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Hiring in Swaziland

Hiring employees compliantly in Swaziland means doing it yourself or using an Employer of Record like Global Expansion. You should be careful using independent contractor agreements in Swaziland so that you don’t run afoul of employment laws. To hire an employee compliantly and offer them mandatory benefits and compliant agreements, you can:

(a) Establish your own new legal entity, banking, accounting and payroll service in Swaziland; or

(b) use an Employer of Record like Global Expansion who can handle all of the details for you.

Need assistance hiring in Swaziland? Contact us about our International EOR Service

Labor Laws in Swaziland

Employee Probation Period

  • Probationary periods of up to three months are permitted.

Annual Leave in Swaziland

  • Employees are generally entitled to 1 day of paid annual leave for each month of continuos service.
  • An employee will be granted 2 days of paid annual leave during the 12th month of employment after 11 months of continuous service.
  • Christmas holiday is also a part of the annual leave.
  • This amounts to 14 working days of paid annual leave.
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Holidays in Swaziland

New Year’s Day 1st January
Good Friday 10th April
Easter Monday 13th April
King's Birthday 20th April
National Flag Day 25th April
International Workers' Day 1st May
Ascension Day 21st May
King Father's Birthday 22nd July
Somhlolo Day 7th September
Christmas Day 25th December
Boxing Day 26th December

 

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Maternity Leave Swaziland

  • Female employees are generally entitled to 12 weeks of maternity leave, six weeks of which may be taken before the due date.
  • Two weeks of the leave are paid, if the employee has worked for at least one year.

Paternity Leave Swaziland

  • There is no statutory paternity leave.

Sick Leave in Swaziland

  • 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.

Working Hours in Swaziland

  • The basic week shall consist of seventy-two hours spread over a period of six days.

Overtime in Swaziland

  • 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.
  • An employee who works on his or her rest day shall be paid double the hours he or she has worked.

Termination of Employment in Swaziland

Employers may terminate employees with the following notice periods:

    • After the probationary period and one month of employment: one week’s notice
    • three to 12 months’ employment: two days for each completed month of continuous employment
    • more than 12 months’ employment: one month plus four days for each completed year
  • 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.

Notice Period in Swaziland

  • Employers may terminate employees with the following notice periods:
    • After the probationary period and one month of employment: one week’s notice
    • three to 12 months’ employment: two days for each completed month of continuous employment
    • more than 12 months’ employment: one month plus four days for each completed year

Severance in Swaziland

  • 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.
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Swaziland Salary and Wages

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Income Tax in Swaziland

  • Income tax is levied on all income derived from a source within or deemed to be within the country, irrespective of whether the recipient of the income is actually resident in Swaziland.
  • Swaziland assesses resident and non-resident individuals on a graduated/progressive tax rate basis.

Taxable income (SZL)

Tax rate

Over

Not Over

 
0 100,000 SZL 0 plus 20% of taxable income in excess of SZL 0
100,000 150,000 SZL 20,000 plus 25% of taxable income in excess of SZL 100,000
150,000 200,000 SZL 32,500 plus 30% of taxable income in excess of SZL 150,000
200,000 and above SZL 47,500 plus 33% of taxable income in excess of SZL 200,000
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Social Security in Swaziland

  • There are no social security contributions in Swaziland.
  • There is, however, a graded tax (poll tax) of SZL 1.50 per month for all employed person’s payable in advance in full on 1 July (i.e. SZL 18.00).

Immigration Swaziland

  • Visitors’ visas are issued to foreign nationals who visit Eswatini.
  • To obtain a visitor’s visa, an individual needs to submit the following:
    • One recent passport photograph
    • Passport that is valid for at least three months before expiration
    • Supporting documents or motivation letter that explain briefly the purpose of the visit
    • Invitation letter from the host institution or individual
    • Itinerary including accommodation arrangements
    • Return air ticket (if flying into the country)
  • A single-entry visa costs ZAR80.
  • The following are the costs for a multiple-entry visa:
    • 3 months: ZAR300
    • 6 months: ZAR700
    • 9 months: ZAR1,000
    • 12 months: ZAR1,300
  • The processing time for a visa is normally two to three days.
  • Some of the permits are as follows: -
    • Class A: An individual who is offered specific employment that will be beneficial to Eswatini by a specific employer and is qualified to undertake such employment
    • Class F: An individual who intends to engage in a specific trade, business, or profession (other than a prescribed profession), has obtained or is assured of obtaining the necessary authorization for the purpose and has the necessary capital and other resources to engage in that trade or profession
Need assistance hiring in Swaziland? Contact us about our International EOR Service

Type of Visa/Permit

Documentation

Validity

Eligibility
Tourist Visa
  • One recent passport photograph
  • Passport that is valid for at least three months before expiration
  • Supporting documents or motivation letter that explain briefly the purpose of the visit
  • Invitation letter from the host institution or individual
  • Itinerary including accommodation arrangements
  • Return air ticket
  • 3 months (single entry)
  • Up to 12 months (multiple entry)
  • Foreigners seeking to visit for tourism must obtain a tourist visa
Business Visa
  • One recent passport photograph
  • Passport that is valid for at least three months before expiration
  • Supporting documents or motivation letter that explain briefly the purpose of the visit
  • Invitation letter from the host institution or individual
  • Itinerary including accommodation arrangements
  • Return air ticket
  • 3 months (single entry)
  • Up to 12 months (multiple entry)
  • Foreigners seeking to visit for business purposes must obtain a business visa
Work Permit (Class A)
  • A duly completed application form
  • An original certificate of police clearance from the applicant’s country of origin
  • Two passport photographs
  • A medical certificate
  • A cover letter from the employer in Swaziland
  • Copies of the applicant’s certificates of qualification for the position, such as a diploma
  • Proof that the position was advertised in Swaziland
  • A certificate of incorporation for the company
  • 2 years
  • Foreigners seeking employment in Swaziland must obtain a work permit
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Value Added Tax (VAT) in Swaziland

  • VAT is charged at the standard rate of 15%.

VAT

Standard Rate

Group 1083

10%
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Mandatory Benefits in Swaziland

  • These are mandatory benefits as postulated by law
  • These include probationary period, annual leave, public holidays, sick leave, maternity leave, overtime pay, notice period, and severance pay
  • Statutory benefits also include social security benefits
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Mandatory Benefits overview

  • Probationary period

  • Annual Leave

  • Public Holidays

  • Maternity Leave

  • Sick Leave

  • Overtime Pay

  • Notice period

  • Severance Pay

  • Social Security Benefits

Payments And Invoicing

  • The tax year runs from 1 July to 30 June.
  • All persons liable to taxation, whether personally or in a representative capacity, are required to file returns within 120 days of 30 June.
  • The Commissioner may allow an extension of time as deemed appropriate.
  • Individuals in paid employment are subject to the pay-as-you-earn (PAYE) system.
  • Every provisional taxpayer (e.g. a company director who earns director’s fees that are not subject to PAYE) is required to submit to the Commissioner, on the prescribed form, an estimate of the total tax payable for the year of assessment.
  • The estimate of taxable income for provisional tax purposes should not be less than the taxable income assessed for the latest preceding year of assessment, for which an assessment has been issued not less than 21 days before the date the current estimate is made.
  • This rule does not apply if the taxpayer can convince the Commissioner of Taxes that the taxable income for the current year will be less than the taxable income for the preceding year.
  • For individuals, the first payment must be made by 31 December and the second payment by 30 June; if a third top-up payment is required, this should be paid by 31 December of the following year (i.e. one year after the first provisional tax payment).
  • A provisional taxpayer becomes liable to pay a penalty if the estimate for taxable income for the second payment of provisional tax is found to be both less than 90% of the taxable income as finally determined and less than the taxable income as assessed for the immediately preceding tax year.

Payroll Accrual in Swaziland

Country Accruals Additional Information

Monthly employer salary limit 2700lilangeni
Provident fund Citizens of Eswatini employed in the private sector. Voluntary coverage for employees without mandatory coverage, including civil servants and members of religious organizations.
Exclusions Self-employed persons, household workers, casual employees, and foreign workers. Special system for civil servants.
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Payroll Accruals Additional Information

 

 

Employment Accruals
Annual Leave Employees are generally entitled to 11 days of paid annual leave. This equals 3% (11/365 days) of annual income
Maternity Leave Female employees are generally entitled to 12 weeks of maternity leave, six weeks of which may be taken before the due date. This equals 23% (12/52 weeks) of annual income
Sick Leave 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. This equals 3.8% (14/365 days) of annual income. Plus 50% of 3.8% of annual income.
Overtime All employees working overtime must get paid at least one and a half times their normal wage rate. Depends on the number of overtime hours worked
Severance 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.

 This equals 2.7% (10/365 days) of annual income

Accrued Benefits in Swaziland

Christmas Bonus % 0%
Christmas Bonus Over Vacations % 0%
Severance per Year%

Employees ae entitled to severance pay that equals 2 weeks of pay after one year of service (2.74% of annual salary)

 2.74%
of annual salary
Vacations %

Employees are entitled to 14 days of paid annual leave (4.12% of annual salary)

 4.12%
Of annual
salary
Notice %

Employees are entitled to 14 days of notice period for one year of service or more

 3.84%
Christmas Bonus Over Notifications % 0%
Vacations Plus % 0%

Total percentage of Salary (yearly)

The total employment accruals as a percentage of salary per anum are equal to 10.98%

10.98%

Why use Global Expansion to hire in Swaziland

Establishing a branch office or subsidiary in Swaziland can be time-consuming, expensive and complex. With such a robust labor market in place, one must pay great attention to detail when structuring employment because Swaziland labor laws are complex.

The company also has a responsibility to comply with specific employment practices dictated by Swaziland law to maintain its good standing as an equal opportunity employer.

Global Expansion makes it easy for you to expand into Swaziland. We'll help you hire your candidate of choice, handle HR matters and payroll, and ensure that you comply with local laws without the burden of setting up a foreign branch office or subsidiary. In addition, you'll have complete control and direction over your employees.

We enable you to stay in control of everything. Our Swaziland Global Professional Employer Organization (PEO) and Employer of Record (EOR) solution provides you with peace of mind to focus on running your company and the security to enter new markets.

 

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