✔ We get your team working in Eswatini (Swaziland)✔ We handle all your payroll needs ✔ We ensure 100% compliance for your business
Africa HR Solutions flawlessly delivers Eswatini (Swaziland) Employer of Record solutions to businesses that are looking to recruit workers and operate payroll without establishing a branch office or subsidiary in Swaziland (Eswatini). Your candidates are hired through Africa HR Solutions Swaziland Employer of Record (EOR Swaziland) in agreement with in-country labor laws and can be onboarded in days rather than the months it typically takes. The new worker is assigned to work on your team, working on your organization’s behalf exactly as if he or she was your employee.
As always, we guarantee 100% compliance for your business in Africa.
Swaziland was recently renamed the Kingdom of Eswatini. Landlocked country in Southern Africa, Swaziland is bordered by Mozambique to its northeast and by South Africa to its north, west and south. It is the 154th largest country in the world in terms of land area with 17,364 square kilometers (6,704 square miles).
As of 1 January 2017, the population of Swaziland was estimated to be 1,317,007 people. The country has 2 official languages: English and Swazi. Mbabane is the capital and largest city in Swaziland.
New Year’s Day
King’s Birthday Holiday
National Flag Day
King Father’s Birthday
Fixed-term contracts are permitted.
It is legally required to put a written employment contract in place in Swaziland, in the local language, which spells out the terms of the employee’s compensation, benefits, and termination requirements. An offer letter and employment contract in Swaziland should always state the salary and any compensation amounts in Swazi lilangeni rather than a foreign currency.
The work week should not exceed 5.5 days.
Employees are generally entitled to 11 days of paid annual leave. Additionally, employees can take up to one month of unpaid compassionate leave per year.
After three months of employment, employees are eligible for 14 days of 100% paid sick leave and 14 days of 50% paid sick leave at the employee’s base wage rate.
Female employees are generally entitled to 12 weeks of maternity leave, 6 weeks of which may be taken before the due date.
2 weeks of the leave are paid, if the employee has worked for at least one year.
There is no statutory paternity leave.
Probationary periods of up to three months are permitted. Employees engaged to perform supervisory technical or confidential work may have a longer probationary period, but it must be agreed to in writing.
Employers may terminate employees with the following notice periods:
An employee may be paid in lieu of notice.
Except as noted in the labor laws, a terminated employee is eligible for severance pay of 10 working day’s wages for each completed year of service after the first year.
The employer can set a probationary period in the employment contract. Local labor laws do not specify the maximum probationary period, however, the probation period must be reasonable given the circumstances of the job.
Resignation or Termination Notice Period: Either party can terminate a contract by serving a notice or paying in lieu thereof. The period of notice is at least:
A collective agreement may permit the notice period of four weeks required once the employee has worked more than 12 months to be reduced to not less than two weeks.
An employee who is dismissed for reasons based on operational requirements (retrenchment) or whose contract of employment is terminated on account of insolvency is entitled to severance pay at a rate of 1 week of pay for each year of service completed. No severance pay is required in cases of resignation, retirement, death, expiration of an employment contract, dismissal for misconduct, poor performance, illness or other reasons.
Our employer of record solution enables customers to run payroll in Swaziland (Eswatini) while Africa HR Solutions takes care of taxation, and compliance management matters are lifted from their shoulders on ours. As an African Employer of Record professional, we manage employment best practices, statutory and market standard, employee benefits, and employee expenditures, in addition to severance and termination if needed.
Moreover, we keep you updated of any amendments to local employment laws in Swaziland (Eswatini).
When using our solutions, your new worker is up and ready even sooner, since he goes through a stress-free on-boarding transition. You’ll have peace of mind knowing you have a group of dedicated employment professionals, backed by years of experience, helping with every on-boarding.
Africa HR Solutions lets you focus on running efficiently your core business.
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