The Mozambican government has asked large companies, particularly those in strategic sectors and major ongoing projects, to set clear targets for hiring and training women, as well as for sourcing goods and services from women-led businesses.

Likely impact

This is currently a call to action rather than a binding legal requirement.

That being said, large employers and those involved in major projects in Mozambique should consider reviewing their hiring practices and supplier relationships now, since such calls often signal the direction of future regulation.

6.     Senegal: Overhaul of the Social Security Code

Senegal's National Assembly has adopted a draft law to replace the country's 1973 social security legislation entirely.

The new code would:

• Streamline the legal framework
• Introduce a disability pension
• Extend coverage to self-employed workers and those in very small businesses
• Create a universal health insurance system alongside the existing worker-focused scheme

It is awaiting final promulgation.

Likely impact

Once this law is promulgated, employers in Senegal should expect changes to social security contribution rules and possibly wider coverage obligations. This is particularly true if they engage self-employed workers or operate very small business units.

It is worth monitoring for the promulgation date, as implementation timelines and contribution changes will follow.

7.     Senegal: Upcoming Labour Code Reform

Alongside the social security overhaul, Senegal is also reforming its Labour Code.

The draft law extends maternity leave to eighteen weeks, introduces telework arrangements and a right to disconnect, and tightens the rules around fixed-term contracts.

It has passed the National Assembly and is awaiting promulgation.

Likely impact

Employers in Senegal should prepare to update maternity leave policies and review any remote working arrangements once this law is promulgated.

The tightened rules on fixed-term contracts may also require a review of current contract types, similar to the situation in Botswana.

8.     Tanzania: taxes and duties for 2026/2027 published

The Tanzania Revenue Authority has published its full list of taxes and duties for the 2026/2027 financial year, covering corporation tax, withholding tax, income tax, VAT, excise duty and import duty.

Likely impact

Employers and finance teams in Tanzania should review the published rates against their current payroll and tax setup to confirm they are applying the correct figures for the new financial year.