* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
* Playroll continues to analyse immediate opportunities and fulfilled roles by recruitment partners, contractors and employers to identify in-demand jobs.
In Swaziland, it is a requirement for employment contracts to be documented in writing, and the use of fixed-term contracts is permissible. These contracts must be written in the official local language and currency. The essential elements that must be included in the employment contract are:
It is acceptable in Swaziland to have probationary periods lasting up to 3 months.
The standard work schedule in Swaziland entails 48 hours per week, spread across a period of 6 days.
Employees in Swaziland can engage in overtime work with the approval of the employer. Compensation for overtime hours is set at 150% of the regular pay rate. Additionally, individuals working on rest days will receive remuneration at a rate of 200% for the hours worked.
The minimum wage rates in Swaziland are as follows: 531.60 SZL per month for domestic workers, 420 SZL per month for unskilled workers, and 600 SZL per month for skilled workers.
The provision of a 13th salary is not mandated by law in Swaziland.
In Swaziland, income tax is levied on all income earned within the country, regardless of the recipient's residency status. The tax system follows a progressive rate structure for both resident and non-resident individuals.
Swaziland features three pension schemes: the Public Service Pension Fund (PSPF), the Members of Parliament and Designated Office Bearers Pension Fund (MOPADO), and the Swaziland National Provident Fund (SNPF). These schemes are statutory and operate on a Pay-As-You-Earn basis and is self-administered.
Both the employer and the employee in Swaziland have the option to terminate an employment relationship by giving notice.
The termination of employment in Swaziland necessitates notice periods, and the duration of these notice periods is contingent on the length of the employee's tenure:
Unless specified otherwise in labour laws, an employee who has been terminated in Swaziland is entitled to receive severance pay. The amount is typically calculated at 10 working days' pay for each completed year of service after the first year of employment.
Swaziland observes the following 11 national holidays annually:
The Social Security program of Swaziland encompasses the following: